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.
Zambian kwacha (K, ZK, ZMW)
Languages spoken :
18.92 million (2021 est.)
Minimum wage 2023 :
Varies across industries
Cost of Living index :
$ (93 of 107 nations)
Payroll Frequency :
VAT - standard rate :
GDP - real growth rate :
3.6% (2021 est.)
The normal days’ work of a full-time employee:
An employer should pay an employee who works in excess of 48 hours in 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. A 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 it 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 notice should be in writing)||30 days|
An employee, other than a temporary or casual employee, who remains in continuous employment with the same employer for a period of 12 consecutive months should be granted, during each subsequent period of 12 months while the employee remains in continuous employment, annual leave on full pay at a rate of at least two days per month (24 days a year).
Where an employer does not grant an employee leave or an employer grants the employee leave less than the total leave due, the employer should pay the employee wages in respect of the leave still due at the end of the period of 12 consecutive months.
An employee who is unable to perform their normal duties due to illness or injury not occasioned by the employee’s default should notify the employer of the illness or injury and proceed on sick leave on the production of a medical certificate from a health practitioner. The sick leave is paid by the employer.
A female employee is, on the production of a medical certificate, entitled to 14 weeks of maternity leave to be taken:
Maternity leave is fully paid by the employer for workers with two years of continuous service with their employer.
The maternity leave should, in the case of multiple births, be extended for a further period of four weeks.
A female employee who gives birth to a premature child is entitled to an extension of the maternity leave for a period that should be recommended by a medical doctor.
Those who suffer a miscarriage during the third trimester of pregnancy or bears a stillborn child are entitled to six weeks leave on full pay immediately after the miscarriage or stillbirth, except that the miscarriage or stillbirth should be duly certified by a medical officer.
A male employee who remains in continuous employment with the same employer for a period of 12 months immediately preceding the beginning of leave is entitled to at least five continuous working days of paternity leave, if:
The employer is not required by law to provide employee-paid paternity leave.
An employee is entitled to compassionate leave with full pay for a period of at least 12 days in a calendar year where that employee has:
A female employee (she does not have to be a mother) is entitled to one day’s absence from work each month without having to produce a medical certificate or give a reason to the employer.
An employee who has worked for a period of six months or more should be granted a leave of absence with pay for a period not exceeding seven days in a calendar year to enable the employee to nurse a sick spouse, child, or dependent. The employer may require the employee to produce a certificate from a medical doctor certifying that the spouse, child, or dependant is sick and requires special attention.
An employee is entitled to three paid leave days per year to cover responsibilities related to the care, health, or education of that employee’s child, spouse, or dependent. The days taken as leave under this section are not cumulative or deducted from the employee’s accrued leave days.
Both the employer and employee contribute 1% each to the National Health Insurance Management Authority (NHIMA).
Membership in the National Health Insurance Scheme (NHIS) is mandatory for all citizens and established residents.
The National Health Insurance Benefits Package includes the following:
The employer contributes to the Workers’ Compensation Fund Control Board (WCFCB) between 2.82% to 6.93% of K 9.6 million per employee per year.
The Employer should report an accident or a disease on the Accident Report Form within three days of gaining knowledge of the incident to the Commissioner through the nearest branch office.
Only claims arising from employment-related activity, including commuting to and from work, are accepted for compensation.
A claim for compensation is rejected if it is established that:
There is no mandatory unemployment insurance.
The public pension falls under NAPSA. Both the employer and employee contribute 5% each to the National Pension Scheme Authority (NAPSA).
The pensionable age for members of NAPSA is as follows:
Any registered member who has reached the age of 55 years of age and has made a minimum of 180 months of contributions is eligible for an early retirement pension.
Survivor benefits are funded by NAPSA. Both employer and employee contribute 5% each to the National Pension Scheme Authority (NAPSA).
If a member passes away, their spouse, biological, and legally adopted children are eligible to receive a survivor’s lump sum. If a retirement or invalidity pensioner passes away, their spouse, biological, and legally adopted children are eligible to receive a survivor’s pension.
Where there is no spouse or children, the court-appointed administrator of the deceased’s estate is eligible to receive a survivors’ lump sum.
The invalidity benefits are funded by NAPSA. Both employer and employee contribute 5% to the National Pension Scheme Authority (NAPSA).
Any registered member with a minimum of 60 months of contributions and has become disabled to an extent that they can no longer work (as determined by a medical board), is eligible for Invalidity Pension provided they have 12 contributions within 36 months of becoming invalid.
The funeral grant is funded by NAPSA. Both the employer and employee contribute 5% each to the National Pension Scheme Authority (NAPSA).
If a registered member passes away, NAPSA provides a funeral grant to help cover the costs of the funeral. The member must have made at least 12 monthly contributions during the last 36 months of their life.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.