Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in Zimbabwe. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Employer of Record in Zimbabwe, will help you focus on growth for greater levels of success.

How Employer of Record (EoR) in Zimbabwe Works

Workforce Africa makes it hassle free to hire and manage your remote staff in Zimbabwe without having to first set up a subsidiary or entity in the country. We handle staff contract management and onboarding, payroll, compliance, taxes, and other administrative matters. With Workforce Africa, you can now focus more on strategic activities and growing your business. These items include >>

Employment Contracts in Zimbabwe 

Types of Employment Contracts:

• Fixed-Term: Must specify end date; renewable 
• Permanent/Indefinite 
• Casual Work: For work not exceeding 6 weeks 
• Seasonal Work 

Essential Clauses: 

• Job title and description 
• Place and hours of work 
• Salary and benefits 
• Leave entitlements 
• Termination and notice terms 

Working Hours in Zimbabwe

• Standard Workweek: 8 hours per day, 40–45 hours per week depending on the sector. 
• Overtime: Paid at 1.5x the normal rate on weekdays and 2x on public holidays/Sundays. 
• Maximum Hours: Labor law mandates adequate rest periods for all employees, regardless of gender. Continuous work without appropriate rest is strictly prohibited. It is unlawful to employ minors in any capacity. Employers must ensure full compliance with legal age requirements for employment. 

Observed National Holidays and Vacation

Zimbabwe observes several public holidays, including:

• New Year’s Day – January 1 
• Robert Mugabe National Youth Day – February 21 
• Independence Day – April 18 
• Workers’ Day – May 1 
• Africa Day – May 25 
• Heroes Day – Second Monday of August 
• Defense Forces Day – Second Tuesday of August 
• National Unity Day – December 22 
• Christmas Day – December 25 
• Boxing Day – December 26 
• Variable Dates: Easter Friday, Easter Monday

Expats, Visas & Work Permits

• Work Visa (Temporary Employment Permit – TEP): A Temporary Employment Permit must be obtained prior to entry into Zimbabwe for employment purposes. However, if necessary, a business visa may be secured to facilitate business-related activities while the work permit application is being processed. 
• Required Documentation: Applicants must submit the following documents in support of a TEP application:
  • A valid passport, two recent passport-sized photographs, an official offer of employment, a detailed curriculum vitae (CV),
  • Police clearance from the country of residence,
  • A valid health certificate,
  • Certified copies of academic and professional qualifications,
  • A formal justification for the recruitment of a foreign national, including a plan for the localization of the position. 
• Work Permit Application: 
  • Employer Initiated: The Zimbabwean employer applies through the Department of Immigration. 
  • Validity: Generally issued for 6 – 60 months, renewable. 

A Zimbabwe EoR offers this service to help businesses manage their clients.

Paid Leaves

• Annual Leave: Minimum of 30 days leave per year after one year of continuous employment (22 working days). Leave accumulates at 2.5 days per month of service. 
• Sick Leave: Employees are entitled to 90 days of sick leave in one year: 
  • The first 90 days are full pay if certified by a medical practitioner. 
  • The remaining 90 days are half pay. 
• Maternity Leave: Female employees who have completed at least one year of continuous service are entitled to 98 days of maternity leave with full pay. This entitlement is subject to the following limits: 
  • Maternity leave may be taken no more than twice within any 24-month period. 
  • An employee may take maternity leave no more than three times during the course of employment with the same employer. 
• Paternity Leave: No statutory paternity leave; this depends on employer policy or collective bargaining agreements. 

Statutory Deductions

Social insurance in Zimbabwe is managed by the National Social Security Authority (NSSA). 

NSSA oversees two key schemes: 

• The Accident Prevention and Workers’ Compensation Scheme (APWCS) 
• The Pension and Other Benefits Scheme (POBS) 
• These schemes provide financial protection in cases of sickness, workplace injury, unemployment, invalidity, old age, retirement, and death. 
  • All employees aged over 16 and under 65 years, including seasonal, contract, and temporary staff, are covered under the POBS. The APWCS similarly applies to employees over the age of 16. 
  • Contributions to the POBS are shared equally between employer and employee, at 4.5% each, making a total contribution of 9%.

Tax Brackets and Rates

Personal Income Tax USD PAYEE

• Annual Table

• Monthly Table

Note: Aids Levy is 3% of the Individuals’ Tax payable 

• Corporate Income Tax (CIT): Standard rate: 25% 
• Value Added Tax (VAT): Standard rate: 15%. 

Health Insurance

Zimbabwe lacks a universal healthcare system. However, many employers contribute to private medical insurance or medical aid societies.

Additional Compensation and Benefits

• While not mandated by law, some employers might offer additional benefits, such as:  
• Health Care: 
  • Public health care is available but under-resourced. 
  • Many employers provide private medical aid schemes as part of their employee benefits package. Contributions may be fully covered by the employer (100%) or shared between the employer and employee, commonly on a 50/50 basis or more favorable terms for the employee.
• Occupational Coverage: Employers are required to register with the National Social Security Authority (NSSA) for injury insurance and workplace accident compensation. 
  • Pensions: Participation in the NSSA pension scheme is mandatory for most employers and employees. 
  • Paid National Holidays: Workers are entitled to paid leave on public holidays unless required to work under special agreement. 

Termination/ Severance in Zimbabwe

• Probationary Period:
  • Standard probation: Up to 3 months 
  • Can be extended by mutual agreement in writing. 

• Termination of Employment
  • Permissible Grounds:
    • Mutual agreement 
    • Expiration of contract 
    • Incapacity or illness 
    • Misconduct (e.g., theft, gross insubordination) 
    • Retrenchment (economic reasons) 
    • Any other prior agreed grounds of separation 
• Notice Period:
  • Employment for up to three months, or in the case of casual or seasonal work: One day 
  • Employment lasting between three and six months: Two-weeks 
  • Employment lasting more than six months but less than one year: One-month 
  • Employment lasting more than one year but less than two years: Two-months. 
  • Employment of two years or more, or where the contract has no fixed end date: Three-months. 
• Severance Pay:
  • Not automatic unless specified in contract or retrenchment. 
  • Retrenched employees are entitled to compensation, typically one month salary per year of service, subject to employer capacity and negotiation. 

• Termination Process:
  • All terminations must be fair and procedurally correct. 
  • Employers must provide written notice and reason. 
  • Labour Officers may mediate disputes or unfair dismissal claims.