No contract, No warning, No mercy

A few months ago, shortly after completing my internship and obtaining my license as a clinical officer, I received a job offer. During my one-year internship, I had been living with my cousin, so I was thrilled at the prospect of moving out and finally having a place of my own. The position was in a different county, but I was open to relocating since I no longer had any commitments where I was. I met with my prospective employer for an interview, and he was particularly impressed by my previous experience managing a clinic independently before my internship. We discussed the terms of employment, and I requested a formal work agreement, which he assured me would be provided once I officially began the role.

Relocating was a smooth process for me, as I had very few belongings to move. I quickly settled in and began working at the newly established health facility. The clinic experienced slow but steady growth; however, my employer was not satisfied with the pace of progress. Around this time, I discovered that I was pregnant. Fortunately, the pregnancy didn’t interfere with my work, as I experienced minimal symptoms apart from a growing baby bump.

After the first month, my employer had not yet provided a formal employment contract. Taking the initiative, I drafted one myself and printed three copies—one for him, one for myself, and one for the clinic’s records. When I handed him his copy for review, he said it looked fine but ultimately left it unsigned and tucked it under the counter. The contract included essential clauses regarding salary and employment termination, specifying that either party should give a one-month notice before ending the employment. I believed these were critical elements that needed to be clearly outlined in any work agreement.

I didn’t think much of the fact that he hadn’t signed the contract—I trusted that he wouldn’t bring me all the way from another county only to let me go after a few months. From my side, I had committed to giving the job at least a year before considering other opportunities.

A few months into the job, the clinic was slowly beginning to grow. However, in the fourth month, my salary was not paid on time as it had been previously. Days turned into weeks of waiting patiently, until I finally decided to confront him about it. During that period, he neither checked in on the clinic’s progress nor replenish essential medicines when we ran out, which further impacted that month’s revenue.

After I demanded payment, he called me early one morning and asked to meet at the clinic at 7:30 A.m. well before our usual opening hours. Despite the unusual timing, I went as requested.

He arrived shortly after I did and informed me that he wanted to pay my salary for the previous month. Then came the blow: “I don’t think I’ll be able to pay you anymore, so I have to terminate your employment.” He was quick to clarify that I wasn’t the issue, it was simply that the clinic wasn’t generating enough income to support everyone. It felt eerily similar to a breakup line: “It’s not you, it’s me.”

He then asked me to pack up my belongings, as he would be taking the keys with him. I was completely stunned. The very situation I had feared when I drafted the contract had become my reality. When I asked about the rest of my payment, he claimed that the revenue I had generated so far that month wasn’t enough to cover my salary, and that I’d need to wait. I trusted his word, after all, he was a pastor. Surely, he wouldn’t lie, right?

So there I was unemployed, five months pregnant, and with little to no savings. I'm still waiting for my pay, which I can’t even claim through legal means, since I don’t have any formal documentation to support my case. It would be my word against his. He no longer answers my calls or replies to messages.

In the world of employment, especially in small businesses or informal setups, it's not uncommon for people to start working without a formal contract often relying on trust, personal relationships, or verbal agreements. Looking back, the situation taught me some difficult but crucial lessons. I hope sharing them will help someone else avoid the same pitfalls.

Here are some of those lessons:

• No matter how trusting the relationship seems, always ensure there's a formal employment agreement. A contract protects both parties and serves as legal proof of your terms of employment, including salary, duties, and termination clauses.

• Verbal agreements are never enough. Trust alone is not a substitute for legal security. without anything in writing, you have no legal standing to claim unpaid wages or wrongful dismissal.

• You should always keep records of all communication, work done, payments received, and promises made. Emails, messages, or even personal notes can be valuable if things go wrong. documentation will be your shield.

• Financial preparedness is very critical because unexpected job loss can happen to anyone. Having emergency savings, even a small fund can make a huge difference during a crisis.

• Know your rights. Understanding basic labor laws in your country can help you identify red flags early and take necessary action before it's too late.

• Don’t let titles blind you. Whether someone is a pastor, relative, or long-time friend, professional dealings should still follow due process. Integrity should be demonstrated, not assumed.

• Seek legal advice early. if something feels off, speak to a legal professional or labor officer as soon as possible. Waiting too long may close your window for taking action.

• And finally trust your instincts. If you feel uneasy when starting a job or signing an agreement, pause and reassess. sometimes your gut is your best early warning system.