Zimbabwe Bans 30-Day Mining Contracts, Introduces 12-Month Minimum
Zimbabwe’s mining sector has moved to end the widespread use of rolling short-term contracts, introducing new labour rules that guarantee mineworkers a minimum employment period of 12 months.
The changes are contained in Statutory Instrument 71 of 2026, a collective bargaining agreement registered under the Labour Act, which now requires all standard contracts in the industry to run for at least a year.
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End of the 30-Day Contract Cycle
The new regulations directly target the long-standing practice where workers were repeatedly placed on one-month contracts, often renewed indefinitely without benefits or job security.
Under the new framework, any contract shorter than 12 months — unless it is for genuine casual, seasonal, or project-based work — will automatically be treated as a permanent position.
Labour experts say the reform closes a major loophole that had allowed companies to keep workers in a cycle of temporary employment for years.
Limited Renewals Before Permanent Status
The agreement also introduces strict limits on contract renewals. Employers will only be allowed to renew fixed-term contracts twice.
After the second renewal, the worker will automatically be considered permanently employed, with no fixed end date.
In addition, the definition of a contract worker has been revised to include only those employed for periods of 12 months or more.
New Benefits and Notice Periods
The changes bring significant improvements to worker benefits and protections.
Employees on longer contracts will now qualify for annual leave instead of receiving cash in lieu at the end of their contracts. Clear notice periods have also been introduced:
- Three months for indefinite contracts or those exceeding two years
- Two months for contracts between one and two years
- One month for contracts lasting six to twelve months
Unions Welcome the Reform
The agreement was signed with the backing of unions including the Associated Mine Workers of Zimbabwe and the Zimbabwe Diamond and Allied Minerals Workers Union.
Worker representatives have long argued that short-term contracts were used to suppress wages, deny benefits, and weaken collective bargaining power in the mining sector.
Exemptions and Compliance Measures
While the rules are strict, companies can apply for exemptions through the National Employment Council for the Mining Industry.
However, employers must first consult workers or works councils and submit audited financial statements within 30 working days of a wage review.
The council will also oversee disputes related to contract status, with its rulings deemed final.
New Rules Take Immediate Effect
The agreement replaces earlier labour frameworks dating back to the 1990s and came into force upon publication in the Government Gazette.
Employers are now required to issue written contracts, signed by both parties, and ensure copies are accessible to workers — marking a significant shift toward greater transparency and accountability in Zimbabwe’s mining industry.
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