Payroll in Zimbabwe runs in BWP (Botswana pula). Payroll is commonly run monthly, often dual-quoted in US dollars and the local ZiG/RTGS currency, with NSSA and PAYE obligations withheld and remitted by the employer. An annual bonus (commonly referred to locally as the "13th cheque") is a long-standing market practice though its statutory mandatory status has varied by legislative period; employers should verify current requirements before contracting. Statutory employer contributions apply. Gracemark operates it end-to-end, humans, not tickets.
Payroll is commonly run monthly, often dual-quoted in US dollars and the local ZiG/RTGS currency, with NSSA and PAYE obligations withheld and remitted by the employer.
Working week
The Labour Act sets standard working hours, generally around 48 hours per week for most sectors, with overtime compensated at premium rates defined by sector-specific statutory instruments.
Minimum wage
Sector-specific minimum wages are set by the Minister via statutory instrument under the Labour Act, most recently updated by the Labour Relations (Specification of Minimum Wages) (Amendment) Notice, 2024 (No. 17).
13th-month
An annual bonus (commonly referred to locally as the "13th cheque") is a long-standing market practice though its statutory mandatory status has varied by legislative period; employers should verify current requirements before contracting.
Employer cost
Employers and employees each contribute to the National Social Security Authority (NSSA) pension scheme, with a monthly insurable earnings ceiling of US$700 as of the 2024 amendment.
Probation
Probationary periods are permitted under the Labour Act, generally up to three months, extendable once by agreement.
Notice period
The Labour Act sets notice and retrenchment/severance requirements, with retrenchment packages generally calculated based on length of service and subject to Retrenchment Board oversight for larger redundancies.
Two ways to run payroll in Zimbabwe
Own-entity payroll
For long-term presence in Zimbabwe. Gracemark manages statutory filings, pay runs, and year-end reporting under your entity, with a named operator on Eastern Africa time.
EOR-run payroll
No entity in Zimbabwe? Employ and pay talent under Gracemark's local infrastructure via EOR, onboard in typically 1–3 weeks via eor, no local incorporation.
Compliance essentials in Zimbabwe
Employment model: EOR vs. contractor vs. local entity for Zimbabwe
Mandatory benefits, social contributions and any 13th-month obligation
Termination rules, statutory notice and severance exposure
Contractor misclassification risk and how local law defines employment
Currency (BWP), payroll cycle and Chibarwe-language contract requirements
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