NATIONAL LABOUR MIGRATION POLICY
FORZIMBABWE
GOVERNMENT OF ZIMBABWE
Development of the National Policy supported by
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PUB2020/018/EL
Development of the National Policy supported by
NATIONAL LABOUR MIGRATION POLICY
FORZIMBABWE
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NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
FOREWORD
Labour migration that is propelled by the forces of globalization, changing demographics and persistent conditions of service and regional differentials, among others, has gained prominence to become a defining feature of economic, social and political discourse in a dynamic world. There is growing interest in the relationship between migration and development, “the migration and development nexus” and the need to guarantee the protection of migrants. This recognition culminated in the adoption of the Global Compact for Safe, Orderly and Regular Migration by Member States of the United Nations in 2019 in an attempt to enhance migration governance among Member States.
Migration for employment has been identified as possessing potential development opportunities to both countries of origin and destination. The key benefits of labour migration for countries of origin, if properly managed, include the impact of remittances on poverty reduction, creation of foreign currency reserves and support for balance of payments, knowledge and skills transfer when migrants return home on a temporary or permanent basis, among others.
The impact that labour migration has on development largely depends on the policy framework in which the migration process unfolds. It therefore follows that for a country to effectively deal with the migration related challenges and maximize on benefits that accrue from migration, it needs a clear and coherent migration management policy.
The National Labour Migration Policy for Zimbabwe is designed to improve the governance of labour migration, as well as protection and empowerment of migrant workers. It also seeks to ensure that migration contributes to Zimbabwe’s socioeconomic development. The policy framework signifies the commitment by the Government of Zimbabwe to promote safe, orderly and regular flow of people for socioeconomic development of the nation. This is in line with the national vision of attaining middle-income status by the year 2030.
Let me express my profound gratitude to all stakeholders who have participated in drafting this policy framework, which will no doubt contribute to the strengthening of migration governance in the country.
Paul Mavima (MP)Minister of Public Service, Labour and Social Welfare
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PREFACE
There has been recognition that migrant workers can best contribute to the economies of both destination and origin countries when they have decent working conditions and when their fundamental human and labour rights are protected by the countries from which they come and those in which they work. According to the 2009 International Labour Organization (ILO) publication titled Protecting the Rights of Migrant Workers: A Shared Responsibility, the countries from which these workers come and those in which they work have a shared responsibility to promote and protect their rights in the three basic stages of the migration process (recruitment, pre-departure at destination and upon return). This is what the National Labour Migration Policy (NLMP) of Zimbabwe intends to do.
The NLMP is aligned to the international, continental, subregional and national instruments on labour migration. At the international level, there are several key instruments catering for a comprehensive protection of migrant workers. Firstly, ILO standards and frameworks offer a solid foundation for protection. In addition to the eight fundamental ILO conventions, the following conventions and recommendations speak specifically to labour migration:
(a) C097 – Migration for Employment Convention (Revised), 1949;
(b) R086 – Migration for Employment Recommendation (Revised), 1949;
(c) C118 – Equality of Treatment (Social Security) Convention, 1962;
(d) C143 – Migrant Workers (Supplementary Provisions) Convention, 1975;
(e) R151 – Migrant Workers Recommendation, 1975; and
(f) C157 – Maintenance of Social Security Rights Convention, 1982.
These instruments should be read together with the following frameworks:
(a) ILO Multilateral Framework on Labour Migration (2006), which states the principles and guidelines for developing rights-based labour migration policies;
(b) Fair Migration Agenda (Labour Migration) (2014); and
(c) ILO General Principles and Operational Guidelines for Fair Recruitment (2016).
Complementary to ILO instruments are the International Convention on the Protection of the Rights of All Migrant Workers and Members of their Families (1990) and General Recommendation No. 26 on women migrant workers of the Convention on the Elimination of All Forms of Discrimination Against Women.
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The post-2015 Sustainable Development Goals have also been considered in shaping the NLMP, as they integrate goals on labour migration.
(a) Goal 8, Target 8.8 aims for the protection of labour rights and promotion of safe and secure working environments of all workers, including migrant workers, particularly women migrants, and those in precarious employment.
(b) Goal 10, Target 10.7 addresses facilitation of orderly, safe, regular and responsible migration and mobility of people, including through implementation of planned and well-managed migration policies.
(c) Goal 5, Target 5.2 seeks to eliminate all forms of violence against all women and girls in the public and private spheres, including trafficking and sexual and other types of exploitation.
IOM has also undertaken several initiatives at both international and national levels. For example, IOM has developed training materials and handbooks and also supports social dialogue on migration including labour migration. IOM has also supported the Migration Dialogue for Southern Africa Ministerial Conferences under the following themes:
(a) “Promoting health and development: Migration health in Southern Africa” (2009);
(b) “Managing migration through regional cooperation” (2010);
(c) “Enhancing labour migration and migration management in the Southern African Development Community (SADC) region” (2013);
(d) “Taking stock of efforts to address mixed and irregular migration in the SADC region” (2014); and
(e) “Addressing mixed and irregular migration in the SADC region” (2015).
At the regional level, labour migration is guided by several frameworks adopted over the past decade. The Assembly of the African Union in Banjul, the Gambia (2006) adopted the Migration Policy Framework for Africa. This policy framework identified nine key thematic migration issues with sub-themes and makes policy recommendations for consideration by African Union Member States and regional economic communities (RECs). One of the thematic areas is labour migration, and it urges for the formulation of national labour migration policies, structures and legislation that incorporate appropriate labour standards. The African Youth Charter of 2006 (Article 21) recognizes the right of young people to live anywhere in the world and advocates for the promotion and protection of the rights of the young people living in the diaspora, engagement of young people in development activities in their country of origin, as well as provision of assistance for the youth in the diaspora to return and fully reintegrate into the social and economic life in Africa.
The African Union Social Policy Framework of 2008 also recommends regional integration and collaboration of social security schemes to increase the positive outcomes of labour circulation.
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The 2009 Ouagadougou Road Map for the Implementation of the Global Jobs Pact in Africa adopted migration policies as one of the eight key elements for African recovery. This was followed by the African Union Minimum Integration Programme of 2011, which adopted migration as one of its priorities. The African Union Action Plan for Boosting Intra-African Trade (2012) then recognized the key role of free movement of people and labour migration regulation. Promoting labour migration is one of the strategies in the African Union Commission’s (AUC) Strategic Plan 2014–2017. The Ninth Ordinary Session of the African Union Labour and Social Affairs Commission (April 2013) that adopted the Youth and Women Employment Pact included promotion of regional and subregional labour mobility. The pact called for an African Union and RECs labour migration plan. In the Ouagadougou +10 Declaration and Plan of Action – endorsed by the Special Session of the African Union Labour and Social Affairs Commission in April 2014 – labour migration for regional integration is a priority.
AUC, ILO, IOM and the United Nations Economic Commission for Africa, drawing on priorities identified by the eight African RECs, have developed a new Joint Labour Migration Programme (JLMP), which was endorsed by the Twenty-sixth Ordinary Session of the African Union Assembly of Heads of States held in Addis Ababa (January 2015).
Anchored on a human rights-based approach, the JLMP intends to facilitate the accelerated implementation of the labour migration provisions of the Migration Policy Framework for Africa (2006). The JLMP focuses on two key areas: (a) strengthening the governance of labour migration; and (b) operationalizing the protection of migrant workers. It proposes to do so by developing a series of components dealing with issues, such as the following:
(a) Ratification and harmonization of international labour standards;
(b) Development of national labour migration policies;
(c) Strengthening of labour administrations;
(d) Wider implementation of free circulation regimes;
(e) Strengthening tripartite social dialogue on labour migration at RECs and national levels;
(f) Resolution of skills shortages and recognition of qualifications; and
(g) Extension of social security rights to migrant workers.
At the Southern African level, several frameworks have also shaped the Zimbabwean NLMP. Through the SADC Protocol on the Facilitation of Movement of Persons, each Member State committed to developing policies aimed at the progressive elimination (a phased-in approach) of obstacles to the free movement of people among Member States.
Article 3(a) of the SADC Protocol on Education and Training states as an agreed objective of Member States “to work towards the relaxation and eventual elimination of immigration formalities in order to facilitate freer movement of students and staff within the region for the specific purposes of study, teaching, research and any other pursuits relating to education and training.”
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Article 20 of the SADC Protocol on Gender and Development, as amended in 2017, provides for the State to take comprehensive measures to protect and prevent trafficking in persons, especially vulnerable women.
The SADC Secretariat, and more specifically, the Employment and Labour Sector, has developed a regional strategy on labour migration. Milestones in this area have been as follows:
(a) 2013: Adoption of the Decent Work Programme SADC–ILO 2013–2017 with specific emphasis on labour migration in its section 1.1.9 on the protection of migrant workers;
(b) Commissioning of research on labour migration in the region (Migrating for Work Research Consortium project);
(c) 2014: Drafting and adoption of a SADC Labour Migration Policy Framework or LMPF (commissioning of a study on bilateral labour agreements and the advancement of labour mobility across the region; commissioning of a draft labour migration policy);
(d) Adoption of SADC Employment and Labour Protocol (Article 19 – Protection of migrant workers);
(e) 2016: Revision and adoption of the SADC Labour Migration Action Plan (2016–2019); and
(f) 2016: Drafting and adoption of the Portability for Social Security Benefits Policy Framework.
The 2014 SADC Labour Migration Policy Framework requests Member States to develop national labour migration policies by 2019. The framework has three priority areas, namely:
(a) Law, policy harmonization and data (Policy harmonization, national sovereignty, protection of migrant workers’ rights; data);
(b) Workers and sectors (Semi- and highly skilled; low-skilled; self-employed; sector-specific policies); and
(c) Protection and regulation (organization, representation and mobilization of migrant workers; social protection and remittances; regulation of intermediaries).
At the national level, the Government of Zimbabwe has made several strides in addressing migration challenges. The following are some of the major initiatives undertaken by the Government:
(a) Adoption of the National Diaspora Policy (2015);
(b) Enactment of the Trafficking in Persons Act (Chapter 9:25) and set-up of the Anti-Trafficking Inter-Ministerial Committee in 2016;
(c) Zimbabwe National Employment Policy Framework (2010);
(d) Zimbabwe Agenda for Sustainable Socio-Economic Transformation: set outs developing measures to encourage remittances from the diaspora as a key strategy for economic growth and development;
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(e) Zimbabwe United Nations Development Assistance Framework (ZUNDAF) (2016–2020): Outcome 1 under Poverty Reduction and Value Addition: Key institutions formulate and implement socioeconomic policies, strategies and programmes for improved livelihoods and reduced poverty of communities, whose target, among others, is to finalize the NLMP;
(f) Zimbabwe’s Decent Work Country Programme 2012–2018: Identified migration in terms of diaspora outreach, migration management, access to social benefits, finalization and adoption of the NLMP and review of the bilateral agreement on labour and employment between Zimbabwe and South Africa; and
(g) Government of Zimbabwe – IOM Migration Management Strategy (2014–2018), which covers broad migration management issues relating to migration and development, counter-trafficking, community-based planning, integrated border management, internal migration, mixed migration flows, migration health and migration data among others; and
(h) Draft Human Capital Export Policy.
Furthermore, at the national level, the Government of Zimbabwe and IOM established the Beitbridge and Plumtree Reception and Support Centres in 2006 and 2008 respectively.
It is in light of the above international, continental and subregional instruments and initiatives, together with national initiatives, that this NLMP was drafted. The NLMP also takes cue from international examples of good practice as seen in the national policies of Cambodia, Nigeria, Sri Lanka and the United Republic of Tanzania. Most importantly, this policy acts as a pioneering initiative in the SADC region. The aim of the policy is to promote good governance in labour migration, effective regulation of labour migration, empower and protect labour migrants against abuses, malpractice and exploitation that abound in most destination countries, promote the welfare of labour migrants’ families and ultimately maximize the benefits of labour migration for economic development.
This policy was developed through the Steering Committee on Labour Migration, which comprises the relevant government ministries, employers’ and workers’ organizations.
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CONTENTS
Foreword ............................................................................................................................................................iiiPreface .................................................................................................................................................................ivAcknowledgements ........................................................................................................................................ xAcronyms ........................................................................................................................................................... xiExecutive summary ...................................................................................................................................... xii
1. Introduction ............................................................................................................................................. 1 1.1. Developing the National Labour Migration Policy ......................................................... 3
2. Key issues for the labour migration policy: a situational analysis.......................... 5 2.1. Improvement of institutional, legislative and regulatory frameworks for better migration governance and protection of workers .................................... 5 2.2. Tripartite labour migration dialogue ..................................................................................... 5 2.3. A coordinated approach to labour migration information system ......................... 5 2.4. Enhancing social security for migrant workers ................................................................ 6 2.5. Bilateral labour agreements ...................................................................................................... 6 2.6. Integration of the diaspora population into national development policies ....... 7 2.7. Accessibility of travelling documents .................................................................................... 7 2.8. Gender-sensitive approach to labour migration ............................................................. 7 2.9. Mainstream labour migration policy in national and sectoral development plans ....................................................................................................................... 8 2.10. Equality of treatment (common standards) of foreign workers ............................... 8
3. The National Labour Migration Policy statement ........................................................... 9 3.1. Vision .................................................................................................................................................. 9 3.2. Mission ............................................................................................................................................... 9 3.3. Strategic objectives ...................................................................................................................... 9
4. The National Labour Migration Policy ..................................................................................10
5. Monitoring and evaluation of the Labour Migration Policy .....................................17
6. Resource mobilization .....................................................................................................................17
7. National labour migration policy matrix: strategic areas, policy options, action plan, expected outcomes, time frame, key stakeholders and lead ministries .................................................................................................................................................18
8. Implementation mechanism for the Zimbabwe Labour Migration Policy ......28
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ACKNOWLEDGEMENTS
Given the cross-cutting nature of labour migration issues, the formulation of the National Labour Migration Policy (NLMP) is a result of contributions from various stakeholders. As such, the Ministry of Public Service, Labour and Social Welfare, on behalf of the Government of Zimbabwe, extends its sincere gratitude and thanks to the International Labour Organization (ILO) and IOM for the financial and technical support availed on the formulation of the NLMP. The Ministry is confident that such level of collaboration will be extended during the implementation of the policy.
Appreciation is also extended to all the government line ministries and stakeholders under the auspices of the Inter-Ministerial Committee on Migration in collectively working towards the development of the policy.
Particular thanks goes to the Labour and Economic Development Research Institute of Zimbabwe (LEDRIZ) for their technical input during the several drafting phases of the policy development.
The Ministry wishes to acknowledge the invaluable input offered by the employers and workers organizations in the various stages of developing the policy.
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ACRONYMS
AUC African Union CommissionCEDAW Convention on the Elimination of All Forms of Discrimination
Against WomenCSO civil society organizationDWCP Decent Work Country Programme ILO International Labour OrganizationILS International Labour StandardsJLMP Joint Labour Migration Programme MiWORC Migration for Work Research ConsortiumLMWF Labour Migrants Welfare FundLFCLS Labour Force and Child Labour Survey MoFAIT Ministry of Foreign Affairs and International Trade MoFED Ministry of Finance and Economic Development MoHACH Ministry of Home Affairs and Cultural Heritage MoHTESITD Ministry of Higher and Tertiary Education, Science, Innovation
and Technology DevelopmentMoJLPA Ministry of Justice, Legal and Parliamentary AffairsMoPSLSW Ministry of Public Service, Labour and Social WelfareMoU memorandum of understandingMoWACSMED Ministry of Women’s Affairs, Community, Small and Medium
Enterprises Development MoYASR Ministry of Youth, Arts, Sports and Recreation MRC Migration Resource CentreNLMP National Labour Migration PolicyREC regional economic communitySADC Southern African Development CommunityTNF tripartite negotiating forum UDHR Universal Declaration on Human RightsZIMSTAT Zimbabwe Statistical AgencyZUNDAF Zimbabwe United Nations Development Assistance
Framework
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EXECUTIVE SUMMARY
The legal definition according to the United Nations (1990) is that a “migrant worker is a person who is to be engaged, is engaged or has been engaged in a remunerated activity in a State of which he or she is not a national.” The International Labour Organization (ILO) also defines a migrant worker as a person who migrated from one country to another (or who has migrated from one country to another) with a view of being employed otherwise than his/her own account, and includes any person regularly admitted as a migrant for employment (ILO Migrant Workers (Supplementary Provisions) Convention 1975 (No. 143), Article 11). The two definitions have been used to guide this National Labour Migration Policy (NLMP).
Labour migration in Zimbabwe has been characterized by many challenges including the following: (a) brain drain; (b) irregular migration; (c) lack of a mechanism for social protection of migrant workers, especially female migrant workers; and (d) lack of up-to-date engendered statistics on labour migration. This has adversely affected sound policy decisions and resulted in ineffective mechanisms in harnessing remittances for investment and limited reintegration mechanisms for returned migrant workers. Furthermore, due to their irregular status, most Zimbabwean migrant workers, largely the youth, fill “three D” jobs (dirty, dangerous and degrading) where decent work deficits abound. These decent work deficits are characterized by the absence of employment contracts and social protection, exploitative wages and long working hours, lack of unionization (cannot join labour unions), and thus often lack representation and support from both the host and sending country. It is against this background that the NLMP has been developed to mitigate the identified challenges.
Since Zimbabwe is both a receiving and sending country, the policy is essential for the governance of labour migration, protection and empowerment of migrant workers and to ensure that migration contributes to development and growth. The policy document sets out by stating the vision, mission and objectives. It further spells out the strategic areas of focus, policy options and action plans under four sections namely: (a) governance of labour migration; (b) protection and empowerment of migrant workers; (c) harnessing labour migration for development; and (d) development of comprehensive data on labour migration.
In terms of good governance of labour migration, Zimbabwe requires participation of all stakeholders, accountability and transparency in the regulation of labour migration, as well as harmonized institutional, legal and regulatory frameworks. Management of labour migration is not the sole responsibility of the Government. It requires other key stakeholders, such as employers’ and workers’ organizations, migrant associations and civil society organizations (CSOs), especially women-focused and youth-focused CSOs. Good governance of labour migration also includes ratification and implementation of international instruments, inter-State collaboration or agreements and involvement in multilateral processes.
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The NLMP also addresses empowerment and protection of migrant workers against abuses, malpractice and exploitation that abound in most destination countries especially in the face of globalization and the search for cheaper labour. This is done through the adoption of a rights-based approach to prevention and protection against abusive recruitment practices, and enforcement of national law and regulations in accordance with international labour standards for both inward and outward labour migration. A rights-based approach is cognizant of the need to prevent and protect women from abusive recruitment practice that may be targeted specifically at women and girls. A rights-based approach also includes provision of social protection for migrant workers in the host countries.
Additionally, the NLMP can be used to foster the link between migration and development. Remittances from migrant labour have an impact on development, growth and poverty reduction. Therefore, remittances can have a double impact, both at the household and national levels. Collaboration with the diaspora networks and organizations can also contribute towards national development, for example, through short-term return programmes. The policy interventions regarding labour migration for development include the following:
(a) Mainstreaming labour migration issues in national policies (fiscal and monetary), national development plans, National Employment Policy Framework and the Zimbabwe Decent Work Country Programme (DWCP) among others;
(b) Promoting social protection for labour migrants;
(c) Promoting productive use of migrant workers’ remittances; and
(d) Providing return and reintegration services especially in migrant-sending areas.
It is also critical that labour migration management be undertaken in an environment where official information and gender disaggregated statistics on labour migration is timeously and publicly available. This will assist in developing sound policy decisions. The policy challenge is setting up a comprehensive engendered information and data system, the labour migration information system, which will provide information on labour migration trends for policymaking in relation with other available labour market indicators. Such a system will identify labour and skills demand in other countries while at the same time ensuring that the local demands are met.
In a nutshell, the NLMP will harness the development gains from labour migration through the protection and empowerment of migrant workers, both by the country of origin and the destination countries. In fulfilling this, the NLMP is closely aligned to national development plans and frameworks, such as DWCP, Zimbabwe United Nations Development Assistance Framework and the Transitional Stabilization Policy (October 2018–December 2020).
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1. INTRODUCTION
Zimbabwe has a long history of labour migration and has been a sender, transit and receiver of migrants. Inward migration has mostly been from neighbouring countries, such as Malawi, Mozambique and South Africa, with the causes of migration being both economic and political. Outward migration from Zimbabwe can be categorized into five phases:
• 1960–1979: Migration of political exiles to neighbouring countries and abroad and labour migration to South Africa;
• 1972–1989: Flight of white Zimbabweans during the war of liberation and after independence;
• 1982–1987: Internal migration;
• 1990–1998: Migration of skilled professionals by the International Monetary Fund/World Bank economic structural adjustment programme;
• 1999–2008: Mass exodus following the economic recession; and
• 2009 to date (2015): Moderate outward migration.
While Zimbabwe has a long history of labour migration, the turn of the millennium saw a phenomenal increase in outward migration. The country has benefited immensely from remittances over the years. For instance, between 2009 and June 2015, diaspora and international remittances have scored second after exports in terms of foreign currency earnings, accounting for 27 per cent between January and June 2015. However, although the country benefited from remittances, the negative implications were more in terms of brain drain.
It is now widely accepted that the emigration of skilled personnel from the country is significant enough to constitute a “brain drain”. The Zimbabwe National Human Resources Survey conducted in 2006 reported the extent of the brain drain in terms of the vacancy rates (the mean ratio of vacant posts to established posts) across all sectors of the economy. According to a study by the Scientific and Industrial Research and Development Centre in 2003, in terms of profession, 26 per cent of Zimbabweans abroad were teachers, 25 per cent doctors, nurses and pharmacists, 23 per cent engineers and other scientists, 17 per cent accountants, 5 per cent farmers, 2 per cent bankers and 1 per cent each were clergy and others. In fact, no sector has been spared by emigration. According to the Government of Zimbabwe’s Ministry of Health and Child Welfare, as of September 2004, 56 per cent, 32 per cent and 92 per cent of the established posts for doctors, nurses and pharmacists, respectively, were vacant.1 Other sectoral surveys that reflected the extent of brain drain included the following: (a) Zimbabwe Migration Paper no. 1 titled “The impact of the brain drain on health service delivery in Zimbabwe: A response analysis” of 2010; and (b) “The causes and impact of the brain drain in institutions of higher learning in Zimbabwe” of 2012.
1 IOM, Migration in Zimbabwe: A Country Profile 2009 (IOM and ZIMSTAT, Harare, 2010), available at https://publications.iom.int/books/migration-zimbabwe-country-profile-2009.
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The 2014 Labour Force and Child Labour Survey (LFCLS) integrated the Southern African Development Community (SADC) Migration Module and produced the Characteristics of Labour Migration Report. The report estimated the number of migrant population currently staying in Zimbabwe at around 207,000, of whom 78,000 (37.7%) were labour migrants with the 65 years and above age group contributing the largest percentage of labour migrants at 33 per cent. About 42 per cent of the labour migrants were males. South Africa accounted for the majority of immigrants at 45 per cent. The same report highlighted that about 72 per cent of the outgoing migrants were in the broad age group 20 to 34 years (the youthful ages), and 73 per cent of the migrants had completed some secondary education as their highest level at the time of departure. The 2014 LFCLS showed that since June 2009, 40 per cent of the migrants who left the country were women. The majority cited lack of employment opportunities as the major cause of leaving the country, and most of the migrants were working as skilled agricultural, forestry and fishery workers before departure. South Africa was the major destination of the migrants followed by Botswana.
However, while the country has been suffering from the daunting challenges emanating from brain drain, on the other hand, the majority of Zimbabweans have benefited much from remittances. It is widely accepted that in Zimbabwe, remittances have acted as a form of social protection for many families. According to the Zimbabwe Statistical Agency (ZIMSTAT) 2014 Characteristics of Labour Migration Report, a greater proportion of females remitted goods and cash (27.5%) compared to male migrants (20.9%). This underscores the gender dimension of remittances that female migrants tend to remit more than their male counterparts. Several initiatives have been undertaken in the past years by both the government and international organizations, such as IOM and International Labour Organization (ILO) in order to harness the positive benefits from labour migration. Some of these initiatives2 include the following:
(a) Sequenced Short-term Return Programme;3
(b) Homelink Programme;
(c) Beitbridge and Plumtree Reception and Support Centres established in 2006 and 2008 respectively by the Government of Zimbabwe in collaboration with IOM and ILO;
(d) Voluntary Assisted Return and Reintegration Programme;
(e) Zimbabwe and South Africa Memorandum of Understanding (MoU) in the field of employment and labour signed (2004) and renewed periodically with the latest running from 2017 to 2020; the second one lapsed in 2014;
(f) Migration and Development Unit in the Ministry of Economic Planning;
(g) Human resources website in the Ministry of Higher and Tertiary Education Science, Innovation and Technology Development (MoHTESITD);
(h) Zimbabwean Documentation Project following a special dispensation granted to Zimbabwean nationals in irregular situation in South Africa as from 2009;
2 More information is found in the situational analysis document on “Labour Migration Regime in Zimbabwe”, December 2010.3 It facilitated the temporary return of qualified professionals abroad to transfer knowledge and skills to local health and educational
institutions.
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(i) Limpopo intervention strategies targeting farm workers; a database and a framework for recruitment with guidelines for contracts and processes have been produced and pilot tested, and bilateral discussions to renew the MoU have been initiated; and
(j) Module on labour migration integrated into Zimbabwe’s LFCLS.
One of the greatest challenges in some of these initiatives was that they were undertaken in an ad hoc manner, without the effective participation of all key stakeholders and above all without a policy instrument governing the management of labour migration and ensuring strategic direction for the pursuit of key objectives.
Therefore, it is in this light that the NLMP will provide the necessary framework to harmonize existing frameworks and initiatives by various institutions in order to harness the development gains from labour migration and contribute towards national development. The term “development” in this policy is used in a broader sense to refer to economic, social, cultural and human development. It is centred on ensuring that labour migrants rights, from both inward and outward migration especially the rights of women labour migrants who are more vulnerable to gender-based violence, sexual abuse and human trafficking are upheld in line with the Decent Work Agenda of ILO during all the three stages of migration processes highlighted above. The development of the NLMP is also timeous in that as Zimbabwe’s economy recovers, the possibilities of the country rebounding to being a receiving country in the future is high, thus, the need to develop this policy anchor.
1.1. DEVELOPING THE NATIONAL LABOUR MIGRATION POLICY
The development of the NLMP included the following stages:
(a) A situational analysis study on labour migration in Zimbabwe (2011).
(b) Presentation of the draft situational analysis study at a stakeholders’ workshop. The stakeholders reviewed the study report and gave their inputs for incorporation into the report (2011).
(c) Validation of the final situational study report by the Steering Committee on Labour Migration (2011).
(d) Drafting of the initial version of the NLMP based on the situational analysis study report and the inputs from the above workshop (2011).
(e) Review of the draft policy by the Steering Committee on Labour Migration (2012).
(f) A stakeholder validation workshop for the draft policy (2012).
(g) Incorporation of comments from the validation workshop (2012).
(h) Presentation of the first draft policy to the Steering Committee on Labour Migration (2013).
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(i) Presentation of first draft policy to the Permanent Secretaries of Stakeholder Ministries (2013).
(j) Review of the first draft Policy to the Special Sitting of the Tripartite Negotiating Forum (TNF) (2013).
(k) Finalization of second draft at technical tripartite meeting (2015).
(l) Adoption of draft policy by Permanent Secretaries of Ministries in the Inter-Ministerial Committee on Migration (4 May 2017).
(m) Adoption of the NLMP by Cabinet (5 February 2019).
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2. KEY ISSUES FOR THE LABOUR MIGRATION POLICY: A SITUATIONAL ANALYSIS
2.1. IMPROVEMENT OF INSTITUTIONAL, LEGISLATIVE AND REGULATORY FRAMEWORKS FOR BETTER MIGRATION GOVERNANCE AND PROTECTION OF WORKERS
It has been long evident that coherent policy and administration on migration remains a challenge in Zimbabwe. This is evidenced by the limited legislation and inadequate administrative institutions, few practical measures and often limited coordination among the different branches of government and other stakeholders concerned in labour migration processes.
2.2. TRIPARTITE LABOUR MIGRATION DIALOGUE
Labour migration governance is not the sole responsibility of the government. The issue of labour migration should be brought into the realm of tripartite consultations to ensure win-win outcomes. Involvement of stakeholders should be at all levels, namely policy formulation, implementation and coordination. In this light, the NLMP will be implemented in full consultation with the social partners, including the workers’ organizations and employer associations concerned through a tripartite plus approach. It is globally acknowledged that private sector organizations, trade unions and civil society are powerful social forces that can contribute substantially in addressing many labour market challenges. The NLMP will be tabled regularly for discussion at the TNF.
It is also important that the government facilitates gender-balanced participation of social partners in relevant international forums so that social partners can be in tune with international developments and discourses on labour migration.
2.3. A COORDINATED APPROACH TO LABOUR MIGRATION INFORMATION SYSTEM
A comprehensive and gender-sensitive labour migration information system is a cross-cutting foundation for the formulation, monitoring and evaluation of policies related to labour migration. There is limited data on migrants’ profile, duration of stay, wages and working conditions, remittance patterns and their utilization, returnees and their reintegration and diaspora communities and their engagements. The labour migration
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2. KEY ISSUES FOR THE LABOUR MIGRATION POLICY: A SITUATIONAL ANALYSIS
information system will be coordinated by the Ministry of Public Service, Labour and Social Welfare (MoPSLSW) as it will be closely linked to labour market regulation, conditions of work and other fundamental areas of their competence. The role of the labour migration information system will be to monitor and identify labour and skills demand in other countries, with special attention to emerging skills requirements while at the same time ensuring that local demand of skills are met before exporting labour to avoid brain drain.
2.4. ENHANCING SOCIAL SECURITY FOR MIGRANT WORKERS
Equality of Treatment (Social Security) Convention (C118), Maintenance of Social Security Rights Convention (C157) and Maintenance of Social Security Rights Recommendation, 1983 (R167) provide means to overcome the difficulties faced by migrant workers and their families with regard to social security coverage. Convention 118 also sets forth the equality of treatment principle between national and non-national workers and their families in respect of social security. It is therefore critical that Zimbabwe concludes bilateral and multilateral social security agreements, and more so coordinate means establishing mechanisms through which the social security systems of the different countries can work together to ensure that migrant workers have protection that is as complete and continuous as possible.
2.5. BILATERAL LABOUR AGREEMENTS
International best practices documented by ILO and IOM have strongly indicated the advantageous need for countries of origin and destination to enter into bilateral labour agreements (BLAs) or MoU as a way (instrument) of protecting the welfare of the migrant workers. BLAs should be aligned to the International Labour Standards (ILS), Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) General Recommendation No. 26 on women migrant workers and the ILO Model Agreement in Recommendation 86 (R086, 1949) on migration for employment.
In BLAs, the two countries (sending and receiving) decide on issues, such as sharing the burden of responsibilities and the stages to monitor and manage labour migration. One country that has implemented a BLA in the region has been South Africa with Botswana, Lesotho, Malawi, Mozambique and Eswatini. Although the other BLAs are operational, the agreement with Malawi is outdated. These BLAs have been mostly in the mining and health sectors.
The Government can also build on the already existing positive initiatives in the region; for example, immigration policies in Botswana, Malawi, Mozambique and Zambia allow foreigners with scarce skills to acquire work or business residence permits and access formal employment. In Botswana, for instance, Zimbabweans comprised the largest number of work permit holders as at the end of 2008, totalling close to 7,000. The majority of permit holders (72%) were male, and most were employed, with only 9 per cent self-employed.4 Another positive initiative is the MoU that Zimbabwe signed with South Africa covering agricultural workers. Such agreements should be expanded
4 IOM, 2010.
7
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
to cover migrant workers in different sectors, such as health, education and domestic and care workers where the value and dignity of migrant women’s labour needs greater protection, among others. These agreements will improve not only the protection of Zimbabwean migrant workers in the region, but will also facilitate development of the country. In the long run, these agreements would require revision and updating so that they remain in line with regional and international best practice.
2.6. INTEGRATION OF THE DIASPORA POPULATION INTO NATIONAL DEVELOPMENT POLICIES
This arrangement helps maintain links between labour migrants and their country of origin. These links can have many positive consequences, such as higher remittances and capital investments, as well as lobbying power for issues of concern to the country of origin. This is also supported by the African Youth Charter article 21(f), which notes that young people in the diaspora should engage themselves in development activities in their country of origin.
2.7. ACCESSIBILITY OF TRAVELLING DOCUMENTS
As a way of improving the regulatory framework for better migration governance, the Government of Zimbabwe’s Migration and Development Agenda Work Plan (2010–2011) highlights the needs for safe migration. This can be established and promoted through the improvement of accessibility of needed travelling documents and the acceding to and domestication of relevant international conventions.
2.8. GENDER-SENSITIVE APPROACH TO LABOUR MIGRATION
Given the rise in feminization of international labour migration, it is important that all policies geared towards migration be gender sensitive. Labour migration affects women and men differently, and the impact of labour migration is not gender neutral. Women are disproportionately affected by a variety of risks due to their increased dual vulnerability (as migrants and women). In the case of trafficking in persons, majority of women are lured by promises of attractive, well-paying jobs offered by agents of criminal networks without realizing the full nature of their future employment or the conditions in which they will work. In fact, most job opportunities for women migrants are in unregulated sectors (agriculture work, domestic and care work, sex industry), and the existence of sex-disaggregated labour markets contribute to the increase of discriminative labour markets in countries of destination. Furthermore, women have less access to information on migration/job opportunities, recruitment channels, and often have less preparation than men to cope with the working and living conditions in the countries of destination5 (ibid.). In fact, ILO states that women migrant workers often face “double discrimination” as women and as migrants. Thus, a holistic, gender-sensitive approach that deals with both the immediate and underlying factors and mainstreams human immunodeficiency virus (HIV) and acquired immunodeficiency syndrome (AIDS) and gender-based violence is critical in dealing with labour migration.
5 International Labour Organization (ILO), Protecting the Rights of Migrant Workers: A Shared Responsibility (International Labour Office, Geneva, 2009).
8
2. KEY ISSUES FOR THE LABOUR MIGRATION POLICY: A SITUATIONAL ANALYSIS
2.9. MAINSTREAM LABOUR MIGRATION POLICY IN NATIONAL AND SECTORAL DEVELOPMENT PLANS
Migration policy needs to be mainstreamed into national and sectoral policies and development plans. For example, mainstreaming labour migration issues in fiscal policies, monetary policies, the National Employment Policy Framework, National Gender Policy, the Zimbabwe United Nations Development Assistance Framework (ZUNDAF) and other medium- to long-term development plans. Already, the Transitional Stabilization Programme (October 2018–December 2020) sets out developing measures to encourage remittances from the diaspora as a key strategy for economic growth and development.
2.10. EQUALITY OF TREATMENT (COMMON STANDARDS) OF FOREIGN WORKERS
The basis of the concept of “human rights for all” articulated in the Universal Declaration of Human Rights (UDHR, 1948)6 is that human rights are valid for all peoples, in all societies, under all conditions of economic, political, ethnic and cultural life. The declaration also states that human rights are universal, indivisible (in the sense that political and civil rights cannot be separated from social and cultural rights) and inalienable. CEDAW also sets the international standards for women rights as human rights.
In this regard, as Zimbabwe advocates for the better treatment of its migrant workers in the different host countries, there is also need for Zimbabwe to treat foreign workers inside the country with dignity and respect. The principle of equality of treatment with regard to access to migrant workers’ social protection will prevail. Zimbabwe will consider ratifying the Migration for Employment Convention (Revised), 1949 (No. 97) and Migrant Workers (Supplementary Provisions) Convention, 1975 (No. 143), which requires States to facilitate international migration for employment by establishing and maintaining a free assistance and information service for migrant workers and taking measures against misleading propaganda relating to emigration and immigration.
6 United Nations, Universal Declaration of Human Rights (1948).
9
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
3. THE NATIONAL LABOUR MIGRATION POLICY STATEMENT
3.1. VISION
A well-managed, sustainable and inclusive labour migration management system that promotes good governance and effective regulation of labour migration, and protects the rights of labour migrants and their families.
3.2. MISSION
Maximization of benefits of both inward and outward labour migration through safe migration, provision of decent working conditions for labour migrants especially female labour migrants and protection of their fundamental human and labour rights and those of their families.
3.3. STRATEGIC OBJECTIVES
(a) To enhance labour migration governance for strengthened protection and empowerment of Zimbabwean migrant workers in line with international norms on safe migration and decent work for all.
(b) To harness and maximize the benefits of (inward and outward) labour migration for national development, including through remittances and investment promotion and functional labour market information systems.
10
4. THE NATIONAL LABOUR MIGRATION POLICY
4. THE NATIONAL LABOUR MIGRATION POLICY
In line with the strategic objectives and priority areas, the NLMP is divided into the following four sections:
(a) Governance of labour migration;
(b) Protection and empowerment of migrant workers;
(c) Harnessing labour migration for development; and
(d) Migration data.
Each of the four sections first highlights policy challenges and then describes key policy areas.
Section 1: Governance of labour migration in line with international norms
Governance of labour migration is divided into four areas, namely the international, legislative, institutional and regulatory frameworks. Good governance of labour migration in Zimbabwe that is also gender sensitive requires participation of all stakeholders, accountability and transparency in the regulation of labour migration. Thus, social dialogue becomes critical.
(a) Policy challenges in governance of migration
The policy challenges for migration governance include the following:
• Non-domestication and non-ratification of the ILO conventions on migration and the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families;
• Limited coordination resulting from fragmentation and compartmentalization of the legal, institutional and regulatory frameworks;
• Limited domestication of the CEDAW General Recommendation No. 26; and
• Limited resources to enforce the existing institutional, legislative and regulatory frameworks.
(b) Key policy areas
• Domesticate and ratify the ILO Conventions No. 97 and 143 and their recommendations (R086 and R151), and the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families with technical assistance from the ILO in the implementation of the ratified conventions.
11
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
• Domesticate CEDAW General Recommendation No. 26.
• Develop a stand-alone policy to export human capital in sectors where Zimbabwe has comparative advantage.
• Translate and disseminate the ILO Conventions No. 97 and 143, the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families and the principles and guidelines provided in the ILO Multilateral Framework on Labour Migration (2006) and direction provided in ILO’s Fair Migration Agenda (2014) and General Principles and Operational Guidelines for Fair Recruitment (2016).
• Participate in the subregional, regional and international fora on labour migration and relevant areas on migration management, such as the SADC tripartite meetings of the employment and labour sector, the African Union Commission tripartite meetings of the Specialized Technical Committee on Social Development, Labour and Employment and the Migration Dialogue for Southern Africa.
• Revisit the legislation and regulatory frameworks covering the mandates of ministries and organizations responsible for the administration of labour migration including recruitment placement and protection and reintegration of migrant workers. This will remedy the gaps in the law in terms of regulations, service provision, accountability and monitoring issues. Thus, a stakeholder approach is required.
• Involve tripartite constituents (business and labour) through the TNF, CSOs and private recruitment agencies in the formulation of the legislation in all the implementation mechanisms of the policy.
• Strengthen and clearly define the roles of all units, agencies and institutions involved in the labour migration processes.
• Strengthen the Subcommittee on Labour Migration to review labour migration processes, explore issues and challenges, follow changes in the labour market and advise on all aspects of the process. The division of responsibilities of “who does what, how and with whom” among ministries is clarified in the matrix appended to the NLMP.
• Strengthen the role of the Foreign Recruitment Committee to make regular inspections of working and living conditions and supervision of compliance to employment contracts of foreign workers in Zimbabwe in line with the foreign recruitment guidelines.
• Foreign Recruitment Committee to develop a programme that allows cascading of skills (skills transfer) from foreigners to Zimbabweans.
• Strengthen the role of consular services by establishing labour attachés, with an inclusive recruitment approach that is sensitive to gender, disability and youth. These attachés should be trained on inclusive rights-based approach to the protection of migrant workers.
• Develop comprehensive guidelines for recruitment in line with ILO’s Private Employment Agencies Convention (C181, 1997) and the General Principles and Operational Guidelines for Fair Recruitment to prevent abuse of the process, violation of workers’ rights and improve regulation and monitoring of private employment agencies.
12
4. THE NATIONAL LABOUR MIGRATION POLICY
• Develop guidelines for migrant workers’ access to social protection based on existing international standards and frameworks adapted to the local context.
• Develop a programme that enables the private sector to facilitate the establishment of links with prospective foreign employers.
Section 2: Protection and empowerment of migrant workers
Regulating labour migration not only consists of adopting better governance frameworks aligned to international standards but also ensuring the actual protection and empowerment of migrant workers, whether non-nationals working in Zimbabwe or Zimbabwean workers abroad. This is what this section proposes.
(a) Policy challenges in protection and empowerment of migrant workers
The policy challenges include the following:
• Multiple abuses, malpractice and exploitation of Zimbabwean migrant workers, particularly women, in most destination countries especially in the face of globalization and the search for cheaper labour;
• Limited awareness among migrant workers, especially female migrants, of their legal rights and social provisions in the host countries;
• Irregular status, lack of travel documents and work permits among many Zimbabwean workers abroad, as well as foreign nationals employed in Zimbabwe;
• Employment in “three D” (dirty, dangerous and degrading) jobs, which are characterized by the lack of employment contracts, exploitative wages and long working hours, lack of social protection, absence of unionization and lack of representation;
• Weak complaints mechanisms (at origin and destination countries) to bring forward claims against abuse during recruitment, employment and termination of employment; some of the workers who end up being deported have no access to unpaid wages and savings and are unable to retrieve personal belongings from their homesteads; and
• Emergence of challenges in migration, such as social exclusion, xenophobia and covert human trafficking processes that require both the sending and receiving countries to take explicit action.
(b) Key policy areas
• Adopt rights-based approach to prevention and protection against abusive recruitment practices and enforce national laws and regulations in accordance with ILS. A rights-based approach also includes provision of social protection for migrant workers in the host countries including foreign workers in Zimbabwe.
13
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
• Enter into bilateral and multilateral labour agreements and MoUs with other countries particularly the major labour migrant receiving countries, such as Botswana, Namibia, South Africa and the United Kingdom for specific sectors where Zimbabwe has comparative advantage such as nursing and teaching. Due diligence must be undertaken to avoid creation of skills gap in the country at the expense of exporting labour.
• Enter into bilateral and multilateral social security agreements with labour migrant destination countries to allow for portability of social security benefits.
• Establish a Labour Migrants Welfare Fund (LMWF) for migrants and their families. This fund will be voluntary membership-based and government-operated with MoPSLSW taking a lead role. The fund can provide welfare services to its contributing members, as well as insurance and loans for businesses upon return. However, there is a need to develop the capacity of the relevant ministry to effectively deliver services, ensuring accountability and transparency to and representation of migrant workers.
• Disseminate information and raise awareness to the public about labour migration processes in the print and electronic media. Issues for discussions include rights of all migrant workers, pre-departure trainings, discrimination, sexual harassment, smuggling and human trafficking, gender-based violence, xenophobia, HIV and AIDS and advice on referral processes for assistance.
• Develop comprehensive national anti-discrimination legislation and provisions to prohibit and criminalize xenophobic discrimination and perpetrators of xenophobic violence.
• Negotiate with receiving countries governments to put in place legislation that prohibit and criminalize xenophobic discrimination and perpetrators of xenophobic violence.
• Set up mechanisms for migrant workers in the country of destination to lodge complaints about abuse and violations in workers’ rights through trade unions and CSOs.
• Issue regulations prohibiting retention of documents belonging to migrant workers.
• Adopt a standard or model BLA checklist that should include, among other issues, living conditions for migrant workers, provision of payslips and decent employment conditions including social protection and prohibition of retention of documents.
• Develop tools for pre-departure training that include financial literacy, language, occupational and generic health and safety, communicable diseases including HIV and AIDS, tuberculosis and malaria. The trainings can be undertaken by IOM, ILO, the Government, NGOs and recruitment agencies.
• Promote the formation of community organizations of Zimbabweans in the diaspora.
14
4. THE NATIONAL LABOUR MIGRATION POLICY
• Strengthen Migration Resource Centres (MRC) that provide for education, information and awareness materials on migrants’ rights, safe migration, conditions in the destination countries, issues on discrimination, sexual harassment, human trafficking, xenophobia and health (including HIV and AIDS).
• Coordinate action with ministries of Home Affairs and Foreign Affairs to improve accessibility and affordability of identity documents, such as passports, national IDs and birth certificates for Zimbabwean nationals to reduce irregular migration and promote safe migration.
Section 3: Harnessing labour migration for development
Labour migration can positively contribute towards development, growth and poverty reduction through remittances and investments in the domestic market by migrant workers. Therefore, remittances have a double impact, both at the household and national levels.
(a) Key policy challenges in labour migration for development
The policy challenges regarding labour migration for development include the following five crucial issues:
• Inconsistent mainstreaming of labour migration in national policies (fiscal and monetary), national development plans, National Employment Policy Framework, the Zimbabwe Decent Work Country Programme (DWCP) and sectorial policies;
• Limited impact of migrant workers’ remittances due to high transfer costs and limited remittance channels;
• Limited mechanisms to facilitate the participation of migrants in the home financial system;
• Inadequate return and reintegration services especially in migrant sending areas; and
• Limited engagement with the diaspora.
(b) Key policy areas
• Mainstream labour migration issues in the national policies (fiscal and monetary), national development plans, National Employment Policy Framework, DWCP and ZUNDAF, among others.
• Harmonize the NLMP with the Diaspora Policy and Labour Export Policy.
• Establish more financial institutions for remitting money in both rural and urban areas as to raise the volume of remittances, reduce costs and widen the choices for migrant workers to use institutional channels for remitting money.
• Negotiate with labour-receiving countries in facilitating migrant workers’ access to financial services.
• Develop financial literacy tools for migrant workers.
15
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
• Negotiate with labour-receiving countries in encouraging employers to deposit migrant worker salaries in their bank accounts, instead of paying cash.
• Create an enabling environment for maximizing migrant savings, flow of remittances and utilization of remittances for productive investment.
• Improve collection and quality of data on remittances to create a solid basis for future policy options on remittances.
• Coordinate with countries of destination in providing information about returnees (both legal and irregular migrants) before repatriation.
• Develop and disseminate information on reintegration services provided for return migrants.
• Promote reintegration packages that include loans, counselling, training and retraining, scholarship and entrepreneurship.
• Improve registration and monitoring systems for return migrant workers at arrival and border checkpoints.
• Establish incentives for migrant savings and investment, access to credit and entrepreneurial/business development.
• Strengthen livelihood community development projects and interventions.
• Identify the diaspora communities and establish a database to promote networking.
• Government to foster systematic and sustained diaspora-centric engagement strategies.
• Create systems and infrastructure (ICTs) that allows the diaspora to exchange information easily with people in the home country.
• Foster links between local and diaspora professional associations (such as Zimbabwe Nurses Association and UK Nurses Association).
• Promote the effective use of diaspora’s resources (skills and financial) for community development in line with the migration and development strategy.
16
4. THE NATIONAL LABOUR MIGRATION POLICY
Section 4: Labour migration data
Timeous availability in the public domain of official information and gender-disaggregated statistics on labour migration is critical for the development of sound policies on labour migration.
(a) Key policy issues on labour migration data
The policy challenge is the lack of integration of gender-disaggregated labour migration data within the national labour market information system.
(b) Key policy areas
• In collaboration with ZIMSTAT, align all indicators of labour migration to existing standard indicators adopted at African Union and SADC levels.
• Develop a labour migration information system that will help gather reliable and accurate data on labour migrants abroad by gender, professions, duration of stay, wages and salaries and working conditions.
• Strengthen/capacitate the migration unit at ZIMSTAT and analytical capacity within MoPSLSW.
• Develop engendered systemized registration mechanisms at embassies on diaspora associations.
17
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
5. MONITORING AND EVALUATION OF THE LABOUR MIGRATION POLICY
The monitoring and evaluation process will be executed by a Committee on Labour Migration. In its work, the committee will be underpinned by tripartite consultations in line with ILO’s Tripartite Consultation (International Labour Standards) Convention (C144, 1976). The committee will convene meetings at least twice a year to review updates and come up with a comprehensive annual report on the activities taken under the framework of the Labour Migration Policy. The committee will adopt an implementation plan that has key monitoring indicators and outcomes that will be used in the review and evaluation of the policy.
6. RESOURCE MOBILIZATION
The NLMP will be funded by the Government, with complimentary funding from ILO, IOM and other development partners, in line with their programming under the Zimbabwe DWCP and the NLMP Implementation Plan.
18
7. NATIONAL LABOUR MIGRATION POLICY MATRIX: STRATEGIC AREAS, POLICY OPTIONS, ACTION PLAN, EXPECTED OUTCOMES, TIME FRAME, KEY STAKEHOLDERS AND LEAD MINISTRIES
7. N
AT
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line
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ligni
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atio
nal l
aws
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tern
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nstr
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hat
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• D
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and
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ns N
o. 9
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d 14
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d Re
com
men
datio
ns (R
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rant
W
orke
rs a
nd M
embe
rs o
f The
ir Fa
milie
s, C
EDAW
Gen
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Rec
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enda
tion
No.
26
and
the
2017
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Am
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ng t
he S
AD
C P
roto
col o
n G
ende
r an
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evel
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and
gend
er-
sens
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gui
delin
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r re
crui
tmen
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line
w
ith IL
O C
onve
ntio
n 18
1 an
d G
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al
Prin
cipl
es a
nd O
pera
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l Gui
delin
es fo
r Fa
ir Re
crui
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se o
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of w
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and
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priv
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agen
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.
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over
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mig
ratio
n is
in c
ompl
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e w
ith r
egio
nal a
nd
inte
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ndar
ds.
• In
tern
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nstr
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ts
gove
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bour
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mes
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ed.
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to
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nal
Trad
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oFA
IT)
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inist
ry o
f Jus
tice,
Leg
al
and
Parli
amen
tary
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irs
(MoJ
LPA
)
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rliam
ent
of Z
imba
bwe
• IL
O
• Tr
ade
unio
ns
• Em
ploy
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orga
niza
tion
Legi
slat
ive
fram
ewor
k•
Mai
nstr
eam
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labo
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in
natio
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egisl
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n.
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rmul
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a de
liber
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polic
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exp
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skills
in s
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hat
Zim
babw
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s co
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vant
age.
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ains
trea
min
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labo
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into
ex
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g le
gisla
tion.
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plem
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of a
del
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polic
y fo
r ex
port
of l
abou
r.
• C
lear
, firm
and
spe
cific
po
licie
s fo
r effi
cien
t ad
min
istra
tion
of la
bour
m
igra
tion.
• Sh
ort
term
(2
020–
2023
)•
MoP
SLSW
• M
oJLP
A
• M
inist
ry o
f Hom
e A
ffairs
an
d C
ultu
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erita
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(MoH
AC
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of Z
imba
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inist
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and
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th, A
rts,
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M
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arm
onize
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legi
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on la
bour
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to
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blish
a h
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stan
dard
of
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and
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nt w
orke
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and
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SOs
in
prep
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gisla
tion
rela
ting
to
labo
ur m
igra
tion.
Thi
s w
ill re
med
y th
e ga
ps in
the
law
in t
erm
s of
reg
ulat
ions
, se
rvic
e pr
ovisi
on, a
ccou
ntab
ility
and
mon
itorin
g iss
ues.
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view
of e
xist
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legi
slatio
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labo
ur
mig
ratio
n to
ens
ure
harm
oniz
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n.
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volv
e tr
ipar
tite
cons
titue
nts,
CSO
s an
d pr
ivat
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crui
tmen
t ag
enci
es in
the
fo
rmul
atio
n of
the
legi
slatio
n.
• C
lear
and
coo
rdin
ated
ro
les
and
resp
onsib
ilitie
s of
m
inist
ries
enga
ged
in la
bour
m
igra
tion
issue
s.
• Re
gula
r an
d eff
ectiv
e co
nsul
tatio
n an
d co
ordi
natio
n ac
ross
all
rele
vant
inst
itutio
ns in
ad
dres
sing
legi
slatio
n of
m
igra
tion
proc
esse
s.
• Sh
ort
term
(2
020–
2023
)
19
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
7. N
AT
ION
AL
LAB
OU
R M
IGR
AT
ION
PO
LIC
Y M
AT
RIX
: ST
RA
TEG
IC A
REA
S, P
OLI
CY
OPT
ION
S, A
CT
ION
PLA
N, E
XPE
CT
ED O
UTC
OM
ES, T
IME
FRA
ME,
KEY
STA
KEH
OLD
ERS
AN
D L
EAD
MIN
IST
RIE
S
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Gov
erna
nce
of la
bour
mig
rati
on in
line
wit
h in
tern
atio
nal n
orm
s
Inte
rnat
iona
l fr
amew
orks
• A
ligni
ng n
atio
nal l
aws
with
the
in
tern
atio
nal i
nstr
umen
ts t
hat
gove
rn
labo
ur m
igra
tion.
• D
omes
ticat
ion
and
ratifi
catio
n of
ILO
C
onve
ntio
ns N
o. 9
7 an
d 14
3 an
d Re
com
men
datio
ns (R
086
and
R151
) an
d In
tern
atio
nal C
onve
ntio
n on
the
Pr
otec
tion
of t
he R
ight
s of
All
Mig
rant
W
orke
rs a
nd M
embe
rs o
f The
ir Fa
milie
s, C
EDAW
Gen
eral
Rec
omm
enda
tion
No.
26
and
the
2017
Agr
eem
ent
Am
endi
ng t
he S
AD
C P
roto
col o
n G
ende
r an
d D
evel
opm
ent.
• Sy
stem
atic
trip
artit
e co
nsul
tatio
n w
ith
soci
al p
artn
ers.
• D
evel
op c
ompr
ehen
sive
and
gend
er-
sens
itive
gui
delin
es fo
r re
crui
tmen
t in
line
w
ith IL
O C
onve
ntio
n 18
1 an
d G
ener
al
Prin
cipl
es a
nd O
pera
tiona
l Gui
delin
es fo
r Fa
ir Re
crui
tmen
t to
pre
vent
abu
se o
f the
pr
oces
s an
d vi
olat
ion
of w
orke
rs’ r
ight
s an
d im
prov
e re
gula
tion
and
mon
itorin
g of
priv
ate
empl
oym
ent
agen
cies
.
• G
over
nanc
e of
labo
ur
mig
ratio
n is
in c
ompl
ianc
e w
ith r
egio
nal a
nd
inte
rnat
iona
l sta
ndar
ds.
• In
tern
atio
nal i
nstr
umen
ts
gove
rnin
g la
bour
mig
ratio
n ar
e do
mes
ticat
ed a
nd
ratifi
ed.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oPSL
SW
• M
inist
ry o
f Fo
reig
n A
ffairs
an
d In
tern
atio
nal
Trad
e (M
oFA
IT)
• M
inist
ry o
f Jus
tice,
Leg
al
and
Parli
amen
tary
Affa
irs
(MoJ
LPA
)
• Pa
rliam
ent
of Z
imba
bwe
• IL
O
• Tr
ade
unio
ns
• Em
ploy
ers’
orga
niza
tion
Legi
slat
ive
fram
ewor
k•
Mai
nstr
eam
ing
labo
ur m
igra
tion
in
natio
nal l
egisl
atio
n.
• Fo
rmul
ate
a de
liber
ate
polic
y to
exp
ort
skills
in s
ecto
rs t
hat
Zim
babw
e ha
s co
mpa
rativ
e ad
vant
age.
• M
ains
trea
min
g of
labo
ur m
igra
tion
into
ex
istin
g le
gisla
tion.
• Im
plem
enta
tion
of a
del
iber
ate
polic
y fo
r ex
port
of l
abou
r.
• C
lear
, firm
and
spe
cific
po
licie
s fo
r effi
cien
t ad
min
istra
tion
of la
bour
m
igra
tion.
• Sh
ort
term
(2
020–
2023
)•
MoP
SLSW
• M
oJLP
A
• M
inist
ry o
f Hom
e A
ffairs
an
d C
ultu
ral H
erita
ge
(MoH
AC
H)
• Pa
rliam
ent
of Z
imba
bwe
• M
inist
ry o
f Fin
ance
and
Ec
onom
ic D
evel
opm
ent
(MoF
ED)
• M
oHTE
SITD
• M
inist
ry o
f You
th, A
rts,
Spor
ts a
nd R
ecre
atio
n (M
oYA
SR)
• C
SOs
• IO
M
• IL
O
• M
oPSL
SW
• H
arm
onize
the
sev
eral
legi
slativ
e pr
ovisi
ons
on la
bour
mig
ratio
n pr
oced
ures
to
esta
blish
a h
igh
stan
dard
of
pro
tect
ion
and
prom
otio
n of
m
igra
nt w
orke
rs.
• St
reng
then
trip
artis
m a
nd in
volv
e IL
O
soci
al p
artn
ers
and
othe
r C
SOs
in
prep
arin
g th
e le
gisla
tion
rela
ting
to
labo
ur m
igra
tion.
Thi
s w
ill re
med
y th
e ga
ps in
the
law
in t
erm
s of
reg
ulat
ions
, se
rvic
e pr
ovisi
on, a
ccou
ntab
ility
and
mon
itorin
g iss
ues.
• Re
view
of e
xist
ing
legi
slatio
n on
labo
ur
mig
ratio
n to
ens
ure
harm
oniz
atio
n.
• In
volv
e tr
ipar
tite
cons
titue
nts,
CSO
s an
d pr
ivat
e re
crui
tmen
t ag
enci
es in
the
fo
rmul
atio
n of
the
legi
slatio
n.
• C
lear
and
coo
rdin
ated
ro
les
and
resp
onsib
ilitie
s of
m
inist
ries
enga
ged
in la
bour
m
igra
tion
issue
s.
• Re
gula
r an
d eff
ectiv
e co
nsul
tatio
n an
d co
ordi
natio
n ac
ross
all
rele
vant
inst
itutio
ns in
ad
dres
sing
legi
slatio
n of
m
igra
tion
proc
esse
s.
• Sh
ort
term
(2
020–
2023
)
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Inst
itut
iona
l fr
amew
ork
• St
reng
then
all
units
, age
ncie
s an
d in
stitu
tions
reg
ulat
ing
labo
ur m
igra
tion
to e
nsur
e la
bour
mig
ratio
n ta
kes
plac
e in
con
ditio
ns o
f dig
nity
, sec
urity
and
eq
uity
.
• C
apac
ity-b
uild
ing
and
stre
ngth
enin
g of
ro
les
for
all i
nstit
utio
ns in
volv
ed in
labo
ur
mig
ratio
n go
vern
ance
.
• C
lear
and
coo
rdin
ated
ro
les
and
resp
onsib
ilitie
s of
m
inist
ries
enga
ged
in la
bour
m
igra
tion
issue
s, su
ch a
s “w
ho d
oes
wha
t, ho
w a
nd
with
who
m”.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oPSL
SW•
MoF
ED
• Tr
ade
unio
ns,
• Em
ploy
ers’
orga
niza
tions
,
• M
oHA
CH
• M
oFA
IT
• M
inist
ry o
f Wom
en's
Affa
irs, C
omm
unity
, Sm
all a
nd M
ediu
m
Ente
rpris
es D
evel
opm
ent
(MoW
AC
SMED
)
• M
inist
ry o
f Inf
orm
atio
n,
Publ
icity
and
Bro
adca
stin
g Se
rvic
es
• Z
imba
bwe
Repu
blic
Pol
ice
• IO
M
• IL
O
• U
N-W
omen
• Pr
ivat
e se
ctor
• Fo
reig
n Re
crui
tmen
t C
omm
ittee
• St
reng
then
the
Inte
rmin
ister
ial
Com
mitt
ee o
n La
bour
Mig
ratio
n to
ad
dres
s co
here
nce
issue
s am
ong
the
polic
ies
of c
once
rned
min
istrie
s.
• St
reng
then
the
Inte
rmin
ister
ial
Com
mitt
ee o
n La
bour
Mig
ratio
n to
re
view
labo
ur m
igra
tion
proc
esse
s, ex
plor
e iss
ues
and
chal
leng
es, f
ollo
w
chan
ges
in t
he la
bour
mar
ket
and
advi
se
on a
ll as
pect
s of
the
pro
cess
.
• St
reng
then
ed m
anag
emen
t of
labo
ur m
igra
tion.
• Es
tabl
ish t
he p
ositi
on o
f lab
our
atta
chés
in la
bour
rec
eivi
ng c
ount
ries
to p
rom
ote
the
inte
rest
s of
Z
imba
bwea
n m
igra
nt w
orke
rs.
• Es
tabl
ish t
he p
ositi
on o
f lab
our
atta
chés
in
maj
or r
ecei
ving
cou
ntrie
s.
• D
evel
opm
ent
of a
tra
inin
g m
odul
e fo
r th
e tr
aini
ng o
f lab
our
atta
chés
.
• Z
imba
bwea
n at
tach
és
are
bett
er e
quip
ped
to
resp
ond
to t
he p
rote
ctio
n an
d w
elfa
re n
eeds
of
Zim
babw
ean
labo
ur
mig
rant
s ab
road
.
• Re
gula
te t
he r
ecru
itmen
t in
dust
ry
thro
ugh
adm
inist
rativ
e po
licie
s an
d pr
oced
ures
, lic
ensin
g sc
hem
es, c
odes
of
con
duct
, mon
itorin
g an
d pe
nalty
pr
ovisi
ons
to a
ddre
ss o
ffenc
es.
• Li
cens
e, s
uper
vise
and
dev
elop
co
mpr
ehen
sive
guid
elin
es fo
r pr
ivat
e re
crui
ters
and
san
ctio
n th
ose
who
do
not
com
ply
with
the
min
imum
sta
ndar
ds
to t
he r
ight
s of
the
mig
rant
wor
kers
.
• Pr
ivat
e re
crui
tmen
t co
mpa
nies
sho
uld
prov
ide
writ
ten
empl
oym
ent
cont
ract
s co
ntai
ning
wag
es a
nd h
ours
, tim
e off
, sa
fety
and
hea
lth, m
edic
al c
are,
hou
sing
amon
g ot
hers
. Thi
s w
ill al
so p
reve
nt
wor
kers
from
bei
ng le
ft ou
t w
ithou
t an
y re
med
y.
• St
reng
then
mon
itorin
g sy
stem
s fo
r pr
ivat
e re
crui
tmen
t ag
enci
es b
y th
e G
over
nmen
t.
• St
reng
then
labo
ur in
spec
tion
at
wor
kpla
ces
and
recr
uitm
ent
agen
cies
.
• Pr
even
tion
of a
buse
and
ex
ploi
tatio
n of
vul
nera
ble
jobs
eeke
rs a
nd la
bour
m
igra
nts
in e
mpl
oym
ent
(in
the
dest
inat
ion
coun
trie
s an
d fo
reig
n la
bour
in
Zim
babw
e), e
spec
ially
w
omen
and
the
you
th.
20
7. NATIONAL LABOUR MIGRATION POLICY MATRIX: STRATEGIC AREAS, POLICY OPTIONS, ACTION PLAN, EXPECTED OUTCOMES, TIME FRAME, KEY STAKEHOLDERS AND LEAD MINISTRIES
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
• Th
e M
oPSL
SW w
ebsit
e sh
ould
pro
vide
th
e fo
llow
ing:
(a) i
nfor
mat
ion
on li
cens
ed
priv
ate
recr
uite
rs a
nd c
onsu
late
s in
ot
her
coun
trie
s an
d w
arni
ngs
abou
t un
ethi
cal p
ract
ices
; and
(b) i
nter
-age
ncy
recr
uitm
ent
coop
erat
ion
prac
tices
.
• Le
gal a
nd r
egist
ered
re
crui
tmen
t ag
enci
es a
re in
pl
ace.
• St
reng
then
the
rol
e of
the
For
eign
Re
crui
tmen
t C
omm
ittee
to
mon
itor
(thr
ough
com
pany
visi
ts) t
he w
orki
ng
cond
ition
s of
fore
ign
wor
kers
in
Zim
babw
e. T
he c
omm
ittee
sho
uld
also
en
sure
the
pro
tect
ion
of c
ompe
tent
loca
l jo
bsee
kers
so
that
the
y ar
e no
t cr
owde
d ou
t of
the
labo
ur m
arke
t by
em
igra
nts.
• Pr
even
tion
of v
iola
tion
of
emig
rant
wor
kers
’ rig
hts.
• Sh
ort
term
(2
020–
2023
)M
oFA
IT
• Th
e Fo
reig
n Re
crui
tmen
t C
omm
ittee
sh
ould
mon
itor
the
adhe
renc
e of
fo
reig
n re
crui
tmen
t gu
idel
ines
by
com
pani
es in
ord
er t
o sa
fegu
ard
jobs
for
Zim
babw
eans
.
• Sk
ills t
rans
fer
from
fo
reig
n w
orke
rs t
o lo
cal
Zim
babw
eans
.
• Th
e Fo
reig
n Re
crui
tmen
t C
omm
ittee
sh
ould
dev
elop
a p
rogr
amm
e th
at a
llow
s ca
scad
ing
of s
kills
from
fore
ign
wor
kers
to
nat
iona
ls.
• Pr
otec
tion
of jo
bs fo
r lo
cal
citiz
ens.
Reg
ulat
ory
fram
ewor
k•
Form
ulat
e co
mpr
ehen
sive
regu
latio
ns
gove
rnin
g th
e m
anag
emen
t of
the
la
bour
mig
ratio
n pr
oces
s an
d th
e pr
otec
tion
and
rein
tegr
atio
n of
mig
rant
w
orke
rs.
• D
raft
the
com
preh
ensiv
e re
gula
tions
co
verin
g th
e ad
min
istra
tion
of la
bour
m
igra
tion,
rec
ruitm
ent
plac
emen
t an
d pr
otec
tion
and
rein
tegr
atio
n of
mig
rant
w
orke
rs.
• C
lear
, firm
and
spe
cific
le
gisla
tion
for
effici
ent
adm
inist
ratio
n of
labo
ur
mig
ratio
n.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oPSL
SW•
MoF
ED
• M
oHA
CH
• M
oWA
CSM
ED
• U
N-W
omen
• Tr
ade
unio
ns
• Em
ploy
ers
orga
niza
tion
• IO
M
• IL
O
• C
SOs
• Pr
ivat
e se
ctor
• St
reng
then
trip
artis
m a
nd in
volv
e IL
O
soci
al p
artn
ers
and
othe
r C
SOs
in
prep
arin
g th
e re
gula
tory
fram
ewor
k re
latin
g to
labo
ur m
igra
tion.
Thi
s w
ill re
med
y th
e ga
ps in
the
law
in t
erm
s of
reg
ulat
ions
, ser
vice
pro
visio
n,
acco
unta
bilit
y an
d m
onito
ring
issue
s.
• In
volv
e tr
ipar
tite
cons
titue
ncie
s, C
SOs
and
priv
ate
recr
uitm
ent
agen
cies
in t
he
form
ulat
ion
of t
he r
egul
atio
ns.
• So
cial
dia
logu
e is
stre
ngth
ened
in la
bour
m
igra
tion
proc
esse
s.
• St
reng
then
reg
ulat
ions
tha
t re
gula
te
priv
ate
sect
or in
volv
emen
t in
labo
ur
mig
ratio
n.
• M
oPSL
SW s
houl
d es
tabl
ish li
nks
with
na
tiona
l tra
inin
g in
stitu
tions
and
the
pr
ivat
e se
ctor
in t
he d
evel
opm
ent
and
impl
emen
tatio
n of
spe
cific
mig
rant
w
orke
r-re
late
d tr
aini
ng p
rogr
amm
es.
• St
reng
then
mig
rant
s’ rig
hts
awar
enes
s.
21
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Prot
ecti
on a
nd e
mpo
wer
men
t of
mig
rant
wor
kers
and
sec
ure
dece
nt w
orki
ng c
ondi
tion
s
Bila
tera
l lab
our
agre
emen
ts o
r M
oU
• Pr
omot
e an
d ne
gotia
te b
ilate
ral
agre
emen
ts a
nd M
oU w
ith r
efer
ence
to
ILO
Con
vent
ions
No.
97
and
143,
Re
com
men
datio
ns 8
6 an
d 15
1, t
he
Inte
rnat
iona
l Con
vent
ion
on t
he
Prot
ectio
n of
the
Rig
hts
of A
ll M
igra
nt
Wor
kers
and
Mem
bers
of T
heir
Fam
ilies,
the
prin
cipl
es a
nd g
uide
lines
pr
ovid
ed in
the
ILO
Mul
tilat
eral
Fr
amew
ork
on L
abou
r M
igra
tion,
the
M
igra
tion
Polic
y Fr
amew
ork
for
Afr
ica,
th
e SA
DC
Pro
toco
l on
the
Faci
litat
ion
of M
ovem
ent
of P
erso
ns, t
he S
AD
C
Cha
rter
on
Hum
an a
nd S
ocia
l Rig
hts
and
the
2009
Oua
gado
ugou
Roa
d M
ap
for
the
Impl
emen
tatio
n of
the
Glo
bal
Jobs
Pac
t in
Afr
ica.
• Z
imba
bwe
shou
ld e
nter
into
bila
tera
l and
m
ultil
ater
al la
bour
mig
ratio
n ag
reem
ents
an
d M
oUs
with
the
maj
or la
bour
mig
rant
re
ceiv
ing
and
send
ing
coun
trie
s. In
the
ab
senc
e of
bila
tera
l agr
eem
ents
, the
St
ate
can
sign
a M
oU w
ith fr
amew
orks
fo
r m
onito
ring
and
acco
unta
bilit
y.
• La
bour
mig
ratio
n is
man
aged
und
er c
ondi
tions
of
dig
nity
, equ
ity, s
ecur
ity
and
just
ice
in li
ne w
ith
inte
rnat
iona
l nor
ms.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oPSL
SW•
MoF
AIT
• M
oJLP
A
• M
oHA
CH
• Pa
rliam
ent
of Z
imba
bwe
• Tr
ade
unio
ns
• Em
ploy
ers
orga
niza
tions
• IL
O
• IO
M
• Z
imba
bwe
shou
ld e
nter
into
sec
tor-
spec
ific
agre
emen
ts o
r M
oU b
ased
on
the
com
para
tive
adva
ntag
e of
ski
lls in
se
ctor
s, su
ch a
s he
alth
, edu
catio
n an
d ag
ricul
ture
, am
ong
othe
rs.
• D
evel
op a
sta
ndar
d te
mpl
ate
for
BLA
s.
• Ex
pand
ed s
ocia
l sec
urity
co
vera
ge fo
r la
bour
m
igra
nts
espe
cial
ly fe
mal
e la
bour
mig
rant
s.
• Z
imba
bwe
shou
ld e
nter
into
bila
tera
l so
cial
sec
urity
agr
eem
ents
with
mig
rant
re
ceiv
ing
and
send
ing
coun
trie
s th
at
allo
ws
tran
sfer
/exp
ort
and
coor
dina
tion
of s
ocia
l sec
urity
ben
efits
incl
udin
g ov
erla
ps b
etw
een
coun
trie
s.
• A
rig
hts-
base
d ap
proa
ch t
o la
bour
mig
ratio
n is
real
ized.
• Im
prov
ed s
ocia
l sec
urity
be
nefit
s m
anag
emen
t.
22
7. NATIONAL LABOUR MIGRATION POLICY MATRIX: STRATEGIC AREAS, POLICY OPTIONS, ACTION PLAN, EXPECTED OUTCOMES, TIME FRAME, KEY STAKEHOLDERS AND LEAD MINISTRIES
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Mig
rati
on
supp
ort
serv
ices
• Pr
epar
e an
d di
ssem
inat
e in
form
atio
n an
d ra
ise a
war
enes
s to
the
pub
lic a
nd
trai
ning
on
safe
labo
ur m
igra
tion.
• In
trod
uce
mea
sure
s an
d to
ols
to
prev
ent
diss
emin
atio
n of
misl
eadi
ng
info
rmat
ion
and
take
app
ropr
iate
act
ion
thro
ugh
MRC
s an
d in
the
var
ious
med
ia
stra
tegi
es.
• Es
tabl
ish a
dditi
onal
res
ourc
e ce
ntre
s w
here
rel
evan
t.
• D
evel
op p
rom
otio
nal a
nd a
war
enes
s-ra
ising
mat
eria
l on
Zim
babw
ean
and
coun
trie
s of
des
tinat
ion
labo
ur
legi
slatio
ns a
nd c
onsu
lar
serv
ices
.
• La
bour
mig
rant
s ar
e aw
are
of r
isks
rela
ted
to
irreg
ular
mig
ratio
n, a
nd
mec
hani
sms
are
prov
ided
fo
r th
e pr
otec
tion
and
empo
wer
men
t of
labo
ur
mig
rant
s ag
ains
t ab
use
and
expl
oita
tion.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oPSL
SW•
Trad
e un
ions
• Em
ploy
ers
orga
niza
tions
• M
oYA
SR
• M
oWA
CSM
ED
• M
oFA
IT
• M
oFED
• U
N-W
omen
• N
GO
s
• C
SOs
• IL
O
• IO
M
• D
evel
op t
ools
for
pre-
depa
rtur
e an
d in
stitu
tiona
lize
pre-
depa
rtur
e tr
aini
ng
cove
ring
safe
wor
king
and
livi
ng
envi
ronm
ents
in h
ost
coun
trie
s, le
gal
assis
tanc
e an
d sh
elte
r fo
r di
stre
ssed
m
igra
nt w
orke
rs a
t th
e em
bass
ies
as fa
r as
res
ourc
es p
erm
it.
• Im
plem
ent
pre-
depa
rtur
e tr
aini
ng t
hat
incl
udes
fina
ncia
l lite
racy
, bac
kgro
und
situa
tion
in d
estin
atio
n co
untr
y, oc
cupa
tiona
l saf
ety
and
heal
th a
nd o
ther
co
nditi
ons
of w
ork
and
HIV
and
AID
S.
• Im
plem
ent
man
dato
ry g
ende
r tr
aini
ng
for
agen
cies
tha
t ha
ve m
ost
cont
act
with
fe
mal
e m
igra
nts,
incl
udin
g im
mig
ratio
n au
thor
ities
, the
pol
ice
and
heal
th s
ervi
ce
prov
ider
s.
• La
bour
mig
ratio
n oc
curs
un
der
cond
ition
s of
dig
nity
, eq
uity
and
sec
urity
.
• La
bour
mig
rant
s ar
e ac
quai
nted
with
in
form
atio
n re
gard
ing
the
dest
inat
ion
coun
trie
s an
d w
hat
to e
xpec
t.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oPSL
SW
• En
sure
dec
ent
wor
king
and
livi
ng
cond
ition
s fo
r Z
imba
bwea
n m
igra
nt
wor
kers
in t
he c
ount
ries
of d
estin
atio
n.
• N
egot
iate
with
cou
ntrie
s of
des
tinat
ion/
empl
oyer
s re
gard
ing
dece
nt w
orki
ng
cond
ition
s an
d liv
ing
cond
ition
s fo
r m
igra
nt w
orke
rs in
clud
ing
soci
al
prot
ectio
n. T
his
shou
ld b
e pa
rt o
f the
bi
late
ral a
gree
men
ts o
r M
oUs.
• Se
t up
mec
hani
sms
for
mig
rant
wor
kers
in
the
labo
ur r
ecei
ving
cou
ntry
(a
com
plai
nts
mec
hani
sm) t
o lo
dge
com
plai
nts
abou
t ab
use
and
viol
atio
ns in
w
orke
rs’ r
ight
s th
roug
h tr
ade
unio
ns a
nd
CSO
s, se
t up
a m
echa
nism
s to
rec
ord
and
follo
w-u
p on
rec
ruitm
ent
rela
ted
com
plai
nts
in Z
imba
bwe.
• Es
tabl
ish L
MW
F ba
sed
on v
olun
tary
co
ntrib
utio
ns. M
igra
nts
cont
ribut
e to
the
fund
tha
t w
ill be
man
aged
by
Gov
ernm
ent
of Z
imba
bwe.
• Bi
late
ral c
oope
ratio
n be
twee
n w
orke
rs,
empl
oyer
s’ or
gani
zatio
ns
and
gove
rnm
ents
is
stre
ngth
ened
.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oPSL
SW
23
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Hum
an a
nd
labo
ur r
ight
s fo
r m
igra
nts
• Pr
omot
e hu
man
and
labo
ur r
ight
s fo
r fe
mal
e an
d m
ale
mig
rant
wor
kers
.•
Neg
otia
te b
ilate
ral a
gree
men
ts b
etw
een
trad
e un
ions
fede
ratio
ns o
r affi
liate
un
ions
of b
oth
coun
trie
s of
des
tinat
ion
and
orig
in.
• La
bour
mig
rant
s an
d w
orke
rs’ r
ight
s ar
e up
held
.•
Shor
t to
m
ediu
m t
erm
(2
020–
2025
)
• Tr
ade
unio
ns•
MoF
AIT
• M
oWA
CSM
ED
• IO
M
• IL
O
• U
N-W
omen
• Tr
ade
unio
ns
• Em
ploy
er o
rgan
izat
ions
• M
igra
nt a
ssoc
iatio
ns
• Pr
omot
e an
d fa
cilit
ate
the
right
to
form
com
mun
ity o
rgan
izat
ions
of
Zim
babw
eans
in t
he d
iasp
ora.
• Im
prov
ed w
elfa
re o
f m
igra
nt la
bour
.•
Shor
t to
m
ediu
m t
erm
(2
020–
2025
)
• M
oPSL
SW
• D
evel
op in
form
atio
n re
sour
ce
cent
res
that
pro
vide
mat
eria
l and
aw
aren
ess
prog
ram
mes
on
the
right
s of
mig
rant
wor
kers
and
issu
es, s
uch
as d
iscrim
inat
ion,
sex
ual h
aras
smen
t, hu
man
tra
ffick
ing,
gen
der-
base
d vi
olen
ce,
xeno
phob
ia a
nd H
IV a
nd A
IDS
at b
oth
the
loca
l lev
el a
nd t
he la
bour
rec
eivi
ng
coun
trie
s.
• Im
prov
ed in
form
atio
n di
ssem
inat
ion
in o
rder
to
prot
ect
mig
rant
wor
kers
fr
om a
buse
.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• D
evel
op m
easu
res
to d
issem
inat
e in
form
atio
n on
ant
i-disc
rimin
atio
n le
gisla
tion
and
prov
ision
s in
clud
ing
xeno
phob
ia.
• D
evel
op m
easu
res
to c
omba
t pe
ople
sm
uggl
ing,
hum
an t
raffi
ckin
g an
d pr
otec
tion
and
prom
otio
n of
the
rig
hts
of v
ictim
s of
tra
ffick
ing.
• Im
prov
ed in
form
atio
n di
ssem
inat
ion
in o
rder
to
prot
ect
mig
rant
wor
kers
fr
om a
buse
.
• Sh
ort
term
(2
020–
2023
)
• N
egot
iate
with
rec
eivi
ng c
ount
ries
to p
ut in
pla
ce a
nd s
tren
gthe
n an
ti-di
scrim
inat
ion
mea
sure
s.
• Pr
omot
e ed
ucat
ion
cam
paig
ns in
SA
DC
M
embe
r St
ates
, par
ticul
arly
in r
ecei
ving
co
untr
ies
to r
aise
aw
aren
ess
agai
nst
xeno
phob
ic a
ttitu
des
and
abou
t th
e be
nefit
s of
labo
ur m
igra
tion.
• Pr
otec
tion
of r
ight
s an
d w
elfa
re o
f mig
rant
labo
ur.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oFA
IT
Safe
and
lega
l m
igra
tion
• D
ecen
tral
izat
ion
of g
over
nmen
t in
stitu
tion
that
pro
vide
nat
iona
l ide
ntity
do
cum
ents
.
• Im
prov
e de
cent
raliz
atio
n of
acc
essib
ility
and
affor
dabi
lity
of id
entit
y do
cum
ents
, su
ch a
s pa
sspo
rts,
natio
nal I
Ds
and
birt
h ce
rtifi
cate
s an
d de
ath
cert
ifica
tes
to
redu
ce ir
regu
lar
mig
ratio
n.
• Iss
ue r
egul
atio
n pr
ohib
iting
ret
entio
n of
doc
umen
ts b
elon
ging
to
mig
rant
w
orke
rs.
• Re
duct
ion
in ir
regu
lar
labo
ur m
igra
tion.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oHA
CH
• Re
gist
rar
Gen
eral
’s O
ffice
24
7. NATIONAL LABOUR MIGRATION POLICY MATRIX: STRATEGIC AREAS, POLICY OPTIONS, ACTION PLAN, EXPECTED OUTCOMES, TIME FRAME, KEY STAKEHOLDERS AND LEAD MINISTRIES
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Har
ness
ing
labo
ur m
igra
tion
for
deve
lopm
ent
Labo
ur m
igra
tion
in t
he n
atio
nal
deve
lopm
ent
agen
da
• M
ains
trea
m la
bour
mig
ratio
n in
to n
atio
nal e
cono
mic
and
soc
ial
deve
lopm
ent
plan
s an
d st
rate
gies
.
• In
tegr
ate
labo
ur m
igra
tion
issue
s in
na
tiona
l bud
gets
, mon
etar
y po
licie
s, D
WC
P, U
nite
d N
atio
ns p
rogr
amm
es, t
he
natio
nal d
evel
opm
ent
plan
s an
d ot
her
deve
lopm
ent
part
ners
’ pro
gram
mes
.
• M
ovem
ent
tow
ards
a m
ore
cohe
rent
app
roac
h to
la
bour
mig
ratio
n in
nat
iona
l de
velo
pmen
tal p
olic
ies.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oFED
• M
oHTE
SITD
• Tr
ade
unio
n
• Em
ploy
ers
orga
niza
tions
• U
nite
d N
atio
ns e
ntiti
es,
e.g.
ILO
, IO
M, U
ND
P an
d U
N-W
omen
• Z
IMST
AT
• Re
cogn
ize t
he s
igni
fican
t co
ntrib
utio
ns
of la
bour
mig
ratio
n to
eco
nom
ic
deve
lopm
ent
and
pove
rty
redu
ctio
n de
rived
from
rem
ittan
ces.
• In
tegr
ate
labo
ur m
igra
tion
issue
s in
na
tiona
l dev
elop
men
t po
licie
s.•
Tran
sfor
m b
rain
dra
in t
o br
ain
gain
.•
Shor
t to
m
ediu
m t
erm
(2
020–
2025
)
Rem
itta
nces
and
in
vest
men
ts•
Stre
ngth
en t
he li
nk b
etw
een
rem
ittan
ces
and
natio
nal d
evel
opm
ent
and
pove
rty
redu
ctio
n.
• Th
e fin
anci
al s
ecto
r sh
ould
exp
and
the
finan
cial
inst
itutio
ns a
nd w
iden
cov
erag
e to
rur
al a
reas
.
• Th
e St
ate
and
the
priv
ate
sect
or s
houl
d es
tabl
ish r
emitt
ance
cha
nnel
s th
at a
re
cost
effe
ctiv
e, a
cces
sible
, rel
iabl
e, q
uick
an
d tr
ansp
aren
t.
• Th
e St
ate
shou
ld p
ut in
pla
ce a
ce
ntra
lized
dat
a co
llect
ion
and
repo
rtin
g m
echa
nism
for
bank
s an
d m
oney
tra
nsfe
r or
gani
zatio
ns.
• Th
e ro
le o
f Zim
babw
ean
labo
ur m
igra
nts
in t
he
natio
nal e
cono
my
is st
reng
then
ed.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
inist
ry o
f M
acro
-Eco
nom
ic
Plan
ning
and
In
vest
men
t Pr
omot
ion
• M
oYA
SR
• M
oHTE
SITD
• IO
M
• Z
IMST
AT
• Re
serv
e Ba
nk o
f Z
imba
bwe
• Z
imba
bwe
Inve
stm
ent
Aut
horit
y
• Z
imba
bwe
Bank
ers
Ass
ocia
tion
• M
inist
ry o
f Ind
ustr
y an
d C
omm
erce
• Fi
nanc
ial s
ervi
ce p
rovi
ders
and
or
gani
zatio
ns s
houl
d fa
cilit
ate
the
inte
grat
ion
of lo
w-in
com
e ea
rner
s th
roug
h ch
eape
r re
mitt
ance
cha
nnel
s an
d in
vest
men
t op
port
uniti
es.
• In
crea
sed
inflo
w o
f re
mitt
ance
s an
d th
eir
prod
uctiv
e us
e.
• N
egot
iate
with
cou
ntrie
s of
des
tinat
ion
in fa
cilit
atin
g m
igra
nt w
orke
rs a
cces
s to
fin
anci
al s
ervi
ces.
• In
crea
sed
inflo
w o
f re
mitt
ance
s an
d th
eir
prod
uctiv
e us
e.
• Ea
sy a
cces
s to
fina
ncia
l lite
racy
for
mig
rant
wor
kers
.
• C
reat
e an
ena
blin
g en
viro
nmen
t fo
r m
axim
izin
g m
igra
nt s
avin
gs a
nd u
tiliz
atio
n of
rem
ittan
ces
for
prod
uctiv
e in
vest
men
t.
• I
mpr
ove
colle
ctio
n an
d qu
ality
of d
ata
on
rem
ittan
ces.
• Im
prov
ed s
avin
gs c
ultu
re
amon
g m
igra
nt w
orke
rs.
• Im
prov
ed s
avin
gs c
ultu
re
amon
g m
igra
nt w
orke
rs.
• C
reat
ion
of a
sol
id b
asis
for
futu
re p
olic
y op
tions
on
rem
ittan
ces.
• Sh
ort
to
med
ium
ter
m
(201
7– 20
20)
MoF
ED
25
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Ret
urn
and
rein
tegr
atio
n•
Mon
itor
and
faci
litat
e th
e re
turn
of
mig
rant
wor
kers
in c
oord
inat
ion
with
th
e ho
st c
ount
ry.
• C
oord
inat
e w
ith c
ount
ries
of d
estin
atio
n in
pro
vidi
ng in
form
atio
n ab
out
retu
rnee
s (b
oth
lega
l and
irre
gula
r m
igra
nts)
bef
ore
repa
tria
tion.
• Re
duce
the
soc
ial c
osts
re
late
d to
the
ret
urni
ng
labo
ur m
igra
nt a
nd fa
mily
le
ft be
hind
.
• Sh
ort
to
med
ium
ter
m
(202
0– 2
025)
• M
oPSL
SW•
ILO
• IO
M
• M
oHA
CH
• M
oFA
IT
• M
oFED
• M
oWA
CSM
ED
• Tr
ade
unio
ns
• C
SOs
• Ba
nks
• N
GO
s
• St
reng
then
em
ploy
men
t se
rvic
es in
re
nder
ing
coun
sellin
g an
d pl
acem
ent
serv
ices
for
the
retu
rn m
igra
nt w
orke
rs
in jo
bs s
uita
ble
to t
heir
skills
.
• D
evel
op a
nd d
issem
inat
e in
form
atio
n on
rei
nteg
ratio
n se
rvic
es p
rovi
ded
for
retu
rnin
g la
bour
mig
rant
s es
peci
ally
for
the
yout
h.
• En
rich
effec
tive
cont
ribut
ions
to
the
econ
omy
by w
ell-i
nfor
med
re
turn
ing
labo
ur m
igra
nts.
• Pr
ovid
e co
unse
lling
serv
ices
to
labo
ur
mig
rant
s pr
ior
to t
heir
depa
rtur
e an
d af
ter
thei
r re
turn
to
Zim
babw
e.
• Re
duce
the
soc
ial c
osts
re
late
d to
the
ret
urni
ng
labo
ur m
igra
nt a
nd fa
mily
le
ft be
hind
.
• Im
prov
e re
gist
ratio
n an
d m
onito
ring
syst
ems
for
retu
rnin
g m
igra
nt w
orke
rs a
t ar
rival
and
bor
der
chec
kpoi
nts.
• Im
prov
ed d
ata
colle
ctio
n on
ret
urn
labo
ur m
igra
nts.
• Pr
ovid
e an
d pr
omot
e in
cent
ives
for
mig
rant
sav
ings
and
inve
stm
ent,
acce
ss
to c
redi
t an
d en
trep
rene
uria
l/bus
ines
s de
velo
pmen
t.
• Pr
ovid
e an
d pr
omot
e in
cent
ives
for
the
retu
rn o
f tra
ined
/ski
lled
Zim
babw
eans
, e.
g. s
kills
exc
hang
e pr
ogra
mm
es a
nd
shor
t-te
rm h
ome
plac
emen
ts.
• En
rich
effec
tive
cont
ribut
ions
to
the
econ
omy
by r
etur
ning
la
bour
mig
rant
s th
roug
h jo
b cr
eatio
n, e
nter
prise
de
velo
pmen
t an
d fil
ling
in
of s
kills
gap
s in
the
cou
ntry
.
• Sh
ort
term
(2
020–
2023
)•
MoF
ED
• Pr
omot
e re
inte
grat
ion
pack
ages
tha
t in
clud
e th
e fo
llow
ing:
(a) L
oans
(b) C
ouns
ellin
g
(c) T
rain
ing
and
retr
aini
ng
(d) S
chol
arsh
ip
(e) E
ntre
pren
eurs
hip
• In
crea
sed
skills
and
te
chno
logy
tra
nsfe
r by
re
turn
ing
labo
ur m
igra
nts.
• Sh
ort
to m
ediu
m
term
• M
oPSL
SW
• Im
plem
ent
livel
ihoo
d co
mm
unity
de
velo
pmen
t pr
ojec
ts fo
r re
turn
ees
espe
cial
ly fo
r th
e m
ost
vuln
erab
le
grou
ps (s
uch
as w
omen
, you
th, p
hysic
ally
ch
alle
nged
and
peo
ple
livin
g w
ith H
IV
and
AID
S).
• Re
duce
the
soc
ial c
osts
re
late
d to
the
ret
urni
ng
labo
ur m
igra
nt a
nd fa
mily
le
ft be
hind
.
• Re
duce
the
soc
ial c
osts
re
late
d to
the
ret
urni
ng
labo
ur m
igra
nt a
nd fa
mily
le
ft be
hind
.
• Sh
ort
to
med
ium
ter
m
(202
0– 20
25)
• M
oPSL
SW
26
7. NATIONAL LABOUR MIGRATION POLICY MATRIX: STRATEGIC AREAS, POLICY OPTIONS, ACTION PLAN, EXPECTED OUTCOMES, TIME FRAME, KEY STAKEHOLDERS AND LEAD MINISTRIES
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Col
labo
rati
on
wit
h di
aspo
ras
• Su
ppor
t th
e ro
le o
f the
Zim
babw
e di
aspo
ra in
the
com
mun
ity fo
r na
tiona
l ec
onom
ic d
evel
opm
ent.
• Id
entif
y th
e di
aspo
ra c
omm
uniti
es
and
esta
blish
a d
atab
ase
to p
rom
ote
netw
orki
ng.
• Sy
stem
atic
eng
agem
ent
with
dia
spor
a m
ade
poss
ible
thr
ough
bet
ter
info
rmat
ion.
• Sh
ort
to
med
ium
ter
m
(201
7– 2
020)
• M
oFED
• M
oFA
IT
• M
oPSL
SW
• M
oHTE
SITD
• M
oYA
SR
• M
oFED
• M
oIC
• IO
M
• C
SOs
• St
reng
then
the
dia
spor
a as
a s
ourc
e of
de
velo
pmen
t su
ppor
t, te
chno
logy
and
sk
ills t
rans
fer
to t
he lo
cal e
cono
my.
• Th
e St
ate
shou
ld fo
ster
sys
tem
atic
and
su
stai
ned
dias
pora
-cen
tric
eng
agem
ent
stra
tegi
es.
• C
reat
e sy
nerg
ies
that
allo
w t
he d
iasp
ora
to e
xcha
nge
info
rmat
ion
easil
y w
ith
peop
le in
the
hom
e co
untr
y.
• Fo
ster
link
s be
twee
n lo
cal a
nd d
iasp
ora
prof
essio
nal a
ssoc
iatio
ns (s
uch
as
Zim
babw
e N
urse
s A
ssoc
iatio
n an
d U
nite
d K
ingd
om N
urse
s A
ssoc
iatio
n).
• Pr
omot
e th
e eff
ectiv
e us
e of
dia
spor
a’s
reso
urce
s (s
kills
and
fina
ncia
l) fo
r co
mm
unity
dev
elop
men
t.
• In
crea
sed
skills
and
te
chno
logy
tra
nsfe
r.
27
NATIONAL LABOUR MIGRATION POLICY FOR ZIMBABWE
Stra
tegi
c ar
eaPo
licy
opti
ons
Act
ion
plan
Expe
cted
out
com
esT
ime
fram
e (s
)Le
ad m
inis
try/
in
stit
utio
nK
ey s
take
hold
ers
Mig
rati
on d
ata
Com
preh
ensi
ve
info
rmat
ion
and
data
on
labo
ur
mig
rati
on
• St
reng
then
inst
itutio
ns r
espo
nsib
le fo
r co
llect
ion
and
anal
ysis
of in
form
atio
n an
d da
ta r
elat
ed t
o la
bour
mig
ratio
n.
• Re
gula
rly c
ondu
ct a
labo
ur fo
rce
surv
ey
that
incl
udes
a m
odul
e of
(lab
our)
m
igra
tion.
• D
evel
op a
n in
tegr
ated
labo
ur m
igra
tion
info
rmat
ion
syst
em t
hat
indi
cate
s th
e fo
llow
ing:
(a) C
lear
defi
nitio
ns o
n m
igra
nt
cate
gorie
s an
d m
igra
nt t
erm
s;
(b) P
rofil
es o
f mig
rant
s by
gen
der,
prof
essio
ns, c
ount
ry o
f des
tinat
ion
or o
rigin
, age
, dur
atio
n of
sta
y, w
ages
an
d sa
larie
s, w
orki
ng c
ondi
tions
, ex
perie
nces
and
com
pete
ncie
s; an
d
(c) E
xist
ing
jobs
at
hom
e an
d ab
road
.
• Po
licym
aker
s ha
ve r
elia
ble
gend
er d
isagg
rega
ted
data
an
d in
form
atio
n.
• Sh
ort
term
(2
020–
2023
)•
MoP
SLSW
• Z
IMST
AT
• M
oHA
CH
• Z
IMST
AT
• M
oFA
IT
• IO
M
• C
SOs
• M
oWA
CSM
ED
• U
N-W
omen
• Re
gula
r up
date
of t
he Z
imba
bwe
hum
an
capi
tal w
ebsit
e w
ith t
he fo
llow
ing
char
acte
ristic
s:
(a) J
ob-m
atch
ing
syst
em;
(b) D
atab
ase
of jo
b op
port
uniti
es
abro
ad;
(c)
Prac
tical
info
rmat
ion
abou
t de
stin
atio
n co
untr
ies
incl
udin
g ris
ks
invo
lved
;
(d) S
ectio
n on
bus
ines
s an
d in
vest
men
t op
port
uniti
es in
Zim
babw
e in
lia
ison
with
the
Nat
iona
l Man
pow
er
Adv
isory
Cou
ncil;
and
(e) M
ailin
g lis
t th
roug
h w
hich
the
Sta
te
can
cont
act
natio
nals
in t
he d
iasp
ora
on a
vol
unta
ry b
asis.
• Po
licym
aker
s ha
ve r
elia
ble
enge
nder
ed d
ata
and
info
rmat
ion.
• Sh
ort
term
(2
020–
2023
)•
MoH
TESI
TD
• St
reng
then
/cap
acita
te t
he m
igra
tion
depa
rtm
ent
at Z
IMST
AT.
• Re
liabl
e an
d up
-to-
date
da
ta t
o in
form
pol
icy.
• Sh
ort
term
(2
020–
2023
)•
ZIM
STAT
• St
reng
then
the
For
eign
Rec
ruitm
ent
Com
mitt
ee t
o pr
ovid
e da
ta o
n fo
reig
n w
orke
rs in
Zim
babw
e.
• Re
liabl
e an
d up
-to-
date
da
ta t
o in
form
pol
icy.
• Sh
ort
term
(2
020–
2023
)•
MoF
AIT
• D
evel
op a
n en
gend
ered
sys
tem
ized
regi
stra
tion
mec
hani
sms
at e
mba
ssie
s in
dica
ting
the
num
ber
of n
atio
nals
livin
g ab
road
in o
rder
to
prov
ide
them
with
th
e ne
cess
ary
assis
tanc
e.
• Re
liabl
e an
d up
-to-
date
da
ta t
o in
form
pol
icy.
• Sh
ort
term
(2
020–
2023
)
28
8. IMPLEMENTATION MECHANISM FOR THE ZIMBABWE LABOUR MIGRATION POLICY
8. IMPLEMENTATION MECHANISM FOR THE ZIMBABWE LABOUR MIGRATION POLICY
Address the coherence issues among the policies of concerned ministries with the technical backstopping from the Policy Implementation Cell.
This committee will comprise of various ministries concerned on labour migration.
Sub-Committee on Labour Migration
Policy Implementation Cell on Labour Migration
Working Group on Labour Migration
Offers technical backstopping to the Interministerial Coordination Committee on Labour Migration.
It monitors, evaluates and facilitates implementation of the National Labour Migration Policy.
Mobilize resources for implementation of the policy.
Comprises of various organizations and institutions dealing with labour migration issues, such as IOM, ILO, trade unions, specific CSOs, NGOs and media.
These bring on board all matters related to labour migration as it relate to their work and constituencies they come from.
They act as a source of new information and emerging issues or suggestions on improvements on current practices and procedures.
Ministry of Public Service, Labour and Social Welfare
9/F Kaguvi Building, P.O. Box CY 17, Causeway, Harare, ZimbabweTel.: +263 4 704085 / 703871 / 251288 / 251022 / 2511471 • Website: www.mpslsw.gov.zw