Lesson 1Night work, weekend work and special schedules (shift work) and legal implicationsThis section addresses night work, weekend work, and shift systems, explaining night premium rules, reduced night hour, rotating shifts, continuous operations, collective bargaining, and HR strategies to manage health, safety, and cost impacts in Zimbabwean workplaces.
Definition and calculation of night workNight premium and reduced night hour rulesWeekend and holiday work requirementsContinuous and rotating shift systemsCollective bargaining on special schedulesHealth and safety in atypical schedulesLesson 2Moral harassment (assédio moral) and discrimination under Zimbabwean law and jurisprudence trendsThis section examines moral harassment and discrimination under Zimbabwean law, defining prohibited conduct, protected characteristics, employer liability, investigation standards, remedies, and HR policies to prevent, detect, and address abusive or discriminatory practices in local settings.
Concept and patterns of moral harassmentProtected characteristics and discriminationEmployer liability and duty to prevent harmInternal reporting and investigation stepsSanctions, damages and court approachesTraining and culture to prevent harassmentLesson 3Pregnancy protections: maternity leave, stability, reassignment during risk pregnancy and anti-retaliation rulesThis section explores pregnancy protections, including maternity leave, job stability, risk pregnancy reassignment, breastfeeding breaks, anti-retaliation rules, and HR practices for confidentiality, accommodation, and compliant communication with managers under Zimbabwean regulations.
Confirmation of pregnancy and job stabilityMaternity leave duration and pay sourcesReassignment during risk pregnancyBreastfeeding breaks and facilitiesProtection against retaliation and biasManaging communication with managersLesson 4Evidence rules and burdens in labour litigation: records, pay sheets, electronic logs and admissible proofThis section covers evidence rules in labour disputes, focusing on burden of proof, employer record-keeping duties, time and pay records, electronic logs, witness evidence, and HR strategies to build defensible documentation and reduce litigation risk in Zimbabwe.
Burden of proof in labour proceedingsEmployer record-keeping duties under Labour ActTime sheets, pay slips and electronic logsUse of emails, chats and digital evidenceWitnesses, statements and credibility issuesHR checklists for litigation-ready filesLesson 5Working hours, daily and weekly limits, and rest periods under Labour Act and complementary rulesThis section details Labour Act rules on working hours, daily and weekly limits, rest breaks, weekly paid rest, exceptions, and documentation, guiding HR on designing schedules, monitoring compliance, and avoiding overtime and fatigue-related liabilities in Zimbabwe.
Standard daily and weekly hour limitsIntraday rest and meal break requirementsWeekly paid rest and Sunday work rulesSpecial regimes for small groups of workersControls for working time and attendanceManaging fatigue and health in schedulingLesson 6Employer obligations on health and safety: statutory standards, workplace committees, medical exams and mental health considerationsThis section explains employer duties on occupational health and safety, focusing on statutory standards, workplace health committees, mandatory medical exams, mental health promotion, documentation, and HR’s role in preventing liability and supporting safe, healthy workplaces in Zimbabwe.
Key statutory standards impacting HR practiceWorkplace health committee planning and documentationMandatory admission and periodic medical examsReturn-to-work and change-of-role evaluationsMental health risks, burnout and preventionRecording, reporting and investigating incidentsLesson 7Severance payments and calculations: retrenchment packages, notice periods, accrued leave, bonuses and other liabilitiesThis section explains severance components and calculations, including retrenchment packages and penalties, notice periods, accrued and proportional leave, bonuses, other typical liabilities, and HR controls to avoid errors, disputes, and penalties at termination in Zimbabwe.
Retrenchment packages, calculations and penaltiesNotice periods: worked and indemnified formsAccrued and proportional leave payBonus proportional calculation rulesOther typical termination entitlementsHR audits to prevent severance errorsLesson 8Overview of Labour Act structure and sources of labour regulationThis section introduces the Labour Act structure and main sources of Zimbabwean labour regulation, including the Constitution, statutes, regulations, workplace standards, collective bargaining, and case law, highlighting how HR should interpret and prioritize overlapping norms.
Hierarchy of labour norms in ZimbabweLabour Act organization and key sections for HRRole of the Constitution in labourRegulatory instruments and workplace standardsCollective agreements and conventionsCase law, precedents and jurisprudence trendsLesson 9Termination modalities: dismissals with and without cause, just cause requirements, prior warnings and documentationThis section details termination types under Zimbabwean law, including dismissal with and without cause, just cause requirements, progressive discipline, prior warnings, documentation standards, and HR’s role in reducing litigation and ensuring fair, lawful processes.
Dismissal without cause and legal limitsJust cause grounds under Labour Act and case lawProgressive discipline and prior warningsPerformance documentation and improvement plansTermination meetings and communicationDelivering and archiving termination recordsLesson 10Overtime rules, limits, pay rates, compensatory time off and collective agreementsThis section clarifies overtime rules, limits, pay rates, compensatory time off, and the role of collective agreements, offering HR tools to design lawful arrangements, control hours, and minimize disputes over extra work in Zimbabwean contexts.
Legal overtime limits and exceptionsOvertime pay rates and calculation basisCompensatory time off models and risksIndividual versus collective time arrangementsRecording and approving extra hoursAuditing overtime to reduce disputes
