[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffamily-responsibilities":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":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":131,"in_subsite":56,"contact_page_url":7,"banner_message":132},645,"family-responsibilities","Family Responsibilities",null,"","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffamily-responsibilities","labourlaw.labourlawpage","en_ZW","2025-07-27T09:40:02.987346+00:00","2026-04-01T10:13:29.906331+00:00","\u002Fcms\u002Fpages\u002F645\u002Fedit\u002F",[16,19,22,25],{"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":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Paternity Leave, Family Leave - 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\u002Ffamily-responsibilities\u002F","index, follow","website","summary_large_image","2025-07-27T11:40:02.987346+02:00","2026-04-01T12:13:30.097153+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Family Responsibilities\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>Paternity Leave\u003C\u002Fh2>\n          \u003Cp>No specific paternity leave entitlements are found in the labour code. However, special leave entitlements as identified under section 14B may be used. Employees may request for up to 12 calendar days of special leave for personal reasons that affect their immediate family (death of a spouse, parent, child, legal dependent or on any other justifiable compassionate ground).\u003C\u002Fp>\n\u003Cp>Source: §14(B) 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>Parental Leave\u003C\u002Fh2>\n          \u003Cp>No specific leave entitlements are found in the law on parental leave.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Flexible Work Option for Parents \u002F Work-Life Balance\u003C\u002Fh2>\n          \u003Cp>No provisions in the law support work-life balance for parents or workers with family responsibilities.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Special Leaves\u003C\u002Fh2>\n          \u003Cp>Section 14B of the Labour Act entitles employees to up to 12 days’ special leave on full pay per calendar year for specified reasons. The Act recognises the following grounds for special leave:\u003C\u002Fp>\n\u003Col>\n\u003Cli>\u003Cstrong>Quarantine \u002F infectious disease:\u003C\u002Fstrong> Where an employee is required to be absent on the instruction of a medical practitioner because of contact with an infectious disease.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Court attendance:\u003C\u002Fstrong> Where the employee is subpoenaed to attend a court in Zimbabwe as a witness.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Trade union duties:\u003C\u002Fstrong> Attendance as delegate or office bearer at a meeting of a registered trade union representing employees in the undertaking\u002Findustry.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Police detention:\u003C\u002Fstrong> Where the employee is detained by the police for questioning.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Bereavement:\u003C\u002Fstrong> On the death of a spouse, parent, child or legal dependant.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Other justifiable compassionate grounds: The “catch-all” ground – includes, in practice, serious family crises, funerals of close relatives, and may cover marriage leave, care leave for close relatives, etc., depending on how the employer interprets and documents the request.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Family Responsibilities\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Labour Act 1985 last amended in 2023\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_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_leave_URL_\n      \n          _CBA_FOLDER_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 on paternity leave and\u002For family leave in Zimbabwe – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-28\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Paternity Leave\u003C\u002Fh2>\n\u003Cp>No specific paternity leave entitlements are found in the labour code. However, special leave entitlements as identified under section 14B may be used. Employees may request for up to 12 calendar days of special leave for personal reasons that affect their immediate family (death of a spouse, parent, child, legal dependent or on any other justifiable compassionate ground).\u003C\u002Fp>\n\u003Cp>Source: §14(B) of the Labour Act 1985\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Parental Leave\u003C\u002Fh2>\n\u003Cp>No specific leave entitlements are found in the law on parental leave.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Flexible Work Option for Parents \u002F Work-Life Balance\u003C\u002Fh2>\n\u003Cp>No provisions in the law support work-life balance for parents or workers with family responsibilities.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Special Leaves\u003C\u002Fh2>\n\u003Cp>Section 14B of the Labour Act entitles employees to up to 12 days’ special leave on full pay per calendar year for specified reasons. The Act recognises the following grounds for special leave:\u003C\u002Fp>\n\u003Col>\n\u003Cli>\u003Cstrong>Quarantine \u002F infectious disease:\u003C\u002Fstrong> Where an employee is required to be absent on the instruction of a medical practitioner because of contact with an infectious disease.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Court attendance:\u003C\u002Fstrong> Where the employee is subpoenaed to attend a court in Zimbabwe as a witness.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Trade union duties:\u003C\u002Fstrong> Attendance as delegate or office bearer at a meeting of a registered trade union representing employees in the undertaking\u002Findustry.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Police detention:\u003C\u002Fstrong> Where the employee is detained by the police for questioning.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Bereavement:\u003C\u002Fstrong> On the death of a spouse, parent, child or legal dependant.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Other justifiable compassionate grounds: The “catch-all” ground – includes, in practice, serious family crises, funerals of close relatives, and may cover marriage leave, care leave for close relatives, etc., depending on how the employer interprets and documents the request.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Family Responsibilities\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Labour Act 1985 last amended in 2023\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\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fannual-leave-and-holidays'>Annual Leave and Holidays\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002F'>Collective Bargaining Agreement\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":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},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,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,75,79,83,87,91,95,99,103,107,111,115,119,123,127],{"id":59,"short_title":7,"title":60,"url":61},640,"Work and Wages","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},641,"Compensation and Working Time","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcompensation-and-working-time",{"id":67,"short_title":7,"title":68,"url":69},643,"Contracts and Dismissals","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":71,"short_title":7,"title":72,"url":73},644,"Notice and Severance","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":4,"short_title":7,"title":6,"url":9},{"id":76,"short_title":7,"title":77,"url":78},646,"Maternity and Work","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work",{"id":80,"short_title":7,"title":81,"url":82},642,"Annual Leave and Holidays","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":84,"short_title":7,"title":85,"url":86},647,"Job Protection","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":88,"short_title":7,"title":89,"url":90},648,"Breastfeeding","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":92,"short_title":7,"title":93,"url":94},649,"Health and Safety","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fhealth-and-safety",{"id":96,"short_title":7,"title":97,"url":98},650,"Sick Leave","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave",{"id":100,"short_title":7,"title":101,"url":102},651,"Work Injury Benefits","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":104,"short_title":7,"title":105,"url":106},652,"Social Security","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsocial-security",{"id":108,"short_title":7,"title":109,"url":110},653,"Unemployment Benefits","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":112,"short_title":7,"title":113,"url":114},654,"Fair Treatment","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment",{"id":116,"short_title":7,"title":117,"url":118},655,"Sexual Harassment","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":120,"short_title":7,"title":121,"url":122},656,"Minors and Youth","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":124,"short_title":7,"title":125,"url":126},657,"Forced Labour","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":128,"short_title":7,"title":129,"url":130},658,"Trade Unions","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]