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How to Hire Workers in Zimbabwe | Employer of Record (EOR) in Zimbabwe

Looking to establish your business in Zimbabwe? Our EOR services provide expert guidance on local employment regulations, ensuring a smooth entry into this market. We handle all aspects of local employment, from managing payroll to navigating complex labor laws, allowing you to focus on your core business. With our support, you can confidently expand your business into Zimbabwe, knowing that you have a trusted partner managing your international employment needs.

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Zimbabwe, known for its rich cultural heritage, diverse wildlife, and beautiful landscapes, offers great opportunities for businesses looking to expand internationally. TCWGlobal simplifies the process of hiring in Zimbabwe, offering comprehensive solutions for building your contingent workforce.


Worker Classifications

There are no official subcategories of Workers in Zimbabwe.

Fixed-Term Contracts

Fixed-term contracts are permitted in Zimbabwe and are renewable without limit. A fixed-term contract can be terminated early in the event of serious misconduct such as theft or fraud, lack of skill, excessive absence, or the like. Otherwise, notice must be provided. The length of notice depends on the length of the contract: 0 - 3 month contract: 1 day notice; 3 - 6 month contract: 2 weeks' notice; 6 months - 1 year contract: 1 month's notice; 1 - 2 year contract: 2 month's notice; and 2+ years contract: 3 months' notice.

Probationary Periods

Porbationary periods are permitted in both fixed-term and permanent contracts. They may not be longer than 1 week for casual or seasonal work or 3 months in any other case. During the probationary period, notice is required to terminate the agreement. For casual or seasonal work, 1 week's notice is required. In any other case, 2 weeks' notice is required.


Workers are entitled to 15 paid public holidays per year.2024:New Year's Day - January 1National Youth Day - February 21Good Friday - March 29Easter Saturday -March 30Easter Sunday - March 31Easter Monday - April 1Independence Day - April 18Workers' Day - May 1Africa Day - May 25Heroes' Day - August 12Defense Forces National Day - August 13National Unity Day - December 22Christmas Day - December 25Boxing Day - December 26


After one year of service, Workers are eligible for 30 days of paid vacation. This amount accrues monthly. Up to 90 days can be carried forward year to year. Accrued but unused vacation is payable at the end of the employment. Workers can carry forward up to 90 days of leave.  In addition, Workers are entitled to 12 days of special leave each year from the beginning of the contract. Special leave is to be used for the following reasons: (a) absent from duty on instruction of medical practitioner because of contact with infectious disease, (b) subpoenaed to attend any court in Zimbabwe as a witness, (c) attend as a delegate or office-bearer at trade union meeting (d) detained for questioning by the police, (e) death of spouse, parent, child or legal dependent, (f) any justifiable compassionate ground.

Sick Leave

Workers are immediately eligible for paid sick leave. Employers must issue full pay for up to 90 days and half pay for up to another 90 days for a total of 180 days for injury or illness.

Working Hours

A standard workday is 8.5 hours for a total of 44 hours per week.


Any hours worked above the standard workday/workweek is considered overtime, payable at 150%.

Mandatory Bonuses

A 13th month cheque is not mandatory, but some employers choose to offer it. It is taxable as a fringe benefit.


Permanent contracts require three months' notice of termination.


Generally, employment contracts permit Workers to resign with notice as follows: 0 - 6 months of service: two weeks; 6 months - 1 year of service: one month; 1 - 2 years of service: two months; 2+ years: 3 months.

Other End of Employment Rules

In the case of retrenchment (i.e. dismissal for no fault of the employee), severance may be due which is usually equal to three months of pay per year of service.

Mandatory Employer Costs

National Social Security (3.5% of gross salary - Cap 700 USD), Accident Prevention & Workers Compensation (1.25% of gross salary), Zimbabwe Development Fund (1% of total employment cost)

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