As of March 2024, the estimated population of Zimbabwe is 16.6 million.
The currency in Zimbabwe is the Zimbabwean Dollar (ZWD). The currency symbol is Z$.
Zimbabwean labor law states that an employment contract that does not specify its duration or date of termination, other than a contract for casual work, seasonal work, or for the performance of some specific service, is deemed to be an indefinite term contract. Such contracts can be terminated by giving notice. Although there is no explicit definition of permanent employment in Zimbabwean labor law, the law states that a casual worker becomes permanent if their period of engagement with a particular employer exceeds a total of 6 weeks in any 4 consecutive months.
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
Although the Zimbabwean Labor Code does not define "temporary" work, it defines "casual work" as work for which an employee is engaged by an employer for not more than a total of 6 weeks in any 4 consecutive months. A casual worker becomes permanent if their period of engagement with a particular employer exceeds a total of 6 weeks in any 4 consecutive months (unless the employment contract specifies a duration or date of termination).
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.
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.
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Under Zimbabwe's Labor Act, employees become eligible to earn paid annual leave after completing their first year of employment. Any period following the first year with an employer is referred to as "qualifying service." Unless more favorable terms are agreed upon in an employment agreement or other enactment, paid vacation leave accrues at the rate of 1/12 of the employee's qualifying service in each year of employment, up to a maximum of 90 days. Unused leave may be granted at a later date without being forfeited.
Per Zimbabwe's Labor Act, sick leave is available to any employee who is prevented from attending their work duties because they are ill, injured, or undergo medical treatment that was not occasioned by their failure to take reasonable precautions. During any 1-year period of service, an employee is entitled to 90 days' sick leave with full pay. The employee must provide a certificate signed by a doctor. If, during the same one-year period of service of an employee, the employee has used up all 90 days of fully paid sick leave, an employer must, at the request of the employee supported by a certificate signed by a doctor, grant a further period of 90 days’ sick leave with half pay if, in the opinion of the doctor signing the certificate, it is probable that the employee will be able to resume duty after such further period of sick leave.
The Zimbabwean Labor Act provides 98 days of fully-paid maternity leave to female employees. The employer bears the total cost of maternity leave. On production of a certificate signed by a registered medical practitioner or State Registered Nurse certifying that the employee is pregnant, the employee may take maternity leave no earlier than the 45th day and no later than the 21st day prior to the expected date of delivery. Employees can request additional unpaid maternity leave.
The Zimbabwean Labor Act does not specifically provide for paternity leave. However, employees are entitled to special leave with full pay not exceeding 12 days per calendar year for "justifiable compassionate grounds." The Labor Act does not clarify whether childbirth falls under this category.
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 month’s 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 day notice for a contract for a period of fewer than 3 months or for casual or seasonal work
The Zimbabwean Labour 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 year 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.
In Zimbabwe, the Pensions and Other Benefits Scheme ensures equal contributions from both the employer and the employee. All employees aged between 16 and 65 hired under a permanent, seasonal, or temporary contract are eligible for the national scheme. The retirement benefit is paid to contributors upon retirement if total contributions are between 12 to 119 months, the benefit is a one-time grant. If contributions are 120 months or more, the benefit is a monthly pension paid until death. Eligibility Contributors aged 60+ (normal retirement) or 65+ (late retirement) who are no longer employed. Contributors aged 55+ who are no longer employed provided they worked in arduous jobs (ie; Jack operator; timber loader) for at least 7 of the 10 years before turning 55. The monthly benefit is 1.33% of the insured's monthly covered earnings in the month immediately before retirement multiplied by the number of years of contributions (maximum 30 years) plus 1% of monthly earnings multiplied by the number of years the insured's contributions exceed 30 years.
In Zimbabwe, survivor benefits are paid out to the surviving dependents of a deceased contributor. Survivors' benefits may be provided to dependents if the deceased received or was entitled to receive an old-age or disability pension and is covered by the National Pension and Other Benefits Scheme. Eligible Beneficiaries: A widow/widower provided that the marriage occurred before retirement or invalidity. Dependent children of the deceased under 18 (or 25 if a full-time student). Permanently disabled children of any age who cannot support themselves also qualify. Parents of the deceased contributor. Other dependents.
In Zimbabwe, insured employees may receive invalidity pensions under the Pension and Other Benefits Scheme. This benefit is paid out to contributors to the National Pension Scheme who become permanently incapacitated due to illness or injury. Eligibility for the Invalidity Pension Under the age of 60 years old. Contributed to the National Pension Scheme for at least 12 months. Medically certified as permanently incapable of work as a result of physical or mental ill-health. Eligibility for the Invalidity Grant Under the age of 60 years old Contributed to the scheme for at least 6 months Medically certified as permanently incapable of work as a result of physical or mental ill-health. Additionally, Zimbabwe’s Accident Prevention and Workers’ Compensation Scheme (APWCS) is a statutory, no-fault social security scheme administered by NSSA that provides compensation to employees who suffer work-related injury, occupational disease, permanent disability, or death arising out of and in the course of employment, and it is fully funded by employers. Employees qualify for compensation where injury or disease is work-related, with benefits calculated based on the employee’s earnings, and an accident is regarded as causing serious disablement only where permanent disability is assessed at 30% or more. In cases of temporary disablement, an injured employee is paid 100% of monthly earnings for the first 30 days, followed by graduated periodical payments based on decreasing percentages of successive portions of earnings. Where permanent disablement occurs, a monthly disability pension is payable according to the assessed degree of disablement and prescribed earnings, with employees exceeding 75% disablement receiving a full graduated pension and those with 75% or less receiving a proportionate pension based on the assessed disability percentage.
All persons earning income from sources in the country are subject to tax. All income derived from contracts made in Zimbabwe for the sale of goods or services rendered in or outside of the country by a resident of Zimbabwe is taxable. Interests, dividends, and certain royalties arising outside of Zimbabwe paid to the residents are considered to originate in the country and are taxable. The year of assessment is the same as the calendar year. Income tax for Zimbabwe residents and non-residents is calculated at progressive rates between 0 and 40%. For employees who receive a mixed-currency salary, employers must use the USD Tax tables and apportion the tax due accordingly. An AIDS levy equal to 3% of income tax liability applies to all taxpayers.
Visa Categories
The following types of visas are available in Zimbabwe according to the purpose of the visit:
Depending on the number of times a person will enter and exit Zimbabwe, there are 3 types of visas:
Under the Immigration Regulations of Zimbabwe, temporary employment permits are issued to non-citizens who wish to engage in employment in Zimbabwe for a limited and specified period, subject to approval by the Chief Immigration Officer. A temporary employment permit is granted at the discretion of the immigration authorities, may be issued subject to conditions, and is valid only for the specific employment, employer, and period approved. The permit does not confer a right to permanent residence, may be refused, canceled, or varied at any time, and the holder must cease employment and leave Zimbabwe upon expiry unless the permit is lawfully renewed or replaced under the Regulations. All applications must be made in duplicate, and copies of all documents should be adequately authenticated and notarized as prescribed for foreign national applicants. If the applicant is accompanied by dependents, additional documents are required.
