Employment law in Zimbabwe is mainly governed by three pieces of legislation:
1. The Labour Act (Chapter 28:01)
2. The Zimbabwean Constitution (2013)
3. The Employment Act (Chapter 27:15)
The Labour Act regulates the rights and responsibilities of employers and employees, while the Employment Act establishes the process of formation, registration and termination of employment contracts. The Constitution provides a framework for employment law and provides fundamental rights for workers.
Under the Labour Act, certain terms and conditions of employment cannot be negotiated, including minimum wage and the five-day working week. Employment contracts must be in writing and cover the rights and obligations of both the employer and the employee. An employee has the right to receive compensation for any work-related injury. The Zimbabwean government also provides protection against unfair dismissal and restrictive practices.
The Constitution provides for the right to fair labour practices, including the right to collective bargaining and gender equality. The Employers’ Association of Zimbabwe is responsible for representing employers’ interests in labour matters and taking part in collective bargaining sessions.
The Ministry of Public Service, Labour and Social Welfare is also responsible for developing and enforcing labour laws. Through the Zimbabwe Human Resources Network, the Ministry also provides education, training, and guidance to both employers and employees about their respective rights and responsibilities.