Zimbabwean labor law allows either the employer or the employee to terminate a contract by serving the other party written notice. The notice period depends on the type of contract between the employer and employee, as follows:
Under the Immigration Regulations of Zimbabwe, temporary employment permits are issued to non-citizens who wish to engage in employment in Zimbabwe for a limited and specified period, subject to approval by the Chief Immigration Officer. A temporary employment permit is granted at the discretion of the immigration authorities, may be issued subject to conditions, and is valid only for the specific employment, employer, and period approved. The permit does not confer a right to permanent residence, may be refused, canceled, or varied at any time, and the holder must cease employment and leave Zimbabwe upon expiry unless the permit is lawfully renewed or replaced under the Regulations.
All applications must be made in duplicate, and copies of all documents should be adequately authenticated and notarized as prescribed for foreign national applicants. If the applicant is accompanied by dependents, additional documents are required.
Under Zimbabwe's Labor Act, employees become eligible to earn paid annual leave after completing their first year of employment. Any period following the first year with an employer is referred to as "qualifying service."
Unless more favorable terms are agreed upon in an employment agreement or other enactment, paid vacation leave accrues at the rate of 1/12 of the employee's qualifying service in each year of employment, up to a maximum of 90 days. Unused leave may be granted at a later date without being forfeited.
The Zimbabwean Labor Act does not define normal working hours for adult employees. Every employee is entitled to at least 24 continuous hours of rest each week, either on the same day of every week or on a day agreed to by the employer and employee. Weekly working hours and overtime regulations are set by collective agreement or individual contract.
The Zimbabwean Labor Act provides 98 days of fully-paid maternity leave to female employees. The employer bears the total cost of maternity leave. On production of a certificate signed by a registered medical practitioner or State Registered Nurse certifying that the employee is pregnant, the employee may take maternity leave no earlier than the 45th day and no later than the 21st day prior to the expected date of delivery. Employees can request additional unpaid maternity leave.
The current minimum wage for employees whose remuneration is not fixed by or in terms of any agreement in Zimbabwe is $150 per month, set in 2024.
Domestic workers, maids, and agricultural workers are excluded from receiving minimum wages.
Workers contracted for hourly work are paid only for the hours actually worked, provided that the employee's remuneration in any consecutive 2-month period does not fall below the prescribed monthly minimum wage for the relevant occupation.
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