Talent Oaks Consultancy

02/09/2026

Zimbabwe’s Supreme Court has delivered an important ruling on how workers can challenge disciplinary decisions.

The court dismissed an appeal by Delta Beverages, which had argued that former employee Mufaro Muchetu should have approached a labour officer before taking his dismissal dispute to the Labour Court.

Muchetu was dismissed after being found guilty of working while under the influence of alcohol at Delta’s Southerton plant. After losing an internal appeal before the Works Council, he went directly to the Labour Court.

Delta argued that amendments to the Labour Act required him to first take his case to a labour officer.

The Supreme Court disagreed.

“There is therefore no requirement that the respondent must proceed in terms of s 101(5) first before eventually finding his way to the Labour Court,” the judgment states.

The court ruled that workers challenging disciplinary proceedings under a registered employment code can choose to approach the Labour Court directly or pursue the labour officer route.

The appeal was dismissed with costs.

Read the full story.

01/09/2026

24/08/2026

🌿 TODAY’S TALENT OAKS THOUGHT LEADERSHIP

Workplace Harassment Is No Longer “Just Misconduct” — Zimbabwe’s Labour Law Has Changed

For years, workplace harassment could be minimised as “office politics,” “a misunderstanding,” “just a joke,” or simply a matter to be dealt with through an internal disciplinary process.

Zimbabwe’s Labour Amendment Act No. 11 of 2023 has significantly changed that position.

The Amendment expressly prohibits violence and harassment at the workplace, extending protection beyond the traditional focus on sexual harassment. Section 6 now provides that no person may directly or indirectly act in a manner that amounts to violence and harassment towards another person at the workplace. (Veritas Zimbabwe⁠)

⚠️ What counts as harassment?

The modern workplace-law approach is much broader than unwanted sexual advances.

Harassment can include conduct that humiliates, intimidates, threatens, degrades or otherwise violates a person’s dignity at work. It can arise through verbal conduct, physical conduct, sexual conduct, bullying, intimidation and other forms of workplace violence or harassment.

Importantly, the law does not only concern conduct by employers.

An employee can harass another employee. A supervisor can harass a subordinate. A manager can harass an employee. And conduct by other persons in the workplace can also raise serious legal issues.

The Amendment therefore moves Zimbabwean labour law towards a workplace culture where dignity, safety and freedom from violence and harassment are legal workplace concerns—not merely HR preferences. (UN Women Data Hub⁠)

🚨 Sexual harassment has become particularly serious

Sexual harassment remains an unfair labour practice, but the 2023 Amendment introduced much stronger consequences for workplace violence and harassment.

A person who commits conduct falling within the prohibited provisions can face dismissal, financial penalties and criminal consequences, including imprisonment of up to 10 years in applicable circumstances. (Veritas Zimbabwe⁠)

That changes the conversation completely.

A manager who repeatedly makes sexually suggestive comments to an employee cannot simply say:

“I was joking.”

A supervisor who threatens an employee with sexual consequences for refusing advances cannot hide behind:

“It was a private conversation.”

And an organisation cannot afford to treat credible complaints as something to be quietly buried because the alleged perpetrator is a senior employee or a high-performing manager.

🏢 What should employers be doing?

Every organisation should now be asking:

Do we have a workplace harassment policy?

Do employees know how to report harassment?

Can an employee report a senior manager safely?

Are complaints investigated independently and promptly?

Do our disciplinary procedures properly address harassment and violence?

Are managers trained to recognise harassment before it escalates?

A policy sitting in a file is not enough.

The real test is whether an employee can say:

“If something happens to me at work, I know where to report it, I will be taken seriously, and I will not be victimised for reporting it.”

👥 Employees also need to understand their responsibilities

Protection against harassment does not give employees permission to make reckless or malicious allegations.

Employees should use established reporting channels, preserve relevant evidence, cooperate with investigations and avoid retaliation.

At the same time, an employer must never use disciplinary procedures as a weapon to silence a genuine complainant.

🌱 The bigger HR lesson

The 2023 Amendment is more than a legal amendment.

It represents a cultural shift in Zimbabwean workplaces.

The question is no longer simply:

“Did the employee break a company rule?”

We must also ask:

“Was this person’s dignity, safety and right to a workplace free from violence and harassment respected?”

For HR professionals, employers, trade unions and employees, this means prevention is now just as important as reaction.

A healthy organisation is not one where harassment is hidden.

It is one where harassment is prevented, reported, investigated and appropriately addressed.

🌿 Talent Oaks Takeaway

Harassment is not leadership.
Intimidation is not management.
Sexual advances are not employee benefits.
Bullying is not performance management.
Humiliation is not discipline.

Zimbabwe’s labour framework has moved the conversation forward.

Know the law. Build safer workplaces. Protect dignity. Act when complaints arise.

🌿 Sir Boldwin Munashe
Talent Oaks — Growing People. Growing Organisations.

For our services, visit our website at www.talentoaksconsultancy.co.zw

20/08/2026

🌿 Talent Oaks Thought Leadership: When a Strike Becomes a Criminal Offence in Zimbabwe

Zimbabwean employees have a constitutional right to participate in collective job action, including striking, subject to limitations prescribed by law. Section 65 of the Constitution protects this right. However, the important distinction is that the right to strike is not an unrestricted right to stop working whenever employees choose. The Labour Act prescribes procedures that must be followed before collective job action becomes lawful.

The Labour Amendment Act No. 11 of 2023 significantly changed the consequences of unlawful collective job action. Amendments to sections 109, 111 and 112 retained criminal penalties associated with unlawful collective action. The Zimbabwe Congress of Trade Unions (ZCTU), in its analysis of the Amendment, specifically notes that the law confirmed imprisonment of between one and five years and/or a fine for conduct covered by the relevant provisions.

⚖️ What makes a strike unlawful?

Employees cannot simply wake up and declare, “We are on strike.” Section 104 establishes a legal framework for collective job action. Among the important requirements are that the dispute must qualify for collective job action, the prescribed dispute-resolution process must be followed, and the necessary notice and other statutory requirements must be satisfied. A failure to comply with these requirements can render the collective action unlawful.

This creates a crucial distinction:

LAWFUL COLLECTIVE JOB ACTION ≠ CRIMINAL ACT

but

UNLAWFUL COLLECTIVE JOB ACTION → potentially serious civil, disciplinary AND criminal consequences.

The issue is therefore not that every strike in Zimbabwe is criminal. Rather, the law creates criminal liability around unlawful collective job action and related conduct. This distinction is extremely important for employees, trade unions, workers’ committees and employers.

👷 What does this mean for employees?

Before participating in industrial action, employees should establish:

1. What is the dispute? Is it a dispute of interest capable of being addressed through collective job action?
2. Has conciliation been attempted?
3. Has the appropriate certificate of no settlement been issued where required?
4. Has the prescribed notice been given?
5. Has the relevant trade union/worker representative complied with the statutory requirements?
6. Are the employees involved in an essential service where special restrictions apply?
7. Has a court or other competent authority issued an order affecting the proposed action?

Skipping the legal process can transform what employees perceive as a legitimate industrial protest into unlawful collective job action, exposing participants and organisers to serious consequences.

🏢 What does this mean for employers?

Employers should not interpret the criminalisation of unlawful collective action as a licence to suppress legitimate employee grievances.

The employer still has obligations to respect employees’ constitutional and statutory labour rights, engage with recognised worker representatives and use the prescribed dispute-resolution mechanisms. An employer confronted with an unlawful strike should obtain appropriate labour-law advice and follow lawful procedures rather than resorting to retaliation or arbitrary dismissals.

🔥 The bigger labour-relations lesson

The 2023 amendment has created a high-risk environment for poorly managed industrial relations.

For employees, the lesson is:

Know your rights—but also know the procedure that makes those rights legally enforceable.

For employers, the lesson is:

Do not wait for a dispute to become a strike before managing employee relations.

For HR professionals and labour consultants, this reinforces the importance of collective bargaining, grievance management, dispute resolution, employment codes of conduct and proactive industrial-relations strategy.

There is also an important constitutional debate. ZCTU has argued that the criminal penalties undermine the constitutional protection of collective job action under section 65 and has called for the decriminalisation of collective job action.

Therefore, Zimbabwe’s labour law presents a delicate balance: employees have a right to collective action, but exercising that right outside the statutory framework can carry extraordinarily serious consequences.

Today’s Talent Oaks takeaway:
🌿 A strike may be a constitutional right—but an unlawful strike can become a legal liability. Before employees withdraw their labour collectively, understand the law, follow the procedure and obtain competent labour advice.

Talent Oaks — Growing People. Growing Organisations. 🌿

30/07/2026

THOUGHT LEADERSHIP | EMPLOYABILITY IS NO LONGER A QUALIFICATION—IT IS A CONTINUOUS COMMITMENT TO LEARNING

There was a time when earning a qualification was considered the finish line.

Today, it is only the starting point.

The world of work is evolving at a pace few could have imagined. Artificial intelligence, automation, digital transformation, changing business models, and shifting customer expectations are redefining what employers need from their workforce.

The question is no longer:

“What qualification do you have?”

Increasingly, employers are asking:

“Can you adapt? Can you learn? Can you solve problems? Can you create value?”

This is why employability is no longer a certificate hanging on a wall.

It is the ability to remain relevant in a changing economy.

For employees, this means embracing lifelong learning, developing digital literacy, strengthening communication and leadership skills, and remaining open to new ways of working.

For employers, it means recognising that training is not a cost to be minimised but an investment in productivity, innovation, and organisational resilience.

The organisations that consistently invest in their people are often better positioned to respond to change, retain talent, and deliver sustainable value to their customers.

At Talent Oaks Consultancy, we believe that the future of work belongs to individuals who continuously develop their capabilities and organisations that intentionally build learning cultures.

Whether you are a student preparing for your first opportunity, a professional seeking career growth, an entrepreneur building a business, or a CEO leading an organisation, one principle remains true:

The greatest risk is not that the world will change.

The greatest risk is believing that yesterday’s knowledge will be sufficient for tomorrow’s challenges.

Keep learning.

Keep improving.

Keep investing in yourself and in your people.

Because in the knowledge economy, your greatest competitive advantage is not what you already know—it is your willingness and ability to keep learning.

— Boldwin Munashe
Founder | Talent Oaks Consultancy

Growing People. Growing Organisations.

29/07/2026

THOUGHT LEADERSHIP | CULTURE IS THE STRATEGY PEOPLE EXPERIENCE EVERY DAY

Every organisation has a strategy.

Some have a five-year strategic plan.

Others have ambitious growth targets, revenue projections, and expansion goals.

But there is one question every leader should ask:

Can our organisational culture deliver our strategy?

A strategy may define where an organisation wants to go.

Culture determines whether it gets there.

If a business values innovation but punishes employees for new ideas, innovation will disappear.

If an organisation claims that people are its greatest asset but neglects employee development, trust will diminish.

If leaders expect accountability but fail to model it themselves, accountability becomes a slogan rather than a standard.

Culture is not what is written on the reception wall.

It is what employees experience every day.

It is reflected in how leaders communicate.

How managers make decisions.

How conflicts are resolved.

How excellence is recognised.

How mistakes become opportunities to learn rather than reasons to assign blame.

At Talent Oaks Consultancy, we have learned that sustainable organisational success is achieved when strategy and culture move in the same direction.

When they are aligned:

• Employees become more engaged.
• Teams collaborate more effectively.
• Customers receive better service.
• Innovation becomes part of everyday work.
• Organisations become more resilient during periods of change.

As leaders, our responsibility extends beyond writing policies and setting targets.

We must intentionally build cultures that encourage integrity, professionalism, continuous learning, and mutual respect.

Because in the end, employees do not simply work for an organisation’s strategy.

They work within its culture.

Build a culture that inspires people to give their best, and your strategy will have a far greater chance of succeeding.

— Boldwin Munashe
Founder | Talent Oaks Consultancy

Growing People. Growing Organisations.

21/07/2026

JOB OPPORTUNITY: METAL BREAKERS (28 POSITIONS)

OmniCore Advisory Services (Pvt) Ltd trading as Talent Oaks Consultancy is looking for 28 Metal Breakers to work at a ferrochrome manufacturing company based in Gweru.

Position

Metal Breakers (28 Positions)

Duty Station

Gweru

Key Responsibilities

* Break and process metal materials in accordance with production requirements.
* Sort and handle metal safely and efficiently.
* Maintain a clean and safe work area.
* Comply with all workplace health and safety procedures.
* Perform any other duties assigned by the supervisor.

Minimum Requirements

* At least Ordinary Level education.
* Physically fit and capable of performing manual labour.
* Previous experience in metal processing, mining, manufacturing or related industries is an added advantage.
* Ability to work under minimum supervision.
* Willingness to work shifts, weekends and public holidays where required.
* Good discipline, reliability and a strong work ethic.

Remuneration

Performance-based, in accordance with agreed production rates.

How to Apply

Interested candidates should submit:

* A detailed Curriculum Vitae (CV)
* Certified copies of academic and professional certificates
* A copy of a valid National Identity Card

Applications should be submitted to OmniCore Advisory Services (Pvt) Ltd t/a Talent Oaks Consultancy at [email protected] 22 July 2026.

Only shortlisted candidates will be contacted.

21/07/2026

THOUGHT LEADERSHIP | YOUR ORGANISATION WILL NEVER OUTGROW THE QUALITY OF ITS DECISIONS

Every organisation makes decisions.

Some are routine.

Some are operational.

Some determine the future of the entire business.

What separates thriving organisations from struggling ones is not that they face different challenges—it is that they make different decisions.

A decision to recruit the right person instead of the quickest available candidate.

A decision to invest in employee development instead of viewing training as an expense.

A decision to resolve workplace disputes fairly before they escalate.

A decision to adopt sound governance instead of relying on informal practices.

A decision to plan strategically rather than simply reacting to circumstances.

Over time, these decisions compound.

Just as wise financial investments grow through compound interest, wise organisational decisions compound into stronger cultures, better productivity, greater employee engagement, and sustainable profitability.

The opposite is equally true.

Poor recruitment decisions become high staff turnover.

Weak compliance becomes costly litigation.

Ignoring employee wellbeing becomes declining productivity.

Delaying strategic planning becomes missed opportunities.

As leaders, we often look for dramatic breakthroughs.

Yet, organisational success is more commonly built through hundreds of sound decisions made consistently over many years.

At Talent Oaks Consultancy, we partner with organisations because we understand that every HR policy, recruitment decision, compliance audit, employment contract, and leadership intervention contributes to a larger goal—building resilient institutions.

As you begin this new day, ask yourself:

“Are the decisions I am making today creating the organisation I want to lead five years from now?”

The future of your organisation is being shaped long before it arrives.

It is being shaped by the decisions you make today.

Choose wisely.

Lead with integrity.

Build with purpose.

— Boldwin Munashe
Founder | Talent Oaks Consultancy

Growing People. Growing Organisations.

15/07/2026

THOUGHT LEADERSHIP | THE LABOUR AMENDMENT ACT, 2023: IS YOUR ORGANISATION COMPLIANT?

The enactment of the Labour Amendment Act, No. 11 of 2023 represents one of the most significant reforms to Zimbabwe’s labour law in recent years. Its primary objective was to align the Labour Act with the 2013 Constitution and international labour standards ratified by Zimbabwe, while strengthening protection for workers and providing clearer rules for employment relationships. (law.co.zw)

At Talent Oaks Consultancy, we have observed that many employers and employees are still unfamiliar with the practical implications of these amendments. Understanding them is essential—not only to avoid legal disputes, but also to build productive and compliant workplaces.

Key Amendments Every Employer and Employee Should Know

1. Protection Against Violence and Harassment

The Act expressly prohibits violence and harassment in the workplace, reinforcing every employee’s right to dignity and a safe working environment.

Employer implication: Employers should adopt workplace policies, reporting mechanisms and disciplinary procedures to address harassment and violence.

Employee implication: Employees have stronger legal protection against workplace abuse and should report misconduct through the appropriate internal and statutory channels. (law.co.zw)

2. Equal Pay for Equal Value

The amendments strengthen protection against discrimination by requiring equal remuneration for work of equal value, regardless of gender.

Employer implication: Salary structures should be reviewed to ensure they are objective, fair and legally defensible.

Employee implication: Employees performing work of equal value should not be subjected to discriminatory remuneration practices. (Munangati)

3. Employment Contracts and Termination

The Act introduces clearer provisions regarding employment contracts and the lawful termination of employment.

Employer implication: Contract drafting, termination procedures and record keeping must comply with the amended legislation.

Employee implication: Employees benefit from greater clarity regarding contractual rights and lawful termination procedures. (NATLEX)

4. Retrenchment Reforms

Section 12C was amended to strengthen the legal framework governing retrenchment and compensation, with subsequent regulations providing greater clarity on minimum retrenchment packages and procedures. (Muvingi and Mugadza Legal Practitioners)

Employer implication: Workforce restructuring must follow the prescribed legal process.

Employee implication: Employees enjoy stronger safeguards where employment is terminated through retrenchment.

5. Maternity Leave

The amendments removed some previous restrictions relating to maternity leave, expanding protection for female employees.

Employer implication: HR policies should reflect the revised maternity provisions.

Employee implication: Female employees enjoy improved statutory protection regarding maternity leave. (CM Law Chambers)

6. Protection of Young Persons

The Act strengthens protections for young persons and significantly increases penalties for unlawful employment practices involving minors.

This places greater responsibility on employers to ensure full compliance with minimum age requirements and child labour provisions. (law.co.zw)

7. Labour Officers and Dispute Resolution

The powers of Labour Officers were revised, and several provisions governing dispute resolution and workplace disciplinary processes were amended to improve labour administration and enforcement. (NATLEX)

Sections Significantly Amended

Among the provisions amended are Sections 2, 4A, 5, 6, 8, 11, 12, 12C, 18, 25, 25A, 28, 33, 34, 45, 51, 54, 55, 56, 58, 63, 74, 79, 81, 82, 93, 101, 109, 111, 112 and 120 of the Labour Act, reflecting the breadth of the reforms across employment standards, trade unions, collective bargaining, dispute resolution and labour administration. (NATLEX)

Our Professional Perspective

The Labour Amendment Act should not be viewed merely as another compliance requirement.

It is an opportunity for organisations to modernise their HR practices, reduce workplace disputes and create fairer employment relationships.

For employers, compliance is an investment in organisational sustainability.

For employees, understanding the law empowers them to exercise their rights responsibly while fulfilling their contractual obligations professionally.

How Talent Oaks Can Help

Whether you are an employer or an employee, Talent Oaks Consultancy provides practical support through:

✓ Labour law compliance audits

✓ HR policy and procedure development

✓ Employment contract drafting and review

✓ Disciplinary hearing management

✓ Workplace investigations

✓ Labour dispute prevention and resolution

✓ HR outsourcing and advisory services

✓ Training on the Labour Amendment Act, 2023

Labour law continues to evolve.

Successful organisations are those that evolve with it.

Growing People. Growing Organisations.

— Talent Oaks Consultancy

📞 +263 787 737 439

📍 1247 Umsungwe Road, Ridgemont, Gweru

📍 PD39, 2nd Floor, CAIPF Building, Corner 7th Avenue & R.G. Mugabe Way, Gweru

14/07/2026

⚖️ WORKPLACE DISPUTES DON’T HAVE TO BECOME COSTLY BATTLES.

At Talent Oaks Consultancy, we help employers and employees resolve workplace disputes professionally, fairly, and in compliance with Zimbabwe’s labour laws.

Whether you’re facing a disciplinary issue, dismissal dispute, grievance, or workplace conflict, our experienced team is ready to guide you every step of the way.

Our Labour Dispute Resolution Services:

✅ Labour Law Advisory
✅ Disciplinary Hearings & Workplace Investigations
✅ Grievance Handling & Conflict Resolution
✅ Conciliation & Mediation Support
✅ Drafting of Charge Sheets & Hearing Documentation
✅ Appeals & Disciplinary Review Processes
✅ Retrenchment & Termination Advisory
✅ Employment Contract Review & Compliance
✅ HR Policies, Codes of Conduct & Workplace Procedures

Why choose Talent Oaks?
✔ Professional and Confidential Service
✔ Practical, Cost-Effective Solutions
✔ Timely Support
✔ Tailored Advice for Employers, SMEs, NGOs, Institutions, and Employees

Don’t wait until a workplace dispute escalates. Protect your organisation, safeguard employee relations, and resolve conflicts with confidence.

📍 Visit Our Offices
🏢 1247 Umsungwe Road, Ridgemont, Gweru
🏢 PD39, 2nd Floor, CAIPF Building, Corner 7th Street & R.G. Mugabe Way, Gweru

📞 Contact Us Today
📱 WhatsApp/Call: +263 787 737 439
📧 [email protected]

🌳 Talent Oaks Consultancy
Growing People. Growing Organisations.
Professional HR, Labour Relations & Business Advisory Services You Can Trust.