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Zimbabwe's economic freedom score is 33.1, ranking it 173rd in the 2022 Index. Zimbabwe is placed 46th out of 47 countries in Sub-Saharan Africa, and its overall score is lower than the regional and global averages. Zimbabwe's economic growth has slowed over the last five years but it is expected to increase by 5.4 percent this year, The growth will be fueled by expansion in the mining, manufacturing, and electrical sectors. According to the 2022 proposed budget, the government revenue is forecast to increase to 17.8 percent of GDP, up from 16.4 percent in 2021.
21 February- Robert Gabriel Mugabe National Youth Day
17 April- Easter Sunday
18 April- Easter Monday
18 April- Independence Day of Zimbabwe
2 May- International Workers' Day
8 August- Heroes' Day (in Zimbabwe)
9 August- Zimbabwe Defence Forces Day
22 December- National Unity Day of Zimbabwe
26 December- Boxing Day
26 December- Christmas Day
Zimbabwe does not have a mandatory set minimum wage for workers. However, there are 22 economic sectors, each with a minimum salary, as well as wage rates for agricultural, domestic, and government workers.
In Zimbabwe, employees are often paid monthly.
The rate of corporate income tax (CIT) has been decreased to 24.72 percent. This rate is made up of a 24 percent base rate plus a 3% AIDS levy.
Zimbabwe currently has a source-based tax system in place. This means that unless a specific exception is provided, income from a source within, or assumed to be within, Zimbabwe will be subject to tax.
Foreign companies' income received from sources within Zimbabwe will be taxed. In this scenario, it's important to figure out whether the foreign entity is required to register a local entity. If a corporation has established a location of the business or is otherwise recognized to be dealing in Zimbabwe, it must register a branch.
It is not necessary to pay any municipal income taxes.
After one year of continuous employment, employees are entitled to 30 days or one month of leave. Weekends and public holidays are included in the number of vacation days.
In Zimbabwe, female employees who have worked for a company for at least one year are eligible for 98 days of paid maternity leave.
In Zimbabwe, paternal leave is not statutorily mandated.
On request, an employee is entitled to 90 days of sick leave at full pay but they first have to provide a document signed by a licensed medical practitioner validating their illness. If an employee has used up their 90 days of sick leave in any one year of service, they may request another 90 days at half pay. Again, a signed certificate from a certified medical practitioner is required to accompany the request. If an employee's sick leave surpasses 90 days of full pay or 180 days of full and half pay over one year of service, the employer may terminate the employee's employment.
A work contract can be ended if both the employer and the employee voluntarily agree in writing. Where a longer notice time is not specified in the employment contract, the Zimbabwean Labour Law governs that a notice period must be given.
The notice period might range from one day to three months as follows:
Employers in Zimbabwe may be obligated to provide severance compensation in accordance with a collective agreement or if an employee is fired due to redundancy. Severance pay is typically one month's salary for every two years of employment with the company.
A casual or seasonal worker has a one-day probation term under Zimbabwean labor laws. However, for other types of full-time employment in Zimbabwe, the normal probation period is three months.