[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave":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},650,"sick-leave","Sick Leave",null,"","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fsick-leave","labourlaw.labourlawpage","en_ZW","2025-07-27T09:40:04.595771+00:00","2026-03-30T16:52:38.011059+00:00","\u002Fcms\u002Fpages\u002F650\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},"Sick Leave, Sick Pay, Job Security - 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\u002Fsick-leave\u002F","index, follow","website","summary_large_image","2025-07-27T11:40:04.595771+02:00","2026-03-30T18:52:38.193563+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Sick Leave\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-28\u003C\u002Fspan>\n\n  \n\n    \n  \n\t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Income\u003C\u002Fh2>\n          \u003Cp>In accordance with the Labour Act 1985, if an employee is provided sick leave if sickness is preventing him\u002Fher from fulfilling the duties. A worker is entitled to sick leave for up to 6 months if he has a certificate from the qualified doctor. An employer may dismiss an employee if the employee is on sick leave for more than 6 months. Employer may provide paid sick leave during any one-year period of service as follows:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>100% of wages during the first three months of sick leave;\u003C\u002Fli>\n\u003Cli>50% of wages for further three months.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>During sickness, an employee may avail accrued vacation leave instead of sick leave in half pay or without pay.\u003C\u002Fp>\n\u003Cp>Source: §14 of the Labour Act 1985; ISSA Country Profile Zimbabwe\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Medical Care\u003C\u002Fh2>\n          \u003Cp>The scheme pays all medical expenses related to the injury at work. It also includes provision of transport and artificial appliances. However, the payment of expenses such as drugs, hospitalisation and surgical procedures are made using the ruling Association of Health Funders of Zimbabwe (AHFoZ) rates.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Job Security\u003C\u002Fh2>\n          \u003Cp>Employment of a worker is secure during the period of sick leave, i.e., six months.\u003C\u002Fp>\n\u003Cp>Source: §14(4) of the Labour Act 1985\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Sick Leave\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_workinjury_URL_\n      \n          _ll_leave_URL_\n      \n          _ll_employmentsecurity_URL_\n      \n          _ll_family_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_healthsafety_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 sick leave and\u002For pay in Zimbabwe – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-28\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Income\u003C\u002Fh2>\n\u003Cp>In accordance with the Labour Act 1985, if an employee is provided sick leave if sickness is preventing him\u002Fher from fulfilling the duties. A worker is entitled to sick leave for up to 6 months if he has a certificate from the qualified doctor. An employer may dismiss an employee if the employee is on sick leave for more than 6 months. Employer may provide paid sick leave during any one-year period of service as follows:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>100% of wages during the first three months of sick leave;\u003C\u002Fli>\n\u003Cli>50% of wages for further three months.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>During sickness, an employee may avail accrued vacation leave instead of sick leave in half pay or without pay.\u003C\u002Fp>\n\u003Cp>Source: §14 of the Labour Act 1985; ISSA Country Profile Zimbabwe\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Medical Care\u003C\u002Fh2>\n\u003Cp>The scheme pays all medical expenses related to the injury at work. It also includes provision of transport and artificial appliances. However, the payment of expenses such as drugs, hospitalisation and surgical procedures are made using the ruling Association of Health Funders of Zimbabwe (AHFoZ) rates.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Job Security\u003C\u002Fh2>\n\u003Cp>Employment of a worker is secure during the period of sick leave, i.e., six months.\u003C\u002Fp>\n\u003Cp>Source: §14(4) of the Labour Act 1985\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Sick Leave\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\u002Fsick-leave\u002Fwork-injury-benefits'>Work Injury Benefits\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\u002Flabour-law\u002Fcontracts-and-dismissals'>Contracts and Dismissals\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffamily-responsibilities'>Family Responsibilities\u003C\u002Fa>\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\u002Fhealth-and-safety'>Health and Safety\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,[58,62,66,70,74,78,82,86,90,94,98,99,103,107,111,115,119,123,127],{"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},642,"Annual Leave and Holidays","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":71,"short_title":7,"title":72,"url":73},643,"Contracts and Dismissals","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":75,"short_title":7,"title":76,"url":77},644,"Notice and Severance","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":79,"short_title":7,"title":80,"url":81},645,"Family Responsibilities","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Ffamily-responsibilities",{"id":83,"short_title":7,"title":84,"url":85},646,"Maternity and Work","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work",{"id":87,"short_title":7,"title":88,"url":89},647,"Job Protection","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":91,"short_title":7,"title":92,"url":93},648,"Breastfeeding","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":95,"short_title":7,"title":96,"url":97},649,"Health and Safety","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Flabour-law\u002Fhealth-and-safety",{"id":4,"short_title":7,"title":6,"url":9},{"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>"]