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Globalpedia

PEO & Employer of Record (EOR) in ZmZambia.

Population

20,216,029

Languages

1.

English

Country Capital

Lusaka

Currency

Zambian kwacha (ZMW)

G-P provides employer of record services for customers that want to hire employees and run payroll without first establishing a branch office or subsidiary in Zambia. Your candidate is hired via G-P’ Zambia PEO in accordance with local labor laws and can be onboarded in days instead of the months it typically takes. The individual is assigned to work on your team, working on your company’s behalf exactly as if he or she were your employee to fulfill your in-country requirements.

Our comprehensive solution and Global PEO service enable customers to run payroll in Zambia while HR services, tax, and compliance management matters are lifted from their shoulders onto ours. As a Global PEO expert, we manage employment contract best practices, statutory and market norm benefits, and employee expenses, as well as severance and termination if required. We also keep you apprised of changes to local employment laws in Zambia.

Your new employee is productive sooner, has a better hiring experience and is 100% dedicated to your team. You’ll have peace of mind knowing you have a team of dedicated employment experts assisting with every hire. G-P allows you to harness the talent of the brightest people in more than 185 countries around the world, quickly and painlessly.

Hiring in Zambia

Zambia is located in Africa and has a population of 18.8 million. The capital city of Zambia is Lusaka which has a population of 2.9 million. The name Zambia comes from the Zambezi river, which flows along the border between Zambia and Zimbabwe. The Zambezi is the fourth largest river in the world, uniting six countries from central Africa to the Indian Ocean.

When negotiating terms of an employment contract and offer letter with an employee in Zambia, it may be useful to keep the following in mind:

Employment Contracts in Zambia

In Zambia, employment contracts can be oral or written, but it is best practice to put a strong, written contract in place, in English, which spells out the terms of the employee’s compensation, benefits, and termination requirements. An offer letter and employment contract in Zambia should always state the salary and any compensation amounts in Zambian Kwacha rather than a foreign currency. The employment contract template is part of the service with G-P; no need to draft a separate template if you use our employer of record and PEO service in Zambia.

Holidays in Zambia

  • New Year’s Day
  • International Women’s Day
  • Youth Day
  • Good Friday
  • Easter Monday
  • Labour Day
  • African Freedom Day
  • Heroes’ Day
  • Unity Day
  • Farmers’ Day
  • National day of Prayers
  • Independence Day
  • Christmas Day

Vacation Days in Zambia

Zambia’s statutory leave entitlement is 24 days per annum. These are over and above the public holidays.

Zambia Supplementary Benefits

Additional allowances for private medical, pension, telephone, and transport, are customary to be provided to employees in Zambia.

Termination/Severance in Zambia

Severance pay/gratuity is mandatory at the end of a contract. It is not less than 25% of the basic salary earned over the employment period.

Why G-P

Establishing a branch office or subsidiary in Zambia to engage a small team is time-consuming, expensive and complex. Zambian labor law has strong worker protections, requiring great attention to detail and an understanding of local best practices. G-P makes it painless and easy to expand into Zambia. We can help you hire your candidate of choice, handle HR matters and payroll, and ensure that you’re in compliance with local laws, without the burden of setting up a foreign branch office or subsidiary. Our Zambia PEO and Global Employer of Record solution provides you peace of mind so that you can focus on running your company.

If you would like to discuss how G-P can provide a seamless employee leasing or PEO solution for hiring employees in Zambia, please contact us.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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