ZIMBABWE

(a) LABOUR LAWS

Labour legislation

The labour conditions are based on the 1985 Labour Relations Act and the 1992 Labour Relations Amendment which basically introduced into law such concepts as unfair labour practices and the fundamental rights of employees. The fundamental rights of employs were defined as follows:

  • right to membership in a trade unions and workers committees
  • protection of employees from discrimination
right to fair labour standards and right to democracy in the workplacethe Labour Relations Act, 1985 also sets out basic minimum conditions of employment, including termination benefits, sick leave entitlement and maternity leave entitlement.

Better conditions are often provided in applicable collective bargaining agreements and individual contracts of employment

Termination of Employment

Employment may be terminated under the termination of employment regulations or in accordance with registered codes of conduct.

Organized Labour

The Labour relations Act, 1985 recognizes two classes of bodies that represent the interest of employees:-trade unions and workers committees. It must be noted that trade unions have existed for many years, but until recently they were not particularly strong or militant.

Workers' committees are intended to negotiate with management on matters that affect the rights and interests of employees, excluding managerial employees. These committees address company specific issues only. On the company level there are also "works councils" which consist of an equal number of representatives of an employer and representatives of a workers committee. These councils are joint employer-employee groups that are intended to enhance internal communication and negotiate a wide rage of labour issues.

Employment Councils (Collective bargaining)

Employment councils are bodies formed by certified employers organization and certified trade unions. These councils are the forums in which employers and workers come together to address matters of mutual interest. In particular. the Councils negotiate conditions of service and annual salary increases for their sectors. This is called collective bargaining in Zimbabwean terms.

Collective bargaining agreements are negotiated within the forum of employment councils. The agreements may deal with conditions of employment that are of mutual interest to employers and employees, including the following:

  • benefits
  • categories or grades of jobs
  • deductions from pay
  • hours of work
  • occupational safety
  • rates of pay, overtime and leave
  • records of employment etc.
These agreements are usually negotiated for a specific periods but may be replaced by substitute agreements within that time.