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> GOVERNANCE - home > Employment protection legislation database - EPLex > Zambia

Zambia - Procedural requirements for individual dismissals


Procedural requirements for individual dismissals - Zambia - 2019    

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Notification to the worker to be dismissed: no specific form required

Remarks:
  • Sec. 20(3) EA: Notice to terminate an oral contract may be either verbal or written.
    In the legislation reviewed, no information has been found with regards to written contracts.

Notice period:
Remarks:
  • Oral contract:
    - Sec. 20 (2) EA provides that in the absence of any agreement providing for a period of notice of longer duration, the length of such notice shall be-
    (a) subject to the provisions of paragraph (b), twenty-four hours where the contract is for a period of less than a week;
    (b) fourteen days where the contract is a daily contract under which, by agreement or custom, wages are payable not at the end of the day, but at intervals not exceeding one month;
    (c) thirty days where the contract is for a period of one week or more".
    - The notice period to be given to the employee in the event of termination by redundancy is 1 month (see sec. 10 MWCEGO and sec. 9 MWCESO).

    In the legislation reviewed, no information has been found with regards to written contracts.
    • tenure ≥ 6 months
      • economic dismissal - 1 month(s).
      • oral contract ≥ 1 week - non economic dismissal - 30 day(s).
    • tenure ≥ 9 months
      • economic dismissal - 1 month(s).
      • oral contract ≥ 1 week - non economic dismissal - 30 day(s).
    • tenure ≥ 2 years
      • economic dismissal - 1 month(s).
      • oral contract ≥ 1 week - non economic dismissal - 30 day(s).
    • tenure ≥ 4 years
      • non economic dismissal - 30 day(s).
      • economic dismissal - 1 month(s).
    • tenure ≥ 5 years
      • non economic dismissal - 30 day(s).
      • economic dismissal - 1 month(s).
    • tenure ≥ 10 years
      • non economic dismissal - 30 day(s).
      • economic dismissal - 1 month(s).
    • tenure ≥ 20 years
      • economic dismissal - 1 month(s).
      • oral contract ≥ 1 week - non economic dismissal - 30 day(s).

    Pay in lieu of notice: Yes

    Remarks:
    • Sec. 21 EA:
      "Either party to an oral contract of service may terminate such contract-
      (a) in the case of a contract which may be terminated without notice, by payment to the other party of a sum equal to all wages and other benefits that would have been due to the employee if he had continued to work until the end of the contract period;
      (b) in any other case, by payment to the other party of a sum equal to all wages and other benefits that would have been due to the employee at the termination of the employment had notice to terminate the same been given on the date of payment."
      See also sec. 19 (b) EA: "Each party to an oral contract for a period not exceeding one month shall, on the termination of such contract, be conclusively presumed to have entered into a new oral contract for a further period of the same duration and subject to the same terms and conditions as those of the contract then terminated unless-
      (b) the contract has been terminated by payment in lieu of notice".

      In the legislation reviewed, no information has been found with regards to written contracts.

    Notification to the public administration: No

    Remarks:
    • Except in the event of individual termination by reason of redundancy (sec. 26B(2) EA, see below - collective dismissal)

    Notification to workers' representatives: No

    Remarks:
    • Except in the event of individual termination by reason of redundancy (sec. 26B(2) EA, see below - collective dismissal)

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    Notes / Remarks
    - This section deals with individual terminations of oral contracts.
    Termination of written contracts is regulated by sec. 36 EA which reads as follows: "(1) A written contract of service shall be terminated
    (a) by the expiry of the term for which it is expressed to be made; or
    (b) by the death of the employee before such expiry; or
    (c) in any other manner in which a contract of service may be lawfully terminated or deemed to be terminated whether under the provisions of this Act or otherwise except that where the termination is at the initiative of the employer, the employer shall give reasons to the employee for the termination of that employee’s employment.
    (2) Where owing to sickness or accident an employee is unable to fulfill a written contract of service, the contract may be terminated on the report of a registered medical practitioner.
    (3) The contract of service of an employee shall not be terminated unless there is a valid reason for the termination connected with the capacity, conduct of the employee or based on the operational requirements of the undertaking.
    (4) Reasons that are not valid for termination of contracts include
    (a) union membership or participation in union activities outside working hours or, with the consent of the employer, within working hours;
    (b) seeking office as, acting or having acted in the capacity of, an employee’s representatives;
    (c) the filing of a complaint, the participation in proceedings against an employer involving alleged violation of laws or recourse to administrative authorities;
    (d) race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion or affiliation, ethnicity, tribal affiliation or social status of the employee; or
    (e)absence from work during leave or a rest period in accordance with a written law. "

    No further information is given as to termination of a written contract.
    - Individual terminations for reason of redundancy are dealt with under the section on collective dismissals.