Zimbabwe’s mining industry has undergone a historic labour transformation with the introduction of Statutory Instrument 71 of 2026, replacing the 34-year-old 1990 Collective Bargaining Agreement. The new framework strengthens worker rights, introduces 98 days of paid maternity leave, regulates contract labour, and enhances protections against sexual harassment.
In a notice issued by the General Secretary, all employers and employees across the mining industry are being formally advised that the new General Conditions framework is now legally binding and must be adhered to without delay.
The latest statutory instrument introduces revised labour conditions governing employment practices within the sector. Employers are now required to urgently review and align their internal policies, procedures, and workplace frameworks to ensure full compliance with the new provisions.
Failure to implement the updated regulations could expose companies to legal and operational risks, as authorities move to enforce the new standards across the industry.
Speaking to Mining Zimbabwe after the implementation, ZDAMWU hailed the agreement as a major breakthrough while pushing for improved wages and allowances.
In a strong and reflective statement, the Zimbabwe Diamond and Allied Minerals Workers Union (ZDAMWU) Secretary General Justice Chinhema described the development as a historic turning point for mineworkers across the country.
“Today, we turn a historic page in the mining industry. The 34-year SI 152 of 1990 Collective Bargaining Agreement that was no longer speaking to the realities, sacrifices and aspirations of mine workers is gone.”
The union highlighted that the new agreement replaces an outdated system with a progressive, rights-based framework designed to improve working conditions and strengthen enforcement mechanisms.
“With the registration of the SI 71 of 2026 Mining Industry General Conditions CBA, which repeals and replaces the old 1990 framework, workers now have a modern, rights-based agreement anchored in clear objectives, better protections and stronger procedures for enforcement.”
ZDAMWU also underscored its role in shaping the new agreement following its admission into the National Employment Council for the Mining Industry, describing the outcome as a significant milestone for organised labour.
“As ZDAMWU, we are particularly proud that our admission into the National Employment Council for the Mining Industry has helped usher in this new dispensation.”
While acknowledging that the agreement is not flawless, the union emphasised that it represents a major victory achieved through sustained worker advocacy.
“This agreement is not perfect, and we are the first to admit that. But we must celebrate this breakthrough as a hard-won victory by workers for workers.”
Among the key gains highlighted is the regulation of contract labour, aimed at curbing exploitation and improving job security.
“We welcome, in particular, the taming of abusive contract regimes through clearer rules on fixed-term contracts and contract workers, including the principle that contracts must not be used indefinitely to deny workers permanency and security of employment.”
The new CBA also introduces significant advancements in gender rights, particularly for women in mining, through enhanced maternity protections.
“The new CBA entrenches maternity rights with 98 days of fully paid maternity leave, retention of seniority and benefits during maternity, and paid breastfeeding time for nursing mothers, marking a major step forward for women in mining.”
In addition, the agreement strengthens workplace protections against sexual harassment, aligning disciplinary measures with national labour laws.
“It also strengthens protection against sexual harassment by aligning disciplinary provisions with the Labour Act and explicitly listing sexual harassment as an offence that can attract serious sanctions, including dismissal.”
Looking ahead, ZDAMWU indicated that its focus will shift to improving worker allowances and pushing for fair wages that reflect the realities of mining conditions.
“Going forward, our strategic focus will be on Schedule F, which deals with allowances, because we know that transport, housing, underground risk, heat and night work cannot be treated as minor add-ons.”
The union further stressed the need for a living wage that ensures dignity for mineworkers and their families.
“We will also intensify the fight for a genuine living wage so that the basic rates in Schedule E and all related monetary provisions move beyond bare survival and begin to guarantee dignity for every mineworker and their family.”
Framing the agreement as a foundation rather than a final solution, ZDAMWU made it clear that the struggle for improved conditions will continue.
“This CBA is a beginning, not an end. ZDAMWU will use this new platform to demand continuous improvements until every mineworker enjoys safe work, fair pay and a life of dignity on and off the mine.”
