Written Employment Particulars
Every employer, upon engagement of an employee, should provide him, in writing, the terms and conditions showing name and address of the employer, contract duration, probation terms, terms of employment , employee’s remuneration and its intervals, , benefits provided in sickness or pregnancy, hours of work and other bonus and incentives.
The employment contract that does not specify its duration and or date of termination is a contract concluded for an indefinite period. The duration and the date of termination are provided in case of casual work or seasonal work or for the performance of specific service.
Source: §12(2) of the Labour Act 1985
Fixed Term Contracts
Zimbabwe's Labour Act does not allow hiring fixed term contract workers for tasks of permanent nature.
Source: http://www.doingbusiness.org/data/exploretopics/labor-market-regulation#difficultyHiring
Probation Period
Labour Act, 1985 specifies maximum probationary period (single, non-renewable probationary period) as:
Either party may terminate the employment contract by providing notice period of either one week in case of casual or seasonal work or two weeks in any other case.
Source: §12(5) of the Labour Act 1985
