Contact

Email hey@theclicklab.agency. We're a small team, so email is the only channel we monitor — there's no live chat or phone line, and that's by design: hostile work environment questions deserve a considered written answer, not a rushed one.

What we respond to

• Corrections to damages caps, statutory citations, or case law. The Title VII § 1981a(b)(3) caps, EEOC filing deadlines, and the Faragher/Ellerth framework are the kind of details that need to be exactly right. If a page cites a cap, a deadline, or a citation that's wrong or out of date, tell us which page and what the correct figure is; we verify against the primary source before making any change.
• Errors or unclear language in guides. If a sentence in a guide is ambiguous, contradicts itself, or is just hard to follow, we want to know — plain language is one of our core editorial standards.
• Suggestions for new content. If you searched for a hostile-work-environment question and couldn't find it on the Site — a specific state's harassment statute, a scenario the calculator doesn't handle, a fact pattern that doesn't fit the guides — let us know what you were trying to figure out.
• Press and business inquiries. Journalists covering employment law or workplace harassment, and businesses interested in advertising, can reach the same address.

What to expect

We read every message. Corrections and editorial questions typically get a reply within a few business days. If a correction is verified, we update the affected page, consistent with our editorial and corrections policy. We don't always reply to content suggestions individually, but we do track them for future guides.

What we don't respond to

We can't evaluate your specific workplace situation, tell you whether what you're experiencing meets the severe-or-pervasive standard, estimate what your case is actually worth, or review your employer's response to a complaint — that requires an employment attorney who has seen the actual facts, documents, and timeline. This inbox doesn't file EEOC charges or complaints on anyone's behalf, and we don't accept payment to feature or promote anyone in our editorial content. If you have an active claim, the homepage includes an optional case-review form that connects you with attorneys — that's a disclosed advertisement, not this contact channel, and using it is always optional (see our privacy policy for what's shared if you use it). If you email us asking for case-specific advice, we'll point you back to this policy and to the guidance below on finding an attorney.

Before you email

Many questions we get are already answered on the Site: check the FAQ for common questions on the severe-or-pervasive standard, employer liability, EEOC deadlines, and damages caps, or the guides for step-by-step guidance on what to do after workplace harassment and common misconceptions about claims. If your question is about how the calculator arrived at a number, the methodology page walks through the statutory caps, severity tiers, and economic damages components in detail.

If you actually need an attorney

This inbox doesn't process case intake or referrals — but a few things are worth knowing before you search, whether you use the homepage case-review form or find your own attorney. Look specifically for an employment attorney — a lawyer who handles workplace discrimination and harassment claims regularly — rather than a general-practice attorney. Employment law has its own procedural traps (the EEOC charge requirement, the 180/300-day filing deadlines, the Faragher/Ellerth notice issues) that a lawyer without this specific practice area can miss. Most employment attorneys offer a free initial consultation, and many take Title VII, ADA, and ADEA cases on contingency, since attorney fees are separately recoverable from the employer under these statutes if the claim succeeds — cost is rarely a reason to delay that first call.

Timing matters more here than in many other types of claims: Title VII, ADA, and ADEA claims all require filing an EEOC charge before you can sue, and that charge must be filed within 180 days of the discriminatory act (300 days in most states, which have their own fair employment agencies). Missing that window can permanently bar the claim, regardless of its merits. If you are experiencing ongoing harassment and are worried about a deadline, do not wait on a response from us or on scheduling an attorney consultation — you can file an EEOC charge yourself at eeoc.gov or by calling 1-800-669-4000 to preserve your filing date, then find counsel afterward. If you'd rather start from a neutral referral source, your state bar association's lawyer referral service can connect you with an employment attorney in your area.