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Cephas Mavhondo & Taurai Mrewa

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Executive Summary

Various amendments to the Labour Act (Chapter 28:01) hereinafter called “the Act”,  are being crafted and the relevant Bill was approved by the Cabinet.[1] We took the opportunity to go through the Bill and we saw interesting aspects of this proposed law. In this commentary, we will concentrate on aspects that we consider more controversial such as the changes that are going to affect fixed-term contracts, collective bargaining, powers of designated agents and labour officers, and retrenchment. These are aspects that affect the employer and the employee on a day-to-day basis. Besides outlining what the Bill is providing, in certain circumstances, we took the opportunity to respectfully highlight the strengths that are going to come with the Bill. We have also respectfully outlined what we consider to be the shortcomings in the Bill. We trust you will enjoy reading this commentary.

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Click any of the topics below to read the full articles:

Fixed Term Contracts
Collective Labour Law
Collective Job Action
Codes of Conduct
Designated Agents of Employment Councils
Powers of Labour Officers
Retrenchment
Sexual Harassment and Violence
Labour Brokerage Arrangements
Other Important Provisions

About the Authors

Two Authors collaborated in this work and their profiles are as follows:

Cephas Mavhondo

Cephas is a registered Legal Practitioner, Conveyancer and Notary Public. As a practising lawyer, Cephas has developed a special interest in Labour Law, Civil Litigation and Estate Administration Law. He runs a personal online blog: labourwatchzimbabwe.blogspot.com/

Taurai Mrewa

Taurai Mrewa is an Admitted Attorney of the High Court of Zimbabwe. He is also an experienced Human Resources Professional with 11 years of experience. In 2020, he published an eBook entitled, The Basics of Labour Law in Zimbabwe which is available for FREE on his online blog: taumrewa.co.zw/

Important Notes

This commentary was written in the authors’ personal capacities and does not reflect the views of the organisation or persons that they represent.

Further, the contents do not constitute legal advice, are not intended to be a substitute for legal advice and should not be relied upon as such.

FULL ARTICLE CAN BE DOWNLOADED ON THIS LINK