Every Zimbabwean worker has rights. Whether you are formally employed, casually contracted, or working under a verbal agreement, the law protects you. Yet many workers never exercise these rights simply because they do not know them. This guide changes that.
The Labour Act: Your Foundation
The Labour Act [Chapter 28:01] is the primary law governing employment relationships in Zimbabwe. It applies to most workers (with some exceptions for public servants under separate legislation) and covers everything from contracts to termination.
Your Basic Rights as an Employee
- Written contract: you are entitled to a written contract specifying your job, pay, hours and conditions
- Minimum wage: sector-specific minimum wages are set periodically by statutory instruments
- Annual leave: at least 30 calendar days per year after 12 months of service
- Sick leave: 90 days per year (first 45 at full pay, next 45 at half pay)
- Maternity leave: 98 days of maternity leave, with protection from dismissal during and after pregnancy
- Protection from discrimination: on the basis of race, gender, age, disability, HIV status, religion or political affiliation
Unfair Dismissal
This is the issue we are most often consulted on. A dismissal is unfair if:
- It is not based on a valid reason recognised by the Labour Act (misconduct, incapacity, or retrenchment)
- The employer did not follow a fair procedure, which requires notice, an opportunity to respond, and an impartial hearing
- The punishment (dismissal) is disproportionate to the offence
"Being told 'you are fired' verbally, without a hearing, is almost certainly an unfair dismissal. Do not accept it quietly, there are remedies available."
Remedies for unfair dismissal include reinstatement to your job, or damages equal to a maximum of two years' remuneration.
Retrenchment: When Companies Downsize
Retrenchment is the termination of employment for economic or operational reasons. It is legal, but it must follow a strict process. Employers must consult the works council or employee representatives, give proper notice to the Ministry of Public Service, Labour and Social Welfare, and pay retrenchment packages as prescribed by law. Short-cutting this process is unlawful.
Raising a Dispute
If your rights are violated, you can raise a dispute with the Labour Officer at your nearest Labour Office within 30 days of the unfair act. If unresolved, the matter can be referred to the Labour Court. Time limits are strict, do not delay in seeking advice.
At Nyama Law Chambers, we represent both employees and employers in labour disputes, advising on fair procedures, drafting employment policies, and appearing in Labour Court hearings. If you believe your rights have been violated, speak to us before your time to act runs out.
