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Zimbabwe offers a diverse and skilled workforce, with expertise in various sectors such as agriculture, mining, and tourism, making it an attractive destination for businesses seeking talent.
The country provides competitive labor costs and abundant natural resources, presenting cost-effective opportunities for foreign investors.
Zimbabwe's strategic location in Southern Africa offers access to regional markets, enhancing business prospects and trade opportunities.
Recent economic reforms and efforts to improve the business climate demonstrate Zimbabwe's commitment to attracting foreign investment, making it a favorable choice for expanding operations or starting new ventures.
Employers in Zimbabwe must adhere to employment laws, ensuring contracts are in English or a mutually understood language. Contracts typically include:
The Zimbabwe Labor Act of 1985 specifies that the probation period should not exceed 3 months. Casual or seasonal workers, however, require only 1 day of probation.
In Zimbabwe, the standard workday is 8 hours, amounting to 40 hours per week. Employees have the right to 24 consecutive hours of rest each week. For non-shift workers, this 24-hour break usually falls over the weekend.
Extra hours beyond the regular workweek are paid as overtime at a rate of 150% of the salary. On public holidays, employees typically receive 200% of their regular salary. An agreement can be made for a maximum working time of 10 hours per day.
Zimbabwe does not have a specified minimum wage.
There is no legal obligation to provide the 13th salary in Zimbabwe.
The individual income tax in Zimbabwe is calculated according to progressive rates.
There are no mandatory pension contributions in Zimbabwe.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Zimbabwe tailored to your needs.
Employment contracts in Zimbabwe can be terminated through mutual agreement or by employers based on specific grounds outlined in the Code of Conduct. These include:
Termination notice periods for contracts in Zimbabwe vary based on their duration:
Severance pay is only mandatory for collective dismissals caused by economic factors like retrenchment. Severance pay is equal to 3 months' pay for every year of service.
Zimbabwe has 16 recognised national holiday:
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
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