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Zimbabwe, a landlocked country in southern Africa, is renowned for its natural wonders and rich cultural heritage. It’s home to the awe-inspiring Victoria Falls (one of the Seven Natural Wonders of the World) and vast national parks teeming with wildlife.
Many might not immediately think of Zimbabwe when considering hiring a remote team.
However, as Zimbabwe invests heavily in digital infrastructure and education, it’s becoming an attractive hub for companies seeking to leverage Africa’s rapidly expanding global talent pool of potential remote employees.
With one of the highest literacy rates in Africa (90%), significantly lower hiring and overhead costs compared to Western countries, and a favorable time zone (GMT+2) for most European and Middle Eastern companies, the benefits of hiring for remote positions in Zimbabwe are clear.
Some key details of Zimbabwe’s economy:
Under the Second Science and Technology Policy, Zimbabwe plans to invest 1% of its GDP in research and development — in line with its aspirations of becoming an Upper Middle-Income Country (UMIC) per the Vision 2030 plan.
Recent reforms have seen an acceleration of teacher hires in STEM fields and curriculum updates to promote lifelong learning through the Education 5.0 initiative.
Partnerships between the government, tech companies, and nonprofits are helping bridge the digital skills gap. For instance, Zimbabwe invested $18 million establishing innovation hubs and industrial parks in six national universities.
The telecommunications sector in Zimbabwe has also seen significant growth and investment.
As of 2021, internet penetration in Zimbabwe stood at 35% of the population, a figure that’s expected to rise exponentially with the government approving the licensing of the Starlink Internet Service throughout the country, improving connectivity and the work environment.
This improvement in digital infrastructure is crucial in supporting effective communication, increasing hiring opportunities for remote positions that enable people to work from home, and connecting Zimbabwe’s top talent with global opportunities.
Some common remote job titles for workers in Zimbabwe include:
As Zimbabwe continues to invest in its digital future, the range and sophistication of remote work opportunities will likely expand, making it an increasingly attractive option for international hiring needs.
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Under Zimbabwe employment laws, both written and oral contracts are enforceable by law. Still, the employer must inform an employee in writing of the essential terms and work arrangements, such as compensation, working hours, leave entitlements, etc.
Contracts can be fixed-term or indefinite.
The standard workday in Zimbabwe is between 8 and 9 hours for full-time team members, with 44 hours being the recommended weekly maximum. Overtime must be compensated at a minimum of 1.5 times the normal hourly rate for work.
The Statutory Instrument 101 of 2022 recommends a minimum wage of ZWL 25,000 (roughly USD 77), which offers significant cost savings compared to many Western countries.
Since there is no official minimum wage, registered trade unions and employer organizations can negotiate wage rates for different occupations.
Probation periods in Zimbabwe typically last up to three months. However, only one day of probation may be required for casual or seasonal workers.
Employers contribute 4.5% of each employee’s gross salary to the National Social Security Authority (NSSA). Other employer taxes include:
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Employment contracts in Zimbabwe can be terminated by mutual consent or by the employer on specific grounds such as theft, property damage, negligence of duties, etc.
Mandatory notice periods are based on contract length:
Severance pay is only mandatory for retrenchment or collective dismissals. The most common severance amount is three months’ salary for every year of employment.
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Employees in Zimbabwe are entitled to fully paid vacation leave at the rate of one calendar month (30 calendar days/22 working days) per year upon completion of one year of service.
Zimbabwe observes several paid public holidays, including:
Employees are entitled to sick leave with full pay for up to 90 days in a 12-month period. During the next 90 days, they receive half pay. At that point an employer may terminate the contract on grounds of incapacity.
Female employees are entitled to 98 days of fully paid maternity leave, provided they have worked for their employer for at least one year. There is no statutory paternity leave in Zimbabwe, although new fathers may be eligible for up to 12 days of unpaid leave.
Zimbabwe doesn’t offer a specific digital nomad visa. Visitors typically enter on a tourist visa, which is available upon arrival or as an e-visa. It’s valid for stays up to 30 days and extendable to 90 days.
While Zimbabwe may not be a hotspot for international digital nomads or freelancers, its emerging local talent pool makes it an attractive option for companies seeking to build a stable, skilled, remote workforce in Africa.
Companies operating in or employing workers in Zimbabwe must own a local legal entity or partner with an Employer of Record (EOR) like Remofirst.
EORs help you effortlessly handle the complexities of the international hiring process, including contract creation, onboarding, payroll management, and compliance with local labor laws.
Remofirst’s expertise in global hiring simplifies the legal and administrative aspects of hiring remote workers in Zimbabwe and over 180 other countries.
Want to hire remote workers in Zimbabwe without establishing a local entity?
‍Book a demo with us today.
