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Written Agreements

Zimbabwean labor law does not universally mandate written contracts. However, it requires employers to, upon engagement of an employee, inform the employee in writing of the following particulars:

• Employer’s name and address
• The terms of probation, if any
• The terms of any employment code
• Employee’s remuneration, its manner of calculation, and the intervals at which it will be paid
• Sickness or pregnancy benefits
• Schedule and hours of work
• The particular's of any bonus or incentive production scheme
• Vacation leave and pay
• Other benefits provided under the contract of employment

Oral Agreements

Zimbabwean labor law does not explicitly prohibit the use of oral contracts of employment, but offers no guidelines for their use. However, the Labor Code requires employers to, upon engagement of an employee, inform the employee in writing of certain aspects of the employment relationship.

Implied Agreements

Zimbabwean labor law offers no provisions or guidance on implied contracts. The best practice in the industry is to be cautious of implied contracts by frequently utilizing or adapting written agreements.

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.

New Year’s Day (1 January), Good Friday, Easter Saturday, Easter Monday, Independence Day (18 April), Workers’ Day (1 May), Africa Day (25 May), Heroes & Defense Forces Days (2nd week of August), Unity Day (22 December), Christmas Day (25 December), Boxing Day (26 December).

In Zimbabwe, a contract of employment may provide, in writing, for a single, non-renewable probationary period of not more than:

• 1 day for casual or seasonal work
• 3 months in any other case

During the probationary period, either party must give notice of termination of at least 1 week for casual or seasonal work and at least 2 weeks in any other case.

Notice Period

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:

• 3 months’ notice for an indefinite employment contract or a contract for a period of 2 years or more
• 2 months’ notice for a contract for a period between 1 and 2 years
• 1 months’ notice for a contract for a period between 6 months and a year
• 2 weeks’ notice for a contract for a period between 3 and 6 months or during the probationary period for contracts that are not casual or seasonal
• 1 week notice during the probationary period for casual or seasonal work
• 1 day notice for a contract for a period of fewer than 3 months or for casual or seasonal work

Severance Benefits

The Zimbabwean Labor Relations Act stipulates that an employer who wishes to retrench 1 or more employees must give written notice of their intention to the relevant works council, employment council, or the Retrenchment Board. The employer must provide the works council, employment council, or the Retrenchment Board, as the case may be, with details of every employee whom the employer wishes to retrench and of the reasons for the proposed retrenchment and send a copy of the notice to the Retrenchment Board.

Unless better terms are agreed between the employer and employees concerned or their representatives, a package (the minimum retrenchment package) of at least 1 month’s salary or wages for every 2 years of service as an employee (or the proportionate amount of 1 month’s salary or wages for a shorter period of service) must be paid by the employer as compensation for loss of employment.

Minimum Wage

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.

Overtime, Holiday & Vacation Pay

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.

Employers should look to the regulations set by their National Employment Councils if they are a member. The minimum overtime rate is generally 150% of the standard wage rate.

Where an employee consents to work on a public holiday they shall be paid not less than 200% of their current remuneration for that day, whether or not that day is one on which they would otherwise have been required to work.

Employees are to be paid their regular salary while on annual leave.

Visas

The following types of visas are available in Zimbabwe according to the purpose of the visit:

• Holiday visa - issued to foreign nationals entering Zimbabwe temporarily for tourism, sightseeing, visiting family and friends, or other private purposes.
• Business visa - issued to foreign nationals traveling to Zimbabwe for business-related purposes such as consultancy or to offer services. It may be granted for 30 days and is nonrenewable.
• Conferencing visa - issued to foreign nationals traveling to Zimbabwe for purposes of attending a conference, seminar, or workshop. It may be granted for a period of 30 days and is non-renewable.
• Transit visa - issued to visitors traveling to another country who will have a brief layover in Zimbabwe when the only reason for entering Zimbabwe is to transit. It is non-renewable.
• Student visa - issued to people entering the country with the intention of pursuing their studies at any local school or university.

Depending on the number of times a person will enter and exit Zimbabwe, there are 3 types of visas:

• Single entry - allows only a single entry, with a restriction of entering again without obtaining a new visa.
• Double entry - allows for 2 entries into the country within a period of 3 months from the date of issue.
• KAZA UNIVISA - allows entry into Angola, Botswana, Namibia, Zambia and Zimbabwe. The visa is valid up to 30 days in any given period of 12 months, as long as the holder remains within Zambia and Zimbabwe

Work Permits

Zimbabwe allows foreigners to perform paid or unpaid work for a company registered in Zimbabwe, in the interest of that specific business. Specialized areas include professionals offering skills not available in Zimbabwe, journalists that are on assignments, short-term employment permits (six months) for short contracts, and foreign researchers cleared by the Research Council of Zimbabwe.