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This content is for informational purposes only. We do not guarantee the accuracy or completeness of this content. It is not legal advice and shall not be relied on as such.

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Formerly known as Rhodesia, the Republic of Zimbabwe is a landlocked country located in the southern region of Africa. The official language is English, but many local languages are spoken throughout the nation. Zimbabwe has vast deposits of gold, platinum and minerals. The agricultural industry has grown in recent years, with corn and tobacco as the primary crops. Zimbabwe is an excellent location for southern African expansion.

Employment contracts in Zimbabwe can be verbal or in writing, but a written contract is recommended. The written contract should include:

  • name and address of the employer,

  • duration (if for a fixed term),

  • probation period (if applicable),

  • salary details and payment interval,

  • vacation and other leave entitlements,

  • working hours,

  • details of any bonus or incentive scheme,

  • details of any other benefits, and

  • any other conditions of employment.

Working hours and overtime in Zimbabwe are normally set by a collective bargaining agreement or other agreement. It is common for employees to work 8.5 hours per day and 44 hours per week.

Employees receive up to 180 days of sick leave per year in Zimbabwe. After providing a medical certificate, the employee will initially be granted up to 90 days of sick leave at full pay. After 90 days, the sick leave will be extended for an additional 90 days if a doctor provides a written opinion that the employee will likely be able to return to work following this additional period of sick leave.

Female employees who have worked for an employer for at least one year are entitled to 98 days of paid maternity leave in Zimbabwe. Up to 45 days of maternity leave can be taken before the birth. A woman may go on paid maternity leave only once every 24 months, and no more than three times while working for one employer. Any maternity leave beyond these limits is unpaid. There is no paternity leave in Zimbabwe. However, the father of a newborn baby may be able to take up to 12 days of unpaid leave.

Employees commonly receive bonuses in Zimbabwe as part of their compensation package. Employees can receive a 13th month of salary, as well as performance-based and production-based bonuses.

Employees accrue 30 calendar days of paid annual leave, called vacation leave in Zimbabwe, for each year of service. Unlike in many countries, Saturdays, Sundays, and holidays that fall during the employee’s vacation count as vacation days.

Employees are eligible for annual leave after 1 year of employment. An employment contract may provide, or an employer may allow, an employee to take:

  • paid annual leave in the first year of employment, and

  • unpaid time off if the employee has not accrued enough annual leave.

In Zimbabwe, the public holidays are:

  • New Year's Day

  • Robert Gabriel Mugabe National Youth Day

  • Good Friday

  • Holy Saturday

  • Easter Monday

  • Independence Day

  • Workers' Day

  • Africa Day

  • Heroes' Day

  • Defense Forces Day

  • Unity Day

  • Christmas Day

  • Boxing Day

Zimbabwe has a universal healthcare policy, but the public healthcare system lacks staff, equipment and supplies to provide health care to all citizens. Private healthcare offers better access and higher quality care. Employers are not required to provide private health insurance but may choose to offer insurance as an employee benefit.

Both the employer and employee can terminate an employment contract in Zimbabwe without a reason by providing notice. The notice period is between one day and three months depending on the employee’s length of service. However, a law in parliament waiting signature by the President would prevent employers from dismissing employees without a reason.

Employers may be required to pay severance due to a collective agreement or employees dismissed due to redundancy. Severance generally is one month of salary for every two years of service to the employer.

  • Local Laws & Regulations

    We understand that local laws and regulations change and sourcing an accurate reference guide is not easy. Our data is researched and verified by our team of local international Employment Attorneys, HR and Benefit Professionals and Tax Accountants through our Atlas team and consultants, to ensure information up-to-date and accurate.

  • Partner with atlas logo

    Partnering with Atlas when expanding into Zimbabwe can dramatically reduce the standard brick and mortar processes of doing business in foreign markets and allow you to focus on what you do best, growing your company! To discover more about how Atlas can simplify your ability to expand globally, please feel free to contact us.

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