Employer in Zimbabwe

The Ministry of Public Service, Labour and Social Welfare (MoPSLSW), labour officers, the Registrar, the Retrenchment Board, sectoral National Employment Councils (NECs), the National Social Security Authority (NSSA) and the Zimbabwe Revenue Authority (ZIMRA) each handle different parts of the employer role. Provincial MoPSLSW offices support regional implementation, while sector rules and collective bargaining agreements (CBAs) can change wages, benefits, levies and procedures. An NEC is a bipartite sector body representing employers and workers; it can issue binding sector rules through a registered CBA. The Employers' Confederation of Zimbabwe (EMCOZ) offers voluntary employer representation, policy advice, labour advice and training, but it does not replace an NEC or a public authority. The 2024 Economic Census mapping recorded 204,798 establishments, including 76.1% classified as informal and 87.9% classified as micro establishments. Small size or informal operation does not create a general exemption from employment duties. Registration, payroll records, workplace safety and worker representation can be harder to organise in those establishments, and household employers and agricultural employers also need to check the rules applicable to their workers. An employer must register with NSSA within 30 days after becoming an employer and report changes within one month. Industry-specific NSSA registration may apply. Employer registration with ZIMRA is due within 14 days, followed by pay-as-you-earn (PAYE) deductions and remittance by the 10th day of the following month. Employers should keep accounting records for at least six years and submit the ITF16 return within 30 days after the end of the relevant year. Current tax tables and social-security rates need to be checked because they can change. The National Pension and Other Benefits Scheme (POBS) currently uses an employer contribution of 4.5% and an employee contribution of 4.5% up to a USD 700 ceiling, with the ceiling subject to quarterly change. The Accident Prevention and Workers Compensation Scheme (APWCS) uses risk and industry codes to determine premiums for employees. Employers submit the relevant P4 or P4A information each month and include new employees from the first applicable payroll. Penalties and interest caused by employer negligence cannot be shifted to employees. At engagement, the employer must provide written information including the employer's name and address, the duration of employment, probation, the applicable employment code, remuneration and its calculation and payment interval, sickness and pregnancy benefits, working time, bonuses, vacation leave and pay, and other benefits. Pay may not fall below a statutory or applicable CBA minimum. Equal remuneration applies to work of equal value. Forced labour, discrimination, violence and harassment are prohibited. Children under 16 may not be employed, and workers aged 16 or 17 may not perform work that threatens their health, safety or morals. Maternity leave does not depend on one year of prior service. Contracts for hourly work may not block outside work or undercut the applicable CBA minimum for more than two months. An employment code sets disciplinary rules, procedures, sanctions, hearings and documentation. The employer must review the code every five years. If three months pass after expiry without review, the code is treated as deregistered. An employee can appeal a code-based procedure to a labour officer within 30 days. Employer-initiated termination is restricted to employee resignation or retirement, a written mutual agreement, or a verified breach handled through the applicable code or agreed procedure. Final pay, benefits, leave, notice, medical obligations, social-security amounts and pension amounts should be settled as soon as possible; withholding or delaying them can constitute an unfair labour practice. Non-managerial employees may form a workers committee. When a workers committee has been elected, a works council provides equal employer and worker representation. The employer must consult the council before implementing changes such as new technology or work methods, restructuring, product plans, job grading, training, closure, merger, transfer of ownership, an employment code, merit increases, bonuses, retrenchment or paid educational leave. The employer should consider reasonable representations and alternatives and make a genuine attempt to reach consensus. A factory may require NSSA registration and inspection covering plans, machinery, boilers, pressure vessels, elevators and accident investigations. Factory registration fees are USD 100 for 1 to 50 employees, USD 200 for 51 to 100 employees and USD 300 for at least 101 employees. Approval of building plans costs 1% of the estimated building cost. After an accident, the employer must provide first aid and arrange medical attention immediately. The WCIF report is due within 14 days; fatal or serious accidents must be reported to NSSA and the police within 24 hours. Reportable cases generally include injuries causing at least three days of absence, and all workplace accidents must be reported within 14 days. A labour dispute may first go to an authorised NEC designated agent for up to 30 days, followed by conciliation by a labour officer. A written settlement can be enforced. If no settlement is reached within 30 days, the labour officer issues a certificate of no settlement, after which voluntary arbitration or, for an essential-service dispute or dispute of right, compulsory arbitration may apply. The Labour Court can order back pay, damages, reinstatement, costs or an end to the unlawful conduct. A dispute referral is generally subject to a two-year limit, while a continuing unfair labour practice is treated differently. For major changes in production, programmes, organisation or technology, the employer should inform and consult affected representatives early. Short-time work or shifts may be used as alternatives for up to 12 months, with short-time pay of at least 50% of current weekly or monthly remuneration. For retrenchment, notice must be given 14 days in advance to the works council or NEC, the Retrenchment Board and affected employees, stating the names and reasons. Under SI 191/2024, the minimum retrenchment package is one month's salary or wages for each completed year of service, or the proportional amount for part of a year; a better package may be negotiated. The employer must file the relevant LRR1 and LRR2 forms and obtain the Board notification certificate within 14 days after retrenchment. An insolvent employer must pay at least 25% of the package within 14 days and apply for an exemption to the NEC or Board. The decision is due within 30 days, appeals within 21 days and enhanced-package claims within 60 days. Audited financial statements may be required. Failure to notify is an offence, and non-compliance can be enforced through the Labour Court or civil proceedings. Fraudulent asset stripping or reckless or grossly negligent conduct can create personal liability for an owner, director or partner.