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Navigating Compliance: The Crucial Role of Zimbabwe’s Labour Act [Chapter 28:01] and the Labour Amendment Act 11 of 2023 to HR.

The Labour Act Chapter [28:01] and the Labour Amendment Act 11 of 2023 of Zimbabwe is essential to HR Professionals for several reasons:

Legal Compliance

The Labour Act provides for the legal framework governing employment relationships, rights and obligations of both employers and employees. HR professionals need to ensure that their organization complies with the provisions of the Act to avoid legal disputes, penalties, and reputational damage.

Employee Rights and Protections

The Act outlines various rights and protections afforded to employees, including provisions related to working hours, leave entitlements. minimum wages, termination procedures, and workplace health and safety. Some of the rights that the Act provides include right of appeal, right of membership of registered trade unions, right of fair labour standards and the right of democracy in the workplace. HR professionals must understand these provisions to safeguard employee rights and promote a fair and equitable work environment.

Employment Contracts and Policies

The Labour Act sets out requirements for employment contracts, which include terms and conditions of employment, termination clauses and dispute resolution mechanisms. HR professionals rely on the Act to draft and enforce employment contracts and company policies in compliance with legal standards.

Dispute Resolution

In the event of disputes or grievances between employers and employees, the Labour Act provides mechanisms for resolution, including conciliation, arbitration, and access to the Labour Court. HR professionals play a crucial role in managing conflicts and ensuring adherence to statutory procedures outlined in the Act.

Collective Bargaining and Trade Unions

Under Section 23 to 25 of the Labour Act, it regulates the collective bargaining processes and the information and operation of trade unions and workers' committees. It also stipulates that any group of employees may form a trade union and sets out the prerequisites for forming trade unions. HR professionals may engage in negotiations with unions, participate in collective bargaining agreements, and address union -related matters in accordance with the provisions of the Act.

Termination and Redundancy

The Act stipulates procedures and requirements for termination of employment, including notice periods, severance pay, and grounds for dismissal which can be found under Section 12B of the Act. HR professionals must adhere to these provisions when managing employees terminations, redundancies, and disciplinary actions to mitigate legal risks.

Promotion of Fair Employment Practices

This is done by upholding the principles of equality, non-discrimination, and fair treatment outlined in the Act, HR professionals contribute to creating an inclusive and diverse workplace culture. They ensure that recruitment, promotion, training and other HR practices are conducted in a manner that respects the rights and dignity of all employees.


Overall, the Labour Act and the Labour Amendment Act serve as a crucial guidepost for HR professionals, providing legal clarity, protecting employee rights and promoting ethical and compliant employment practices within organizations. Understanding and adhering to the provisions of the Act are essential for fostering positive employer-employee relations, mitigating legal risks, and promoting organizational sustainability.

The following survey reports are available

  • Sectorial-Based Salary Survey Reports
  • National Salary Survey Report (Consolidation of 13 Sectors)
  • Non-executive Directors Fees Survey Report
  • Human Resource Policy Documents