Employer of Record in Zimbabwe

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.

Working Hours in Zimbabwe

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.

Overtime in Zimbabwe

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.

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.

Fiscal Year in Zimbabwe

January 1st - December 31st is the 12-month accounting period that businesses in Zimbabwe use for financial and tax reporting purposes.

Payroll Cycle in Zimbabwe

The payroll cycle in Zimbabwe is usually typically monthly, with employees being paid towards the end of the month.

Minimum Wage in Zimbabwe

As of 2024, the minimum wage in Zimbabwe varies by industry and sector, as there is no single national minimum wage applicable across all sectors. Instead, minimum wages are set by sectoral wage councils, which determine the minimum pay for different industries, such as agriculture, mining, manufacturing, and others.

Bonus Payments in Zimbabwe

There is no legal obligation to provide the 13th salary in Zimbabwe.

Employer Tax Contributions

Employer payroll contributions are generally estimated at an additional 8% on top of the employee salary in Zimbabwe.

Employee Payroll Tax Contributions

In Zimbabwe , the typical estimation for employee payroll contributions cost is around 7.5%.

Individual Income Tax Contributions

The individual income tax in Zimbabwe is calculated according to progressive rates.

Pension in Zimbabwe

In Zimbabwe, the pension system is managed by NSSA under the National Pension Scheme (NPS). The standard retirement age is 60 years; 55 years for arduous jobs; mandatory retirement at 65 years.

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.

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.