Probation: three months, extendable once

By Equipo Saplic Published on 11/08/2026 Updated on 11/08/2026

And a contract classification that determines most of your entitlements.

For guidance only

The amounts and deadlines in this guide can change by law. Always check the update date and the official sources cited below. For a specific case, consult the labour authority or a professional.

In this guide
  1. Probation
  2. Contract classification matters enormously
  3. The 9 May 2019 line
  4. Summary dismissal has a reporting requirement
  5. Retirement
  6. Collective agreements

The Employment Code Act No. 3 of 2019 consolidated and in some respects codified Zambian employment law, repealing both the old Employment Act (Cap 268) and the Minimum Wages and Conditions of Employment Act of 1982.

Probation

The Code introduced a probation period of three months. It can be extended once, for a further three months.

During probation, gratuity entitlements under section 54 do not apply.

Contract classification matters enormously

Your entitlements depend heavily on which category you fall into:

  • Long-term contract — fixed term exceeding twelve months. Gratuity at not less than 25% applies at the end.
  • Short-term contract — fixed term not exceeding twelve months. Section 54 severance in the form of gratuity applies, pro rated on early termination.
  • Permanent contract — severance pay provisions apply.
  • Casual and temporary — not entitled to severance pay.

Ask which category your contract falls into. It is not always obvious from the document itself, and it decides what you receive at the end.

The 9 May 2019 line

The Code applies to employees contracted after 9 May 2019. Those contracted earlier remain under the previous law.

This creates two populations working side by side under different rules, which is a genuine source of confusion in Zambian workplaces.

Summary dismissal has a reporting requirement

Summary dismissal is permitted, but there must be good reason, or the employee may have a grievance claim.

And there is a procedural obligation many employers miss: under section 50(2), a summary dismissal must be reported to the Labour Officer of the district within four days of the date of dismissal.

If that was not done, it is relevant to any challenge.

Retirement

Contracts terminate when an employee reaches retirement age — 55, 60 or 65 depending on circumstances.

Collective agreements

Pension packages and terminal benefits may differ for employees covered by a collective agreement, often improving on the statutory position.

Frequently asked questions

How long is probation in Zambia?
Three months, extendable once for a further three months, under the Employment Code Act.
Why does my contract type matter so much?
Because entitlements differ: long-term contracts get 25% gratuity, short-term contracts get section 54 severance as gratuity, and casual and temporary employees get no severance.
Does the Employment Code apply to me?
Only if you were contracted after 9 May 2019. Employees hired before that date remain regulated under the previous law.
What must an employer do after a summary dismissal?
Report it to the Labour Officer of the district within four days of the dismissal, under section 50(2). Many employers miss this.
When does a contract end at retirement?
When the employee reaches retirement age — 55, 60 or 65 depending on circumstances.

Sources

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