The law moves.Your new hire packages don't.
Most employment contracts were correct the day they were written and quietly stopped being correct afterwards. We build the systems that catch it — plus the automation, callers, video and social that keep the rest of the business moving.
Asking A.I. is the easy part. We built the discipline it needs.
✦ For Kevin O'Leary
Mr. Wonderful — this thing sells while we sleep.
Most employment contracts carry a termination clause that is void, and the employer doesn't know. We find it in a minute, free, and rebuild the agreement for $399. Every raise and new hire brings the work back. This one is aimed at British Columbia; the method points at any province or state. Behind it runs a lean, mean lead-generating machine on Make.com that finds the employer, writes the letter, sends it, posts the socials and follows up — on its own.
The gold button runs the full review with nothing held back and nothing charged.
■ Flagship · live now
Drop your new hire agreement here. See your worst clause free.
"One week per completed year, to a maximum of eight" pays one week at twelve months. The Act requires two. So the clause fails — and when it fails, the cap on what you owe disappears.
or drop it here · PDF, DOCX, RTF or TXT · max 10 MB · no account · no card
BC, provincially regulated, non-union only. Outside that we turn it away instead of guessing.
What we build
All on your own data, with a person approving anything that leaves the building.
■ Flagship · live
Contract Medic — the law moves, your new hire packages don't.
Most British Columbia employment agreements were correct the day they were written and quietly stopped being correct afterwards. Nobody sends a letter when that happens. There is no symptom until somebody is let go.
The clause that fails is almost always the termination clause. The common wording reads "one week's notice per completed year of service, to a maximum of eight weeks." That pays one week at twelve months. The Act requires two. The clause falls below the statutory floor, so it is void — and once it is void, the cap goes with it. There is no eight-week maximum any more. Common law reasonable notice applies instead, and for a five-year employee that is months, not weeks.
The owner signed something they believed limited their exposure. It removed it. They find out during the dispute, from the other side's lawyer.
What happens when you send one. You confirm the scope — British Columbia, provincially regulated, non-union. Outside that we turn it away instead of guessing. The agreement is split into clauses the way a reader would split it, and each one is checked against the current consolidated Employment Standards Act and Regulation, the Human Rights Code, the Workers Compensation Act, PIPA and BC case law, researched live at the moment you ask rather than from a stale copy.
Around a minute later you get every defect graded Fatal, Substantial or For consideration, with the section or authority printed beside it — and what is absent, the clauses that should be there and are not. That is the failure a chat window structurally cannot catch, because you cannot ask it about something you don't know is missing.
Your worst clause comes back free. The rest of the findings, and the rebuild, are what you pay for.
The clean copy
The rebuilt agreement, formatted properly, ready for your lawyer to approve and for you to issue. Yours to keep and print.
The redline for counsel
Every change tracked — deletions struck through, insertions underlined, a change log at the end. Fifteen minutes of a lawyer's time instead of two hours.
The findings record
Every defect, its grade, and the statutory section or decision it rests on. What was corrected and what was deliberately left alone.
Twelve months, no limit
The law moves. Ask for a fresh copy as often as you like inside the year — no cap, no further charge — and each one is rebuilt against the Act as it stands the day you ask, not the day you bought.
Priced by scope. One payment each.
- Every clause checked against the current Employment Standards Act
- Every defect drafted, with the section it was failing under
- A marked-up copy for your lawyer, and a clean copy ready to issue once they approve it
- Yours to keep and print
- Unlimited reissues for twelve months — as many fresh copies as you want, each rebuilt against the Act as it stands that day
- Everything in Single Business, for each of the seven
- Up to seven business numbers under common ownership
- Unlimited reissues for twelve months, on every business number
- A scheduled rollout — who moves onto corrected terms now, who waits for a raise or a promotion, who needs consideration purchased, and in what order
- Everything in Holdings, across every business in the group, no cap
- A due diligence read of the employment file before a sale — the same file a buyer's counsel opens
- A second read after remediation, to confirm what was fixed
- A buyer-ready pack — every agreement, every finding, what was corrected and what was left
- Direct contact with the founder while your sale is live
- Same business day drafts, back to you as a draft for counsel
Price is set by business number — one incorporated employer, one price — not by how many people you employ. A single company with three hundred staff is $399. Seven companies with four staff each are $2,000. Where we ask your headcount it is so we know what we are reading; it does not change what you pay.
You can't just send everyone a new contract. In British Columbia, varying an existing employment agreement needs fresh consideration — continued employment is not enough. So the fix is a schedule, not a mailout: a new hire before their start date, a raise, a promotion, a bonus, a new benefit. That is what the rollout tiers are for, and it is why the work repeats.
What it will not do. It is not a law firm and this is not legal advice. It does not review federally regulated employers, other provinces, or collective agreements. It will not grade a document that isn't an employment agreement. And it will not call a clause compliant unless the operative statutory text was actually retrieved and checked — where it can't verify, it says so.
PDF, DOCX, RTF or TXT · max 10 MB · no account · no card. British Columbia, provincially regulated, non-union employers only. Outside that? We turn it away instead of guessing.
How we work
It cites, or it says it can't
Every finding names the section or authority it rests on. Where a source couldn't be verified, it says so rather than filling the gap with something that sounds right.
It refuses work
Out of scope, wrong jurisdiction, wrong kind of document — it turns the job away instead of guessing. A confident answer built on the wrong statute is worse than no answer.
A person signs off
Nothing reaches an employee, a customer or a prospect without a human approving it. The machine does the work. It doesn't get the last word.
Twenty-one years on the tools
Built and run by one person in Victoria — twenty-one years in the sheet metal trade before a line of this was written. It reads the contracts because he spent two decades signing them.
Tell us what you need
Describe the job in your own words. You get a straight answer and a price from the person who builds it — or an honest no if it isn't a fit.
Contact
No sales team, no call centre, no form that goes nowhere. You get the person who built it. If it isn't a fit, you'll be told that too.
thanxai@thanxofficial.com
250 938 3870
Victoria, British Columbia, Canada
Plain answers, free to read
What we get asked most, written out properly. No signup, no email, no gate.
Is your termination clause void?
One week per year pays one week at twelve months. Section 63 wants two. What happens when a clause fails.
What changed in BC law, 2024–2026
27 weeks of job-protected illness leave arrived 28 November 2025. Your package predates it.
Can I just reissue the contracts?
No. Varying an agreement needs fresh consideration. Here is when a new contract actually binds.
What is broken, and what is missing
The clauses that most often fail in BC agreements, and the protections most often absent.