Upload an employment contract or offer letter and let AI flag unclear compensation, unfair termination terms, non-compete scope and IP assignment — with plain-English explanations.
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Every flag sits on the exact clause it refers to, with a plain-English reason and a suggested revision.
Flags vague salary, undefined bonus formulas, and uncapped equity vesting terms that are easy to misinterpret.
Surfaces at-will language, one-sided notice periods, and missing severance so you know your true exit terms.
Checks enforceability by state/jurisdiction and flags over-broad restrictions on future work.
Highlights who owns work product and whether the assignment reaches inventions made outside work hours.
Flags perpetual confidentiality duties and whether they extend beyond reasonable scope.
Detects forced arbitration, class-action waivers, and choice-of-law clauses that limit your options.
AI contract review covers major common-law and civil-law patterns across four regions.
State & federal contract patterns, UCC basics
UK contract law & consumer protections
GDPR & EU directive obligations
PIPL & PRC contract provisions
Synthetic examples showing what a finding looks like on this contract type — the flagged clause, why it is flagged, and a suggested revision. Examples are constructed for illustration, not taken from real engagements.
Employee shall not compete for 24 months after termination, nationwide, in any industry.
Issue: Overbroad post-employment restriction. Under the PRC Labor Contract Law (Arts. 23–24), non-compete obligations apply to senior management, senior technical personnel and other personnel with confidentiality duties, with scope, region and term agreed by the parties.
Suggested edit: Narrow the restriction to actual competitive activities, a defined region, and 6–12 months, and state the monthly compensation payable during the restricted period.
The probation period is 6 months under this 1-year employment contract.
Issue: Probation length is capped by contract duration under the PRC Labor Contract Law (Art. 19): roughly 1 month for contracts of 3 months–1 year, 2 months for 1–3 years.
Suggested edit: Align the probation period with the statutory cap for the contract length, and state the evaluation criteria in writing.
As employer, you care about IP assignment, confidentiality and reasonable post-employment restrictions. As employee, you care about compensation clarity, probation length, notice periods and the enforceability of any non-compete.
Compare other contract typesThe AI adapts its risk checklist to the kind of contract you upload.
AI flags non-competes that are unusually broad in scope, geography or duration and notes enforceability patterns by jurisdiction (e.g. several US states limit them). It is not a substitute for a lawyer's opinion.
Both. Upload an offer letter or a detailed employment agreement; AI adapts its checklist to the document length and flags missing terms like notice or IP ownership.
AI surfaces vague vesting schedules, cliff terms and unilateral acceleration clauses so the equity picture is clear before you sign.
Your PDF is uploaded to PDFnoted's server so the workspace can open it, and is deleted automatically after 1 hour. For AI Review, the text is extracted in your browser and only the extracted text (up to 60,000 characters) is sent to our server and AI model provider — not the original file. Basic PDF operations run locally in your browser.
No. It explains risky or missing clauses in plain English so you can negotiate; for binding advice, confirm with a qualified employment lawyer in your jurisdiction.
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