While there are no explicit regulations governing employee reference and background checks by employers, such practices are widespread in numerous industries.

A casual or seasonal worker undergoes a one-day probation period, while in the case of full-time employment in other capacities, the standard probation period is three months.

The law does not specifically stipulate normal working hours for adult employees, but the prevailing standard for professionals is typically eight hours per day and 40 hours per week.

Employees have the right to 24 consecutive hours of rest each week. For non-shift employees, this 24-hour rest period usually falls on the weekend, encompassing Saturday and Sunday.

If employees are mandated to work beyond their regular working hours, the minimum overtime rate is 150% of their standard wage. In the case of working on a holiday, employees typically receive compensation at a rate of 200% of their regular wage.

The mandatory notice period varies based on the duration of the contract:

• Indefinite or over two years: three months
• Over one year but less than two years: two months
• Over six months but less than one year: one month
• Over three months but less than six months: two weeks
• Less than three months/casual work/seasonal work: one day

Termination of an employment contract can occur by providing notice in the following situations:

• In accordance with the provisions of the employment code
• Through mutual written agreement
• When the employee is engaged under a fixed-term contract
• In the case of retrenchment

An employer is permitted to terminate an employee in the event of misconduct or if the employee has exceeded a total of 180 days of sick leave within a year.

In cases of dismissal for misconduct, specific procedures must be followed. Typically, termination processes involve allowing employees an opportunity to present their side through fair disciplinary proceedings that are both procedurally and substantively just before concluding their employment contracts.

Employers may opt for retrenchment due to business-related factors such as restructuring, redundancy, or technological advancements. In instances of retrenchment, the employer is obligated to furnish written notification to work councils or equivalent organizations, outlining the reasons and details concerning the affected employees.

While there are no explicit regulations forbidding such covenants, they must be reasonable in both their scope and duration.

Every remuneration should be accompanied by a written statement that includes the following details:

• Employer and employee identities
• Remuneration amount and corresponding payment period
• Segment detailing any bonus or allowance within the remuneration
• Itemized deductions
• Net amount received by the employee

After completing one year of continuous employment, employees have the entitlement to 30 days or one month of leave, with an accumulation limit of 90 days. This vacation leave includes weekends and public holidays.

Zimbabwe observes 10 national holidays, and the Easter holiday generally extends over four days. In accordance with Zimbabwean law, the president has discretionary power to declare occasional or recurring national holidays. If employees are mandated to work on official holidays, they are eligible for compensation equivalent to 200% of their regular salary.

Upon request, an employee is eligible for 90 days of fully paid sick leave, substantiated by a certificate signed by a licensed physician. If an employee has utilized the allotted 90 days in a particular service year, they may seek an additional 90 days of sick leave at half pay, provided a certificate from a licensed medical professional accompanies the request.

Within any 12-month service period, an employer reserves the right to terminate an employee’s employment if their cumulative sick leave surpasses 180 days.

Female employees with one year of service are eligible for 98 days of fully paid maternity leave. They can initiate their maternity leave anytime between 45 to 21 days before the anticipated delivery date. Paid maternity leave is granted once every 24 months, starting from the last paid maternity leave. It’s important to note that the law restricts a female employee to take maternity leave no more than three times while employed by the same employer.

In addition to maternity leave, female employees are entitled to paid nursing breaks for the duration of breastfeeding, or up to six months, whichever is shorter. These breaks must be a minimum of one hour or two 30-minute breaks.

Generally, if termination is not due to justifiable causes like non-performance or misconduct, mutual agreement is sought for termination, with the terms documented. In such cases, a termination payment, such as redundancy pay, may be made.

Termination of employees is not uncommon in other sectors as well.

Female employees are entitled to 26 weeks of maternity leave, which can begin as early as eight weeks before the expected delivery date. The remaining weeks can be taken after childbirth. For women expecting their third child or more, the paid maternity leave duration is 12 weeks, with six weeks before and six weeks after the expected delivery date. Maternity leave is granted with full pay if the employee has completed at least 80 days of service with the employer in the 12 months before her expected delivery date. Maternity benefits are paid at the average daily wage rate for the duration of the absence from work. Additionally, female employees receive a medical bonus of INR 3,500 if health benefits are not provided by the employer. If a woman’s job allows, she may work from home after utilizing maternity benefits, based on mutual agreement between her and the employer.

The law also provides for adoption leave of 12 weeks for women adopting a child under three months old. A commissioning mother, who provides her egg for embryo implantation in another woman, is entitled to 12 weeks of leave from the date the child is handed over to her. The woman giving birth, known as the host or surrogate mother, is not eligible for this leave.

Employers are required to inform female workers of their rights under the Act at the time of appointment, both in writing and electronically.

While paternity leave is offered to government employees, it is not mandated in the private sector, and its provision is at the discretion of the employer.

Some types of leave, such as study leave, bereavement leave, and leave for voting, may vary depending on the industry or state of employment. These leaves can be paid, unpaid, or half-paid, and their availability is typically determined by the organization’s policies and practices.