Zimbabwe

• New Year's Day
• New Year Holiday
• Robert Gabriel Mugabe National Youth Day
• Good Friday
• Holy Saturday
• Easter Sunday
• Easter Monday and Independence Day
• Independence Day
• International Worker's Day
• Africa Day
• Heroes Day
• Defence Forces Day
• National Unity Day of Zimbabwe
• Christmas Day
• Boxing Day

Working Hours

There are no statutory working hours in Zimbabwe, though these are often established in collective bargaining agreements.

Standard working hours tend to be 8.5 hours per day and 44 hours per week.

Minimum Wage

There is no statutory minimum wage in Zimbabwe. Minimum wages vary depending on the sector.

Employee Tax

Annual income	Tax rate
Up to ZWL 300,000	0%
ZWL 300,001 to 720,000	20%
ZWL 720,001 - 1,440,000	25% + ZWL 84,000
ZWL 1,440,001 - 2,880,000	30% + ZWL 264,000
ZWL 2,880,001 - 6,000,000	35% + ZWL 696,000
More than ZWL 6,000,000	40% + ZWL 1,788,000
Social security contribution	4.5%

Bonuses

There are no statutory bonus schemes in Zimbabwe.

Employment contracts in Zimbabwe can be written or oral, but it is good practice to create a written contract. All contracts must have a written record that includes:

• Employer name and address
• Contract length (if applicable)
• The terms of applicable employment codes
• Working hours
• Salary, benefits, and leave entitlement

Fixed-term contracts are permitted in certain circumstances.

Annual Leave

Minimum of 30 days' paid holiday per year after one year of service.

Sick Leave

Up to 90 days' fully paid sick leave per year, plus 90 days' leave at half-pay. A medical certificate must be provided.

Parental Leave

• Maternity leave: a female employee is entitled to 98 days of paid maternity leave.

• Paternity leave: none.

Termination Process

Employers are entitled to dismiss employees on the following grounds:

• Serious misconduct
• Taking more than 180 sick days in one year
• Redundancy
• Restructuring

Employees can appeal against dismissal for misconduct.

Severance Pay

Employees are entitled to one month’s salary for every two years of service.

Under a Mauve Group Employer of Record (EOR) solution, clients and their international workers benefit from Mauve’s Global Master Insurance Programme—a market-leading, unified corporate insurance system that links all Mauve entities to two preferred providers. As part of our global Employer of Record services, this programme ensures that companies expanding globally through our EOR service have access to reliable and compliant insurance coverage for overseas employees.

The insurance provides comprehensive coverage in international locations via a combination of the master policy and jurisdiction-specific local policies where required by law. This ensures full compliance and protection in line with local employment regulations—key to any international Employer of Record solution.

The policies include:

• Employer’s Liability and Public Liability – £10,000,000 combined limit
• Professional Indemnity – £5,000,000 limit
• Worker’s Compensation – Limit varies depending on the country of employment

For detailed information about statutory and recommended EOR insurance coverage in your chosen country, get in touch with Mauve’s global compliance team.