Contract Medic · New York — rollout 1 January 2027
Not a remediator.
An add-on for the new clauses.
Built and in beta now — deliberately scheduled, not delayed. The New York rollout is timed to the date the new New York requirements take effect, 1 January 2027.
BC's Contract Medic is a remediator: employers already have contracts written under old case law, and most of them carry a quietly-void termination clause. We find it and rebuild the agreement against current law. The exposure is in the paper the employer already signed.
NY is different. The January 2027 changes bring in new statutory clauses — things employers were never required to include before. Every existing agreement in New York State becomes non-compliant on the same day, not because it was drafted badly, but because the law added things that weren't in it. NY Contract Medic reads an employer's current agreement, checks for the new required additions, and drops them in — an add-on for the new clauses, not a rebuild of the old ones.
Beta — free for the first 50 documents · rollout 1 January 2027◆ Pre-order · any jurisdiction
Not in New York and not in BC? Book your jurisdiction now. Updated document back in seven business days or it's free — deposit refunded in full, nothing owed.
$200 CAD deposit · 50% down · 50% when you're satisfied · clock starts when we have your document.
Pre-order your jurisdiction →The NY build shares the same law table, the same Airtable base, and the same platform as the BC app. When it opens, one law-text update pushes both jurisdictions in one edit.
What NY inserts when it rolls out
Every new hire in New York must receive a written pay notice at hire under the WTPA. NY Contract Medic reads the existing agreement and inserts an LS 51-style notice — rate, pay day, employer info — if it isn't already there.
Labor Law §201-g requires every New York employer to distribute a written sexual-harassment prevention policy and complaint form on hire and annually. NY Contract Medic inserts a compliant reference and complaint procedure into the existing agreement.
New York is at-will, but the January 2027 changes tighten how the at-will clause must be worded to preserve the doctrine. NY Contract Medic replaces old at-will language with the new-compliant version — and flags any hidden 'for cause' promises that turn at-will into something else.
New York's post-Governor Hochul rules narrow enforceability sharply. NY Contract Medic reads the existing non-compete, flags overbroad time or geography, and inserts a compliant limited-scope version alongside the original for counsel to swap in.
NY Contract Medic does not rewrite old termination clauses the way BC does — New York's termination doctrine is different, and old New York clauses aren't generally void the way BC ones are. It focuses on the new required additions, not on remediating what was already there.
Every review runs against a second, differently-prompted engine. Where the two engines disagree on whether an addition is required, a human reads it before the customer sees it — the same discipline as the BC app.
Two very different contract traditions
BC and New York employment contracts look, read and do different things. It's worth knowing why before you assume the same tool works in both places — it doesn't, and that's the point.
- Governing framework. Employment Standards Act (BC), Human Rights Code (BC), PIPA, WCA, Regulation and reported decisions — plus common-law reasonable notice on top of the statute.
- Style. Long, defensive, comprehensive. Six-to-ten pages. Every clause defends against a different liability head.
- What the termination clause does. It exists to cap what the employer owes on dismissal. If the clause is drafted badly, the cap fails and the employer owes uncapped common-law notice — often many months of pay.
- Why it fails so often. Waksdale-style reasoning: a single defective sub-clause voids the whole termination provision. One bad phrase and the cap is gone.
- Restrictive covenants. Non-competes are effectively unenforceable outside a sale of business. Non-solicits must be narrowly tailored and short.
- What it's used for. To keep the employer inside statutory minimums and to control the ceiling on dismissal exposure.
- Governing framework. New York Labor Law, Wage Theft Prevention Act, Executive Law §296 (Human Rights), the Workers' Compensation Law, and a raft of city and state notice statutes — with at-will employment as the default.
- Style. Short. An offer letter of one or two pages is the norm for rank-and-file staff. Comprehensive agreements are reserved for executives and key employees.
- What the termination clause does. Almost nothing — because either side can terminate at any time for any lawful reason. The letter simply confirms at-will and refers to the employee handbook.
- Why it changes on Jan 1, 2027. The January 2027 employment-law package adds required additions — pay notice, harassment policy, tightened at-will wording, narrowed non-competes. Every existing NY letter becomes non-compliant the same day, not because it was wrong, but because the law added things that weren't in it.
- Restrictive covenants. Post-2024 reforms narrow non-competes sharply — geography, duration and consideration all under scrutiny.
- What it's used for. To confirm at-will status, comply with a growing list of statutory notice/policy requirements, and to lock down compensation, IP assignment and restrictive covenants.
The upshot for the two products. The BC engine looks at existing paper and finds the void clause — a remediator. The NY engine reads existing paper and inserts the new statutory clauses that were never in it — an add-on. Same platform. Same law table. Two different jobs.
You'll be able to run yours when the law changes on January 1, 2027.
Opens January 1, 2027