Hiring, Paying and Caring for Talent in More Than 150 Nations
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.
There are no official subcategories of Workers in Zimbabwe.
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.
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.
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.
Any hours worked above the standard workday/workweek is considered overtime, payable at 150%.
National Social Security (3.5% of gorss salary - Cap 700 USD), Accident Prevention & Workers Compensation (1.25% of gross salary), Zimbabwe Development Fund (1% of total employment cost)
Creating a worldwide workforce is a continuous process that extends beyond a contract.
TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.
