Employer of Record in Zimbabwe

Hiring independent contractors has boomed in popularity because of the cost savings and flexibility they offer. It can be a great option if you require niche skills or short-term project support. Contractors allow businesses to access specialized skills quickly, without the time and cost of setting up a local entity.

However, it’s important to know the limits of this model: contractors are not a substitute for full-time employees. Relying on them for ongoing, long-term roles can create serious compliance risks, including employee misclassification, which can lead to fines, back taxes, and reputational damage.

Playroll’s contractor management solutions make it simple to compliantly engage, onboard, and pay contractors around the world. We provide clear visibility into agreements, streamline payments, and reduce compliance risks – so you can focus on getting the work done. And when you’re ready to take the next step, we can help seamlessly convert contractors into full-time employees through our global Employer of Record service.

Businesses can only operate smoothly in Zimbabwe if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Zimbabwe below, to avoid any compliance issues.

Employment Contract Requirements

Employers in Zimbabwe must adhere to employment laws, ensuring contracts are in English or a mutually understood language. Contracts typically include:

• Identification of both parties
• Commencement date
• Job duties and responsibilities
• Employee compensation and benefits

Onboarding Process

We can help you get a new employee started in Zimbabwe quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations.

For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Probation Period in Zimbabwe

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. A minimum meal interval of 30 minutes must be observed by employees who work more than 5 hours in a day. In typical working hours, Monday through Friday, the hours are 8:00 AM to 5:00 PM.

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.

‍

Global expansion shouldn't mean losing time to paperwork or dealing with complicated, country-specific HR systems. An Employer of Record helps you keep your focus on talent by handling the operational side of employment in Zimbabwe. That includes onboarding, contract management, payroll processing, and statutory compliance, all aligned with local laws and best practices. The EOR guarantees that employees are legally employed and properly supported from day one.

This streamlined setup allows you to prioritize recruiting the best people and integrating them into your company culture. Your team stays lean, and you avoid getting caught up in the details of local processes or shifting regulations. For founders, global hiring managers, or HR teams working across borders, an EOR multiplies your impact, reducing admin time, preventing errors, and helping ensure that new hires have a smooth experience from the get-go.

The key payroll taxes that employers need to manage include PAYE (Pay As You Earn) for income tax, NSSA contributions for social security, and the AIDS Levy.

Employers must ensure timely deductions and remittance of these taxes to the Zimbabwe Revenue Authority (ZIMRA) by their respective deadlines, which are typically the 10th of the following month. Inaccurate calculations or missed deadlines can result in significant penalties.

Using payroll management software can help employers streamline the process by consolidating payroll data, automating tax calculations, and ensuring compliance with Zimbabwe's tax laws, ultimately reducing the risk of errors and penalties.

Hiring in Zimbabwe means taking on local payroll obligations, which often include unique tax rates, contribution rules, and strict documentation. If you're not familiar with the system, or don't have a local entity, it’s easy to make mistakes. That’s where an Employer of Record ccomes in. The EOR manages payroll for your team on your behalf, ensuring every process is accurate, timely, and legally compliant.

Key Ways an EOR Supports Payroll in Zimbabwe:

• Full Legal Compliance: Ensures all payments, deductions, and filings meet country-specific requirements.
• Payroll Setup & Processing: Handles salary calculations, tax withholdings, and local reporting obligations.
• Statutory Benefit Contributions: Pays into required social programs and manages country-mandated benefits.
• Employee Documentation: Generates compliant contracts and manages hiring and termination paperwork.
• Local Currency Payouts: Delivers salaries in local currency, avoiding delays or exchange rate issues for employees.

In Zimbabwe, work permits and visas are essential for employers hiring foreign workers. The process involves submitting applications, paying fees, and meeting specific eligibility criteria. The main visa categories include the Temporary Employment Permit (TEP), which is valid for up to 12 months, and the Long-Term Work Permit, which can be issued for up to five years.

Employers can also sponsor Investor Permits for business owners and Spouse Permits for dependents of Zimbabwean citizens or permit holders. Employers must ensure compliance with immigration laws, meet documentation requirements, and adhere to visa sponsorship processes when hiring foreign talent in Zimbabwe.

Mandatory Leave Entitlement in Zimbabwe

The annual leave entitlement in Zimbabwe is 30 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Zimbabwe

Zimbabwe has 16 recognised national holidays:

Paid Time Off in Zimbabwe

After one year of continuous employment, employees are entitled to 30 calendar days (22 working days) of paid leave.

Maternity Leave In Zimbabwe

Female employees are entitled to 98 days of maternity leave with full pay.

Paternity Leave In Zimbabwe

Zimbabwe's labor laws do not provide a statutory entitlement to paternity leave. Male employees may utilize special leave for personal reasons affecting their immediate family, such as the birth of a child. This special leave allows for up to 12 calendar days and is subject to employer approval.

Sick Leave In Zimbabwe

An employee can have a maximum of 90 days of paid sick leave within a year. If the sick leave exceeds 90 days, the employer may consider medical termination for the employee.

Parental Leave In Zimbabwe

Zimbabwe's labor laws do not provide a shared parental leave policy.

When hiring across multiple countries, maintaining consistency in how you deliver employee benefits quickly gets tricky. Each country, including Zimbabwe, has its own legal rules, cultural norms, and contribution systems. An Employer of Record helps you strike the right balance between global structure and local compliance. They take over the complexity of delivering benefits that are aligned with Zimbabwe’s legal requirements and competitive with local market expectations.

From ensuring statutory benefits are in place to managing local onboarding timelines and enrollment systems, the EOR provides a seamless experience for both employer and employee. This makes it easier to grow your team across borders without reinventing your benefits process in each new location. You stay in control of your overall benefits strategy, while the EOR takes care of executing it in a way that works legally and culturally in Zimbabwe. It’s a smarter way to scale benefits globally without losing local relevance.

Termination Process in Zimbabwe

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:

• Commits theft or fraud
• Intentionally damages the employer's property
• Is absent from work for five or more days without a valid reason
• Lacks a skill that they claimed to possess
• Shows significant negligence in their duties
• Exhibits intoxication to an extent that hinders their work performance

Notice Period in Zimbabwe

Termination notice periods for contracts in Zimbabwe vary based on their duration:

• 3 months for indefinite contracts or contracts lasting two years or more
• 2 months for contracts between 1 year and less than 2 years
• 1 month for contracts between 6 months and less than a year
• 2 weeks for contracts between 3 months and less than 6 months
• 1 day for contracts less than 3 months or casual/seasonal contracts

Severance in Zimbabwe

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.