Labour Act

The Labour Act is Zimbabwe’s principal legislation governing individual and collective employment relations in all sectors except those specifically exempted (e.g., members of the armed forces and, in some provisions, public service employees). The Act applies to employers and employees within your local authority, as well as to businesses and contractors operating in your area.

Key provisions include:

• Contract of employment – Prescribes the essential elements of a valid employment contract, including written particulars for contracts lasting longer than three months. Regulates fixed-term and permanent employment, probation periods, and termination procedures.

• Basic conditions of employment – Establishes minimum standards for working hours (maximum 48 hours per week, excluding overtime), overtime compensation (at least time-and-a-half), rest periods, annual leave (minimum 30 days after one year), sick leave (90 days on full or half pay over three years), and public holidays.

• Unfair labour practices – Defines and prohibits various unfair practices, including unfair dismissal, victimization for trade union membership, discrimination (on grounds of race, gender, political opinion, etc.), and sexual harassment.

• Termination of employment – Specifies lawful grounds for dismissal (misconduct, incapacity, operational requirements) and mandatory procedures, including notice periods, severance pay calculations, and the requirement that dismissal be both substantively fair (valid reason) and procedurally fair (proper process).

• Collective bargaining – Recognizes trade unions and employers’ organizations. Provides for collective bargaining at enterprise, industry, and national levels. Collective agreements, once registered, are binding on all parties within their scope.

• Labour dispute resolution – Establishes a specialist system including:

  • Designated agents – Investigate complaints and attempt conciliation.

  • Labour officers – Enforce compliance with basic conditions.

  • Employment councils – Industry-level bargaining forums.

  • Labour Court – Hears appeals and reviews of decisions by designated agents and has exclusive jurisdiction over certain matters (e.g., unfair dismissal claims).

• Health and safety – Imposes duties on employers to provide a safe working environment, protective equipment, and safety training. Creates worker safety committees and allows for work stoppages where imminent danger exists.

For us, as an employer, strict compliance with the Labour Act in recruitment, discipline, leave administration, and contract management is mandatory. For businesses operating in your area, the Act sets the minimum legal employment standards they must observe.

• Labour Act Cap 28.01 pdf (713kb) [ download ]