Zambia: New Immigration Law Brings Process Clarity but More Compliance Requirements

Strengthened immigration governance, coordination and oversight. The new immigration law expands the Immigration Department’s role to include policy coordination, collaboration across border agencies, the use of data systems, and a stronger focus on ethics and human rights. It also introduces dedicated immigration border guards and formalizes the Director General’s delegation of powers.  

Previously, the law provided immigration administration as processes in more general terms, with less clarity on responsibilities and limited emphasis on data, ethics or international cooperation. 

There is now greater clarity, consistency and predictability in immigration processes, enabling employers to plan and manage foreign talent more effectively while reducing administrative uncertainty and risk. 

Modernized work permit and business visa framework. The new immigration law introduces clearer, more structured work permit categories, including for:

• • employment permits (typically valid for up to two years); 
  • temporary employment permits (generally valid for up to six months); 
  • seasonal employment permits (generally valid for up to six months); and 
  • short-term work permits (valid for up to three months, with limited extensions). 

The law has also provided defined pathways for business visitors and introduced standard government processing times and formal processes to update work permit and visa conditions, while tightening rules on staying within the permitted duration.  

Previously, the work permit categories were less defined, and validities were at the discretion of immigration authorities.  

Employers benefit from clearer and more predictable options when hiring and transferring foreign nationals, making workforce planning and mobility decisions more efficient.  

The seasonal employment permit option will significantly ease labor shortages by allowing employers to tap into neighboring countries for seasonal labor. This provision is expected to enhance flexibility and contribute to economic growth in Zambia. 

New family reunification and dependency pathways. There are clearer and broader options for spouses and dependents, including pathways to longer-term stay, and greater emphasis on supporting family relocation. For example, the law has defined spouse and dependent permits to include elderly parents, dependents with disabilities and minor children. 

The previous law included family provisions, but they were less specific and lacked details, such as the age of a dependent who may be eligible for a dependent permit. 

Employers will be able to attract and retain foreign talent more effectively since it will now be easier to relocate employees with their spouses and dependents.

Clearer permanent residence and investor pathways. The new law defines the eligibility criteria for long-term employment permit holders seeking to become permanent residents and investors, establishes structured criteria and standard government processing times, and introduces clearer rules for maintaining residence status. For example, eligible investors and long-term employment permit holders must provide proof of lawful status and economic activity in the country. 

Previously, permanent residence qualification was based on the immigration authorities' discretion, with less transparent criteria. 

This provides greater certainty for employers in long-term workforce planning and supports the retention of key foreign talent through clearer and more predictable permanent residence pathways. 

Increased employer obligations. The new immigration law introduces clearer employer responsibilities, including verifying work authorization, reporting changes, and meeting certain cost obligations, supported by defined penalties.  

For example, employers:

• • are now required to notify the Immigration Department of a foreign national’s employment termination within 30 days of the termination; 
  • are responsible for the repatriation of the foreign national employee and associated costs;
  • are liable for a fine between ZMW 6,000-200,000 if they employ a foreign national without work authorization. 

Previously, the law imposed obligations, but they were less explicit and less actively enforced. 

Employers now face increased compliance obligations. 

Enforcement and compliance measures expanded. The new immigration law strengthens enforcement powers, introduces broader consequences for non-compliance, and introduces more structured oversight mechanisms such as inspections and the right to make arrests and seize property.  

The previous law focused more on deportation and had less developed enforcement tools. 

Employers should be prepared for increased audits and enforcement by maintaining accurate, up-to-date documentation and strengthening internal compliance processes.