* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Employers in Zimbabwe must adhere to employment laws, ensuring contracts are in English or a mutually understood language. Contracts typically include:
The Zimbabwe Labor Act of 1985 specifies that the probation period should not exceed 3 months. Casual or seasonal workers, however, require only 1 day of probation.
In Zimbabwe, the standard workday is 8 hours, amounting to 40 hours per week. Employees have the right to 24 consecutive hours of rest each week. For non-shift workers, this 24-hour break usually falls over the weekend.
Extra hours beyond the regular workweek are paid as overtime at a rate of 150% of the salary. On public holidays, employees typically receive 200% of their regular salary. An agreement can be made for a maximum working time of 10 hours per day.
Zimbabwe does not have a specified minimum wage.
There is no legal obligation to provide the 13th salary in Zimbabwe.
The individual income tax in Zimbabwe is calculated according to progressive rates.
There are no mandatory pension contributions in Zimbabwe.
Employment contracts in Zimbabwe can be terminated through mutual agreement or by employers based on specific grounds outlined in the Code of Conduct. These include:
Termination notice periods for contracts in Zimbabwe vary based on their duration:
Severance pay is only mandatory for collective dismissals caused by economic factors like retrenchment. Severance pay is equal to 3 months' pay for every year of service.
Zimbabwe has 16 recognised national holiday: