BarefootLaw- Uganda

BarefootLaw- Uganda BarefootLaw uses Information-Technology to provide free legal information, guidance and support.
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What do you do when you have a burning legal question that needs an urgent and accurate response? If you do require a legal opinion and/or legal advice on any aspect of Ugandan Law, then welcome to “BarefootLaw”. BarefootLaw is the first online Legal Service Provider in East Africa, and a Community Service Organization, fully registered in Uganda as a company limited by guarantee, managed and run

by Lawyers trained in various aspects of law and dedicated to timely responses to any query you may have. Our mandate is to use available tools of Information Technology to disseminate the law services and education cost effectively. At BarefootLaw, we believe the primary focus of Legal Aid should be to educate citizens about their rights and equip them with Legal knowledge aimed at the prevention of the occurrence of a Legal wrong, as opposed to a reactionary focused legal aid aimed at dispute resolution, after the legal wrong has occurred, as the old adage goes, “prevention is better than cure”. To access our services, simply submit your legal question by posting it on our wall, sending a message through the inbox, or by email to [email protected], sit back and prepare to receive the best, most concise and insightful FREE legal advice in Uganda within 24 hours!! Do not hesitate to contact us with any legal query you may have as this service is 100% FREE! Yes that’s right, it’s free; we are giving you FREE LEGAL ADVICE for all queries. In a world where almost nothing is FREE we are revolutionizing all things law-related! In addition to the free services offered, BarefootLaw has introduced Premium services including Legal Document drafting, due diligence and so much more. If you do have any questions related to BarefootLaw, or our services, please do not hesitate to contact us by phone at +256 392177405, WhatsApp +256 755149984 ; email at [email protected], or send us a private message on Facebook.

MY PROBATION ENDED TWO WEEKS AGO, BUT MY BOSS SAYS I’M STILL ON TRIAL BECAUSE THEY HAVEN’T CONFIRMED ME YET – IS THAT LE...
26/06/2026

MY PROBATION ENDED TWO WEEKS AGO, BUT MY BOSS SAYS I’M STILL ON TRIAL BECAUSE THEY HAVEN’T CONFIRMED ME YET – IS THAT LEGAL?”
Kato was employed as a sales officer at Cheap Clothes Kampala on a six-month probationary contract. When the probation period ended two months ago, his employer continued to pay him and assign him work without giving him a formal confirmation letter or extending his probation. When Kato asked about his status, his supervisor said, “We are still observing you, so you are not yet confirmed.” Kato is worried and confused because he has no job security. Can his employer keep him on probation indefinitely just by not saying anything?
WHAT DOES THE LAW SAY?
Under the law, if an employer does not formally extend a probationary contract but continues to pay the employee after the probationary period lapses, the employee is deemed to have been confirmed in employment by operation of law. This means that Kato’s employer cannot simply keep him in limbo. By continuing to pay him and assign work after the probation period ended, Kato is now legally a confirmed employee with all the rights and protections that come with that status.
In Kato’s situation, because his employer continued to pay him after his probation period expired, he is now automatically confirmed. His employer cannot claim he is still on probation. If his employer tries to terminate him now, they must follow the procedures for terminating a confirmed employee, not a probationary one.
KEY TAKEAWAY
If your employer continues to pay you after your probation period ends, you are automatically confirmed as an employee.
Are you being kept on probation beyond the agreed period? Inbox us for guidance on your rights under the Employment Act.

Did You Know?
26/06/2026

Did You Know?

I HAVE DISAGREED WITH MY CO-TENANT, AND I WANT HIM TO LEAVE THE SHOP FOR ME ALONE – CAN I LEGALLY EVICT HIM?"Peter and J...
25/06/2026

I HAVE DISAGREED WITH MY CO-TENANT, AND I WANT HIM TO LEAVE THE SHOP FOR ME ALONE – CAN I LEGALLY EVICT HIM?"
Peter and John rented a shop together in Kampala's business district two years ago. They both signed the tenancy agreement and shared the rent equally. Recently, they had a serious disagreement about how to run the business, and Peter no longer wants to work with John. He asked John to leave, but John refused. Peter is frustrated and wants to know: can he legally force John out of the shop, and pay him off or does he have no choice but to continue sharing the space?
WHAT DOES THE LAW SAY?
No, a co-tenant cannot evict another from the shop they rent together. This is because a co-tenant does not have the legal authority to force the other out of jointly rented premises.
This means only the landlord (who lets the premises) has the legal power to terminate a tenancy and evict a tenant. Peter and John are both classified as tenants, so the landlord can only evict them together.
So the best Peter can do is to try to negotiate with John to reach an agreement. For example, they could agree that one of them will take over the entire lease, or that they will both vacate and end the tenancy. Third, Peter can involve the landlord, who may be willing to mediate or, as the legal owner, could formally terminate the existing tenancy and create a new one with just Peter if John agrees to leave.
KEY TAKEAWAY
You do not have the legal power to evict your co-tenant – only the landlord can do that.
Are you in a co-tenancy dispute and need help understanding your options? Inbox us for guidance.

MY EMPLOYER SAYS THEY ARE LETTING ME GO BECAUSE OF RESTRUCTURINGGrace has worked at a manufacturing company in Jinja for...
24/06/2026

MY EMPLOYER SAYS THEY ARE LETTING ME GO BECAUSE OF RESTRUCTURING
Grace has worked at a manufacturing company in Jinja for the past eight years. Last week, management announced that the company was downsizing due to reduced orders. Grace was told she would be laid off on grounds of redundancy. Her employer offered her two months' salary as a parting package. Grace knows someone who was laid off last year and received a similar offer. She wants to know: is she entitled to more than what her employer is offering?
WHAT DOES THE LAW SAY?
Yes, employers are now required to pay a mandatory severance entitlement of one month's salary for each completed year of service when terminating an employee on grounds of redundancy.
Grace has worked for eight years. Under the new law, she is entitled to eight months' salary as severance pay not the two months her employer has offered.
In fact, for redundancy to be lawful, the employer must also show proof of either cessation of business operations or operational reorganisation, changes in work patterns, or reduced workforce requirements. Mere references to "restructuring" will not be enough, and the courts will require documentary evidence supporting the redundancy decision.
KEY TAKEAWAY
If you are laid off on grounds of redundancy, your employer must now pay you one month's salary for every completed year of service.
Has your employer offered you less than what you are entitled to on redundancy? Inbox us for guidance on your rights.

Did you know?
24/06/2026

Did you know?

"MY EMPLOYER FIRED ME AFTER FIVE MONTHS, THEN REHIRED ME THE NEXT DAY. CAN THEY DO THAT TO AVOID GIVING ME A CONTRACT?"...
23/06/2026

"MY EMPLOYER FIRED ME AFTER FIVE MONTHS, THEN REHIRED ME THE NEXT DAY. CAN THEY DO THAT TO AVOID GIVING ME A CONTRACT?"
Joseph has been working as a casual labourer at a construction site in Kampala for the past two years. Every five months, his employer lays him off for a day or two, then rehires him. Joseph suspects his employer is using this trick to avoid giving him a job. He wants to know: is this legal?
WHAT DOES THE LAW SAY?
No, this practice is now illegal. Under the new Employment law, no person may be employed as a casual employee for a continuous period exceeding six months. Once that six-month period is reached, the worker is deemed an employee entitled to full statutory benefits.
Under the new law, where a casual employee is laid off and subsequently rehired, the service shall be regarded as continuous. This means an employer cannot use a brief interruption to reset the clock and avoid their legal obligations.
What does this mean for Joseph? His employer's practice of laying him off every five months and rehiring him the next day is now clearly unlawful. The periods of employment must be treated as continuous. Joseph has likely been an employee entitled to a formal contract and benefits for a long time. He can demand a written contract and all the protections that come with it.
KEY TAKEAWAY
An employer cannot fire and rehire a casual worker to avoid giving them a contract. The law now treats the employment as continuous, and the six‑month clock cannot be reset.
Has your employer been laying you off and rehiring you to avoid giving you a contract? Inbox us for guidance on your rights.

Did you know?
23/06/2026

Did you know?

LANDLORD CHASED ME FOR DATING HIS DAUGHTER – can he do that?"Akram has been renting a small apartment in Kampala for two...
22/06/2026

LANDLORD CHASED ME FOR DATING HIS DAUGHTER – can he do that?"
Akram has been renting a small apartment in Kampala for two years. He has never missed rent, keeps the place clean, and gets along with the neighbours. A few months ago, he started dating the landlord's daughter. When the landlord found out, he was furious. He told Akram to pack his things and leave by the end of the week. Akram is shocked because he has done nothing wrong. Is it illegal to date the landlord’s daughter?
WHAT DOES THE LAW SAY?
No, a landlord cannot evict you simply because you are dating their daughter.
Under the law, a landlord must have a valid legal reason before evicting you from a rented house. If you fail to pay rent, use the premises for an unlawful purpose, cause a nuisance or interference with other tenants' enjoyment of the property, or cause significant damage to the premises.
If the landlord has none of these legal grounds, they must give you sufficient notice under the Act before requiring you to leave. This notice period gives you time to find alternative accommodation. It is usually one month if stated in the tenancy agreement, or three months if there is no written agreement.
Unless your tenancy agreement specifically and clearly prohibits dating the landlord's relatives (which would be unusual and potentially unenforceable), you are not in breach of the agreement.
So, Akram has the right to quiet enjoyment of the premises. This means the landlord cannot interfere with your peaceful occupation. Second, you are protected from unlawful eviction. If the landlord tries to evict you without following the law, you are entitled to compensation of up to three months' rent. The landlord cannot simply change the locks or force you out.
If they try to force him out, he can report the matter to the police or go to court to stop the unlawful eviction and claim compensation.
KEY TAKEAWAY
Your tenancy is a legal contract, not a tool for a landlord's personal control. You cannot be evicted for dating their daughter – if they try, they are breaking the law.
Have you been threatened with an unlawful eviction? Inbox us for guidance on protecting your rights.

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