Employment Discrimination Case Intake Agent
Employment Discrimination Case Intake Agent
Workplace discrimination victims often search for legal help during nights and weekends, when the emotional weight of their situation is heaviest and your office is closed. This AI agent screens employment discrimination inquiries, identifies the type of claim (race, gender, age, disability, retaliation), collects essential incident details, and books a consultation with the right attorney. Built for plaintiff-side employment law firms that need to capture and qualify high-value discrimination cases without missing after-hours leads.
Employment Discrimination Case Intake Agent
AI-powered intake increases the number of viable employment discrimination cases your firm evaluates and retains.
Employment discrimination leads are high-value but time-sensitive. The EEOC received over 81,000 workplace discrimination charges in fiscal year 2023, and the number continues to climb with expanded protections. Many victims search for attorneys outside business hours. An AI agent that captures and qualifies these inquiries 24/7 can increase your firm's viable case pipeline by 30% to 50% simply by being available when prospects reach out. For a firm that evaluates 20 discrimination cases per month, that means 6 to 10 additional qualified leads.
Employment discrimination case screening typically requires 20 to 30 minutes per prospect as intake staff gathers claim type, employer details, incident dates, and EEOC filing status. The AI agent collects this structured data in under 5 minutes per conversation. For a firm processing 50 or more inquiries per month, that saves 12 to 20 hours of staff time each month, hours that paralegals and intake coordinators can redirect to case preparation and demand letter drafting.
When attorneys enter a consultation already knowing the claim type, incident timeline, employer size, and filing status, they can focus on case strategy rather than fact-gathering. Firms using pre-qualified intake data report consultation-to-retention rates above 50%, compared to 25% to 35% for firms using unstructured intake methods. In employment discrimination practice, where average case values range from $40,000 to well over $300,000 in settlements, each additional retained case represents significant revenue.
Employment Discrimination Case Intake Agent
features
Capabilities designed for the nuances of workplace discrimination case screening and plaintiff intake.
Employment discrimination claims vary significantly based on the protected class involved. The agent uses branching logic to identify whether the claim involves race, gender, age, disability, religion, sexual orientation, pregnancy, or national origin. Each path triggers a tailored set of follow-up questions relevant to that specific claim type, ensuring your attorneys receive the precise information they need to evaluate case merit.
Employment discrimination claims have strict filing deadlines. Federal EEOC complaints must be filed within 180 or 300 days of the discriminatory act depending on the state, and many state agencies have their own windows. The agent asks when the discriminatory action occurred and flags time-sensitive cases so your team can prioritize prospects who risk losing their right to file.
Discrimination victims are often still employed by the company they are reporting, making privacy a critical concern. The AI agent provides a discreet, text-based intake channel where prospects can share sensitive workplace details without being overheard on a phone call. All conversations are encrypted in transit and at rest through Tars' SOC 2 compliant infrastructure.
Whether a prospect has already filed an EEOC charge, received a right-to-sue letter, or has not yet taken any formal action shapes how your firm should engage. The agent asks about current filing status and captures relevant document references, giving your attorneys immediate clarity on where the case stands in the administrative process and what the next legal steps should be.
Employment Discrimination Case Intake Agent
Qualify workplace discrimination claims through a confidential conversational process that gathers what your attorneys need.
Employment Discrimination Case Intake Agent
FAQs
The agent screens the full range of workplace discrimination claims including race, gender, age, disability, religion, national origin, sexual orientation, pregnancy, and retaliation. It also identifies related claims like hostile work environment, wrongful termination, wage discrimination, and failure to accommodate. The conversation logic adapts its questions based on the specific claim type the prospect identifies.
Yes. Tars connects with CRM platforms like HubSpot, Salesforce, and Zoho CRM for lead tracking and pipeline management. Through Zapier and webhook integrations, you can route intake data into legal-specific case management systems. Each lead arrives with structured fields for claim type, employer name, incident dates, and filing status, so your team can create a case file immediately without re-entering data.
The agent uses empathetic, professional language throughout the conversation and provides a text-based channel where prospects can share sensitive details privately. Tars encrypts all data in transit and at rest and maintains SOC 2 compliance. You can also configure the agent to display disclaimers about the limitations of automated legal screening and the importance of attorney-client privilege during a formal consultation.
Yes. The agent asks when the discriminatory action occurred and whether a complaint has been filed with the EEOC or a state fair employment agency. Based on the incident date, your team can quickly identify cases where the 180-day or 300-day federal filing window is closing. The agent flags these time-sensitive leads for priority follow-up so your firm can act before the statute of limitations expires.
Most employment law firms have the agent live within a few days. The setup involves customizing the claim type screening questions, connecting your CRM or case management integration, and embedding the agent on your website. The Tars visual editor requires no coding, and you can adjust conversation flows at any time as your firm adds new practice areas or changes its intake criteria.
Every question, answer option, and conversation branch is fully editable through the Tars visual editor. You can add screening questions specific to your state's employment discrimination statutes, include questions about damages and lost wages, or modify the flow based on whether your firm handles individual claims, class actions, or both. The agent adapts entirely to your firm's intake requirements.
Yes. You can configure separate conversation branches for federal claims (Title VII, ADEA, ADA) and state-specific claims, which often provide broader protections. The agent can ask about the prospect's state of employment and adjust its screening questions based on the applicable statutes. This is especially valuable for firms practicing in states with lower employee count thresholds or additional protected classes beyond federal law.
The AI agent operates around the clock and provides the same thorough case screening at midnight as during office hours. It collects all claim details, captures the prospect's preferred contact method and availability, and delivers a complete case summary to your team via email or CRM integration. Your attorneys see a fully qualified lead first thing in the morning, ready for outreach and consultation scheduling.
Privacy & Security
At Tars, we take privacy and security very seriously. We are compliant with GDPR, ISO, SOC 2, and HIPAA.
Email - sales@hellotars.com
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