thanx A.I / What you get
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.
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.
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.
“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
“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
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. That is not a drafting failure — the leave did not exist when the document was written. It is simply 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)
“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, which is the opposite of what the clause was put there to do.
Common law — constructive dismissal. Structural: applies under any regime.
There is no temporary layoff provision. Without one, a layoff can be treated as a termination on day one rather than a pause — which is a live problem for any business with seasonal or contract-driven work.
Employment Standards Act (BC), Part 8 — temporary layoff and termination
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
Paying releases every finding, and turns them into two documents you can hand to a lawyer and then to your staff.
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. They are checking work instead of starting from a blank page, which is where the money goes when you hire one cold.
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. These are the two documents this example produces, exactly as they would arrive:
Download the marked-up copy ↓ Download the clean copy ↓
Two .docx files, about 12 KB each. Open the marked-up one in Word and turn on Review → All Markup to step through the changes one at a time.
Here is what the mark-up actually looks like on the termination clause above:
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. Worth knowing before you send anything.
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. That is the whole point — checking a draft costs a fraction of drafting from nothing.
And you cannot just hand it to your existing staff. Varying an employment agreement in British Columbia needs fresh consideration. Continuing to employ somebody is not enough. The corrected agreement sticks at a raise, a promotion, a bonus, a new benefit, or a new hire before their start date — so it is a schedule against your payroll calendar, not a mailout. The Holdings and Pre-sale tiers include that schedule.
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. A decision released after your review may change how a clause is treated. 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.
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.
■ How this works while it is new
Our goal is a service that runs start to finish on its own. We are not there yet, and we are not going to pretend otherwise. Until we are certain of it, Richard reads every agreement that comes in and every document that goes out, before any of it leaves the building.
That is slower than it will eventually be, and it costs us more. It is also the only honest way to sell a legal document that a machine had a hand in producing.
This is new technology. It is not magic.