Sets the minimum retrenchment package at one month of salary or wages for each year of service, with a proportionate amount for part of a year. This replaces the two weeks per year standard that applied from 2015.

The most significant reform of the Labour Act in a decade. It removes the qualifying service period for maternity leave, sets maternity leave at ninety eight days for every female employee, restricts termination on notice, criminalises sexual harassment, requires equal pay for work of equal value, extends the minimum wage rule to longer hourly contracts, and reshapes the retrenchment framework.

Passed after the Zuva Petroleum judgment, this amendment introduced the statutory retrenchment package and restricted termination on notice. Its minimum package of two weeks of pay for each year of service was superseded by Statutory Instrument 191 of 2024.

Section 65 sets out labour rights as constitutional rights: fair and safe labour practices and standards, fair pay, the right to form and join trade unions, the right to organise and bargain collectively, the right to strike outside essential services, and equal pay for equal work for women and men.

Governs the terms and conditions of the civil service. Public servants fall under this Act and the Public Service Commission rather than the general provisions of the Labour Act.

Establishes the National Social Security Authority and the schemes it administers, including the Pension and Other Benefits Scheme and the Accident Prevention and Workers Compensation Scheme.

The principal statute governing employment in Zimbabwe outside the public service. It covers contracts of employment, fundamental rights of employees, leave, wages, termination, retrenchment, unfair labour practices, trade unions, employment councils, collective bargaining, the Labour Court and dispute resolution.