By Fanuel Chinowaita
Security employers have approached the Labour Court challenging an arbitration award that ordered a 25 percent salary increase for security guards, alongside a 15 percent increase in allowances and the payment of salary arrears.
The Security Employers Association of Zimbabwe (SEAZ) and the Zimbabwe National Security Association (ZINSA) filed a notice of appeal against an award issued by arbitrator Sarah Mudimu on October 20, 2026.
The employers are seeking to overturn the ruling, arguing that the arbitrator exceeded her authority and imposed salary adjustments without sufficient evidence to justify the increases.
In their notice of appeal, the employers argue that the national minimum wage of US$150 does not apply to security industry employees because their salaries are regulated by a sector-specific Collective Bargaining Agreement (CBA).
They argue that the arbitrator “grossly erred and misdirected herself” by applying the national minimum wage prescribed under Statutory Instrument 186 of 2024 to security guards.
The employers further challenge the finding that the industry’s US$140 basic salary was inconsistent with the national minimum wage, arguing that it led to the wrong conclusion that security companies were underpaying their workers.
The appeal also targets the 25 percent salary increase awarded across all grades, effective January 1, 2026.
The employers argue that the arbitrator ordered the increase “without any evidentiary or comparative basis”.
They are also challenging the order requiring employers to pay salary arrears covering the period from November 22, 2024, to December 31, 2025.
According to the notice of appeal, the arbitrator acted “outside her terms of reference” by ordering the retrospective payment of wage differences.
The employers further argue that the arbitrator exceeded her authority by introducing new allowances into the industry’s collective bargaining agreement and ordering a 15 percent increase in allowances.
The contested award had ordered a minimum basic salary of US$150 per month, a 25 percent salary increase and a 15 percent adjustment in housing, transport and operational allowances.
Employers were also directed to settle accumulated wage arrears within 60 days.
However, SEAZ and ZINSA are asking the Labour Court to set aside the entire award and replace it with a two percent salary increase.
In the relief sought, the employers want the court to declare that “the claim for underpayment is hereby dismissed” and order that “the salaries of the employees in the security industry be and are hereby increased by 2%”.
They are also seeking an order stating that “no other remedy is relevant”.
The dispute follows a wage deadlock between security employers and workers’ representatives during negotiations for the 2026 salary structure.
The workers’ representatives had sought a substantially higher increase, arguing that security guards were earning wages below the national statutory minimum and facing severe economic hardship.
The employers, however, maintained that the industry was struggling with low liquidity, pressure from clients over service tariffs and competition from unregistered operators.
The appeal was filed on October 30, 2026.
The Labour Court is yet to determine the matter, meaning the filing of the appeal does not, by itself, overturn the arbitrator’s award.