Online Reporter
Elliot Ziwira
Features & Supplements Editor
Today, as has been the case since 1889, workers across the world converge to celebrate International Workers’ Day, also known as May Day, amid wars, economic shocks and rapid technological shifts redefining what it means to work.
In this new normal, shaped by the rise of artificial intelligence, automation and platform economies, the worker appears increasingly exposed, as machines encroach on spaces once considered exclusively human terrain.
Across sectors, from banking halls to newsrooms and factory floors, artificial intelligence is no longer a distant concept, but a present reality. Tasks that once required human judgement are now executed by algorithms, often faster and at lower cost.
While this brings efficiency, it also unsettles traditional labour structures, placing pressure on wages, job security and skills relevance.
Yet, technology is only one part of the equation. Global conflicts; from Eastern Europe to the Middle East, continue to disrupt supply chains, fuel inflation and shrink economic opportunities.
Employers, grappling with rising costs and uncertain markets, are forced to rethink business models. In the process, workers often bear the brunt through stagnant wages, restructuring or job losses.
It is within this volatile matrix that the need for meaningful negotiation becomes imperative, obviously, not as a luxury, but as a necessity to secure the worker’s “daily bread” without crippling the employer.
The Government, as the largest employer in Zimbabwe, is expected to set the tone, and has always done so.
Through the National Joint Negotiating Council (NJNC), whose recently appointed negotiators’ mandate runs from 2026 to 2027 and consists of 17 members, the Government has continued to engage civil servants on conditions of service.
Recent years have seen incremental salary reviews, the introduction and adjustment of US dollar components, transport and housing allowances, as well as non-monetary incentives, such as duty-free vehicle schemes and residential stands, for certain categories of workers.
While these interventions have provided relief, they have not fully matched the rising cost of living, leaving room for further engagement. Negotiations remain ongoing, reflecting both the complexity of the economic environment and the necessity of sustained dialogue.
In contrast, parts of the private sector appear hesitant, sometimes delaying meaningful engagement, thereby placing the worker’s livelihood on a knife’s edge.
With so much at stake for both workers and employers, bargaining; where transparency and mutual respect prevail, becomes indispensable.
In exploring the spirit of bargaining, particularly collective bargaining, scholars and practitioners have offered various definitions. Though differing in presentation, they converge on one key point: bargaining is not an individual endeavour, but a collective process aimed at achieving agreement on issues affecting a group.
In a world where frustration, impatience and economic hardship easily boil over, collective bargaining offers a structured avenue for resolving disputes and aligning expectations.
In Zimbabwe, collective bargaining occurs at both national and local levels.
At the national level, umbrella bodies such as the Zimbabwe Congress of Trade Unions (ZCTU), the Zimbabwe Federation of Trade Unions and the Apex Council engage employer organisations and Government representatives to negotiate broad frameworks.
At the local level, workers’ committees interact directly with management to address workplace-specific issues.
When conducted in good faith, collective bargaining reduces conflict. Transparency is key. Employers who openly communicate challenges, such as rising production costs or currency volatility, are more likely to gain workers’ understanding.
Conversely, secrecy breeds suspicion. When workers feel deceived, they may revert to confrontational tactics, escalating tensions unnecessarily.
Management must recognise that a content workforce is more productive than a disgruntled one. Equally, workers must appreciate the constraints under which employers operate.
Even so, collective bargaining is not without its challenges. Negotiations can become heated, characterised by accusations, counter-accusations and, at times, intimidation.
This is particularly evident where economic pressures are acute or where the Government is a central player, given the scale of its workforce.
Threats, however, rarely yield sustainable solutions. They often deepen divisions, leaving both parties worse off.
Global conflicts and economic uncertainties further complicate the landscape. As nations prioritise security and recovery, resources become constrained, limiting what employers, including governments, can offer.
In such a context, realism and pragmatism must guide negotiations. Ultimately, as Zimbabwean workers join their counterparts worldwide in commemorating May Day this year, the enduring lesson is that negotiation is the cornerstone of survival in an ever-changing world of work.
Whether confronting the disruptive force of artificial intelligence, the ripple effects of global conflict, or domestic economic challenges, the path to securing “our daily bread” lies not in confrontation, but in constructive engagement.
Only through honest, inclusive and forward-looking bargaining can both labour and capital thrive in a world that is constantly reinventing itself.
