[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":29,"rendered":38,"description":39,"body":40,"body_blocks":41,"call_to_action":42,"owner":49,"authors":57,"show_related_pages":59,"related_pages":60,"related_sites":133,"in_subsite":59,"contact_page_url":7,"banner_message":134},657,"forced-labour","Forced Labour",null,"","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour","labourlaw.labourlawpage","en_ZW","2025-07-27T09:40:06.760407+00:00","2026-04-01T10:20:37.064817+00:00","\u002Fcms\u002Fpages\u002F657\u002Fedit\u002F",[16,19,22,25,28],{"title":17,"slug":18},"Zimbabwe","en-zw",{"title":20,"slug":21},"Work in Zimbabwe","work-in-zimbabwe",{"title":23,"slug":24},"Labour Law","labour-law",{"title":26,"slug":27},"Fair Treatment","fair-treatment",{"title":6,"slug":5},{"title":30,"description":8,"image":31,"canonical":32,"robots":33,"og_type":34,"twitter_card":35,"locale":18,"created_at":36,"last_modified_at":37},"Forced Labour, Slavery - Zimbabwe","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour\u002F","index, follow","website","summary_large_image","2025-07-27T11:40:06.760407+02:00","2026-04-01T12:20:37.230377+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Forced Labour\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-28\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Prohibition on Forced and Compulsory Labour\u003C\u002Fh2>\n          \u003Cp>Forced\u002Fcompulsory labour is prohibited and outlawed under the Constitution and Labour Act. In accordance with the Labour Amendment Act 2015, forced labour means any work or services which a person is required to perform against his or her will under the threat of some form of punishment.\u003C\u002Fp>\n\u003Cp>Labour Amendment Act (11\u002F2023) repeals and re-enacts section 4A to clarify what constitutes forced labour and the exceptions (e.g. compulsory military service, civic obligations, lawful prison labour, emergency work), bringing the text closer to ILO Convention 29.\u003C\u002Fp>\n\u003Cp>If a person does not comply with the regulations provided by labour act, he\u002Fshe is guilty of an offence and liable to a fine not exceeding level twelve or to imprisonment for a period not exceeding ten years or to both such fine and such imprisonment.\u003C\u002Fp>\n\u003Cp>Trafficking in Persons Act provides for the prohibition, prevention and prosecution of the crime of trafficking in persons and the protection of victims of trafficking; and to establish an Anti-Trafficking Inter-Ministerial Committee and provide for its composition and functions.\u003C\u002Fp>\n\u003Cp>Source: §54-55 of the Constitution of Zimbabwe (Amendment) Act, 2013; §4(C) of the Labour Act 1985; Trafficking in Persons Act No. 4 of 2014; §2 of the Labour Amendment Act, 2015; §3(3) of the Labour Amendment Act, 2023\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Freedom to Change Jobs and Right to Quit\u003C\u002Fh2>\n          \u003Cp>Workers have the right to change jobs after serving due notice on their employer. \u003C\u002Fp>\n\u003Cp>For more information on this, please refer to the section on employment security.\u003C\u002Fp>\n\u003Cp>Source: §12(4 & 5) of the Labour Act 1985\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Inhumane Working Conditions\u003C\u002Fh2>\n          \u003Cp>Working time may be extended beyond normal working hours determined by Ministry of Labour. Normal working hours for young workers and domestic workers are 6 hours per day and 9.5 hours per day respectively. Overtime may be regulated under Collective Bargaining Agreement.\u003C\u002Fp>\n\u003Cp>For more information on this, please refer to the section on compensation.\u003C\u002Fp>\n\u003Cp>Source: §17(3)(C & J) & 74(3)(E) of the Labour Act 1985; §4(1)(a) of the Labour Relations (Employment of Children and Young Persons) Regulations; §5 of the Labour Relations (Domestic Workers) Employment Regulations\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Forced Labour\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Constitution of Zimbabwe (Amendment) Act, 2013\n          \u003C\u002Fli>\n          \u003Cli>\n            Trafficking in Persons Act No. 4 of 2014;\n          \u003C\u002Fli>\n          \u003Cli>\n            Labour Amendment Act, 2023\n          \u003C\u002Fli>\n          \u003Cli>\n            Labour Amendment Act, 2015\n          \u003C\u002Fli>\n          \u003Cli>\n            Labour Relations (Employment of Children and Young Persons) Regulations\n          \u003C\u002Fli>\n          \u003Cli>\n            Labour Relations (Domestic Workers) Employment Regulations\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n    \n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_fairtreatment_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: forced labour in Zimbabwe – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-28\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Prohibition on Forced and Compulsory Labour\u003C\u002Fh2>\n\u003Cp>Forced\u002Fcompulsory labour is prohibited and outlawed under the Constitution and Labour Act. In accordance with the Labour Amendment Act 2015, forced labour means any work or services which a person is required to perform against his or her will under the threat of some form of punishment.\u003C\u002Fp>\n\u003Cp>Labour Amendment Act (11\u002F2023) repeals and re-enacts section 4A to clarify what constitutes forced labour and the exceptions (e.g. compulsory military service, civic obligations, lawful prison labour, emergency work), bringing the text closer to ILO Convention 29.\u003C\u002Fp>\n\u003Cp>If a person does not comply with the regulations provided by labour act, he\u002Fshe is guilty of an offence and liable to a fine not exceeding level twelve or to imprisonment for a period not exceeding ten years or to both such fine and such imprisonment.\u003C\u002Fp>\n\u003Cp>Trafficking in Persons Act provides for the prohibition, prevention and prosecution of the crime of trafficking in persons and the protection of victims of trafficking; and to establish an Anti-Trafficking Inter-Ministerial Committee and provide for its composition and functions.\u003C\u002Fp>\n\u003Cp>Source: §54-55 of the Constitution of Zimbabwe (Amendment) Act, 2013; §4(C) of the Labour Act 1985; Trafficking in Persons Act No. 4 of 2014; §2 of the Labour Amendment Act, 2015; §3(3) of the Labour Amendment Act, 2023\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Freedom to Change Jobs and Right to Quit\u003C\u002Fh2>\n\u003Cp>Workers have the right to change jobs after serving due notice on their employer. \u003C\u002Fp>\n\u003Cp>For more information on this, please refer to the section on employment security.\u003C\u002Fp>\n\u003Cp>Source: §12(4 & 5) of the Labour Act 1985\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Inhumane Working Conditions\u003C\u002Fh2>\n\u003Cp>Working time may be extended beyond normal working hours determined by Ministry of Labour. Normal working hours for young workers and domestic workers are 6 hours per day and 9.5 hours per day respectively. Overtime may be regulated under Collective Bargaining Agreement.\u003C\u002Fp>\n\u003Cp>For more information on this, please refer to the section on compensation.\u003C\u002Fp>\n\u003Cp>Source: §17(3)(C & J) & 74(3)(E) of the Labour Act 1985; §4(1)(a) of the Labour Relations (Employment of Children and Young Persons) Regulations; §5 of the Labour Relations (Domestic Workers) Employment Regulations\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Forced Labour\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Constitution of Zimbabwe (Amendment) Act, 2013\n          \u003C\u002Fli>\n\u003Cli>\n            Trafficking in Persons Act No. 4 of 2014;\n          \u003C\u002Fli>\n\u003Cli>\n            Labour Amendment Act, 2023\n          \u003C\u002Fli>\n\u003Cli>\n            Labour Amendment Act, 2015\n          \u003C\u002Fli>\n\u003Cli>\n            Labour Relations (Employment of Children and Young Persons) Regulations\n          \u003C\u002Fli>\n\u003Cli>\n            Labour Relations (Domestic Workers) Employment Regulations\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment'>Fair Treatment\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":43,"link":44},"Contact Us",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[58],{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},true,[61,65,69,73,77,81,85,89,93,97,101,105,109,113,117,120,124,128,129],{"id":62,"short_title":7,"title":63,"url":64},640,"Work and Wages","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fwork-and-wages",{"id":66,"short_title":7,"title":67,"url":68},641,"Compensation and Working Time","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcompensation-and-working-time",{"id":70,"short_title":7,"title":71,"url":72},642,"Annual Leave and Holidays","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":74,"short_title":7,"title":75,"url":76},643,"Contracts and Dismissals","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":78,"short_title":7,"title":79,"url":80},644,"Notice and Severance","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":82,"short_title":7,"title":83,"url":84},645,"Family Responsibilities","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffamily-responsibilities",{"id":86,"short_title":7,"title":87,"url":88},646,"Maternity and Work","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work",{"id":90,"short_title":7,"title":91,"url":92},647,"Job Protection","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":94,"short_title":7,"title":95,"url":96},648,"Breastfeeding","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":98,"short_title":7,"title":99,"url":100},649,"Health and Safety","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fhealth-and-safety",{"id":102,"short_title":7,"title":103,"url":104},650,"Sick Leave","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave",{"id":106,"short_title":7,"title":107,"url":108},651,"Work Injury Benefits","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":110,"short_title":7,"title":111,"url":112},652,"Social Security","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsocial-security",{"id":114,"short_title":7,"title":115,"url":116},653,"Unemployment Benefits","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":118,"short_title":7,"title":26,"url":119},654,"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment",{"id":121,"short_title":7,"title":122,"url":123},655,"Sexual Harassment","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":125,"short_title":7,"title":126,"url":127},656,"Minors and Youth","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":4,"short_title":7,"title":6,"url":9},{"id":130,"short_title":7,"title":131,"url":132},658,"Trade Unions","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]