Find your employer of record in Zimbabwe

• Paid annual leave.
• Maternity leave.
• Sick leave.
• Public holidays.
• Medical Aid Contribution.
• Pension.
• Performance bonus.
• 13th salary.
• Housing loan.
• Domestic allowance.

In order to obtain an employment visa or work permit in Zimbabwe, applicants need to fulfill certain requirements. For example, it is mandatory to provide a passport with at least 6 months of validity and 2 blank pages. Besides, applicants may also need to have a certificate of vaccination against yellow fever.

Furthermore, other requirements for obtaining a temporary work visa can be the following:

• Two passport-size photos.
• A letter that contains a job offer from a company based in Zimbabwe.
• Proof of qualifications for the position (including prior work experience).
• In some cases, a birth certificate and marriage certificate are necessary.
• Lastly, the payment of the corresponding application fees is also mandatory.

In Zimbabwe, the standard VAT rate is 14.50%. Apart from learning about this topic, an Employer of Record can help you run many operations in your company. Besides, you are free to choose between EOR services and PEO services; both can provide the solutions you need.

Termination Process

As per the Code of Conduct in Zimbabwe, the termination of an employment contract is only possible if both the employer and the employee agree to it in writing. Similarly, an employer can terminate an employee on a fixed-term contract if it has expired after the mandated period. Besides, this is also the case if the employee performs a specific task and completes it.

On the other hand, employers can terminate an employee on the following grounds:

• Firstly, if the employee is guilty of theft or fraud.
• Secondly, if the employee willfully destroys the employer’s property.
• Thirdly, if the employee is absent for 5 days or more without providing a reasonable excuse.
• Also, if the employee lacks a skill that they implicitly said they had.
• If the employee is substantially negligent in their duties.
• And if the employee is drunk to the extent that it makes them fail to perform their duties.

Notice Period

The notice period for terminating an employment contract can be given by either party. Besides, notice periods can vary as follows:

• Three months: for employment contracts without limit of time. Or it can also be for contracts valid for a period of two years or more.
• Two months: for employment contracts with a validity of one year or more. However, it does not apply to contracts valid for two years or more.
• One month: for employment contracts valid for a period of six months or more. But not for contracts valid for one year or more.
• Two weeks: for employment contracts valid for at least three months but no more than six months.
• One day: for employment contracts valid for less than three months. Furthermore, this is also the notice period for casual or seasonal work.

Severance Pay

According to the Labor Act in Zimbabwe, employers must pay severance pay to a collective agreement or employees who were dismissed due to redundancy. Although severance pay calculations may vary depending on many factors, it usually consists of 3 months’ pay for one year of service. On the other hand, it may also consist of one day’s pay if the contract’s validity is three months. Similarly, severance pay is calculated as one day’s pay if it is casual or seasonal work.

Probation Period

In Zimbabwe, the usual probation period consists of 3 months. However, in the case of casual or seasonal work, the probation period consists of 1 day.

Paid Time Offs

As per the Labor Act, all African employees in Zimbabwe who have completed one year of service can receive paid annual leave. As a matter of fact, they can receive this vacation leave at the rate of one-twelfth of their qualifying service in each year of service. In other words, their vacation leave consists of 30 calendar days or 22 working days). However, the employment contract or collective agreement may include more favorable provisions for the employee.

On the other hand, note that these 30 calendar days of leave include weekends and public holidays.

Public Holidays

There are 1 national holidays throughout the year.

Vacation Holidays

There are 30 vacation holidays throughout the year.

Sick Days

If an employee needs to take sick leave, they must provide a certificate signed by a duly registered medical practitioner. After that, they will be able to take 90 days of sick leave with full pay in a year. Furthermore, female employees may also receive 98 working days of leave with full pay.

However, if the employee takes all 90 days in any one-year service period, they can request 90 additional days. But this time, they will only receive half pay. Besides, these additional days of sick leave will also require a signed certificate from a registered medical practitioner.

On the other hand, the employer may terminate the employment contract of that employee in some cases. But this can only happen if the sick leave exceeds 90 days of full and the remaining 90 days of half pay.