Employer of Record Guide in 

Zimbabwe

Vacation Leave

• Standard Entitlement: 30 calendar days (22 working days) after one year of continuous service
• Accrual Rate: One-twelfth of annual entitlement per month of service
• Maximum Accrual: 90 days total accumulation allowed
• Calculation Method: Saturdays, Sundays, and public holidays are counted within the vacation period
• Termination Payout: Accrued unused leave must be paid out upon employment termination

Sick Leave

• Primary Entitlement: 90 days at full pay per calendar year
• Extended Coverage: Additional 90 days at half-pay if initial entitlement is exhausted
• Documentation: Medical certificate from registered practitioner required
• Long-term Disability: Employer may terminate for incapacity after 180-day period following proper procedure

Maternity Leave

• Duration: 98 days fully paid maternity leave
• Eligibility: Minimum one year of service with the same employer
• Limitations: Maximum three times with same employer, once every 24 months
• Job Protection: General non-discrimination principles apply, though specific job guarantee provisions may vary

Parental/Paternity Leave

Note: Research shows conflicting information on paternity leave provisions - please verify current statutory framework

• Paternity Leave: No statutory paid paternity leave provision under current labour law
• Alternative Options: Employees may use "special leave" entitlement for family responsibilities

Bereavement Leave

• Entitlement: Up to 12 days paid special leave per calendar year
• Qualifying Events: Death of spouse, parent, child, or legal dependent
• Standard: Must meet "justifiable compassionate grounds" criteria

Personal & Family Leave

• Family Responsibility Leave: 12 days special leave available for urgent family matters
• Coverage: Court attendance, quarantine, other serious family crises under "justifiable compassionate grounds"
• Documentation: Employer may require appropriate verification of circumstances

Summary

Termination Types

Termination With Cause (Dismissal):

• Must involve misconduct per registered Code of Conduct
• Requires formal disciplinary hearing process
• No notice or severance required if properly executed

Termination Without Cause (Retrenchment):

• For economic, technological, or structural reasons
• Requires consultation process and retrenchment package
• Must follow Labour Retrenchment Regulations 2024

Mutual Agreement:

• Requires written agreement between both parties
• Terms negotiable but must comply with minimum standards

Constructive Dismissal:

• When intolerable working conditions force resignation
• Employee may claim unfair dismissal

Notice Period Requirements

Notice periods vary based on contract duration:

Pay in Lieu: Employers may pay salary for the notice period instead of requiring working notice.

Severance Pay

• Requirement: Mandatory for retrenchment cases
• Calculation: One month's salary per year of service (Labour Retrenchment Regulations 2024)
• Enhancement: Parties may negotiate more favourable packages
• Exemptions: Possible through Employment Council or Retrenchment Board for employers demonstrating financial incapacity

Probationary Periods

• Standard Length: Maximum 3 months (shorter periods allowed for casual/seasonal work)
• Termination Rights: Shorter notice periods required but termination must still be for fair reason
• Protection: Anti-discrimination laws still apply during probation

Final Pay Requirements

• Timeline: Payment must be made "as soon as reasonably practicable" after termination
• Inclusions: Outstanding salary, accrued vacation pay, notice pay, and contractual benefits
• Penalties: Unreasonable delay constitutes unfair labour practice and criminal offence

Termination Documents & Process

Required Documentation:

• Comprehensive termination letter stating reason, effective date, and payment calculation
• For mutual termination: Signed written agreement required
• For retrenchment: Extensive consultation process documentation necessary

Anti-Discrimination & Retaliation Laws

Employees cannot be terminated for reasons related to:

• Nationality, race, colour, tribe, origin, language, class, religion, politics
• Custom, culture, sex, gender, marital status, age, pregnancy
• Disability, HIV/AIDS status
• Equal pay is required for male and female employees performing equal value work

National Holidays (2025)

Zimbabwe observes 13 national public holidays:

Note: Independence Day coincides with Good Friday in 2025

Regional Variations

Zimbabwe does not have official regional or state-specific public holidays. All public holidays are observed nationally.

Holiday Pay Rules

• Entitlement: Employees receive normal day's pay for public holidays falling on scheduled work days
• Working Holiday Pay: Double (2×) ordinary daily rate for employees who consent to work on public holidays
• Sunday Rule: If a holiday falls on Sunday, the following Monday is typically observed as the holiday

Required Documentation

Employment Contracts:

• Written contracts strongly recommended in English or mutually understood language
• Must include job title, duties, salary, working hours, leave entitlements, termination clauses

Government Registration:

• ZIMRA registration and Taxpayer Identification Number (TIN) required
• NSSA registration within 30 days using P3 form for employee registration
• Valid work permit required for foreign nationals

Banking Information:

• Direct deposit details required for salary payments
• Must comply with foreign exchange regulations

Language Requirements

Zimbabwe has three official languages:

• English: Primary business language for contracts and documentation
• Shona: Widely spoken indigenous language
• Sindebele: Regional indigenous language

Employment contracts and workplace communications typically use English.

Background Checks & References

Permitted Types:

• Criminal record checks through Criminal Investigation Department
• Education verification
• Employment history verification
• Professional references

Process Requirements:

• Written consent from employee is best practice
• Police clearance requires fingerprints and applicable fees
• Must be relevant to the position

Data Protection & Privacy

Zimbabwe's Data Protection Act [Chapter 11:12] (effective December 2021) governs employee data handling:

• Processing Requirements: Data must be processed lawfully, fairly, and securely
• Consent: Written consent required for sensitive personal data
• Security: Technical and organisational protection measures mandatory
• Breach Notification: 24-hour reporting requirement to Data Protection Authority

IP Assignment & Confidentiality

• Default Ownership: Employer owns intellectual property created during the course of employment
• Contract Provisions: Standard IP assignment and confidentiality clauses recommended
• Non-Compete Enforceability: Must be reasonable in duration, geography, business nature, and public interest; unenforceable if employer terminated unlawfully

Onboarding Timeline

What the EOR Handles

Borderless AI manages:

• Employment contract drafting and execution
• ZIMRA and NSSA registration compliance
• Dual-currency payroll processing
• Local tax withholding and remittance
• Statutory contribution management
• Data protection compliance

Worker Classification: Employee vs Contractor

Zimbabwe distinguishes between employees and independent contractors based on control level and supervision:

• Employees: Subject to employer control and supervision, covered by Labour Act protections
• Contractors: Use own discretion, not subject to employer control, not covered by Labour Act
• Misclassification Penalties: Liability for back-payment of PAYE, social security contributions, statutory benefits, plus penalties and interest

Unionisation & Collective Agreements

• Rights: Constitutional and Labour Act protection for union formation and collective bargaining
• Structure: Industry-level Collective Bargaining Agreements through National Employment Councils
• Scope: Binding minimum wages, working hours, and benefits for all sector employers and employees

Cultural Norms & DEI Expectations

Work-Life Balance:

• Standard 8-hour workday well-established
• Respect for family obligations and traditional ceremonies

Communication Style:

• Formal, hierarchical approach preferred
• Respect for seniority and age
• Indirect criticism and feedback preferred over confrontational approaches

DEI Progress:

• Growing recognition of diversity and inclusion beyond legal compliance
• Traditional patriarchal norms still influential in some sectors
• Increasing focus on gender equality and disability inclusion

Remote Work Considerations

Legal Framework:

• No specific Labour Act provisions for remote work
• Existing employment law principles apply to remote arrangements
• Clear contract terms essential for remote work arrangements

Employer Obligations:

• Duty of care extends to remote workspace safety
• Equipment and connectivity responsibilities should be clearly defined
• Cross-border remote work requires local entity or EOR service

Digital Nomad Considerations:

• No specific digital nomad visa category currently available
• Foreign remote workers typically require work permits

Note: Remote work regulations are evolving - verify current requirements with legal counsel