Explained under Section 11 of the Labour Act [Chapter 28:01]
Child labour remains a global concern, and Zimbabwe has put legal safeguards in place through the Labour Act to protect children and young persons from exploitation in the workplace. Section 11 of the Act sets out the rules and restrictions governing the employment of minors to ensure that their health, safety, morals, and right to education are protected.
Below is a simplified explanation of what the law says about employing young people.
🔹 Who Can Be Employed and at What Age?
1. Children Under 13 Years
- Cannot be employed at all, not even as apprentices.
❌ Example: A 12-year-old working in a workshop or farm is employed illegally.
2. Children Aged 13 to 15 Years
- May not be employed in regular jobs;
- May only perform light work as part of formal training through a school or vocational program.
✅ Example: A 14-year-old participating in a woodworking class at a vocational school, under supervision, is allowed.
3. Persons Aged 16 and Above
- Can be employed, but not in hazardous work or in conditions that risk their health, safety, or morals.
🔹 Contracts with Young Persons
- Any employment contract made in breach of the above rules is void (i.e., not legally binding).
- A person under 18 entering into an apprenticeship must have the consent of their legal guardian. Without it, the contract is unenforceable against the child—though the child may claim wages or benefits earned.
⚠️ Important: Even if a child is married or regarded as mature (emancipated), these legal protections still apply.
🔹 Prohibited Work for Persons Under 18
Employers must not ask or allow any person under 18 to do dangerous or morally harmful work, such as:
- Operating heavy machinery;
- Working in mines or factories with toxic chemicals;
- Work involving long hours, night shifts, or exposure to adult content or conduct.
❌ Example: Hiring a 17-year-old to work in a bar that serves alcohol or in a factory with hazardous chemicals is unlawful.
The government may also issue regulations listing specific types of prohibited jobs for young persons.
🔹 Exceptions: When Light Work is Allowed
Young persons aged 13 to 15 may perform light, educational work if:
- It is part of school-based training;
- It is part of a vocational or technical course;
- It is supervised and safe;
- It does not interfere with their education, health, or development.
✅ Example: A 14-year-old learning tailoring as part of a school course in a monitored environment.
⚖️ Penalties for Employers Who Break the Law
If an employer violates these rules, they may be:
- Fined up to Level 12;
- Imprisoned for up to 10 years;
- Or both.
The penalties reflect the seriousness of child labour and the state’s commitment to protecting young people from exploitation.
✅ Conclusion
Section 11 of the Labour Act exists to ensure that children and young persons are not exposed to harm in the workplace, and that their right to education and development is preserved. Employers must act responsibly and know the age of persons they employ, and must provide a safe, legal, and developmental environment for those involved in vocational learning.
Zimbabwean labour law draws a clear line:
🔹 Education and safety come first — work must never endanger a child.