thanx A.I / What you get
Your worst clause, free. This is what $399 buys.
A full worked example on an invented company — every finding, the section it fails under, and the actual mark-up. Read it before you upload anything, so you know exactly what turns up at the other end.
What comes back free
You upload an agreement. About a minute later you get your most serious defect in full — the wording, the arithmetic, the section it fails under — and two lesser ones with it. No account, no card, nothing to sign. Everything else we found is named and graded, but not explained. Those, and the replacement wording for all of them, are the paid part.
Every finding names the clause, grades how bad it is, explains why in plain English, and cites the section of the Employment Standards Act it fails under. Absent clauses are findings too — what your agreement doesn't say is often worth more than what it does.
A real example, start to finish
This is a worked sample on an invented company, so nobody's real agreement is on display. The law, the sections and the arithmetic are exactly what the engine produces.
Termination — notice formula
"The Company may terminate your employment without cause upon providing one week's notice for each completed year of service, to a maximum of eight weeks."
Do the arithmetic band by band. At 12 months this clause pays one week. Section 63(2)(a) requires two. It matches the Act at three years and matches again at the eight-week cap, but it falls below the floor at twelve months — and falling below at any single point is enough.
Section 4 says the Act's requirements are minimums and an agreement to waive them has no effect. So the clause isn't topped up to the minimum. It is void — and when it goes, the eight-week cap goes with it, because the cap was a term of a clause that no longer binds anyone. What replaces it is common law reasonable notice, which has no ceiling.
Employment Standards Act (BC), RSBC 1996 c.113, s.63(2)(a); s.4
Probationary period
"The first six (6) months of employment are probationary, during which the Company may terminate your employment at any time without notice or pay in lieu."
Liability under section 63 begins after three consecutive months, not six. Months four, five and six of this "probation" are months in which one week's wages is already owed. A clause purporting to remove that runs into section 4 the same way the termination clause does.
Employment Standards Act (BC), s.63(1); s.4
Serious illness or injury leave
On 28 November 2025, Bill 30 added up to 27 weeks of unpaid, job-protected leave within a 52-week period for a serious personal illness or injury. This agreement is silent on it. It is out of date, and the leave is job-protected whether the paperwork mentions it or not.
Bill 30-2025, in force 28 November 2025, amending the Employment Standards Act (BC)
Unilateral variation
"The Company reserves the right to change your duties, hours, reporting structure, work location and remuneration at its sole discretion."
Written this wide, the clause is the one most likely to be read as permitting constructive dismissal rather than preventing it. A material change imposed under it can end the employment relationship at the employer's cost — the opposite of what the clause was put there to do.
Common law — constructive dismissal. Structural: applies under any regime.
Vacation and vacation pay
The vacation provision meets the statutory minimum and states when entitlement accrues. Nothing to change here. We flag what holds as well as what doesn't — a report that finds fault with everything isn't a report, it's a sales pitch.
Employment Standards Act (BC), Part 7 — annual vacation
What $399 buys
Paying releases every finding, and turns them into two documents you can hand to a lawyer and then to your staff.
1 — The marked-up copy
Your agreement as a real Word tracked-changes document — struck text and replacement wording, each change accept-or-reject on its own, with a note against it saying which section it was failing. This is the copy your lawyer reads.
2 — The clean copy
The same document with the changes accepted and the mark-up gone. Black text, ordinary formatting, ready to print the moment your lawyer approves it. Yours to keep, reuse and issue to every new hire.
Both are .docx. They open in Word, Google Docs or Pages. There is no portal to log into and no subscription — you get the files.
Don't take our word for it. Open them.
What you are not buying
You are not buying legal advice, and we are not your lawyer. thanx A.I limited is a document editing service. We read wording against the Act and the decisions that interpret it, and we suggest replacement wording. We do not advise you, we do not represent you, and no solicitor-client relationship is created.
There is no privilege. What you send your lawyer is protected. What you send us is not, and could be discoverable in litigation or on a due-diligence request.
A lawyer has to sign it off. A BC-licensed lawyer must review and approve the documents before you issue them to anyone. What we produce is a draft for them to check.
And you cannot just hand it to your existing staff. Varying an employment agreement in British Columbia needs fresh consideration. The corrected agreement sticks at a raise, a promotion, a bonus, a new benefit, or a new hire before their start date.
Scope
British Columbia, provincially regulated, non-union employers. We do not review federally regulated workplaces — banks, airlines, telecoms, interprovincial transport — and we do not review collective agreements. If your document is outside that, we turn it away rather than guess at it, and we say so before you pay anything.
The law moves. Your review is current as of the day it runs, and for twelve months you can request a fresh copy as often as you like, at no further charge — each one rebuilt against the Act as it stands the day you ask.
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.