In Zimbabwe, there isn't a single, clearly defined standard for working hours. The regulations are addressed through a combination of legislation and collective bargaining agreements (CBAs).

The Labour Act establishes some key points:

• Employees cannot be forced to work more than 12 consecutive hours.

Collective Bargaining Agreements (CBAs) play a significant role in determining standard working hours for specific sectors. These agreements, negotiated between unions and employers, establish minimum working hours. The model CBA, for instance, recommends:

• A minimum of eight hours per day, subject to the nature of the work.
• A 40-hour workweek.
• A maximum of ten hours per day.

While there's no single legal definition for standard working hours in Zimbabwe, a combination of the Labour Act's provisions and industry-specific CBAs establish a framework. This framework emphasizes a workweek ranging from 40 to 48 hours, with an 8-hour workday as the baseline.

Overtime work in Zimbabwe is governed by both the Labour Act and Collective Bargaining Agreements (CBAs). Overtime pay is triggered when an employee works beyond their standard working hours as defined by their specific CBA or the recommended guidelines.

There are exceptions where the Labour Act allows employers to forgo overtime pay under specific circumstances, but these require justification and agreements with employees.

The minimum overtime rate in Zimbabwe is mandated by law to be at least 150% of the normal wage rate. This means employees must be compensated with one and a half times their regular pay for every hour or part-hour of overtime worked.

CBAs can establish higher overtime rates than the legal minimum (150%) for specific industries or job categories. It's essential to consult the relevant CBA to determine the exact overtime rate applicable to an employee's situation.

Working on public holidays attracts a premium pay rate of at least 200% of the normal wage. These regulations are backed by the Labour Act, ensuring employee rights and fair compensation for overtime work.

Employees in Zimbabwe are legally entitled to overtime pay at a minimum rate of 150% of their regular wages for any work exceeding their standard hours. This framework protects workers from excessive workloads and ensures they are adequately compensated for their extra time. It's advisable to consult the relevant CBA for industry-specific details on overtime rules and rates.

In Zimbabwe, while there isn't a universally defined legal right to rest breaks, regulations exist through the Labour Act and industry-specific Collective Bargaining Agreements (CBAs).

The Labour Act guarantees all employees a minimum of 24 consecutive hours of rest in every seven-day period. This rest period can be taken on the same day each week or on a day agreed upon by the employer and employee.

There's no legal minimum mandated for rest breaks during work hours within the national Labour Act. However, some CBAs establish guidelines:

• The Model Collective Bargaining Agreement recommends a mandatory rest period of at least one hour after five hours of continuous work.

Certain sectors might have negotiated provisions within their CBAs regarding the frequency and duration of rest breaks during working hours. It's crucial to consult the relevant CBA for specific details.

The Labour Act offers specific protection for breastfeeding mothers. They are entitled to two hours of unpaid leave per day for breastfeeding for the first year after childbirth, followed by one hour per day for the next six months.

While there's no single legal requirement for rest breaks during working hours, employees are guaranteed a minimum 24-hour rest period per week. Industry-specific CBAs might offer additional details on rest breaks within working hours. Employees with specific needs, like breastfeeding mothers, have additional protected breaks outlined in the Labour Act.

Zimbabwe's regulations regarding night shift and weekend work are outlined in the Labour Act but lack specific details. Further specifics are often determined by Collective Bargaining Agreements (CBAs) negotiated between employers and employee unions.

Night Shift Work

The Labour Act offers no specific regulations on night shift work or compensation. However, CBAs can establish:

• Night Shift Definitions: These define the specific hours constituting night work, which can vary by industry.
• Night Shift Allowances: CBAs may mandate additional pay or benefits for employees working night shifts.

For example, the minimum overtime rate might be increased for night shift hours within a CBA.

Weekend Work

Similar to night shifts, the Labour Act offers no specific regulations on weekend work. However, the Act does guarantee a 24-hour rest period per week. This rest period can be negotiated with the employee and doesn't necessarily have to fall on a Saturday or Sunday.

Weekend Work Premium:

• Public Holidays: Working on a public holiday attracts a premium pay rate of at least 200% of the normal wage. This applies regardless of whether the public holiday falls on a weekday or weekend.
• Collective Bargaining Agreements: CBAs might establish premium pay rates for working on regular weekends (Saturdays and Sundays) beyond the standard workweek.

Key Takeaway:

Specific regulations for night shift and weekend work are primarily determined by CBAs. While the Labour Act doesn't offer comprehensive night shift or weekend work regulations, it does ensure a weekly rest period and offers premium pay for working on public holidays. Consulting the relevant CBA is crucial for understanding the specific rules and compensation for night shift and weekend work in Zimbabwe.