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Monday 09:00 - 17:00 Tuesday 09:00 - 17:00 Wednesday 09:00 - 17:00 Thursday 09:00 - 17:00 Friday 09:00 - 17:00 Sunday 09:00 - 17:00

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AGS HR consultancy services

Name: AGS HR consultancy services
Address: Plot No. 36875 Forestry complex along great north Road, opposite novare mall Lusaka, Lusaka, ZM
Telephone: +260973818295

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AGS HR consultancy services

As AGS HR consultants,we are versatile by nature,our overriding goal is to help HR transparency.

26/05/2026

EMPLOYERS , EMPLOYEES AND LABOUR LAWS
TERMINATION OF CONTRACTS.

Good morning family.

What does the law state on termination of contracts of employment?
According to Section 51 (2) Employment Code Act:
"An employer shall not terminate a contract of employment of an employee without a valid reason for the termination connected with the capacity or conduct of the employee or based on the operational requirements of the undertaking".

This basically implies that an employer should not just dismiss any person when they wish to and feel like. A VALID reason should be given to the employee when terminating their employment with the company. For instance,
"We wish to inform you that your contract with ...... company will be terminated on 25/09/2024 due to operational measures the company is taking..."

The law further guides that:
"(3) An employer shall not terminate the contract of employment of an employee for reasons related to an employee's conduct or performance, before the employee is accorded an opportunity to be heard".

So even though the reason is performance oriented, the employer has to accord an employee a chance to be heard. In this regard, the employer has to find measures to try and help the employee improve his/her performance. Where the effort given is not fruitful, the employee should be written to regarding the matter and fired

Additionally, 5 states that "An employer shall bear the burden of proof that the termination of a contract of employment was fair and for a valid reason".

25/05/2026

Happy African Freedom Day!

Today, AGS HR Consultancy Firm celebrates the resilience, history, and unity of our beautiful continent.

Wishing everyone a safe and meaningful holiday! ✊🏾

28/11/2025

HIRING NOW!

Sales & Marketing Executive (Insurance)

JOB SNAPSHOT
Detail & Specification
Position Title Sales & Marketing Executive
Industry Insurance
Location - Ndola
Employment Type Retainer + Commission

PURPOSE OF THE ROLE
We are seeking a proactive and results driven professional to join our team. Your primary mission will be to drive new business acquisition, aggressively promote our insurance products, and cultivate robust, long-term relationships with both individual and corporate clients. This role is key to expanding our customer base and achieving market growth.

KEY RESPONSIBILITIES & TARGETS
- Sales Generation: Actively sell and close insurance policies for individuals and companies.

- Portfolio Growth: Continuously bring in new business and expand the existing client portfolio.

- Target Achievement: Meet and exceed the K5,000 monthly sales target to qualify for commission.

- Client Engagement: Conduct compelling product presentations and clearly explain insurance solutions.

- Customer Service: Maintain excellent relationships and provide reliable after-sales support.

- Reporting: Prepare accurate weekly sales reports and manage detailed records of leads and conversions.

QUALIFICATIONS & COMPETENCIES
Minimum Requirements
- Education: Certificate or Diploma in Sales and Marketing or a related field.

- Experience: Experience in insurance sales is a significant advantages.

Essential Competencies
- Drive: Very hardworking, self-driven, and goal oriented with a passion for selling.

- Resilience: Able to work effectively under pressure and consistently meet strict targets.

- Ethics: Honest, reliable, and trustworthy.

- Communication: Strong interpersonal, communication, and negotiation skills; relates well with all people.

REMUNERATION STRUCTURE
Component | Amount / Condition
Retainer (Fixed Salary) K2,300 per month , Commission Earned after meeting the K5,000 monthly sales target

HOW TO APPLY
If you are ready to take on this challenging and rewarding role, please submit your application immediately.

- Email your CV to: [email protected]
- Contact for Inquiries: +260 970 718 393

18/08/2025

I recently came across a resignation letter that made me pause.

The employee wrote:
“My parents never raised their voices at me, so getting yelled at by my manager was a plot twist I didn’t sign up for.”

That line says it all.

It’s not always the workload or the targets that push people out , it’s the tone, the shouting, the lack of respect.

Leaders often forget: people don’t just want a paycheck. They want an environment where they feel safe, respected, and treated like adults.

And sometimes, the difference between losing great talent and keeping them is as simple as how you choose to speak to them.

👑

23/07/2025

What makes people choose you, even when you’re not in the room?

It’s not always your title.
Not even your price.
It’s the experience you leave behind.

Think about it:
• Do people remember how easy it is to work with you?
• Do you meet deadlines without being chased?
• Do you offer solutions or wait for instructions?
• Do you respect boundaries while still showing up fully?

In one instance, I was recommended for a project I didn’t even apply for , simply because a former client told someone, “She gets the job done, and you won’t need to micromanage her.” That stuck with me.

People don’t just return because you’re “good.” They return because:
- You make their life easier.
- You bring peace, not pressure.
- You deliver consistently , even under pressure.

Your work is your voice in rooms your feet haven’t entered yet.

This Wednesday, ask yourself:
What is my professional aftertaste?

That_HR_Duchess👑
AGS.
Simataa Agnes

10/07/2025

Your BEST people will leave and that’s OKAY!

Retention is important, but we must accept that even our star performers may decide to move on. As leaders, our responsibility is to ensure they leave better equipped than when they joined.

Great leaders create environments that foster growth and development, empowering individuals to thrive. Our legacy is measured not by those who stay, but by the success of those who move on and continue to make an impact elsewhere.

Ecclesiastes 3:1 reminds us:
“For everything there is a season, and a time for every matter under heaven: a time to be born, and a time to die; a time to plant, and a time to pluck up what is planted “.
This verse highlights that change is inevitable. Just as there are seasons for growth and harvest, there are also seasons for people to move on to new opportunities in their careers.

Let’s embrace change, empower our teams, and celebrate the successes they carry forward.

Simataa Agnes

That_HR_Duchess👑

11/04/2025

How much do you Know your Labour Laws?

⚖️ Termination & Dismissal: Are You Following the Right Procedure? ⚖️

Termination of employment is sometimes necessary, but how it is handled matters. The Employment Code Act No. 3 of 2019 sets clear guidelines for fair dismissal and termination procedures to protect both employers and employees from unfair labor practices.

🔹 What Does the Law Say?
Under the Act, termination must be justified, procedurally fair, and in line with employment contracts and labor laws. Key provisions include:

Notice Periods: Employers must provide written notice or payment in lieu of notice:
✅One month’s notice for employees on a monthly contract
✅Two weeks’ notice for those on a fortnightly contract
✅One week’s notice for weekly contracts
✅One day’s notice for daily wage earners

Valid Grounds for Dismissal:
✅Poor performance (after proper warnings and opportunities for improvement)
✅Misconduct (must be properly investigated with a disciplinary hearing)
✅Redundancy (must follow proper procedures, including consultation and severance benefits)

Unfair Dismissal Protections:
🔹Employees cannot be dismissed due to pregnancy, union membership, illness, or whistleblowing.
Any dismissal without following due process can be challenged in court, leading to compensation or reinstatement orders.

Ensuring Compliance & Fairness
Employers must:
🔹Document all performance reviews and warnings before termination.
🔹 Conduct fair disciplinary hearings before dismissing for misconduct.
🔹 Follow redundancy procedures, including severance pay where applicable.
🔹Ensure terminations are not discriminatory or in violation of labor laws.

A fair workplace benefits everyone, businesses reduce legal risks, and employees feel secure.
Are termination procedures in your workplace legally compliant? Let’s discuss!

10/04/2025

Personal Responsibility: The Key to Unlocking Progress

Until we accept full responsibility for our actions, mindset, and outcomes, we will never fully dedicate ourselves to improving our situation. It’s easy to fall into the trap of passive entitlement expecting others or external factors to change in order for us to succeed. But the truth is, personal progress begins the moment we take ownership of our own journey.

When we recognize that our success is in our hands, we stop waiting for the “perfect” circumstances and start creating them ourselves. Progress doesn’t happen by chance. It happens through intentional effort, persistence, and the ability to adapt. Waiting for things to be different only prolongs growth; embracing responsibility accelerates it.

Let’s stop waiting for someone else to make the change we need. Own your actions. Own your growth. The power to improve starts with you.

09/04/2025

hy HR Deserves a Seat at the Boardroom Table

In today’s business world, HR is no longer just a functional support team but a strategic partner that shapes organizational success. With talent being the most valuable asset, HR plays a crucial role in talent acquisition, employee engagement, and workforce optimization.

HR is also key in promoting employee well-being, fostering a healthy culture, and ensuring diversity, equity, and inclusion. Their unique insights into employee satisfaction, performance, and retention directly impact business outcomes, making them vital in shaping long-term strategy.

Moreover, HR’s use of data and analytics helps predict trends and drive proactive decisions, while its involvement in risk management and crisis response strengthens an organization’s resilience.

By integrating HR into the boardroom, companies ensure that people strategy is aligned with business goals. In essence, a people-centric approach, led by HR, is critical to future business success. It’s time for HR to take its rightful seat in the boardroom to drive innovation and sustainable growth.

Sibeso Pinky Kumwenda Cynthia Sakala Francis Mulumba

08/04/2025

𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐝 𝐭𝐨 𝐒𝐮𝐛𝐦𝐢𝐭 𝐋𝐚𝐛𝐨𝐫 𝐒𝐭𝐚𝐭𝐢𝐬𝐭𝐢𝐜𝐬

The Ministry of Labour and Social Security (MLSS) is requesting all employers to submit employment relationship statistics. Failure to do so will result in 𝐩𝐞𝐧𝐚𝐥𝐭𝐢𝐞𝐬.

𝐖𝐡𝐚𝐭 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐢𝐬 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐝?
Recruitment trends
Separation trends (dismissals and redundancies)
Register of expatriate employees
Wages paid in local currency (as per Section 67(1) of the Employment Code Act)
𝐋𝐞𝐠𝐚𝐥 𝐛𝐚𝐬𝐢𝐬 𝐟𝐨𝐫 𝐝𝐚𝐭𝐚 𝐜𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐨𝐧

The MLSS cites Sections 12(1) and (2), 22(1) and (6), 50(2), 55(2)(c), and 62(1) of the Employment Code Act No. 3 of 2019 as the legal basis for mandatory data submission.

𝐖𝐡𝐚𝐭 𝐝𝐨 𝐭𝐡𝐞 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐭 𝐬𝐞𝐜𝐭𝐢𝐨𝐧𝐬 𝐜𝐨𝐯𝐞𝐫?

Section 12: Empowers the Commissioner of Labour to request returns from employers as needed.
Section 22: Deals with record-keeping requirements for employers and contracts which should be in writing.
Section 50: Covers summary dismissals.
Section 55: Deals with redundancy procedures.
Section 62: Addresses expatriate employment contracts.

𝐒𝐮𝐛𝐦𝐢𝐬𝐬𝐢𝐨𝐧 𝐟𝐫𝐞𝐪𝐮𝐞𝐧𝐜𝐲:

The circular is unclear on the submission frequency. Employers should contact the MLSS for clarification on whether submissions are required monthly or only when there are changes in employment data.

𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐜𝐞 𝐨𝐟 𝐝𝐚𝐭𝐚 𝐜𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐨𝐧
These statistics are crucial for the MLSS to track employment trends in the country. This information is vital for policy and legal interventions aimed at improving the labor market.

𝐇𝐨𝐰 𝐭𝐨 𝐬𝐮𝐛𝐦𝐢𝐭 𝐝𝐚𝐭𝐚
Employers can submit hard copies of the employment relationship statistics to the Labour Commissioner's office or by mail to:
Ministry of Labour and Social Security

[email protected]
OR
to:
[email protected]

𝐂𝐚𝐥𝐥 𝐭𝐨 𝐚𝐜𝐭𝐢𝐨𝐧
Employers are urged to comply with this requirement to avoid penalties. Let your HR department be aware of this.

Address

Plot No. 36875 Forestry Complex Along Great North Road, Opposite Novare Mall Lusaka
Lusaka

Opening Hours

Monday	09:00 - 17:00
Tuesday	09:00 - 17:00
Wednesday	09:00 - 17:00
Thursday	09:00 - 17:00
Friday	09:00 - 17:00
Sunday	09:00 - 17:00

Telephone

+260973818295

Website

facebook.com

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