Works councils, employment councils and the Retrenchment Board
By Equipo SaplicPublished on 12/08/2026Updated on 12/08/2026
Three routes, depending on what the dispute is about.
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.
Zimbabwe's dispute framework runs through sector bodies as much as through government offices.
Works and employment councils
These sector bodies receive retrenchment notifications and are part of the consultation process. Where one covers your workplace, it is often the first practical route.
The Retrenchment Board
Handles retrenchment specifically. It must be notified of intended retrenchments, of any agreed package or minimum payment, and it issues the notification certificate.
If a retrenchment happened without the Board being notified, that is a matter for the Board.
The Ministry
The Ministry of Public Service, Labour and Social Welfare oversees labour administration.
Common grounds for complaint
Retrenchment without the 14-day notice to all three recipients
No consultation or negotiation on a better package
No notification certificate from the Retrenchment Board
Dismissal for misconduct without a disciplinary procedure
Dismissal for incapacity without warnings and support
A termination on notice that was really a retrenchment
NSSA deducted but not remitted
What to gather
Your contract and evidence of your start date
Payslips showing your salary
The termination letter and its stated ground
Any notice given to the council or Board
Records of disciplinary process, warnings or support offered
NSSA statements
The package calculation provided
The employment code
Where your workplace has a registered employment code, it sets out the procedure that must be followed. Non-compliance makes a dismissal unfair.
Ask for a copy if you have not seen it.
Unfair dismissal
Failure to comply with the code or to have just cause can result in costly disputes, including claims for unfair dismissal.
Act while the process is live
Procedural objections carry more weight raised during a retrenchment consultation than after it has concluded.
Frequently asked questions
Where do I take a retrenchment complaint?
The works or employment council for your sector, and the Retrenchment Board, which must be notified of intended retrenchments and issues the compliance certificate.
What are common grounds for complaint?
Retrenchment without the 14-day notice, no consultation on a better package, no notification certificate, dismissal without disciplinary procedure, or a disguised retrenchment.
What is the employment code?
The registered code setting out procedure at your workplace. Non-compliance makes a dismissal unfair, so ask for a copy if you have not seen it.
What evidence should I gather?
Your contract, start date evidence, payslips, the termination letter and its ground, any council or Board notice, disciplinary records, NSSA statements and the package calculation.
When should I raise procedural objections?
While the process is live. Objections carry more weight during a retrenchment consultation than after it has concluded.