Good Morning, Welcome to
National Employment Council for the Commercial Sector of Zimbabwe
Stratus Capital Partners is a licensed Asset management company, registered and regulated by the Securities Exchange Commission of Zimbabwe .
Good Morning, Welcome to
National Employment Council for the Commercial Sectors of Zimbabwe
The organization was established by the Commercial Workers Union of Zimbabwe (CWUZ) and the National Commercial Employers Association of Zimbabwe (NCEAZ).
About NECCSZ
Organizational Background.
The National Employment Council for the Commercial Sectors in Zimbabwe (NECCSZ) which was formerly known as National Employment Council for the Financial, Distributive and Service Undertakings was registered as a statutory body in 1986 in terms of Section 37 of the Labour Act, (Chapter 28.01) as amended.
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To ensure full compliance with industry regulations and alignment with the National Employment Council (NEC) standards, all employers are required to complete a set of mandatory procedures. These steps are designed to formalize employment relationships, promote fair labor practices, and facilitate the smooth administration of worker rights and employer obligations. The following key actions must be taken by every employer operating within the sector:
Frequently Asked Questions
Normal working hours in the Commercial sectors
The ordinary hours of work for all employees in the Commercial sectors of Zimbabwe shall not exceed 45 hours per week and nine hours per day. There shall be a tea break of not less than 10 minutes for employees who work continuously for more than five hours. This is in terms section 5 (3) of Statutory Instrument 45 of 1993 as amended. No employer shall permit an employee to work for more than six days in any one week.
Payment of overtime
All employees who work overtime i.e. exceed the normal working hours shall be paid overtime in terms of section 7(3) of Statutory Instrument 45 of 1993 as amended as follows:
(i)At a rate of one and half times his/her currently hourly wage for normal working hours on a working day.
(ii) At double his/her current hourly wage on a day off or holiday.
Overtime can also be paid by being given time off by the employer during normal working hours subject to a mutual agreement. For purposes of calculating overtime any period less than a quarter of an hour shall be disregarded. Any period of a quarter of an hour but less than half an hour shall be counted as half an hour and any period more than half an hour shall be regarded as an hour.
Keeping time and wage records
Section 11 of Statutory Instrument 45 of 1993 as amended makes it mandatory for every employer to keep times and wages records. The records of every employee shall have the following information:-
- Name in full and identification particulars
- Occupation and grade
- Number of daily hours worked
- Rate of wage or salary
- Amount due for ordinary time worked
- Hours of overtime worked
- Amount due for overtime
- Gross total for ordinary and overtime wage or salary
- Deduction made on the salary
- Net wage or salary
- Signature of employee for receipt of wage or salary where it is paid in cash.
In terms of Section 125 of the Labour Act (Chapter 28:01) the employer must keep these records for at least three years. These records may be required by a labour officer or a Designated Agent for inspection.
Payment of vacation leave
In terms of section 19 (3) of Statutory Instrument 45 of 1993 as amended employees in the commercial sector shall accrue vacation leave at the rate of two and half days for each month of continuous service subject to a maximum accrual of ninety days paid leave.
An employee whose service is terminated for any cause whatsoever shall be paid the cash equivalent of any leave pay he/she has accrued and the amount of such pay will be based on his/her salary.
Remuneration during industrial holidays
All days that are declared in terms of the Public Holidays and Prohibition of Business Act (Chapter 292) as amended shall be industrial holidays. An employer may request an employee to work on industrial holidays and the employee shall be paid not less than twice his/her current remuneration for that day or with the consent of the employee be granted leave of absence on another day and pay him not less than his/her daily wage in respect of the industrial holiday and that other day.
Payment of gratuity upon termination of employment
An employee who has completed five (5) or more years of continuous service shall on termination of such service be paid a gratuity irrespective of the circumstances of his/her termination.