{"id":5590,"date":"2026-04-11T18:45:02","date_gmt":"2026-04-11T13:15:02","guid":{"rendered":"https:\/\/lawsikho.com\/blog\/?p=5590"},"modified":"2026-04-11T18:45:04","modified_gmt":"2026-04-11T13:15:04","slug":"how-to-draft-employment-contracts","status":"publish","type":"post","link":"https:\/\/lawsikho.com\/blog\/how-to-draft-employment-contracts\/","title":{"rendered":"How to Draft Employment Contracts for Any Jurisdiction: 6 Proven Steps (Canada)"},"content":{"rendered":"\n<p>How to Draft Employment Contracts? Drafting an employment contract is a critical legal process that defines the professional relationship between an employer and employee, setting clear expectations and establishing legally binding terms.<\/p>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ol><li><a href=\"#the-big-secret-contract-law-is-90-the-same-everywhere\">The Big Secret: Contract Law Is 90% the Same Everywhere<\/a><\/li><li><a href=\"#indian-vs-canadian-employment-contracts-a-side-by-side-look\">Indian vs. Canadian Employment Contracts &#8211; A Side-by-Side Look<\/a><ol><li><a href=\"#core-clauses-that-are-nearly-identical\">Core Clauses That Are Nearly Identical<\/a><\/li><li><a href=\"#where-the-two-contracts-diverge\">Where the Two Contracts Diverge<\/a><\/li><\/ol><\/li><li><a href=\"#key-canadian-employment-law-provisions-every-drafter-must-know\">Key Canadian Employment Law Provisions Every Drafter Must Know<\/a><ol><li><a href=\"#termination-notice-severance\">Termination Notice &amp; Severance<\/a><\/li><li><a href=\"#wages-working-hours-overtime\">Wages, Working Hours &amp; Overtime<\/a><\/li><li><a href=\"#leaves-maternity-parental-other\">Leaves Maternity, Parental &amp; Other<\/a><\/li><li><a href=\"#non-compete-non-solicitation-clauses\">Non-Compete &amp; Non-Solicitation Clauses<\/a><\/li><\/ol><\/li><li><a href=\"#the-universal-checklist-what-to-verify-in-any-foreign-jurisdiction\">The Universal Checklist: What to Verify in Any Foreign Jurisdiction<\/a><\/li><li><a href=\"#step-by-step-how-to-draft-a-canadian-employment-contract\">Step-by-Step: How to Draft a Canadian Employment Contract<\/a><\/li><li><a href=\"#can-you-apply-this-to-other-countries\">Can You Apply This to Other Countries?<\/a><\/li><li><a href=\"#frequently-asked-questions\">Frequently Asked Questions<\/a><\/li><li><a href=\"#conclusion\">Conclusion<\/a><\/li><\/ol><\/nav><\/div>\n\n\n\n<p><strong>Did you know Indian lawyers are drafting employment contracts for Canadian clients\u00a0without ever studying Canadian law?<\/strong> Want to know How to Draft Employment Contracts for Any Jurisdiction? They are building international track records, earning in foreign currency, and doing it all from India. And the method is simpler than you think.<\/p>\n\n\n\n<p>Contract drafting is 90% similar across the world. If you already know how to draft contracts in India, you are far closer to drafting internationally than you realize. In this guide, we use Canadian employment contracts as a live example to show you exactly how to cross that gap clause by clause.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-big-secret-contract-law-is-90-the-same-everywhere\"><strong>The Big Secret: Contract Law Is 90% the Same Everywhere<\/strong><\/h2>\n\n\n\n<p>Most lawyers believe they need to master an entirely new legal system before they can draft contracts for a foreign jurisdiction. That belief stops them before they even start.<\/p>\n\n\n\n<p>Here&#8217;s the truth: the structure, logic, and major clauses of employment contracts are largely universal. What changes from one country to another is a handful of jurisdiction specific statutory requirements things like minimum wage, notice periods, and leave entitlements.<\/p>\n\n\n\n<p>Once you know how to identify and plug in those jurisdiction specific differences, you can draft employment contracts for example <a href=\"https:\/\/lawsikho.com\/blog\/how-to-draft-employment-agreements-and-termination-requirements-in-singapore\/\" data-type=\"link\" data-id=\"https:\/\/lawsikho.com\/blog\/how-to-draft-employment-agreements-and-termination-requirements-in-singapore\/\">Singapore<\/a>, the UK, or the US, Canada all from India.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"indian-vs-canadian-employment-contracts-a-side-by-side-look\"><strong>Indian vs. Canadian Employment Contracts &#8211; A Side-by-Side Look<\/strong><\/h2>\n\n\n\n<p>To see this in action, let&#8217;s compare a standard employment agreement with a Canadian one (Ontario-based). Let me show you an Indian employment agreement first. <\/p>\n\n\n\n<p><strong><a href=\"https:\/\/drive.google.com\/file\/d\/1zIH0xKVk0SUvSt_oY8ukJCJz8yevNy10\/view?usp=sharing\" target=\"_blank\" rel=\"noopener\">Here <\/a>is an Indian employment agreement.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"core-clauses-that-are-nearly-identical\"><strong>Core Clauses That Are Nearly Identical<\/strong><\/h3>\n\n\n\n<p>When you lay the two agreements side by side, the structural similarity is striking. Both contracts include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Definitions and Interpretations<\/strong><\/li>\n\n\n\n<li><strong>Appointment and Job Description<\/strong><\/li>\n\n\n\n<li><strong>Term of Employment<\/strong><\/li>\n\n\n\n<li><strong>Powers, Functions, and Responsibilities<\/strong><\/li>\n\n\n\n<li><strong>Duties and Obligations<\/strong><\/li>\n\n\n\n<li><strong>Compensation and Benefits<\/strong><\/li>\n\n\n\n<li><strong>Termination<\/strong><\/li>\n\n\n\n<li><strong>Confidentiality and Intellectual Property<\/strong><\/li>\n\n\n\n<li><strong>Non-Competition and Non-Solicitation<\/strong><\/li>\n\n\n\n<li><strong>Dispute Resolution and Governing Law<\/strong><\/li>\n<\/ul>\n\n\n\n<p>Let\u2019s compare it with the Indian agreement.<\/p>\n\n\n\n<p>You can see that the heads of clauses such as job description, term, hours of work, holidays, etc. are similar.<\/p>\n\n\n\n<p>Did you realize that they are substantially similar? Not just the headings even the text of most clauses reads almost the same. The legal logic underlying these provisions is universal.<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/drive.google.com\/file\/d\/184KI5hsOKhGcYiEPsarivnHdbEs1BR48\/view?usp=sharing\" target=\"_blank\" rel=\"noopener\">Here<\/a> is a template of a Canadian employment agreement<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"where-the-two-contracts-diverge\"><strong>Where the Two Contracts Diverge<\/strong><\/h3>\n\n\n\n<p>The differences are real, but they are narrow and well-defined. Here are the two most significant ones:<\/p>\n\n\n\n<p><strong>1. Termination Notice and Severance<\/strong><\/p>\n\n\n\n<p>The Indian agreement allows contractually negotiated notice periods (typically 1\u20133 months) with liquidated damages clauses. This reflects India&#8217;s more flexible approach, where parties can agree on terms subject to baseline protections under the Industrial Disputes Act and state Shops and Establishments Acts.<\/p>\n\n\n\n<p>The Canadian (Ontario) agreement, by contrast, must explicitly reference the <em>Employment Standards Act, 2000 (ESA)<\/em>. The ESA mandates minimum statutory notice based on length of service and <strong>cannot be contracted out of<\/strong>:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Length of Service<\/strong><\/td><td><strong>Minimum Notice Period<\/strong><\/td><\/tr><tr><td>Less than 1 year<\/td><td>1 week<\/td><\/tr><tr><td>1 year or more<\/td><td>2 weeks<\/td><\/tr><tr><td>3 years or more<\/td><td>3 weeks<\/td><\/tr><tr><td>4 years or more<\/td><td>4 weeks<\/td><\/tr><tr><td>5 years or more<\/td><td>5 weeks<\/td><\/tr><tr><td>6 years or more<\/td><td>6 weeks<\/td><\/tr><tr><td>7 years or more<\/td><td>7 weeks<\/td><\/tr><tr><td>8+ years<\/td><td>8 weeks<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p><strong>2. Wage Payment Frequency<\/strong><\/p>\n\n\n\n<p>The Indian agreement typically states remuneration &#8220;Shall be paid in accordance with the organisation&#8217;s normal payroll practices&#8221; a general clause consistent with the Payment of Wages Act, 1936.<\/p>\n\n\n\n<p>The Canadian agreement goes further by specifying the exact payment cycle: for example, &#8220;Wages shall be paid on every second Friday for hours worked up to and including the previous Sunday.&#8221; Ontario&#8217;s ESA requires that wages be paid at regular intervals, and bi-weekly is the standard practice.<\/p>\n\n\n\n<p>These differences arise when there is specific legislation in a particular state for example, on the number of holidays, hours of work, minimum wage, or notice period requirement for termination, etc.<\/p>\n\n\n\n<p>You can in fact draft employment contracts for any other jurisdiction as well in most advanced economies you have 1 or 2 major employment legislations that you need to be mindful of.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>The good news is that you don&#8217;t have to look at 44+ employment laws as is the case in India!<\/strong><\/p>\n\n\n\n<p>There is only <strong>&#8221; 1 important law in Ontario&#8221;<\/strong>, the relevant statute is the Employment Standards Act. You can find a summary <strong><a href=\"https:\/\/www.ontario.ca\/document\/your-guide-employment-standards-act-0\" target=\"_blank\" rel=\"noopener\">Here<\/a>.<\/strong> The full text of the bare act is available <strong><a href=\"https:\/\/www.ontario.ca\/laws\/statute\/00e41\" target=\"_blank\" rel=\"noopener\">Here<\/a>.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"key-canadian-employment-law-provisions-every-drafter-must-know\"><strong>Key Canadian Employment Law Provisions Every Drafter Must Know<\/strong><\/h2>\n\n\n\n<p>For any Canadian employment contract, your single most important reference is the <strong>Employment Standards Act (Ontario)<\/strong> or its provincial equivalent. Unlike India&#8217;s 44+ labour laws, Canada typically has just one or two major employment statutes per province. That is a significant advantage.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"termination-notice-severance\"><strong>Termination Notice &amp; Severance<\/strong><\/h3>\n\n\n\n<p>As outlined above, statutory minimum notice under Ontario&#8217;s ESA ranges from 1 to 8 weeks based on length of service. Separately, severance pay applies to employees with 5+ years of service whose employer has a payroll of $2.5 million or more.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wages-working-hours-overtime\"><strong>Wages, Working Hours &amp; Overtime<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Minimum wage<\/strong> in Ontario is upwards of CAD $17.20\/hour (as of 2024). Always confirm the current rate before finalising the contract.<\/li>\n\n\n\n<li><strong>Standard hours<\/strong>: 8 hours per day or 48 hours per week.<\/li>\n\n\n\n<li><strong>Extended hours<\/strong> can be agreed in writing, but overtime pay remains mandatory typically 1.5x the regular rate for hours over 44 per week.<\/li>\n\n\n\n<li><strong>Tip for clients<\/strong>: If your client is hiring remote workers, ask whether hiring outside Canada (e.g., hiring Indian contractors) may be a cost-effective alternative worth exploring.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"leaves-maternity-parental-other\"><strong>Leaves Maternity, Parental &amp; Other<\/strong><\/h3>\n\n\n\n<p>Canada&#8217;s leave provisions are notably different from India&#8217;s:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Leave Type<\/strong><\/td><td><strong>Canada (Ontario)<\/strong><\/td><td><strong>India<\/strong><\/td><\/tr><tr><td>Pregnancy Leave<\/td><td>17 weeks (unpaid)<\/td><td>26 weeks (paid, mandatory)<\/td><\/tr><tr><td>Parental Leave<\/td><td>Up to 63 weeks (unpaid, both parents)<\/td><td>Not widely mandated<\/td><\/tr><tr><td>Sick\/Personal Leave<\/td><td>3 days unpaid (ESA minimum)<\/td><td>Varies by state<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>This is one area where Indian trained lawyers must pay close attention, since the entitlements and payment obligations differ significantly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"non-compete-non-solicitation-clauses\"><strong>Non-Compete &amp; Non-Solicitation Clauses<\/strong><\/h3>\n\n\n\n<p>Here is a pleasant surprise: <strong>Canadian courts scrutinise non-compete clauses just as strictly as Indian courts do.<\/strong> If the same business protection objective can be achieved by a non-solicitation clause, courts in Canada are likely to refuse enforcement of an overly broad non-compete.<\/p>\n\n\n\n<p>Best practice: draft a tight non-solicitation clause first, and use a non-compete only where genuinely necessary and only for senior employees with access to trade secrets.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-universal-checklist-what-to-verify-in-any-foreign-jurisdiction\"><strong>The Universal Checklist: What to Verify in Any Foreign Jurisdiction<\/strong><\/h2>\n\n\n\n<p>Whether you are drafting for Canada, Singapore, the UK, or Australia, the same core areas need to be checked against local law. Here is your go to checklist:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Minimum wage<\/li>\n\n\n\n<li>Working hours (daily and weekly cap)<\/li>\n\n\n\n<li>Overtime rules and pay rate<\/li>\n\n\n\n<li>Annual leave entitlement<\/li>\n\n\n\n<li>Maternity and parental leave<\/li>\n\n\n\n<li>Sexual harassment and discrimination protections<\/li>\n\n\n\n<li>Notice period (minimum statutory requirements)<\/li>\n\n\n\n<li>Grounds for termination<\/li>\n\n\n\n<li>Rules on work outside of hours \/ during vacation<\/li>\n\n\n\n<li>Non-compete enforceability<\/li>\n\n\n\n<li>Non-solicitation enforceability<\/li>\n\n\n\n<li>Lock-in periods (if applicable)<\/li>\n\n\n\n<li>Gardening leave (typically senior hires only)<\/li>\n\n\n\n<li>Severance compensation (typically senior hires only)<\/li>\n<\/ul>\n\n\n\n<p>These provisions remain relevant across virtually every jurisdiction you will encounter.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"step-by-step-how-to-draft-a-canadian-employment-contract\"><strong>Step-by-Step: How to Draft a Canadian Employment Contract<\/strong><\/h2>\n\n\n\n<p>Now that you know the framework, here is the exact process to follow:<\/p>\n\n\n\n<p><strong>Step 1: Start with a standard template<\/strong> Use a Canadian employment agreement template as your base. This gives you the correct structure and common boilerplate without starting from scratch.<\/p>\n\n\n\n<p><strong>Step 2: Get a broad overview of the jurisdiction&#8217;s employment framework<\/strong> For Ontario, the<a href=\"https:\/\/www.ontario.ca\/document\/your-guide-employment-standards-act-0\" target=\"_blank\" rel=\"noopener\"> Your Guide to the Employment Standards Act<\/a> published by the Ontario government is an excellent starting point. It covers all major topics in plain language.<\/p>\n\n\n\n<p><strong>Step 3: Download and verify against the bare statute<\/strong> Once you have the overview, download the actual <a href=\"https:\/\/www.ontario.ca\/laws\/statute\/00e41\" target=\"_blank\" rel=\"noopener\">Employment Standards Act, 2000<\/a> to verify specific provisions. Numbers matter always confirm minimum wages, leave durations, and notice periods against the statute, not a secondary source.<\/p>\n\n\n\n<p><strong>Step 4: Check the province-specific version (if not Ontario)<\/strong> If you are drafting for British Columbia, use the<a href=\"https:\/\/www.bclaws.gov.bc.ca\/civix\/document\/id\/complete\/statreg\/00_96113_01\" target=\"_blank\" rel=\"noopener\"> BC Employment Standards Act<\/a> and the<a href=\"https:\/\/www2.gov.bc.ca\/gov\/content\/employment-business\/employment-standards-advice\/employment-standards\" target=\"_blank\" rel=\"noopener\"> BC Government&#8217;s employment standards guidance<\/a> instead. The framework is similar, but specific numbers will differ.<\/p>\n\n\n\n<p><strong>Step 5: Mark your changes clearly<\/strong> Modify the template using track changes or highlights. This makes it easy for your client to review what has been adjusted and why.<\/p>\n\n\n\n<p><strong>Step 6: Final compliance review<\/strong> Before delivering the contract, do one final check: make sure no clause in the agreement contradicts a statutory minimum. Remember in Canada, you cannot contract out of the ESA minimums, even by mutual agreement.<\/p>\n\n\n\n<p><strong>What&#8217;s Really Stopping You?<\/strong><\/p>\n\n\n\n<p>It&#8217;s not the complexity of Canadian law. It&#8217;s the belief that you need to master an entirely new legal system before you can begin.<\/p>\n\n\n\n<p>But that belief is costing you opportunities.<\/p>\n\n\n\n<p>While you&#8217;re waiting to feel &#8220;qualified enough,&#8221; Canadian startups need employment contracts drafted. Toronto based entrepreneurs need company incorporations. Vancouver firms need legal research done. And they&#8217;re willing to pay international lawyers competitive rates.<\/p>\n\n\n\n<p>The difference between lawyers who are building Canadian practices right now and lawyers who are &#8220;thinking about it&#8221; isn&#8217;t their legal knowledge. It&#8217;s knowing that the gap is smaller than it appears, and knowing exactly which gap to bridge.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"can-you-apply-this-to-other-countries\"><strong>Can You Apply This to Other Countries?<\/strong><\/h2>\n\n\n\n<p>Absolutely. The same methodology works for any jurisdiction:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>United Kingdom<\/strong>: Key reference is the Employment Rights Act 1996 and Working Time Regulations 1998.<\/li>\n\n\n\n<li><strong>Singapore<\/strong>: Employment Act (Cap. 91) governs most employees.<\/li>\n\n\n\n<li><strong>United States<\/strong>: Federal law (FLSA) sets a baseline; state-level laws vary significantly.<\/li>\n\n\n\n<li><strong>Australia<\/strong>: Fair Work Act 2009 is the primary statute.<\/li>\n<\/ul>\n\n\n\n<p>In most advanced economies, you will find 1\u20132 major employment statutes, publicly available government guidance, and a body of case law that is searchable online. The framework for learning it is exactly the same as the one outlined here for Canada.<\/p>\n\n\n\n<p>Every contract you draft for any jurisdiction becomes part of your track record.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"frequently-asked-questions\"><strong>Frequently Asked Questions<\/strong><\/h2>\n\n\n\n<p><strong>Q: Do Indian lawyers need a foreign licence to draft employment contracts for Canadian clients?<\/strong> Contract drafting and legal advisory work for foreign clients from India generally does not require a foreign legal licence, particularly for non-contentious transactional work. However, you should always disclose your jurisdiction of qualification and advise clients to have local counsel review the final document for compliance. Legal requirements may vary; consult your bar council&#8217;s guidance.<\/p>\n\n\n\n<p><strong>Q: How long does it take to learn enough Canadian employment law to draft a contract?<\/strong> With focused study of the Employment Standards Act and a solid template, most experienced Indian contract lawyers can draft a basic Canadian employment agreement within a few days. The learning curve is the statute not an entirely new legal system.<\/p>\n\n\n\n<p><strong>Q: Where can I find Canadian employment contract templates?<\/strong> The Ontario government&#8217;s own resources and platforms like Practical Law (Thomson Reuters) or LexisNexis offer jurisdiction specific templates. Starting with a reputable template significantly reduces drafting risk.<\/p>\n\n\n\n<p><strong>Q: What is the biggest mistake to avoid when drafting a Canadian employment contract?<\/strong> The single biggest error is including notice periods or termination provisions that purport to override statutory minimums. Under the ESA, you cannot contract out of minimum entitlements any clause that attempts to do so is void to that extent.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"conclusion\"><strong>Conclusion<\/strong><\/h2>\n\n\n\n<p>Drafting employment contracts across jurisdictions is not a leap it is a step. The foundation you built learning Indian contract law is already doing 90% of the work. What remains is targeted, structured research into the specific statutes of the jurisdiction you are working in.<\/p>\n\n\n\n<p>Canada is a strong starting point: a single dominant statute per province, clear government guidance available in plain English, and a legal culture that shares common law roots with India. Once you complete your first Canadian contract, Singapore, the UK, or Australia become natural next steps.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>How to Draft Employment Contracts? Drafting an employment contract is a critical legal process that defines the professional relationship between an employer and employee, setting clear expectations and establishing legally&hellip;<\/p>\n","protected":false},"author":39,"featured_media":5600,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-5590","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/posts\/5590","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/users\/39"}],"replies":[{"embeddable":true,"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/comments?post=5590"}],"version-history":[{"count":2,"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/posts\/5590\/revisions"}],"predecessor-version":[{"id":5603,"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/posts\/5590\/revisions\/5603"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/media\/5600"}],"wp:attachment":[{"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/media?parent=5590"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/categories?post=5590"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/lawsikho.com\/blog\/wp-json\/wp\/v2\/tags?post=5590"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}