Global EOR Services in Zambia
Find, Hire & Pay Employees in Zambia
Zambia’s growing economy, driven by mining, agriculture, and infrastructure development, presents opportunities for international businesses. However, hiring employees directly requires establishing a legal entity, complying with complex labor laws, and managing local payroll. This is where Global Employer of Record (EOR) services provide a strategic solution.
A Global EOR in Zambia acts as the legal employer for your workforce in the country while you manage the employee’s daily activities. The EOR ensures your hires are fully compliant with Zambian labor, tax, and social security laws without you needing to register a local entity.
Why Use Global EOR Services in Zambia?
Drafts compliant employment contracts according to Zambian law (Employment Code Act, 2019)
Processes payroll and manages statutory deductions (PAYE, NAPSA, Workers Compensation, Health Insurance)
Handles tax filings and reporting.
Manages statutory benefits such as leave entitlements, severance, and pensions
Supports onboarding and termination in compliance with local labor laws
Assists with immigration/work permits for expatriate employees
Ensures compliance with health & safety laws and non-discrimination standards
Zambia: A Comprehensive Guide to Employment and Labor Practices
Zambia, a landlocked country in Southern Africa, boasts rich natural resources and a stable political environment that supports economic development. The country’s economy is primarily driven by copper mining, which contributes significantly to export earnings. Agriculture (maize, sugar, tobacco), tourism, and services also play vital roles in Zambia’s GDP. Foreign direct investment, particularly in mining and infrastructure, continues to fuel growth. Trade — both imports and exports — represents a large proportion of GDP, with South Africa, China, and Switzerland among Zambia’s top partners.
Key Facts about Afghanistan
Local Employment Policy in Zambia
Zambia’s employment relationships are governed mainly by:
The Employment Code Act No. 3 of 2019
The Industrial and Labour Relations Act
The Minimum Wages and Conditions of Employment Act
Employment Contracts
All employees must have a written contract outlining terms of employment.
Contracts can be for permanent, fixed-term, or casual employment.
Probation period: Up to 3 months.
Working Hours
Standard working hours: 48 hours per week (usually 8 hours/day over 6 days).
Overtime: Paid at 1.5x rate; double pay on public holidays.
Leave Entitlements
Annual leave: 24 working days per year after 12 months of continuous service.
Sick leave: Minimum 26 working days with full pay; can be extended at half pay.
Maternity leave: 14 weeks (with at least 6 weeks post-natal), paid.
Paternity leave: 5 working days.
Public holidays: Employees are entitled to 12+ gazetted national holidays.
Payroll, Taxes & Social Security
PAYE (income tax): Progressive tax rates up to 37.5%.
NAPSA (National Pension Scheme Authority):
Employer: 5% of gross salary (up to statutory ceiling)
Employee: 5% of gross salary
Other contributions: Workers Compensation Fund, National Health Insurance (employer contributes 1% of employee’s gross salary).
Termination & Severance
Notice period:
1 day (casual workers)
14 days (weekly or bi-weekly contracts)
1 month (monthly contracts)
Severance: Payable in cases of redundancy, based on contract, collective agreement, or law (often at least 2 months’ basic pay for each completed year of service in redundancy cases).
Dismissals must follow fair procedure — including hearings and right of representation.
Health & Safety
Employers are legally required to provide a safe work environment.
Health and safety regulations enforced by the Occupational Health and Safety Institute and Workers Compensation Board.
Mandatory reporting of workplace injuries and occupational diseases.
Equality and Non-Discrimination
The law prohibits discrimination based on race, sex, marital status, disability, religion, political opinion, or social status.
Equal pay for equal work is mandated.
Common Employment Benefits
Private medical aid (common but not mandatory)
Housing or transport allowances (in some sectors)
Annual bonus (sometimes paid, sector dependent)
Popular Global EOR Providers Supporting Zambia
(They often partner with in-country firms for local compliance.)
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