Domestic
Workers in
Zimbabwe
KNOW YOUR RIGHTS
AND OBLIGATIONS
An information guide
for domestic workers
in Zimbabwe
2016 Free copy
CONTENTS 1. WHAT IS THE GUIDE ABOUT?
2. BEFORE ACCEPTING A JOB
3. YOUR BASIC RIGHTS
AS A HUMAN BEING IN ZIMBABWE
4. YOUR RIGHTS AND OBLIGATIONS
AS A DOMESTIC WORKER IN ZIMBABWE
5. WHO CAN HELP?
USEFUL CONTACTS FOR DOMESTIC WORKERS
6. SENDING MONEY BACK HOME
7. SAMPLE CONTRACT
Employment Contract for Domestic Worker
2
1. WHAT IS THE GUIDE ABOUT ?
This information guide is published by the organisations listed on the back cover.
Its objective is to provide up-to-date, reliable information to people who are
considering working or already working as domestic workers in Zimbabwe
The guide provides information on:
Ÿ What you should consider before accepting to work as a domestic
worker
Ÿ Your basic rights as a human being in Zimbabwe
Ÿ Your rights and obligations as a domestic worker in Zimbabwe
Ÿ Practical information about sending money to your family
Each section provides a list of useful numbers of organizations that can help you.
3
2. BEFORE accepting a job
Taking your decision:
Ÿ Only make your decision on the basis of verified information: do not
trust anyone simply on their word; verify information from different
people and organizations.
Ÿ Compare the income you currently have and the minimum income you
can reasonably hope for in the new job.
Ÿ Research the standard conditions of work that apply to your position.
Ÿ Try to work out all your costs including
accommodation, transport to work, food &
toiletries, etc to see whether you will be able
to save anything.
Ÿ If the new job implies that you travel far, who
will look after your family (children, elderly)
while you are away? Will you be able to send
them money?
Ÿ Will your children's education be monitored
by someone reliable in your absence?
Ÿ Do you have a plan B (someone to assist whom you can trust) if
things do not work out as planned?
Ÿ Do you know your rights as a human being and as a domestic worker
and how to claim them?
4
Before accepting the job:
Ÿ Make sure you have a firm job offer preferably in writing and
detailed indications of your conditions of work (duties, wages, hours,
etc).
Ÿ If possible, meet or call your potential employer and discuss all
the details of your conditions of work; DO NOT BE AFRAID OF ASKING
QUESTIONS.
Ÿ Ask for a written contract and only sign when you are happy with all
the conditions
Ÿ If possible, having a bank account in your name to keep your
earnings would be helpful.
Ÿ If your job requires that you travel away from your
home, make certified copies of all your
documents and leave them in a safe
place at home.
Ÿ Take copies of your official
documents (ID, work certificates,
birth certificate, diplomas, etc) and
useful telephone numbers with you if you
need to travel far to take your job.
Ÿ Inform someone you trust of your place
of employment and the particulars of your
employer.
5
Ÿ If you have secured a job through an employment agency, check
with the Zimbabwean Ministry of Public Service, Labour & Social
Welfare whether this agency is legally registered in Zimbabwe;
Ÿ Employment agencies and Government Employment Services
are NOT allowed to charge you any fee to offer you employment
or to deduct any amounts from your salary during employment;
Ÿ You can visit the Ministry of Public Service, Labour and Social Welfare
offices or the Zimbabwe Domestic Workers Union
(ZDAWU) offices for information on
conditions of employment.
Useful information:
Ÿ Zimbabwe Ministry of
Public Service, Labour
+263 703871 / 7051 & Social Welfare:
51 | [Link]
[Link]
6
3. YOUR BASIC RIGHTS
as a human being in zimbabwe
Which Human Rights are guaranteed in Zimbabwe?
In Zimbabwe, Human Rights are guaranteed by the Constitution of
Zimbabwe adopted in 2013, in particular in its Chapter 4: Declaration of
Rights. Here is a summary:
Life You have the right to life.
Human Dignity Your dignity must be respected and protected.
Labour Rights You have the right to safe, fair and safe labour
practices and standards, a fair and reasonable
wage, to fully paid maternity leave for at least three
months
Slavery, Servitude Slavery, servitude and forced labour are not
and Forced Labour allowed. You cannot to be forced to work either for a
fixed period of time or permanently
Non Discrimination You cannot be discriminated against.
Equality You should be treated fairly and in the same way as
other human beings. This also includes equal
remuneration for work of similar work.
Freedom and Security You cannot be detained without trial, tortured or
of the Person punished cruelly. Domestic violence is not allowed.
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Privacy You cannot be searched or have your home or
possessions searched without the proper procedures
being followed by the police.
Freedom of Conscience You can believe and think whatever you want and
can follow the religion of your choice or not follow
any provided you do not infringe on the right of
others.
Political Rights You can support the political party of your choice.
You are free to join a trade union.
Movement You can go and live anywhere in Zimbabwe.
Just Administration Action Actions by the government and the judiciary must be
fair. You have the right to a fair and just process
through institutions such as the judiciary
Right to Basic Health Care Everyone has the right to basic health care from all
(for citizens and public hospitals. Basic generally means if your life is
permanent residents) endangered or if you are in need of health care
related to a communicable disease.
These rights apply to Zimbabwean and Non Zimbabwean nationals with
permanent residence in Zimbabwe. They also apply to domestic workers.
8
What can I do if my rights have been violated?
Ÿ Seek help and protection from someone I trust
Ÿ Seek redress from the police at your nearest police station
Ÿ Seek protection and assistance from human rights organisations
Ÿ Report and protect myself
Ÿ Consult a trade union
rs:
Useful numbe
777 777
Ÿ Police services 995
gency 333 707
Medical emer
s Foundation
Ÿ
Ÿ Legal Reso ur ce
9
4. YOUR RIGHTS
AS A DOMESTIC WORKER IN zimbabwe
Is domestic work protected and regulated in Zimbabwean law?
Yes, domestic work is regulated by:
Ÿ The Labour Act [28:01] 1984 (Act 16 of 1985) as amended,
Ÿ The First and Second Schedules of Statutory Instrument 126/2011 set
out the latest minimum wages and allowances for
accommodation, lights, transport, food, and water.
Who is a domestic worker?
The following provisions are taken from these laws and regulations. They apply
to all domestic workers understood as persons employed “in any private
household to render services as a yard/garden worker, cook/housekeeper, child
minder, qualified sick persons-minder or disabled/aged-minder, irrespective of
whether or not the place of employment is in an urban or rural area” (Labour
(Domestic Workers) Employment Regulations, 1992).
How much time should a domestic worker work?
Normal hours (excluding overtime):
A domestic worker shall NOT be made to:
Ÿ work more than 49 hours a week
Ÿ work beyond seven o'clock on any
evening unless s/he consents to do so,
provided s/he does not reside with the
employer
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A domestic worker is entitled to:
A meal-break of at least thirty minutes, a lunch-break of at least one hour and a
tea-break of at least fifteen minutes during the day.
How much should a domestic worker be paid?
The minimum wage that can be paid to a domestic worker is set by law. It is
explained in the table below. Employers may decide to pay them at a higher
rate but NOT less.
Minimum wages (for full-time workers, i.e. 49 hours per week; with effect
from 1/10/2011; First Schedule):
Grade Minimum Wage
Monthly Weekly Daily Hourly*
US$ US$ US$ US$
Grade 1: Yard / Garden worker 85,00 19,60 3,60 0,45
Grade 2: Cook/Housekeeper (with or without 90,00 20,79 3,80 0,48
grade 1 duties)
Grade 3: Child-minder or disabled/aged minder 95,00 21,94 4,00 0,50
(with or without grade 1 or grade 2 duties)
Grade 4: Disabled/aged minder with Red Cross 100,00 23,10 4,20 0,53
Certificate or similar qualification (with or
without grade 1,2, or grade 3 duties
*The hourly applies for each hour worked, and any part of an hour worked must be
remunerated as a complete hour.
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What is overtime and how should it be paid?
The employer shall pay the domestic worker for time worked outside normal
hours. This is 'overtime'. It should be paid at the following rates:
Ÿ For any hour (in excess of 15 minutes) during the week, at one and a
half time the normal rate;
Ÿ For any hour (in excess of 15 minutes) on a day off, at double the
normal rate;
Ÿ For any hour (in excess of 15 minutes) on a public holiday, at one and a
half time the normal rate if the public holiday falls on a week day, or at
double the normal rate if on a week-end or normal day off.
Allowances:
In addition to wages, domestic workers who do NOT reside on the
premises of their employer are entitled to the following monthly
allowances:
Monthly minimum allowances
(With effect from 1/10/2011; Second Schedule; in US$):
Accommodation . . . . . . . . . . . . . 50,00
Transport . . . . . . . . . . . . . . . . . 26,00
Lights . . . . . . . . . . . . . . . . . . . 05,00
Fuel. . . . . . . . . . . . . . . . . . . . . 05,00
Water . . . . . . . . . . . . . . . . . . . 05,00
Domestic workers who RESIDE on the premises of their employer are
entitled to free lodging, free water for basic domestic needs in or about the area
of the premises, free lights and free fuel for cooking or, if no water, lights or fuel
are provided, to the minimum allowances specified above.
12
Rest periods:
Domestic workers are entitled to:
Ÿ At least one and half days off each week at least twenty-four hours of
which shall be continuous;
Ÿ Provided that where the domestic worker’s or employer’s religious
belief requires that a particular day be a nonworking day, the domestic
worker may make up the required hours of work on any other mutually
acceptable day.
Leave:
Domestic workers are entitled to:
Ÿ One calendar month of paid leave for every year worked,
accruing at the rate of two and a half days a month;
Ÿ Can only proceed on accumulated leave during the first year of
employment with the employer's consent;
Ÿ Wages should be paid prior to the domestic worker proceeding on
leave;
Ÿ Request to take cash instead of their accumulated leave days;
Ÿ Be paid outstanding accumulated leave cash upon termination of
contract.
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Maternity leave:
Provided they can produce a medical certificate confirming pregnancy,
female domestic workers are entitled to:
Ÿ At least 98 days paid maternity leave;
Ÿ All other normal benefits and gratuities;
Ÿ Paid maternity leave shall not exceed 3 times with
respect to her total service with one employer;
Ÿ Employers may NOT dismiss female
domestic workers because they
are pregnant. If they do, it
should be reported to a
Labour Officer (see section on
disagreement with employer)
Ÿ 1 hour or 2 half hours per day extra rest time to feed a suckling child
should be granted, in addition to normal breaks.
Sick leave:
Domestic workers are entitled:
Ÿ To be given time to see a doctor should they feel sick;
Ÿ To 90 days sick leave with full pay and another 90 days sick
leave with half pay, thereafter the employer may terminate the
contract in accordance with the Labour Act.[28.01]
What is the minimum age to be a domestic worker?
In terms of the Labour Act, the minimum age for a person to
sign a work contract is 16 years.
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Is the employer allowed to deduct money from wages?
Employers are NOT allowed to make deductions to a domestic worker's wages,
except:
Ÿ If the worker is absent without justification on a working day
(deduction per day of absence);
Ÿ For any contributions to insurance policies, pension funds and
medical-aid in agreement with the worker (by written stop-order);
Ÿ For any amount which an employer is compelled by law or legal
process to pay;
Ÿ For goods purchased by or services rendered or money lent to
a domestic worker by his/her employer and NOT exceeding 25% of
gross wages;
Ÿ For contributions to trade unions dues (by written stop-order).
Are piece-work, task-work or work on a ticket system permitted?
No, none of these forms of work are permitted.
Is it legal to confiscate your identity documents?
No, confiscation of your ID, passport and personal documentation either by a
private employment agency or your employer is NOT PERMITTED.
Are domestic workers allowed to join trade unions?
Yes, a domestic worker is free to join a trade union.
15
Protective clothing
Ÿ The employer shall supply, free of charge, uniforms or other suitable
protective clothing to the domestic worker if he/she is exposed to
harsh working conditions.
Ÿ The clothing becomes his/her property three months after the issue of
the clothing if the worker is responsible for mending, washing or
otherwise maintaining such clothing.
Ÿ If not, a worker who fails to return clothing is liable for the cost of
replacing such clothing and the employer may recover such amount
from wages due to the domestic worker.
Are domestic workers entitled to a work contract?
By law, employers MUST provide the domestic worker with a written contract
where they will specify:
Ÿ the nature of the contract;
Ÿ the grade;
Ÿ rate of pay and when it will be paid;
Ÿ the free use of water for
normal domestic use;
Ÿ the period of notice required to terminate the
contract of employment;
Ÿ the hours of work;
Ÿ the details of any bonus and accommodation,
transport and lights allowances;
Ÿ the benefits during sickness;
Ÿ vacation leave.
16
Payment of wages and wage-slips
Every employer must pay wages, allowances, and due bonuses weekly or
monthly, within three days of the due date.
Every remuneration should be accompanied by a wage-slip bearing the name
of the worker, the number of hours worked, grade, allowances, deductions, net
amount received, and period covered.
What is notice?
Should the employer or the domestic worker want to terminate the contract, they
need to notify the other party when termination with be effective. Contracts may
NOT be terminated without due notice. Both employer and worker need to
give at least three month's notice to the other party, except if the domestic
worker has an emergency.
Notice of termination of contract may NOT be given to a domestic worker when
the worker is on sick leave or on annual leave.
Record of service
A domestic worker whose services are terminated for any reason whatsoever may
request and shall be granted a record of service from the employer.
What is termination of contract?
Ÿ Termination of contract is when you no longer work for your employer,
either because you have decided to resign or because your employer
has notified you of his/her decision to terminate your contract.
Ÿ The employer may pay for notice by paying a domestic worker full
wages and allowances for, and in place of, the period of notice.
17
What should the employer pay upon termination of contract or if the
domestic worker dies?
If the domestic worker has completed 5 or more years of continuous service on
termination of such employment and if the employer has not contributed into a
pension scheme, and irrespective of the circumstances of such termination, the
employer MUST pay the worker a gratuity of not less than the amount derived by
multiplying the number of completed years of continuous service by the
appropriate percentage, as set out in the Third Schedule, of the worker's current
monthly wage on termination.
Length of service Percentage of monthly wage on
Years Termination of Employment
5-10 15%
11-20 20%
21-30 25%
31-40 30%
41-50 35%
Example: You earn 100 US$ monthly and you have been employed 8 years. Your
gratuity is: 8 x 15% of 100 = 120 US$.
If a domestic worker who has completed five or more years of continuous service
dies, the gratuity should be paid to his/her remaining family (spouse or
children).
Protection from violence
Domestic workers are also protected from economic, physical, sexual, emotional
and verbal abuse from their employer through the Domestic Violence Act.
18
What if the domestic worker disagrees with the employer?
Ÿ If the domestic worker’s rights are not respected and feels he or she is
abused or exploited (e.g.: You are not paid overtime; you are not given
paid annual leave), the worker may contact a Labour Officer.
Ÿ The Labour Officer must attempt to resolve the dispute by conciliation
and if successful, must record the settlement in writing.
Ÿ If the dispute is not resolved the Labour Officer shall make a draft
ruling on the matter and apply to the Labour Court for its approval.
Ÿ The judgement in the Labour Court can be appealed against in the
Supreme Court.
Ÿ You can seek also help from trade unions and rights organizations.
19
5. Who can help?
Useful contacts for DOMESTIC WORKERs
Zimbabwe Ministry of Public Services, Labour, and Social Welfare
9th Fl., Kaguvi Bdg, Cnr. Central Ave. / 4th St, Harare
+263 4 703871 / 705151 | [Link]
The Legal Resources Foundation
16 Oxford Rd, Avondale, Harare
+263 (4) 333 707 | [Link]
Zimbabwe Domestic and Allied Workers Union (ZDAWU)
Head office
Suite 4; Connon House, 88 Kaguvi St, Harare
+263 4 753 912 / +263 77 2 482909 / +263 77 2 333470 / +263 77 2 809743
Bulawayo Branch Chinhoyi Branch
Office No. 10C, H.M.A. Centre, 2nd Fl., Dilimitis Flat,
12th – 13th Ave., Bulawayo 6 Magamba Way, Chinhoyi
+263 71 2 534977 +263 77 4 628316
Masvingo Branch Kadoma Branch
No. 2, Rekai Tangwena St, Masvingo Office No. 4, Revie House,
+263 77 5 217876 40 Union Ave., Kadoma
+263 77 2 522783
20
Zimbabwe Congress of Trade Unions (ZCTU)
[Link]
Head Office
2nd & 3rd Fl. Gorlon House, 7 Jason Moyo Ave.
Box 3549, Harare | +263 4 793 093 / 794 742 / 794 702 | info@[Link]
Southern Region Eastern Region
No. 464, Hebert Chitepo No. 14 Jameson St.
Box 516, Masvingo Box 503, Mutare | 020 60083 / 61860
039 262276 / 266443 zctueastern@[Link]
zctusouthernregion@[Link] Contact Person: Tenson Muchefa
Contact person: Michael Kandukutu tensonmuchefa@[Link]
[Link]@[Link]
0773275039 Western Region
No. 129B. G Silundika, 14th Ave.,
Central Region Bulawayo
Othitis Bdg, No. 72, 6th St. 09 61737 / 882093
Box 1211, Gweru zctubyo2010@[Link]
054 223312 / 230443 Contact person: Dallas Nyandoro
zctucent@[Link] dchihoro@[Link]
Contact person: Charles Chikozho 0779311332
cchikozho@[Link]
0773416434 Northeastern Region
2nd Fl. Gorlon House, 7 Jason Moyo Ave.
Northern Region Box 9315, Harare | 2928375
No. 9 North Dr. cnr Sleeklink zctueasternregion@[Link]
CBD Chinhoyi teclamasamba@[Link]
067 24243 0736011865
Contact person: Simon Katsande
simonkatsande75@[Link]
21
Labour Relations Offices in Zimbabwe
Head Office Mashonaland West
Ÿ Compensation House, 4th St / Ÿ Chinhoyi
Central Ave. 7 Heroes Bdg, Park St, Chinhoyi
Ÿ 9th Fl. Kaguvi Bld, 4th/Central Ave., Box 7719, Chinhoyi |
Harare 067 22451 / 23276
Box 7506, Mvurwi Ÿ Karoi
04 796451 / 790872 Local Government Offices, Karoi
02642156377
Harare Ÿ Kariba
Makombe Complex, Block 1, Herbert Tea Box Complex, Nyambunga
Chitepo St / Harare St, Harare 02612145053
Box Cy 572, Causeway | 04 791005 Ÿ Kadoma
Government Complex, Chakari Rd
Mashonaland Central 068 22209/23681
Ÿ Bindura
308 Ndoda Hondo, Mashonaland East
Old Government Complex, Ÿ Marondera
Central Ave., Bindura Government Complex,
Box 330, Bindura | 0271 6460 2nd / Morris Rd, Marondera
Ÿ Mvurwi Box 40, Marondera
Farm Community Centre, Mvurwi 027923329 / 23165 / 25210
Box 260, Mvurwi | 0277 2202 Ÿ Chivhu
Opp. Chivhu Hotel
Box 105, Chivhu | 056 2757-8
Ÿ Murehwa
D.A.'s Complex
Box 157, Chivhu | 0278 22247
Ÿ Mudzi
Government Complex
22
Labour Relations Offices in Zimbabwe ctd.
Matebeleland North Midlands
Ÿ Bulawayo Ÿ Gweru
Mhlahlandlela Government New Government Complex Bdg,
Complex, Basch St / 10th Ave., 10th St, Ground Fl.
Bulawayo Box 680, Gweru
Box 956, Bulawayo 054 225017-9 / 222288
09 63711 / 63714 Ÿ Zvishavane
Ÿ Hwange 87 Robert Mugabe Way,
Nssa Compensation House, Government Complex, Ground Fl.
Mukwa Dr., Hwange Box 216, Zvishavane | 051 2616
Box 164, Hwange | 0281 32740 Ÿ Kwekwe
Cnr 4th St / Nelson Mandela Way,
Matebeleland South Old Police Camp
Ÿ Gwanda Box 310, Kwekwe | 055 22641
New Government Complex, 1st Fl., Ÿ Gokwe
3rd Ave., Gwanda Government Complex Ground Fl.
Box 261, Gwanda Box 6035, Gokwe |059 2464
0284 22388 / 22347 / 22655
Ÿ Beitbridge
Migrant Resource Centre,
Beitbridge
0286 23683 / 3682
Ÿ Plumtree
Legal Advice Centre, Plumtree
23
Labour Relations Offices in Zimbabwe ctd.
Manicaland Masvingo
Ÿ Mutare Ÿ Masvingo
Government Complex, New Government Complex, Simon
R Mugabe Way, Mutare Mazorodze Ave., Block 2, Masvingo
Box 84, Mutare Box 20, Masvingo
02064428 / 60243 039263476 / 63555
Ÿ Chipinge Ÿ Chiredzi
Government Bdg, Moodie St Old Mutual House, 2nd Fl.,
Box 303, Chipinge | 0227 2042562 Suite No. 1, Chilonga Dr., Chiredzi
Ÿ Rusape Box 195, Chiredzi
Local Government, Nyabadza Ave. 031 2214 / 3282
Box 209, Rusape | 0225 2052343 Ÿ Gutu
Old Gutu RBC Bdg, Gutu
030 2716
Ÿ Mwenezi
G & N Clinic, Mwenezi
Box 2006, Rutenga | 014 251
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5. SENDING MONEY HOME
Ÿ There are different ways of sending money back home. Sending
money back with someone may not be safe. Here are other possibilities
you can use.
Ÿ If you have a bank account, you may transfer
money into your relative's account.
There may be costs attached to
transfers. You need to check
with your bank. You can
normally use your debit card
to draw cash from any ATM
across the country.
Ÿ Some available money transfer
services are: Ecocash, Telecash,
One Wallet, etc.
Ÿ Sending money safely is not the only aspect you should consider. How
your money is utilised is also important. Some organizations can assist
you with learning how to plan a household budget, find a reliable
money saving scheme, save for the education of your children, to build
a house, to buy land, or to plan for your old age.
DISCLAIMER: The institutions and organisations supporting this booklet do not in any way endorse the brands cited
on this page. Brands are only cited for information purposes. Indications provided on this page should be checked at
the time of transaction as they are subject to change.
25
s:
Useful resource
bwe
ation of Zimba rare
Ÿ Bankers Associ / P.O. Box 10521, Ha
7 Gu nh ill Av en ue Gunhill
1417
744686 / 744987
26
PERSONAL NOTES
Write here whatever information you find useful:
27
EMPLOYMENT CONTRACT
FOR
DOMESTIC WORKER
INSTRUCTIONS: Employer and Employee should negotiate the terms of this contract
to reach an agreement. Two copies will the signed, one to be kept by the Employer
and the other by the Employee
This contract, made on (date) between:
Name of employer:
Address:
Cellphone: Identity Number:
and
Name of employee
Address
Identity Number: Cellphone:
Has the following terms of employment:
1. Employment will start on (date)
2. Place(s) of work
(a) Address:
(b) Live-in Live-out
3. Household information
Household members include: No. of adults No. of children
Are there disabled people?
Are there pets?
4. Job description
The duties of the domestic worker are:
28
5. Grade
6. Work schedule
Monday Begin Break End
Tuesday Begin Break End
Wednesday Begin Break End
Thursday Begin Break End
Friday Begin Break End
Saturday Begin Break End
7. Wages
The Employer will pay the Employee the following wages:
$ per month / per week / per day / per hour (circle the applicable)
Pay period: Daily weekly bi-weekly monthly
Time payment of full remuneration at the end of agreed pay period. Pay slip will
be provided indicating amount paid and date of payment.
8. Overtime
The Employer will pay all hours worked in addition to the ordinary daily schedule:
During the week (One and a half normal rate)
On Sunday or public holiday (Double the normal rate)
9. Monthly minimum allowances
In addition to wages the employer will pay to the workers who don't reside on the
premises of the employer the following monthly allowances:
Monthly minimum allowances
Accommodation . ... ... ... . . . 50,00
Transport . . . . . ... ... ... . . . 26,00
Lights . . . . . . . ... ... ... . . . 05,00
Fuel. . . . . . . . . ... ... ... . . . 05,00
Water . . . . . . . ... ... ... . . . 05,00
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Domestic workers who reside on the premises of their employer will be provided free
lodging, free water for basic domestic needs in or about the area of the premises, free
lights and free fuel for cooking.
If no water, lights or fuel are provided, the Employer will pay the minimum
allowances specified above.
10. Weekly leave:
Entitlement: One and half days off each week at least twenty-four hours of which
shall be continuous.
11. Vacation leave
Entitlement: A total of one calendar month per year with full pay except for
allowances. Wages should be paid prior to the domestic worker proceeding on leave.
Occasional vacation leave may be agreed between the domestic worker and the
employer, which must be deducted from the total leave entitlement.
12. Sick leave
Entitlement: A total of 90 days with full pay and another 90 days with half pay.
13. Maternity leave
a. Duration: 98 days
b. The employee must provide a medical certificate that indicates the expected
date of delivery
c. The Employer must continue to pay remuneration and all other normal
benefits and gratuities
d. The Employer may not dismiss the worker because she is pregnant
e. The domestic worker has the right to return to her employment at the end of
maternity leave without reduction of salary or benefits
f. The domestic worker is entitled to 1 hour or 2 half hours per day extra rest time
to feed a suckling child, in addition to normal breaks.
g. The domestic worker is entitled to up to 3 times of paid maternity leave with
respect to her total service with one employer;
30
14. Termination and notice period
a. Three months notice should be provided by the Employer or the Domestic
Worker who want to terminate the contract
b. The domestic worker may terminate the contract without notice if he/she has an
emergency
c. The employer may pay for notice by paying a domestic worker full wages and
allowances for, and in place of, the period of notice.
d. The Employer may not give a notice of termination when the domestic worker
in on maternity leave, sick leave or vacation leave.
e. If the domestic worker has completed 5 or more years of continuous service, the
Employer must pay the worker a gratuity on termination of such employment,
according to the following rate:
Length of service Percentage of monthly wage on
Years Termination of Employment
5-10 15%
11-20 20%
21-30 25%
31-40 30%
41-50 35%
e. If a domestic worker who has completed five or more years of continuous
service dies, the gratuity should be paid to his/her remaining family (spouse or
children).
Employer's signature Employee's signature
Date Date
31
This information booklet is published / supported by:
Ministry of Public Service, Labour and Social Welfare of
Zimbabwe
9th Floor, Kaguvi Building, Cnr. Central Avenue/4th Street
Harare, ZIMBABWE
+263 4 703871 / 705151 | [Link]
Zimbabwe Domestic and Allied Workers Union
(ZDAWU)
Suite 4, 1st Floor, Connon House, 88 Kaguvi Street
Harare, ZIMBABWE
+263 4 753912
International Labour Organisation (ILO)
Route des Morillons 4, CH-1211 Geneva 22, SWITZERLAND
[Link]
International Trade Union Confederation (ITUC)
Boulevard du Roi Albert II, 5, Bte 1, 1210 Brussels, BELGIUM
+32 (0)2 224 0211 | [Link]
International Domestic Workers Forum (IDWF)
[Link]
This publication was produced in the framework of the
Global Action Programme on Migrant Domestic Workers and their Families,
a project funded by the European Union.
32
