Labour Act [Chapter 28:01] compliant — copy it inline or download the editable Word file
Updated 2026 · Reviewed against the Labour Act [Chapter 28:01]
An employment contract (or contract of employment) is the agreement that defines the relationship between an employer and an employee. It records who the parties are, the job title and duties, where and when the work is done, how much the employee is paid, and how the relationship can be ended. In Zimbabwe it is governed primarily by the Labour Act [Chapter 28:01] and the common law of master and servant.
A clear written contract protects both sides. For the employer, it sets expectations, probation terms, confidentiality and a lawful basis for discipline. For the employee, it guarantees pay, leave and notice. Where there is a dispute, the Labour Court and your industry's National Employment Council will look first at what the written contract says.
Section 12 of the Labour Act [Chapter 28:01] requires an employer to give an employee written particulars of their employment shortly after they begin work. In practice this means every business that hires staff needs a written employment contract, including:
| Clause | Why it matters |
|---|---|
| Parties | Full legal names and addresses of the employer (company) and employee |
| Job title & duties | Position, main duties, and reporting line |
| Commencement date | The date employment starts; for fixed-term, the end date too |
| Type of contract | Permanent, fixed-term, or casual |
| Probation | Maximum 3 months; 2 weeks' notice during probation |
| Remuneration | Salary/wage, currency, frequency, and payment method |
| Working hours | Normal hours, rest days, and overtime arrangements |
| Leave entitlements | Annual, sick, and maternity leave |
| Notice period | Notice required to terminate, by either party |
| Deductions | NSSA, PAYE, pension, medical aid |
| Discipline & grievance | Reference to the code of conduct / NEC procedure |
| Confidentiality / restraint | Protecting business information (where applicable) |
The maximum probation period is three months. During probation either party may terminate by giving two weeks' written notice. Probation cannot be extended, and fair labour practices still apply — you cannot dismiss without a valid reason.
A common standard is a 48-hour week (often 8 hours a day, 6 days a week), subject to your NEC. Overtime and work on rest days, Sundays and public holidays is typically paid at an enhanced rate set by the NEC. Always confirm the exact rates and limits in your sector's Collective Bargaining Agreement.
| Leave type | Typical entitlement |
|---|---|
| Annual leave | A minimum accrual (commonly expressed as a number of days per period worked) under the Labour Act / NEC |
| Sick leave | Up to 90 days on full pay and a further period on reduced pay in a 12-month cycle |
| Maternity leave | 98 days, with a portion payable via NSSA where qualifying contributions have been made |
| Public holidays | Gazetted national public holidays |
Employment may end by notice, mutual agreement, lawful summary dismissal for serious misconduct (following a fair disciplinary process), retrenchment under the Labour Act process, or expiry of a fixed-term contract. Minimum notice depends on the pay cycle — generally one month for monthly-paid staff, with the contract free to set a longer (not shorter) period.
Once you employ staff in Zimbabwe you must:
Employers must register with NSSA and ZIMRA and issue contracts in the company's name — that starts with a properly registered company. RegisterCompany.co.zw registers your Private Limited Company or PBC 100% online for a flat $150. Pay by card or EcoCash / OneMoney, and we hand you your Certificate of Incorporation plus your statutory documents (including the CR-series company forms and share certificates issued as part of registration).
Register your company for $150 →Copy the template below, or download the editable Word version. Replace every [bracketed] field with your details, check the pay and leave terms against your NEC, then have both parties sign in front of witnesses.
Made in terms of the Labour Act [Chapter 28:01] of Zimbabwe
BETWEEN:
THE EMPLOYER: [Company Name (Private) Limited] Reg No: [______________]
Registered Address: [_________________________________]
Contact: [Phone] Email: [______________]
Represented by: [Name and Designation]
AND
THE EMPLOYEE: [Full Name] National ID: [______________]
Residential Address: [_________________________________]
Contact: [Phone] Email: [______________]
1. APPOINTMENT AND JOB TITLE
(a) The Employer appoints the Employee to the position of [Job Title], reporting to [Position].
(b) The Employee's main duties are: [describe key duties], together with any other reasonable duties assigned by the Employer.
2. COMMENCEMENT AND TYPE OF CONTRACT
(a) Employment commences on [DATE].
(b) This is a [permanent / fixed-term / casual] contract.
(c) If fixed-term, it expires on [DATE] unless renewed in writing.
3. PROBATION
(a) The first [up to 3] months are a probationary period.
(b) During probation either party may terminate this contract on two (2) weeks' written notice.
(c) Probation shall not be extended beyond three (3) months.
4. PLACE AND HOURS OF WORK
(a) The Employee's normal place of work is [Location].
(b) Normal working hours are [____] hours per week, worked [days/shift pattern], subject to the applicable National Employment Council (NEC).
(c) Overtime and work on rest days, Sundays and public holidays shall be paid at the rate set by the applicable NEC.
5. REMUNERATION
(a) The Employer shall pay the Employee a [salary / wage] of [CURRENCY] [AMOUNT] per [month / week / day].
(b) Payment is made [monthly / fortnightly] in arrears, by [bank transfer / mobile money / cash], on or before the [____] of each [month].
(c) The remuneration meets or exceeds the minimum set by the applicable NEC for this grade.
(d) Allowances (if any): [transport / housing / other ____].
6. DEDUCTIONS
The Employer shall make the following lawful deductions and remit them to the relevant authorities:
(i) NSSA contributions (National Social Security Authority)
(ii) PAYE income tax (remitted to ZIMRA)
(iii) [Pension / medical aid / union dues, if applicable]
No other deductions shall be made without the Employee's written consent or lawful authority.
7. LEAVE
(a) The Employee is entitled to annual leave, sick leave and (where applicable) maternity leave in accordance with the Labour Act [Chapter 28:01] and the applicable NEC.
(b) Annual leave: [____] days per year of service.
(c) Leave must be applied for in advance and approved by the Employer.
8. CONFIDENTIALITY
The Employee shall not, during or after employment, disclose any confidential business information, trade secrets, customer data or proprietary information of the Employer.
9. CODE OF CONDUCT AND DISCIPLINE
(a) The Employee shall comply with the Employer's code of conduct and lawful instructions.
(b) Disciplinary and grievance matters shall be handled in accordance with the applicable NEC code or the Employer's registered code of conduct, observing the rules of natural justice.
10. TERMINATION
(a) After probation, either party may terminate this contract by giving [one (1) month's] written notice, or such longer period as stated here: [____].
(b) The Employer may summarily dismiss the Employee for serious misconduct, following a fair disciplinary hearing.
(c) Retrenchment, where applicable, shall follow the process set out in the Labour Act [Chapter 28:01].
(d) On termination the Employee shall return all Employer property and be paid all amounts due.
11. GENERAL
(a) This contract, together with the applicable NEC agreement and the Employer's code of conduct, constitutes the whole agreement.
(b) Any variation must be in writing and signed by both parties.
(c) This contract is governed by the laws of Zimbabwe, including the Labour Act [Chapter 28:01].
(d) Nothing in this contract reduces any right the Employee has under the Labour Act or the applicable NEC.
SIGNED at [PLACE] on this [DAY] day of [MONTH], [YEAR].
|
____________________________ For the Employer Name: _______________ Designation: _______________ Date: _______________ |
____________________________ The Employee Name: _______________ ID No: _______________ Date: _______________ |
WITNESS 1: Name: _______________ ID: _______________ Signature: _______________
WITNESS 2: Name: _______________ ID: _______________ Signature: _______________
Editable Microsoft Word (DOCX) — fill in the [bracketed] fields with your details
⬇ Download Free Template (DOCX)Labour Act [Chapter 28:01] compliant — check pay & leave against your NEC before signing.
Relying on a verbal agreement leaves you exposed. The Labour Act requires written particulars, and a missing contract makes disputes far harder to defend.
A clause that pays less than your sector's Collective Bargaining Agreement is unenforceable to that extent, and can trigger back-pay claims. Always check the NEC rate for the grade.
Casual workers who are continuously engaged can be deemed permanent. Use a proper fixed-term or permanent contract once the engagement becomes ongoing.
Probation is capped at three months and cannot be extended. Decide before it ends.
Even for misconduct, you must follow a fair disciplinary process. Summary dismissal without a hearing invites an unfair-dismissal claim.
Registration with NSSA and PAYE remittance to ZIMRA are legal obligations from your first hire, not optional extras.
Need to register the company that will employ your staff? Visit RegisterCompany.co.zw. For NSSA, PAYE and VAT guidance see ZimTax.co.zw.
We register your company 100% online for a flat $150 (pay by card or EcoCash / OneMoney) and hand you your certificate plus statutory documents.
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Register a Private Limited Company or PBC in Zimbabwe 100% online for a flat $150. Pay by card or EcoCash / OneMoney. We handle all the filing and hand you your certificate and statutory documents.
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