Introduction
Zimbabwe’s labour law framework has experienced meaningful reform in recent years to strengthen employee protections, clarify employer obligations, and align domestic legislation with constitutional and international standards. These developments reflect an evolving labour market where legal certainty, fairness, and enforceable rights and remedies are increasingly central to employment relationships.
This article provides a detailed overview of the most significant labour law changes in Zimbabwe, how they affect employers and employees, and key compliance considerations under the current legal regime.
1. The Labour Amendment Act No. 11 of 2023
One of the most substantial legislative developments was the enactment of the Labour Amendment Act No. 11 of 2023, which introduced a broad range of changes to the Labour Act (Chapter 28:01) aimed at improving legal certainty, protecting vulnerable workers, and clarifying dispute resolution procedures.
Enhanced Protection Against Workplace Violence and Harassment
The Amendment expands the definition of violence and harassment in the world of work and criminalises such conduct, making it an offence with significant penalties. These protections extend beyond the physical workplace to include work-related interactions, communications, employer-provided accommodation, and travel connected to work—broadly capturing the modern employment environment.
Equal Remuneration and Non-Discrimination
Changes to the Labour Act now more explicitly prohibit wage discrimination based on sex or gender for work of equal value. By strengthening the statutory basis for equal pay, the law aligns with international labour standards and promotes fairness in compensation practices.
Maternity and Other Leave Entitlements
The Amendment removes service-qualifying requirements for maternity leave, granting all female employees the right to 98 days of paid maternity leave, regardless of tenure. This change benefits women on both permanent and fixed-term contracts, removing barriers that previously limited access to maternity benefits.
Hourly Work Contracts and Paid Educational Leave
The Act introduces provisions that protect employees on hourly contracts from exploitation, ensuring that if such engagements extend beyond two months, employees must be paid at least the minimum wage. It also enables collective bargaining agreements to include paid educational leave, promoting skills development and professional growth.
2. New Retrenchment Regulations: Statutory Instrument 191 of 2024
To complement the Amendment Act’s changes to retrenchment processes, the Labour (Retrenchment) Regulations, 2024 (SI 191 of 2024) came into effect on 6 December 2024. These Regulations aim to bring clarity, transparency and fairness to retrenchment procedures in Zimbabwe.
Mandatory Retrenchment Board
The Regulations establish a statutory Retrenchment Board responsible for overseeing retrenchment matters, including dispute resolution and policy recommendations. The Board is designed to provide a more structured and transparent platform for handling retrenchment issues.
Minimum Retrenchment Compensation
A significant reform under the Regulations is the specification of a minimum retrenchment package—set at one month’s salary for every year of service unless better terms are negotiated. This standardisation replaces the inconsistencies previously observed in retrenchment awards and ensures clearer expectations for both employers and employees.
Procedural Requirements
The Regulations also prescribe detailed procedural steps for employers contemplating retrenchment, including how notices must be served and certificates issued within specified timelines, with the aim of preventing arbitrary or unfair workforce reductions.
3. Judicial Clarification on Labour Dispute Authority
In late 2025, the Supreme Court of Zimbabwe delivered a notable decision clarifying the authority of labour dispute institutions under the reformed legal framework. In Richards & Company (Pvt) Ltd v Nyenya, the Court held that National Employment Councils (NECs) no longer have authority to decide certain labour disputes because their powers were replaced by statutory employment councils under the amended law. This means that labour disputes must now be dealt with under the updated statutory dispute resolution framework rather than under outdated NEC jurisdiction.
This decision highlights the importance of understanding how reforms interact with dispute resolution processes in practice.
4. Collective Bargaining and Employment Codes of Conduct
The amended Labour Act also strengthens the role of Collective Bargaining Agreements (CBAs) and registered employment codes of conduct. These instruments now have broader legal significance, as awards reached after mediation, decisions, decrees and rulings are all considered binding determinations. Employers and unions are required to review and register their codes of conduct within prescribed timeframes, failing which the codes may be deemed deregistered and unenforceable.
This incentivises proactive updating of workplace policies to reflect current legal standards and labour market realities.
5. Broader Protection and Dispute Resolution Enhancements
Several other reforms improve access to justice and streamline dispute resolution:
- Restoration of labour officers’ powers: Labour officers regain jurisdiction over certain disputes, and a certificate of no settlement may now be issued if a matter cannot be resolved within 30 days. This fosters easier access to arbitration and minimises delays in dispute handling.
- Expanded definition of awards: The law now recognises broader categories of final determinations as binding.
Conclusion: Navigating the New Labour Law Landscape in Zimbabwe
Zimbabwe’s recent labour law reforms represent a significant recalibration of employment rights and employer obligations. Through clearer leave entitlements, protections against discrimination and harassment, structured retrenchment frameworks, and modernised dispute resolution mechanisms, the legal environment is evolving to address contemporary workplace challenges.
For both employers and workers, these changes necessitate careful review of contracts, human resources policies, and compliance practices to ensure alignment with the current statutory framework.
How BN Legal Can Support Your Organisation
At BN Legal, we understand that adapting to labour law reforms—especially in a transitioning legal environment—can be challenging. Our approach is to help clients interpret legislative changes, evaluate their practical impact, and implement compliant policies and procedures.
We provide:
- Insightful analysis of labour law updates and how they affect your workforce
- Reviews and drafting of employment contracts and HR policies
- Guidance on retrenchment strategy and dispute prevention
- Support in responding to complaints and navigating labour adjudication processes
Our goal is to assist employers and employees alike in engaging confidently with Zimbabwe’s evolving labour law landscape.