Labour Act updates 2026 — what every Zimbabwean employer needs to know
Three changes to the Labour Act [Chapter 28:01] take effect this year. Here is what is changing, who it affects, and the policy updates we recommend.
Three notable amendments to the Labour Act took effect on 1 January 2026. If you employ staff in Zimbabwe, your contracts, handbooks and disciplinary procedures may need refreshing.
The first change tightens notice-period requirements for fixed-term contracts of more than 12 months. Employers will need to give 30 days' written notice of non-renewal, up from 14 days previously.
The second clarifies the treatment of remote and hybrid workers, formally extending most protections that applied to on-site staff. This is a welcome modernisation and brings the Act broadly in line with global norms.
The third update concerns disciplinary hearings: the threshold for what constitutes a 'reasonable opportunity to be heard' has been raised, with new minimum requirements for evidence sharing.
If you have not refreshed your contracts and handbook in the last six months, now is a sensible moment. Our HR Outsourcing service includes a complimentary policy audit on every new retainer — get in touch for details.
