Zambia, officially the Republic of Zambia, is a landlocked country in south-central Africa. It is situated on a high plateau and takes its name from the Zambezi River, which drains all but a small northern part of the country. Zambia’s neighbors are the Democratic Republic of the Congo to the north, Tanzania to the northeast, Malawi to the east, Mozambique to the southeast, Zimbabwe and Botswana to the south, Namibia to the southwest, and Angola to the west. The land has a total area of 752,610 square kilometers.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Zambia.
Fast-track your talent onboarding while ensuring 100% compliance with local regulations.
Calculate net salary post deductions and compare it with the salary in other countries instantly.
Receive process support by an experienced team of experts & pay your talent on time and in their local currency
Easily onboard your remote talent in Zambia through our Employer of Record (EOR) solution. Our subsidiaries and network partners make this process fast and 100% compliant.
Zambia, officially the Republic of Zambia, is a landlocked country in south-central Africa. It is situated on a high plateau and takes its name from the Zambezi River, which drains all but a small northern part of the country. Zambia’s neighbors are the Democratic Republic of the Congo to the north, Tanzania to the northeast, Malawi to the east, Mozambique to the southeast, Zimbabwe and Botswana to the south, Namibia to the southwest, and Angola to the west. The land has a total area of 752,610 square kilometers.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Zambia.
The holidays mentioned below are valid for the year 2025.
| January 1 | New Year's Day | |
| March 8 | International Women's Day | |
| March 12 | Youth Day | |
| April 18 | Good Friday | Movable |
| April 19 | Holy Saturday | Movable |
| April 21 | Easter Monday | Movable |
| April 28 | Kenneth Kaunda Day | |
| May 1 | Labor Day | |
| May 25 | African Freedom Day | |
| July 7 | Heroes Day | Movable |
| July 8 | Unity Day | Movable |
| August 4 | Farmers Day | Movable |
| October 18 | Prayer Day | |
| October 24 | Independence Day | |
| December 25 | Christmas Day |
Employers should register with the National Pension Scheme Authority (NAPSA) within one month of commencing business or employing an eligible employee.
The National Pension Scheme Authority (NAPSA) covers the following benefits:
Further contributions to the Worker’s Compensation Fund Control Board (WCFCB) are also required.
The Social Security deductions are detailed as follows:
| Benefits | Employer | Employee |
| Pensions (NAPSA) | 5% | 5% |
| Health Insurance | 1% | 1% |
| Accident Insurance | 2.82% to 6.93%* | – |
*Contribution rates vary depending on the assessed degree of risk, and the percentage is of K 9.6 million per employee per year.
The normal days’ work of a full-time employee:
An employer should pay an employee who works in excess of 48 hours a week, one and half times the employee’s hourly rate of pay.
An employer should, in calculating the hourly rate of pay in a month, divide the actual amount received by the employee by basic wages for that month:
An employee may be employed for a probationary period, not exceeding three months, for the purpose of determining that employee’s suitability for appointment. The probationary period may be extended for a further period not exceeding three months.
An employee whose contract of employment is intended to be terminated is entitled to a period of notice or compensation in lieu of notice unless the employee is guilty of misconduct of a nature that would be unreasonable to require the employer to continue the employment relationship.
An employer should, where the contract of employment does not provide for a period of notice, give:
| Length of Contract | Notice Period |
| Less than 1 month (during probation) | 24 hours |
| More than 1 month and less than 3 months | 14 days |
| More than 3 months (if the contract is longer than 6 months, then the notice should be in writing) | 30 days |
The normal days’ work of a full-time employee:
An employer should pay an employee who works in excess of 48 hours a week, one and half times the employee’s hourly rate of pay.
An employer should, in calculating the hourly rate of pay in a month, divide the actual amount received by the employee by basic wages for that month:
An employee may be employed for a probationary period, not exceeding three months, for the purpose of determining that employee’s suitability for appointment. The probationary period may be extended for a further period not exceeding three months.
An employee whose contract of employment is intended to be terminated is entitled to a period of notice or compensation in lieu of notice unless the employee is guilty of misconduct of a nature that would be unreasonable to require the employer to continue the employment relationship.
An employer should, where the contract of employment does not provide for a period of notice, give:
| Length of Contract | Notice Period |
| Less than 1 month (during probation) | 24 hours |
| More than 1 month and less than 3 months | 14 days |
| More than 3 months (if the contract is longer than 6 months, then the notice should be in writing) | 30 days |
Employers should register with the National Pension Scheme Authority (NAPSA) within one month of commencing business or employing an eligible employee.
The National Pension Scheme Authority (NAPSA) covers the following benefits:
Further contributions to the Worker’s Compensation Fund Control Board (WCFCB) are also required.
The Social Security deductions are detailed as follows:
| Benefits | Employer | Employee |
| Pensions (NAPSA) | 5% | 5% |
| Health Insurance | 1% | 1% |
| Accident Insurance | 2.82% to 6.93%* | – |
*Contribution rates vary depending on the assessed degree of risk, and the percentage is of K 9.6 million per employee per year.
