How to hire remote employees in

Zimbabwe

In the next five minutes, you’ll learn how you can hire talent remotely in Zimbabwe—without paying thousands in fees and wading through months of legal red tape.

Country snapshot

CURRENCY
Zimbabwe Dollar (ZWD)
EMPLOYER TAXES
3.5% -7%
PAYROLL FREQUENCY
Monthly
OFFICIAL LANGUAGE
Shona/English

What to know before you hire in 

Zimbabwe

Laws about hiring are complicated. Zimbabwe’s no different. But there are ways to sidestep the headaches—if your company hasn’t already established a physical presence in Zimbabwe, you have two real options when it comes to hiring. We’ll detail both below.

If you want to successfully hire in 

Zimbabwe

, you have two options:

Hire talent as contractors

Laws about hiring contractors are significantly more simple in 

Zimbabwe

. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.

Hire talent as employees

This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in 

Zimbabwe

 is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.

Why hire independent contractors in 

Zimbabwe

Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in 

Zimbabwe

.

It’s the fastest way to hire globally

Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.

It’s a lot cheaper

It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.

It’s more flexible for you & your team

Hiring contractors in 

Zimbabwe

 means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.

It’s less risky than hiring employees

Hiring employees is a bigger commitment, and generally puts you at a bigger risk for legal fees. When you hire contractors overseas, your biggest risk is misclassification—but even then, misclassification penalties are often minimal and just require you to pay off any compensation that the person would have been owed as an employee.

Some people want to be employees

The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.

You might not have as much control over your talent

Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.

How can I pay people in 

Zimbabwe

?

If you’re hiring contractors in 

Zimbabwe

, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.

Hiring and paying your team in 

Zimbabwe

Hire and pay with Panther

Pay everyone with a single click
Get great currency conversion rates
Pay $0 in platform fees
Run payroll in seconds
Let Panther automatically create & store invoices
Let Panther automatically write locally-compliant contracts
Let Panther automatically file local tax documents

Hire and pay without Panther

Pay all your contractors individually
Do all currency conversions yourself
Shoulder the burden of platform fees
Spend hours each month making payments
Manually track & store invoices
Manually write & sign contracts
Manually file relevant tax documents

Let Panther save you from hiring headaches.

Sign up today for $0

If you want to hire employees in 

Zimbabwe

If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Zimbabwe than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Zimbabwe.

Taxes in 

Zimbabwe

Employer tax

National Social Security Authority (NSSA, the National Pension Scheme)

Individual tax

Leave

Paid Time Off (PTO)

Employees are entitled to a rate of 30 days or one-month leave after a continuous employment period of one year. Weekends and public holidays are counted as part of the vacation leave days.

Public Holidays

There are 17 public holidays.

Sick Days

Sick leave is only granted by a duly registered medical practitioner.

An employee may enjoy 90 days of sick leave in a year on full pay (before the employer can consider medical termination)

If the employee has exhausted the 90 days of sick leave in any one-year period of service, they may request a further 90 days of sick leave at half pay. Again the request needs to be accompanied by a signed certificate from a registered medical practitioner.

During any one-year period of service, if the sick leave exceeds 90 days of full pay and 180 days of full and half pay, the employer may terminate the employment of the employee concerned.

Maternity Leave

Female employees are protected under law and are entitled to 98 working days’ leave on full earnings. (There is a compulsory entitlement of 21 days before confinement included in the 98 days.)

A female employee may proceed on maternity leave not earlier than the forty-fifth day and not later than the twenty-first day prior to the expected date of delivery.

Paternity Leave

There is no paternity leave.

Parental Leave

There is no parental leave.

Other Leave

In Zimbabwe it is managed under Section 14B of the Labour Act 28:01

The maximum number of days each employee MAY proceed on this type of leave is twelve (12) days per year.

These days cannot be demanded or enjoyed unless the following circumstances obtain:

-when an employee has been authorized by a registered medical practitioner to be away from work due to an infectious disease.

-when an employee has been subpoenaed to attend court proceedings ONLY as a witness.

-when an appointed employee is attending trade union meetings.

-when an employee has been detained by the police ONLY for the purposes of questioning.

Marriage Leave

None.

Bereavement Leave

In Zimbabwe it is managed under Section 14B of the Labour Act 28:01, the employer may grant the special leave when an employee has lost a spouse, parent, child or legal dependent. The duty to prove the existence of the circumstances rests on the affected employee.

Termination

Termination Process

According to the Code of Conduct, a contract of employment can be terminated if the employer and employee mutually agree to it in writing.

This is also the case if an employee is engaged in a fixed-term contract or for performance of a specific task and the

contract has expired after the mandated period or the task is completed.

Employers CAN terminate contracts on the following grounds:

If an employee:

  • Is guilty of theft or fraud.
  • Willfully destroys employer’s property.
  • Is absent for a period of five days or more working days without giving a reasonable excuse.
  • Lacks a skill that he or she implicitly said they was capable of.
  • Is substantially negligent in his or her duties.
  • Is drunk to the extent that it makes him/her fail to perform their duties.

Notice Period

The notice period in Zimbabwe is:

Notice of termination of the contract of employment to be given by either party shall be:

  • Three months in the case of a contract without limit of time or a contract for a period of two years or more.
  • Two months in the case of a contract for a period of one year or more but less than two years.
  • One month in the case of a contract for a period of six months or more but less than one year.
  • Two weeks in the case of a contract for a period of three months or more but less than six months.
  • One day in the case of a contract for a period of less than three months or in the case of casual work or seasonal work.

Severance Pay

Employers may be required to pay severance pursuant to a collective agreement or employees dismissed due to redundancy. Severance generally is one month of salary for every two years of service to the employer.

Probation Period

In Zimbabwe, the contract includes a probationary period, it may not last longer than three months, except for casual or seasonal work, for which the probationary period may be only one day.

Employee requirements in 

Zimbabwe

Working Hours

The standards working hours are 8.5 hours a day and 44 hours a week.

Overtime

Overtime may be regulated under Collective Bargaining Agreement. No such regulation could be located. In accordance with the Labour Act, Minister for Labour may issue regulations regarding overtime, shift work and night work.

The minimum overtime rate is 150% of the normal salary/wage rate when employees are required to work beyond the normal working hours. When an employee works on a public holiday, then a premium of 200% of the normal salary/wage is normally paid.

For breakdown, continuous work, emergency and for every hour or part thereof worked by an employee in excess of his/her ordinary hours of work, the employer shall pay the employee not less than one and a half times his/her ordinary rate.

For every hour or part thereof worked by an employee between midnight on Saturday and midnight on Sunday, or midnight of the day before their day off, the employer shall pay the employee not less than twice their ordinary rate.

An employee can only be required to work a maximum of 10 hours per day.

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