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Posts by Pondani Phiri


National Health Insurance Scheme (NHIS)

In 2018, Parliament passed the National Health Insurance Act No.2 of 2018 which established the National Health Insurance Scheme (NHIS) and the National Health Insurance Management Authority (NHIMA). ZFE, ZCTU and a number of other stakeholders, including the opposition political parties, made strong recommendations to either withdraw or improve the Bill, but Parliament passed it largely unchanged. ZFE and ZCTU then made efforts to prevent the operationalization of the Act. In this whole process ZFE was advocating for the Act to provide for both the Public and Private Sector Health Insurance Schemes so that employers who run private health insurance schemes for their employees could be allowed to continue with no additional obligation to making their employees belong to this Public Health Insurance Scheme and meeting additional costs. This is the practice in most countries where such a scheme exists. The Act in its present form does not provide for exemptions to those with private health schemes in place and as such it is a risk to a number of private sector health centres that will not be accredited by the Minister of Health as centres to provide health services to people that will be registered on the scheme. ZFE had also submitted that the Scheme should be managed through the National Pension Scheme Authority (NAPSA) in order to avoid spending huge sums of money on both infrastructure development and administrative expenses. This was also meant to make life easier for employers by way of remitting one payment into NAPSA that would include the Health Insurance Scheme amount.  The ZFE efforts in this matter included speaking with the President of the Republic, who encouraged his Minister of Health to speak with stakeholders. None of these efforts came to fruition as in September 2019, the Minister of Health promulgated the NHI Regulations through Statutory Instrument No. 63 of 2019. Given its long and as yet unsuccessful battle against this arbitrary and damaging scheme, ZFE will not engage in sensitizing its members on it. Read more……

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Dear Sir/Madam,


The Employment Code Act No. 3 of 2019 requires that An employer shall ensure that there exists in the undertaking an employment policy procedure , a health and wellness policy, harassment policy, performance management policy, an HIV and AIDS Policy, a grievance procedure and code of conduct. The Act further provides that an employer shall bring to the attention of each employee under the employer’s direction the policy.

In addition the Act has also included poor performance as one of the valid reasons for termination of employment relationship but this requires that the employee must be guided on his/her performance expectations/targets which the employer must assess in order to determine the performance of the employee.This process requires companies to formulate and effectively implement a sound performance Management system.

In view of the above, the Zambia Federation of Employers (ZFE) has lined up a number of  workshops  to  be  conducted  in order  to help  employers formulate  and effectively  implement  the  said Human Resource work place policies in line with the Act.

The first workshop the ZFE will be conducting is therefore, on Performance Management  from 28th  to 29th  November 2019 at Fringilla Lodge in Chisamba.

This workshop has been designed and will be delivered to enable would be participants effectively implement a Performance Management policy at their organisations and will deliver on the following components of performance management:  

1.         Performance and development planning – performance agreements which involves role defining, objective and target setting including Key Result Areas          ((KRAs) or Key Performance Indicators ( KPIs) , performance improvements, personal development and the use of the Balanced Scorecard. .

2.         Act : which involves carrying out the roles, implementing  performance improvement plans and implementation of personal development plans.

3.         Managing Performance through out the year : which involves monitoring performance, providing continuous feedback, providing coaching and dealing with under performance.

4.         Review Performance : which involves dialogue and feedback, agreeing on strengths and any areas of improvement, building on strengths a company is particularly strong in by

An Affiliate to International Organisation of Employers and a Partner to the International Labour Organisation)

identifying ways on how the company can make even greater use of them and conducting review meeting.

5.         Assessment methods : which involves rating that indicates the quality of performance or competence achieved or displayed by an employee by selecting the level on a scale that most closely corresponds with the view of the assessor on how well the individual has been doing.

6.         Awarding Performance and compensation management : which involves motivating and retaining staff, attracting talent, incentivizing performance, image building and building reward valued behavior.  

The Federation, therefore, wishes to invite your organization to nominate a participant/s to participate at this workshop. Click here to download the workshop documents.

Attached is a workshop profile and an application form which should be filled in and returned to the Secretariat on  or BEFORE or BY Monday 18th November 2019.  For more details please get in touch with Mildred Mukuma on  0211 295969 or Cell No.  0977825112.

Yours faithfully,



Harrington Chibanda


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