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Verbal Employment Contract under Zimbabwean Law

The law in Zimbabwe does not require an employment contract to be in writing. An employment contract in Zimbabwe exists whether it is reduced to writing or not. Thus, a verbal employment contract is legally binding and valid under Zimbabwean law.

Furthermore, section 12(2) of the Labour Act [Chapter 28:01] requires employers upon the engagement of an employee to furnish the employee in writing with written particulars of employment which set out the following information:

1. The name and address of the employer;

2. The period of time, if limited, for which the employee is engaged;

3. The terms of probation, if any;

4. The terms of any employment code;

5. Particulars of the employee’s remuneration, its manner of calculation and the intervals at which it is paid;

6. Particulars of the benefits receivable in the event of sickness or pregnancy 

7. Hours of work 

8. Particulars of any bonus or incentive production scheme;

9. Particulars of vacation leave and vacation pay 

10. Particulars of any other benefits provided under the contract of employment.

When an employment contract is terminated for any cause whatsoever, an employee is entitled to request from his or her employer a Record of Service.