◆ Built for my contracts · rebuilt for yours
The law moves. Your new hire packages don't.
Most employment contracts were fine the day they were written. The law moved on; the contract didn't. Contract Medic catches it, and rebuilds the agreement against current British Columbia law.
It prints your own updated contracts in-house, all year round — every clause held against the current Act, every finding cited to its exact section, and the gaps in your package named before they cost you. Lawyer sign-off is always the final step — the engine drafts, your counsel signs.
This build pointed at B.C. It can be pointed at any state or jurisdiction, with New York built and currently in testing.
Every employer who hires or fires, and anyone buying or selling a company who cares about due diligence, is a potential client.
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.
Void termination clause found in a minute, free. Rebuilt for $399 — a year of unlimited reissues.
Every company on this leaderboard is a potential sale. Not many can say that.
It's a tool you'd run across your own portfolio on a Tuesday afternoon, one business number at a time, and find things.
The gold button runs the full review with nothing held back and nothing charged.
Why it scales. The engine reads any jurisdiction. This one is aimed at British Columbia; the same method points at any province or state — swap the law text and go.
Why it sells while we sleep. Behind it runs a lean, mean lead-generating machine on Make.com — seven scenarios and one Airtable base. It finds the employer, writes the letter, sends it, posts the socials, follows up and honours a "no" the same day. Nothing reaches a customer without a person approving it.
What's next. When you verify I have a product, the rollouts won't stop.
The app · live
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
Every defect graded · the section of the Act named · the arithmetic shown
About a minute · up to two on long agreements · no account · no card
BC, provincially regulated, non-union only. Outside that we turn it away instead of guessing.
◆ Outside BC? Pre-order your jurisdiction →A finding
Every finding traces back to the clause that produced it.
Nothing is summarised. The clause is quoted as written, the section of the Act is named, and the arithmetic is shown. This is the clause the gold button reads for Kevin.
Employment Agreement — Harbourview Mechanical Ltd. · § 9.2 Termination · page 2
“After the probationary period, the Employer may terminate the Employee's employment without cause by providing written notice, or pay in lieu of notice, of one week per completed year of service, to a maximum of eight weeks. The Employee agrees that this notice satisfies all obligations of the Employer, statutory or otherwise, arising from termination.”
| Clause pays after 3 months | 0 weeks (no completed year) |
| ESA s.63(1) requires after 3 months | 1 week |
| Clause pays at 12 months | 1 week |
| ESA s.63(2)(a) requires at 12 months | 2 weeks |
| Clause pays at 3 years | 3 weeks |
| ESA s.63(2)(b) requires at 3 years | 3 weeks |
| Falls below the Act | at two bands of service |
| “Satisfies all obligations … statutory or otherwise” | contracting out — ESA s.4, of no effect |
A termination clause that pays less than the Act at any point in the employee's service is void for the whole of it — Machtinger v. HOJ Industries (SCC, 1992); Shore v. Ladner Downs (BCCA, 1998). With the clause gone, the s.63 cap goes with it and the employee is owed reasonable notice at common law: months, not weeks.
The verdict is decided by the arithmetic against the section, not by the model. Then a person reads it before it goes out.
What employers say
British Columbia employers who ran their agreement through it and are fixing what was broken, with their own lawyer's review.
"We ran our contracts through Contract Medic and were shocked to recognise fatal errors and outdated clauses under provincial regulations. After recognising this, we hired a full-service HRM company to rewrite these contracts — but Contract Medic flagged errors even in those revised documents. We let go of the HRM company and are now cleaning up the contracts ourselves, using suggestions from Contract Medic and preparing them for final review and approval by our legal team. This is an amazing service, very clean and easy to navigate. I was excited to share this with family and friends — some are patiently waiting for Ontario to open up! Great work."
"I was skeptical and thought we were safe. We were not. Nice product, tons of applicable uses. To think that every one of our employees over two years is potentially $50k in exposure — I imagine 75% of companies have out-of-date contracts. Thank you, guys! We'd love to use our company name, but we're waiting for the right time to roll out the new contracts — we don't want employees finding out early."
"I didn't realise it was worth updating every six months or so. It's been years. Three minutes, I knew the risk. Fifteen minutes, my lawyer reviewed it — and it was signed and printed. One clean version, one redline. It's a neat system."
■ 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.
Missing a working-alone procedure? Most agreements are. Check In comes free with every rebuild — the written procedure and the record WorkSafeBC asks for.
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
- Any province or state — book the jurisdiction, not just the review
- Updated document back in seven business days or it's free — deposit refunded in full, nothing owed
- The clock starts when we have your document
- Deposit paid securely by Stripe · balance invoiced manually when you're satisfied
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.
Other tools built on the same platform: thanxofficial.com