Employer & Employee Policies in Zimbabwe

1️⃣ Employment Contract Policy
Written contracts are mandatory for fixed-term, casual, and permanent employment.
Must specify: job title, duties, hours, remuneration, leave, notice period, termination terms.
Probationary periods up to 3 months are allowed.

2️⃣ Working Hours Policy
Standard working hours: 8-9 hours per day; 44-45 hours per week (sector-specific).
Overtime: Paid at 1.5x standard rate (weekdays) and 2x (Sundays/public holidays).

3️⃣ Leave Policy
Annual leave: Minimum 30 calendar days (or 22 working days) after 1 year of continuous service.
Sick leave: Up to 180 days in a year — 90 days full pay + 90 days half pay, with medical certification.
Maternity leave: 98 days paid leave (granted once every 24 months of employment).
Public holidays: Employee entitled to all gazetted public holidays.

4️⃣ Termination & Notice Policy
Termination requires written notice:
Casual or permanent employee: 30 days’ notice or pay in lieu.
Fixed-term: Ends at contract expiry unless renewed.
Dismissal must follow due disciplinary process (hearings, warnings as per code of conduct).
Severance / retrenchment: Governed by law (negotiated packages, approved by Ministry of Labour).

5️⃣ Equal Opportunity & Anti-Discrimination Policy
No discrimination on grounds of race, gender, disability, marital status, political opinion, or religion.
Employers must promote fairness in hiring, promotions, and remuneration.

6️⃣ Health & Safety Policy
Employers are required to provide:
Safe and healthy working conditions.
Training in health and safety.
Necessary protective equipment.
Reporting and investigation of workplace injuries (as per the National Social Security Authority’s requirements).

7️⃣ Remuneration & Payroll Policy
Salaries must comply with minimum wages (sectoral).
Timely payment (usually monthly).
Statutory deductions:
PAYE (income tax — progressive up to 40%).
NSSA contributions (3.5% employer + 3.5% employee up to a salary ceiling).
NEC (National Employment Council) dues if applicable.

8️⃣ Disciplinary & Grievance Policy
Companies must have a registered code of conduct or follow a National Employment Council code.
Procedures for misconduct must include hearings, representation, and appeals processes.

9️⃣ Data Protection & Confidentiality Policy
While Zimbabwe is developing comprehensive data protection laws, companies are expected to:
Safeguard employee data.
Limit use of personal information to work-related purposes.

1️⃣0️⃣ Benefits & Perks Policy (Optional but common)
Medical aid contributions (private schemes or employer-funded).
Pension fund contributions (supplementary to NSSA).
Transport/housing allowances (sector dependent).
Bonuses (e.g., 13th cheque — common in some industries but not mandatory).