Hire in Zimbabwe

EOR in Zimbabwe

If a lack of speed or local expertise are among your top concerns when expanding to or employing workers in Zimbabwe, an employer of record may be the best option for achieving your global growth objectives.

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in Zimbabwe ―often in as little as two weeks―without having to take on the cost and risk of establishing a local entity.

Learn about the hiring, employment, payroll and benefits requirements for workers in Zimbabwe and how our employer of record service, EOR, and local HR experts can help you manage your international employment needs.

Hiring in Zimbabwe

The Labor Act is administered by the Ministry of Public Service, Labor and Social Welfare.

Employment contracts in Zimbabwe

As you look to hire employees in Zimbabwe, here are some standard regulations you’ll need to know to create a compliant contract, as well as how an employer of record and PEO can provide support for your unique HR needs.

Working hours

Collective bargaining agreements set hours of work. Most agreements subscribe to the International Labor Organization regulation of a 48-hour working week and 12 hours in any period of 24 hours.

Compensation

As you consider the appropriate salary to offer new employees, keep in mind:

• There is no mandated national minimum wage under Zimbabwean law. Employment councils negotiate minimum wages for some economic sectors.
• The Labor Act only legislates extra pay for work during public holidays. Employers are required to pay workers who work on a public holiday double their normal pay.

As your employer of record in Zimbabwe, we can provide you with resources and insights about employee compensation, so you are better equipped to make a competitive employment offer.

Bonuses

Zimbabwe does not mandate employers to provide bonus payments to employees.

Termination and severance

Employers are required to give prior notice to termination. The minimum notice period is to be:

• For three months or less, or casual or seasonal work - One day
• Between three to six months - Two weeks
• Between six months to less than one year - One month
• More than one year but less than two years - Two months
• For two years or more, or for contracts of unlimited length - Three months

According to the Labor Act, severance pay is only required for collective dismissals for economic reasons.

Employee benefits and paid leave in Zimbabwe

When negotiating terms of an employment contract with a candidate in Zimbabwe, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Maternity leave

Female employees who have served for at least a year are entitled to maternity leave of a period of 98 days on full pay. Maternity leave may not be taken more than twice in a 24-month period or more than three times while the employee works for the same employer.

Vacation

Paid vacation leave accrues to employees at a rate of one month or 30 days’ leave per year, up to a maximum of 90 days of leave.

Holidays

The paid public holidays in Zimbabwe are:

• New Year’s Day
• Good Friday
• Easter Saturday and Sunday
• Easter Monday
• Independence Day
• Workers’ Day
• Africa Day
• Second Monday in August: Heroes’ Day
• Second Tuesday in August: Defense Forces Day
• National Unity Day
• Christmas
• Boxing Day

Sick leave

Employers must grant up to 90 days’ sick leave on full pay during one year of service.

Health coverage

Social insurance is administered by the National Social Security Authority (NSSA).

The NSSA covers two schemes, the Accident Prevention and Workers’ Compensation Scheme (APWCS) and the Pension and Other Benefits Scheme (POBS). These schemes manage sickness, workplace injuries, unemployment, invalidity, old age, retirement, and death insurance benefits.

All employed individuals above the age of 16 years and under 65 years, including seasonal, contract, and temporary employees, are covered under the POBS. The APWCS broadly applies to all employees above the age of 16 years.

Effective January 1, 2020, employers and employees each contribute 4.5% for a total contribution of 9% toward the POBS.

Additional benefits

In addition to healthcare benefits, employees in Zimbabwe are entitled to pension, which is funded by government tax revenues, as well as workers compensation, which is covered through mandated employer insurance.

Employer social costs will cover a large portion of employee benefits in Zimbabwe, but we can consult with you about supplemental coverage options, such as additional pension contributions or life insurance if needed.

Updated: August 13, 2024

Employee onboarding with an employer of record in Zimbabwe

We write and validate all local employment contracts, streamlining the onboarding process for you and your Zimbabwean employees—all you have to do is provide relevant information and review and approve the employment agreement. As your employer of record in Zimbabwe, we will:

• Schedule a welcome call to discuss HR and employment information for Zimbabwe, as well as answer any questions
• Prepare a customized employment contract in English or other local language
• Share the employment contract and benefits information with the new employee for signature and review
• Gather tax and banking information from the employee to set up payroll
• Provide a local point of contact to the employee to answer any questions regarding their employment, local HR or payroll

The entire onboarding process for the employee is often completed in as little as two weeks.

Partner with Safeguard Global as your Zimbabwe employer of record and PEO

With over a decade of service, we are the longest-serving employer of record and PEO provider in the international market. Organizations around the world rely on EOR, our employer of record solution, to expand and hire in 170+ countries around the world, quickly and compliantly.

We’ve seen just about every global employment circumstance imaginable—and with our extensive knowledge of local law and culture, we know what it takes to get employment right in Zimbabwe. We provide written contracts in the local language, salaries in the local currency and HR support in your employees’ time zone.

Additionally, as a global payroll provider we support payroll administration—including payments, filings and other calculations— all around the world and can accommodate the payroll outsourcing needs of any size organization.

Whether you’re looking to hire as part of a strategic expansion or to meet specific talent needs, our global solutions advisors can walk you through your international hiring options so you can make the right choice for your organization. Contact us today.

Disclaimer

The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.