TaxTami

Tax credits in Zimbabwe are direct reductions of tax liability granted for specific purposes or qualifying taxpayers. Unlike deductions which reduce taxable income, credits subtract from the final tax due, thereby lowering the income tax payable dollar-for-dollar. The legal basis is set in the Income Tax Act [Chapter 23:06] -- notably section 7(c) -- which allows certain credits, with details and rates specified in the Finance Act [Chapter 23:04] (the annual "charging Act"). In general, only individual taxpayers are eligible for these credits (companies and trusts do not get them). Credits are non-refundable -- they can reduce tax to zero but any excess is not paid out to the taxpayer. However, for some business credits (like those for hiring employees), unused credits may be carried forward to future years. All credits must be proven by the taxpayer with proper evidence to be claimed, and the burden of proof is on the claimant to satisfy the Commissioner that they qualify. We will examine each major tax credit available under Zimbabwean law -- their purpose, who qualifies, how they are calculated and claimed, relevant legal provisions, administrative processes, and any limitations -- with illustrative examples. We will also highlight recent changes from the Finance Acts and proposed 2026 Budget, discuss pertinent case law, and compare these credits to the treatment of disallowed deductions.

Under the PAYE (Pay As You Earn) system, certain credits are available to individual employees/taxpayers which directly reduce the PAYE or annual income tax they must pay. These personal credits are aimed at providing social welfare relief in specified circumstances -- for example due to age, disability, or medical expenditures -- thereby increasing the individual's disposable income. According to ZIMRA, the only personal credits currently provided are the elderly person's credit, blind person's credit, and disabled person's credit, along with credits for medical expenses and approved invalid appliances. Every resident individual taxpayer is automatically entitled to zero-rate a portion of income via the tax-free threshold, but beyond that threshold the above credits can further reduce the tax calculated. Employers can incorporate these credits into monthly PAYE computations for qualifying employees once the proper documentation or tax directive is obtained (e.g. for blindness or disability). Below we detail each of these personal credits.

Definition and Purpose: The elderly persons' credit is a fixed credit granted to taxpayers who have attained a specified senior age, designed to reduce their tax burden in recognition of potentially reduced earning capacity or higher living costs in old age. It is meant as a social safety measure to boost disposable income for seniors.

Who Qualifies: Any individual taxpayer aged 55 years or above at the beginning of the tax year qualifies for the elderly person's credit. The law requires the taxpayer to provide proof of age -- typically a national ID or birth certificate showing the date of birth -- when claiming this credit. Importantly, the person must be an ordinary resident of Zimbabwe during the year to claim the credit (non-residents generally cannot claim these personal credits).

Amount and Calculation: The credit amount is USD $900 per annum (equivalent to $75 per month) as set by the Finance Act 13 of 2023. If the period of assessment is less than 12 months (for example, if a taxpayer turns 55 partway through the year or dies partway through), the $900 annual credit is pro-rated to the portion of the year the individual qualified. For instance, if an individual turned 55 exactly halfway through the tax year, they would get about $450 credit for that year. The credit is applied against the individual's income tax liability. Example: Suppose an eligible 56-year-old taxpayer's annual tax calculation (after all deductions) comes to $1,200. The $900 elderly credit is deducted from this, reducing actual tax payable to $300. If the tax was lower than $900, the credit would only reduce it to zero with no refund of the excess.

Relevant Law: The elderly credit is provided for in Section 10 of the Finance Act [Chapter 23:04], which specifies a credit "for taxpayers over 55 years of age" in the amount of $900. This ties back to Income Tax Act section 7(c) which enables such credits. Recent Finance Acts have maintained the $900 level; there were no changes to the amount in the 2024 Finance Act and none proposed in the 2026 Budget specific to this credit (it has been stable due to being denominated in USD). However, the 2022 Budget did introduce an exemption (not a credit) for seniors on certain investment income (e.g. interest on financial instruments up to a limit), separate from this credit.

Administrative Aspects: To claim the elderly credit, an individual typically indicates their date of birth on their annual tax return or to their employer's payroll office. Employers will often require a copy of the ID to verify age and apply the credit in monthly PAYE calculations. If the credit is not fully utilized (say the person's income tax is less than $900), the unused portion cannot generate a refund but, in case of married couples, it can be transferred to a spouse. The law allows spouses to utilize each other's excess personal credits: if one spouse doesn't have enough tax to use the full $900, the remainder can reduce the other spouse's tax. Both spouses must file returns to facilitate this transfer. There are no other thresholds beyond age -- all those 55 or older qualify regardless of income level, and the credit does not phase out.

Example: Mr. M is 60 and ordinarily resident in Zimbabwe. In 2025 he earned a salary and investment income resulting in a tax liability of $1,500. Being over 55, he claims the $900 credit, cutting his tax to $600. Had his calculated tax been only $500, the credit would reduce it to $0 (he wouldn't get the extra $400 as a refund). If Mr. M's wife had little income and only $100 tax due, she could use part of Mr. M's unused credit if he didn't need the full amount -- for instance, if Mr. M's own tax was reduced to zero with $200 of credit unused, that $200 could apply to his wife's tax per the spouse transfer rules.

Definition and Purpose: The blind persons' credit is a tax credit granted to taxpayers who are visually impaired (legally blind). Its purpose is to offset some of the additional financial burdens that blind individuals may face and to recognize their reduced ability to earn income, thereby providing targeted relief.

Who Qualifies: Any taxpayer certified as legally blind by a specialist medical practitioner is entitled to this credit. "Blind" typically means having severe permanent visual impairment as defined by medical standards. The person must obtain medical proof specifying the degree of blindness from a registered specialist (ophthalmologist), and this must be submitted to ZIMRA. The taxpayer (or their employer on their behalf) then applies for a tax directive from ZIMRA confirming the eligibility for the blind credit. As with other personal credits, the individual should be a resident in Zimbabwe during the year to claim it (non-residents are not eligible). Notably, if both spouses are blind, each can qualify for the credit; one spouse's blindness does not preclude the other from also claiming if applicable. However, a blind person cannot also claim the separate disabled persons' credit -- blindness is handled by its own credit and is excluded from the other disability credit category.

Amount and Calculation: The blind person's credit is also USD $900 per annum (i.e. $75 per month). It is a flat amount, not dependent on income level or degree of blindness. Unlike the elderly credit, the blind credit is generally not apportioned by part-year; if a taxpayer is blind at any point in the tax year (and the condition is permanent), they receive the full year's credit. For example, if a taxpayer lost her sight mid-year and obtained the requisite medical certification, she would be entitled to the full $900 credit for that year (the law does not apportion it by months in this case). If the taxpayer's own tax liability is insufficient to utilize the entire $900, the unused portion can be transferred to their spouse's tax liability, similar to the elderly credit. This allows a married blind person to still benefit fully from the credit at the family level. The total credit claimed by a taxpayer cannot exceed their tax due -- any excess after spouse transfer is simply unutilized (no refund).

Relevant Law: The blind persons' credit is codified in Section 11 of the Finance Act, which provides a credit of the "specified amount" (currently $900) for a taxpayer who is blind. The accompanying proviso in the Act explicitly allows any unused portion to be applied to the spouse's tax. This credit amount and mechanism have remained consistent in recent Finance Acts. There were no changes to the quantum in the 2024 Finance Act, and the 2026 Budget did not announce any change to this credit.

Administrative Process: A blind taxpayer must secure a medical letter from a specialist doctor stating the nature and extent of blindness. This letter, along with an application, is submitted to the nearest ZIMRA office to obtain a Tax Credit Directive -- essentially an official authorization for the employer or taxpayer to apply the blind credit. Employers, once in receipt of the directive, will adjust the employee's PAYE such that $75 is credited each month against taxes due. Self-employed individuals or those filing annual returns will claim the credit on their income tax return, referencing the ZIMRA approval. As a safeguard, ZIMRA notes that a blind person cannot simultaneously claim the standard disabled persons' credit (to prevent double dipping). The credit, once approved, typically remains in force for future years as long as the blindness is permanent, though periodic confirmation may be required in practice.

Example: Mrs. B is a Zimbabwean resident who became legally blind due to illness. Her annual income tax before credits for 2025 is calculated at $1,200. After she provides the ophthalmologist's report and ZIMRA issues a directive, she (or her employer in PAYE) claims the $900 blind credit, reducing her tax to $300. If her husband had a tax bill of, say, $500 and Mrs. B's own $900 credit exceeded her tax, she could transfer the surplus to fully cover her husband's $500 tax as well. Both spouses would thus benefit from the one credit (up to the $900 total). If both Mrs. B and her husband were blind and each qualified for the credit, each would get $900 off their tax, which could significantly reduce their combined tax burden by $1,800.

Definition and Purpose: Separate from the blind-person credit, Zimbabwe provides a Disabled Persons' Tax Credit for individuals with other permanent substantial disabilities (physical or mental). This credit recognizes the extra costs and potential loss of income-earning ability that disabled persons (or their caretakers) face, and is intended to give financial relief to that segment of taxpayers. It covers disabilities excluding blindness (which, as noted, has its own credit).

Who Qualifies: A taxpayer qualifies if they are mentally or physically disabled to a "substantial" degree and the disability is of a permanent (or long-term) nature. The determination requires medical certification by a specialist doctor, confirming the nature and permanence of the disability. Temporary disabilities (e.g. injuries or illnesses expected to heal) do not qualify -- the condition must be expected to be enduring. This credit can also be claimed on behalf of a disabled child of the taxpayer: if a minor or dependent child has a qualifying disability, the parent can claim the credit (one credit per disabled child). In the case of a married couple with a disabled child, typically the father's tax is credited first, then the mother's for any excess credit, according to the Act. As with other personal credits, the taxpayer (or the child) should be ordinarily resident in Zimbabwe during the year for the credit to apply. Notably, a blind taxpayer would claim the blind credit instead, but a taxpayer who is e.g. wheelchair-bound or has another disability can claim this disabled persons' credit. A taxpayer who is not disabled themselves can still benefit if supporting a disabled spouse or minor child -- in such cases the credit is essentially transferred to the breadwinner supporting the disabled person.

Amount and Calculation: The mentally or physically disabled persons' credit is USD $900 per annum (the same monetary value as the other personal credits). It is a flat amount per qualifying person. Importantly, if a taxpayer has a disabled child, the law allows an additional $900 credit for each such child (claimed by the parent), effectively stacking credits per disabled dependent. In practice, the first $900 would be for the taxpayer (if the taxpayer is disabled) or for one disabled child, and if there are multiple disabled dependents, multiple credits can be claimed -- with the Act specifying that the credits for children are to be claimed by the father first, then mother, if both are taxpayers. There is no proportional reduction of this credit for part-year circumstances; even if the disability commenced during the year, the full $900 is available as long as the condition is established as permanent by the specialist. And like the blind credit, any portion not used by the disabled taxpayer (or by the parent claiming on behalf of a disabled child) can be transferred to their spouse to reduce the spouse's tax. However, one cannot claim more than the specified amount per individual -- e.g. a single person who is both blind and physically disabled still only gets one $900 credit, not two. If both spouses are disabled, each can get a $900 credit.

Relevant Law: This credit is provided for in Section 12 and 13 of the Finance Act (as amended). Section 12 covers the "invalid appliances and medical expenses credit" (discussed separately below), while Section 13 deals with "mentally or physically disabled persons' credit". Under Section 13(1), a credit of the specified amount is granted if it is proved to the Commissioner that the taxpayer is substantially disabled. Section 13(2) grants an additional credit for each child of the taxpayer who is disabled. Section 13(3) then allows any unused portion by one spouse to be deducted from the other spouse's tax. Section 13(4) explicitly denies the credit if the taxpayer was not ordinarily resident in Zimbabwe during the period. These provisions were updated over time, with the last major update in Act 3 of 2009 which set the credits in USD and clarified the transferability. The Finance (No.3) Act 2019 and Finance Act 2022 made no change to the amount, which remains $900. The 2026 Budget did not propose changes to this credit amount either.

Administrative Process: To claim the disabled persons' credit, medical evidence is crucial. The taxpayer must obtain a detailed letter or report from a qualified specialist physician attesting to the nature and degree of the disability. This letter should confirm that the disability is permanent (or of indefinite duration). The taxpayer (or their employer) then submits this to ZIMRA and applies for a tax credit directive similar to the process for blind persons. The ZIMRA directive, once issued, authorizes the credit. In a payroll system, the employer will input the start date of the disability directive, and the software (e.g. Belina Payroll) will automatically apply the monthly credit to reduce PAYE withholding. Self-employed individuals would include the claim in their annual return and attach the ZIMRA approval. One key point is that the credit is not apportioned by when in the year the disability arose -- even if someone became disabled mid-year and got the directive then, they still claim the full year credit. Taxpayers are advised not to delay; any credit unclaimed in a year cannot be carried backward or forward (credits are claimable only in the period they relate to). So, if for example a person became disabled in a prior year but failed to claim, they cannot retroactively get that credit in a later year. As always, proper documentation must be maintained in case ZIMRA audits the claim.

Definition and Purpose: In addition to the person-specific credits above, Zimbabwe's tax law grants a credit for certain medical expenses incurred by individuals. This includes costs of medical treatment, medicines, and specified invalid appliances (equipment for disabled or ill persons). The purpose is to provide relief for taxpayers (and their immediate families) who incur significant medical costs or need to purchase assistive devices due to health conditions. It serves as a social welfare incentive, encouraging taxpayers to spend on healthcare and support for the infirm without bearing the full tax cost.

Who Qualifies: Any individual taxpayer who is ordinarily resident in Zimbabwe and incurs qualifying medical expenses for themselves, their spouse or minor children can claim the medical expenses credit. (Expenses for other dependents like elderly parents generally do not qualify for this credit, as the law restricts it to the taxpayer, spouse and minor children.) Non-residents are not eligible for the medical expenses credit on things like consultations, drugs, and appliances. However, if a non-resident pays into a Zimbabwean medical aid society, those contributions are treated differently (they are allowable, essentially giving relief, whereas out-of-pocket expenses credit is only for residents). There is no means test or age restriction -- any resident individual with medical expenses can claim, but only unreimbursed expenses qualify. If the person has medical aid insurance that refunds the cost, that portion can't be claimed (since the taxpayer didn't ultimately bear the expense). In practice, taxpayers should retain receipts for doctor fees, hospital bills, prescription drugs, etc., and proof of payment, to support the credit.

What Expenses and Amounts: The credit covers two main categories: (a) medical aid contributions (premiums paid to a registered medical aid/insurance) and (b) other out-of-pocket medical expenses, which include doctor or dental fees, prescription medications, hospitalization costs, laboratory fees, ambulance charges, etc. It also covers costs of approved invalid appliances -- items like wheelchairs, prosthetic limbs, leg braces (calipers), crutches, hearing aids, prescription glasses/contact lenses, or modifications to home/vehicle for a disabled person. According to the Finance Act, 100% of medical aid contributions are allowable as a credit, and 50% of other qualifying medical expenses are allowable as a credit. In other words, the credit is 50 cents per dollar of medical costs (besides insurance premiums, which get full credit). The law actually specifies the formula as "one dollar credit for every two dollars paid" for medical expenses. For example, if in a year a taxpayer paid US$1,200 in hospital and medicine bills out-of-pocket, and also paid US$500 in medical aid premiums, the credit would be $600 (half of $1,200) plus $500 (full of the premiums) = $1,100 credit off their tax. There is no upper cap specified in the law -- the limitation is indirectly that one's tax liability can't go below zero and you can't get more credit than you spent. It's also worth noting that if a taxpayer is reimbursed by insurance or employer for an expense, that portion isn't eligible. The Income Tax Act provides that medical expenses covered by someone else cannot be claimed by the taxpayer (to prevent double benefit). The Finance Act also notes that certain types of payments, likely referring to contributions or foreign medical costs, might be excluded for non-residents. In summary, the law gives residents a 50% tax credit on most medical expenditures and a 100% credit on medical insurance premiums. Recent Finance Acts have kept these rates stable. The 2026 Budget proposals did not suggest changes to the structure of the medical credit, although there has been discussion in some jurisdictions about phasing out medical credits; as of the latest Finance Act (No. 13 of 2023) the credit remains in force.

Administrative and Claiming Process: Taxpayers claim the medical expenses credit on their annual income tax return by listing total qualifying medical costs incurred for the year. Employers do not typically adjust PAYE each month for medical credits unless a specific directive is issued (usually the credits for medical expenses are handled at year-end, not in payroll). However, some employers may assist employees by factoring known monthly medical aid contributions into PAYE calculations under a tax directive. For example, if an employee submits proof of monthly medical aid premiums, a directive might allow the employer to give the full credit for those in real-time. Generally though, the taxpayer retains receipts and at year-end aggregates all qualifying expenses. ZIMRA may require supporting documents (receipts, invoices, proof of payment, medical aid certificates of contributions, etc.) to substantiate the claim, especially if amounts are large. One must also attach a schedule or computation showing how the credit was arrived at (e.g. "Medical aid contributions $X (100%), other medical costs $Y at 50% = credit of $X + Y/2"). Importantly, non-residents cannot claim the credit on appliances/fees/drugs at all, and even residents cannot claim for dependents other than spouse and minor children. Also, the credit applies only to expenses paid in that tax year. If a bill was unpaid or carried by someone else, it's not the taxpayer's expense.

Example: Sarah is a resident taxpayer who in 2025 paid $800 in medical aid contributions for herself and family, $1,000 in doctor and dentist bills, and $400 on medications and hospital fees after reimbursements. She keeps all receipts. On her tax return, she claims a medical expenses credit as follows: medical aid $800 (100% credit) + other expenses $1,400 (doctor + hospital + meds) at 50% = $700. Total credit = $800 + $700 = $1,500. If her initial tax on income was $2,500, this credit slashes it to $1,000. If her initial tax was only $1,200, the credit would reduce it to $0, but the excess $300 credit would not be refunded or carried forward (credits can only reduce current year tax to nil). Note that had Sarah been on a medical aid that reimbursed some of those expenses, she would only claim the portion she actually paid net of reimbursement. Also, if Sarah were a non-resident, she would not be allowed this credit at all -- Zimbabwe restricts it to residents to prevent abuse by expatriates who might have home-country medical coverage.

Invalid appliances example: David, a taxpayer, buys a wheelchair for his disabled child for $600. This qualifies as an "invalid appliance." He also spent $200 on prescription glasses for himself. These are regarded as medical expenses; thus David can claim 50% of $800 = $400 as a credit in addition to any other credits he has. ZIMRA specifically lists wheelchairs, artificial limbs, leg calipers, crutches, modifications to vehicles or home (like special bathroom fittings), and prescription spectacles or contact lenses as examples of qualifying invalid appliances. All these fall under the 50% credit rule. If David's wheelchair expense was partly covered by a donor or insurer, he can only claim the portion he paid.

Limitations: There is no maximum cap in law, but practical limitations exist. If a taxpayer has very high medical expenses that generate a credit larger than their tax, the credit is limited to reducing their tax to zero (no refund). Unlike corporate employment credits, excess medical credits cannot be carried forward to the next year -- they lapse. Additionally, one cannot double benefit: these medical expenses cannot also be claimed as a normal tax deduction from income -- they are explicitly handled via credit. In fact, medical and private expenses are generally non-deductible in computing taxable income; the credit is the only tax relief mechanism for them. Thus, this credit is a special concession carving out an exception to the normal rule that personal living expenses (like health costs) are not tax-deductible.

In order to avoid taxing the same income twice (once in a foreign country and again in Zimbabwe), Zimbabwe's tax law provides credits for foreign taxes paid on foreign-sourced income included in the taxpayer's Zimbabwean taxable income. This is known as double taxation relief. The relief can arise either through a Double Taxation Agreement (DTA) with the foreign country or via unilateral relief granted by Zimbabwe's statutes where no treaty exists.

Foreign Tax Credit under Tax Treaties: When Zimbabwe has a DTA with another country, the treaty often specifies the method of relieving double tax -- commonly the credit method. Income Tax Act Section 92 provides that if, under a DTA, foreign tax on certain income is to be allowed as a credit against Zimbabwean tax, then Zimbabwe will reduce its tax by the credit amount. In essence, Zimbabwe will tax the income but give a credit for the foreign tax paid, up to a limit. The maximum credit is typically the Zimbabwean tax attributable to that foreign income. Section 92(3)(a) contains a formula to ensure the credit does not exceed the proportionate Zimbabwean tax on the foreign income. For example, if a Zimbabwean resident earns business income of US$10,000 in Country X and pays US$2,000 tax there, and that income is also taxable in Zimbabwe at 25%, Zimbabwe's tax on that income would be $2,500. Under a treaty credit method, Zimbabwe would allow a credit of $2,000 (the foreign tax), so the net tax payable to ZIMRA on that income would be $500. If the foreign tax had been higher than Zimbabwe's (say $3,000 on that $10,000), the credit would be capped at $2,500 (Zimbabwe's 25% on that income) -- Zimbabwe wouldn't refund the difference. This principle is explicitly in the law: the credit cannot exceed the Zimbabwean tax liability on the foreign income. In treaty situations, usually the foreign tax credit is limited to the lower of foreign tax or Zimbabwean tax on the same income. As a specific case, Zimbabwe taxes foreign dividends from subsidiaries at a flat 20%; if foreign withholding tax was, say, 10%, Zimbabwe would tax the dividend and then allow a credit up to 20% (which effectively means the 10% is credited and the Zimbabwean taxpayer pays the remaining 10% to reach the 20% total). This aligns with treaty rates that often reduce withholding taxes to 10% or less.

Unilateral Foreign Tax Credit (no treaty): If income is from a country with which Zimbabwe does not have a DTA, Section 93 of the Income Tax Act provides unilateral relief. In such cases, if a Zimbabwean resident has income from a foreign country and has paid foreign income tax on that same income, Zimbabwe will also grant a credit for the foreign tax paid, computed as if the treaty formula in Section 92(3) applies. In other words, Zimbabwe will reduce its tax on that foreign income by the amount of foreign tax, up to the Zimbabwean tax that would otherwise be due. The taxpayer must prove to the Commissioner that foreign tax was paid on that income (usually by providing foreign tax assessment or withholding tax certificates) and request the relief. This relief is sometimes called unilateral double taxation relief. For example, suppose a Zimbabwean consultant worked in a country with no DTA and earned income that was taxed 15% there, and Zimbabwe also treats it as taxable. Zimbabwe's tax might be 25% on that income; on say $1000 of such income, Zimbabwe tax is $250. With Section 93 relief, Zimbabwe would credit the $150 foreign tax against the $250, leaving $100 to pay to ZIMRA. If the foreign tax was equal or higher than Zimbabwe's, Zimbabwe tax would be reduced to zero but Zimbabwe would not refund any excess foreign tax. It's important to note the credit is only given for foreign income taxes, not for foreign penalties or other taxes. Also, certain foreign-source incomes that are actually exempt in Zimbabwe (due to source rules or specific exemptions) would not need a credit because they wouldn't be taxed again in Zimbabwe at all (relief is only needed if Zimbabwe is taxing it).

Who Qualifies: Both individuals and companies resident in Zimbabwe can claim foreign tax credits for taxes on income that is taxable in Zimbabwe. The taxpayer must be resident or ordinarily resident in Zimbabwe to get credit for foreign tax on foreign income, because non-residents are typically only taxed on Zimbabwe-source income and foreign income of non-residents isn't taxed in Zimbabwe in the first place. There's a special scenario addressed in Section 93: even a non-resident who has Zimbabwe-source income and paid tax to another country on that income (perhaps due to a source conflict) could claim relief, but this is rare. In practice, Zimbabwe's system is source-based, so foreign income of residents is taxable (with credit for foreign tax), whereas foreign income of non-residents is not taxed by Zimbabwe (so no credit needed).

Administrative Process: To claim a foreign tax credit, the taxpayer should complete the foreign income tax credit (FITC) section on their return. They need to provide details: the country, nature of income, gross amount, foreign tax paid, and applicable DTA article if any. Documentation like foreign tax certificates, receipts or tax assessment notices should be kept and often submitted upon request. ZIMRA will verify the claim against the formula. If the foreign tax is in a foreign currency, it needs to be converted to the Zimbabwean currency equivalent (at official exchange rates) for credit calculation. Often, ZIMRA applies the credit by comparing effective tax rates. For example, if foreign tax rate was 10% and Zim's is 25%, the credit is 10/25 of the Zimbabwean tax on that income (which equates to credit equal to foreign tax paid). If foreign rate exceeds Zimbabwe's, the credit is capped at 100% of Zimbabwe tax on that income. Excess foreign tax credits (where foreign tax > Zim tax on that income) cannot be applied to other income -- each source country's income is usually handled separately (no cross-crediting between different income streams unless treaty aggregates). The law also allows adjustments: Section 92(3) and Section 92(4) allow that if the foreign tax paid is adjusted later (refund or additional assessment abroad), Zimbabwe can adjust its credit and tax accordingly, even reopening assessments to do so. So taxpayers must notify ZIMRA of any foreign tax changes.

Case Law: There haven't been prominent published court cases solely about denying foreign tax credits in Zimbabwe, likely because the rules are straightforward. However, disputes can arise if ZIMRA challenges whether the foreign levy was actually an "income tax" covered by the relief, or if the taxpayer fails to provide proof. Zimbabwean courts would likely follow the statute closely: relief is a matter of law, not discretion, if conditions are met. A general principle reaffirmed by the courts (and the Income Tax Act itself) is that the taxpayer must claim and prove entitlement to any credit. If, say, a taxpayer didn't have official evidence of foreign tax paid, ZIMRA could disallow the credit, and the onus in any objection or appeal would be on the taxpayer to substantiate the payment. In practice, it's advised to keep all tax certificates from foreign revenue authorities to defend the claim.

Zimbabwe's approach to foreign tax credits is to prevent double taxation but not to subsidize foreign taxes beyond its own rates. This is consistent with international norms and ensures Zimbabwe remains an attractive investment destination by avoiding punitive double tax on cross-border income.

Zimbabwe has introduced certain tax credits via recent Finance Acts to stimulate economic activity -- particularly focusing on employment of specific groups and potentially other investments. While many investment incentives in Zimbabwe take the form of tax holidays, reduced tax rates, or accelerated depreciation (allowances) rather than credits, there are notable tax credits aimed at employers who meet certain criteria. Two significant credits in this category are the Youth Employment Tax Credit and the Disabled Persons Employment Tax Credit. These are available to businesses (including companies, trusts, or sole traders in trade) as opposed to individuals for personal relief. We also discuss any other credit-like incentives related to targeted industries or exports, though these are often structured as rate reductions or exemptions rather than credits.

Purpose: The Youth Employment Tax Incentive (YETI) is a tax credit for employers who hire young job-seekers, aimed at stimulating job creation for youth in Zimbabwe. Introduced by Finance Act No. 3 of 2019, its policy goal is to tackle high youth unemployment by encouraging companies to take on additional employees under the age of 30. The credit reduces the employer's tax, effectively subsidizing the cost of hiring young workers.

Who Qualifies: A "qualifying taxpayer" -- which can be a company, trust, or sole trader engaged in trade or investment -- that employs an additional young employee (30 years old or less) during the year qualifies for the credit. "Additional employee" means the employee headcount has increased -- the credit is not given for simply replacing an employee or hiring for a position that already existed; it must be a net new job created. The employee must be age 30 or below at time of hiring. Certain types of employees are excluded: anyone hired as a trainee, apprentice, or intern does not count for the credit, nor does a managerial employee (which includes supervisors). So the intent is to reward hiring of junior staff, not to subsidize adding high-level staff or routine trainee programs. There is also an exclusion for larger businesses: taxpayers with annual turnover of US$1 million or more cannot claim the youth employment credit. This restriction focuses the incentive on small to medium enterprises, presumably on the rationale that large companies might hire youth anyway and don't need a subsidy, or to control the cost of the incentive. Additionally, the employer must be registered and tax-compliant with ZIMRA to claim the credit. All tax returns should be up to date and taxes paid (or an approved payment plan in good standing) for the prior year. If an employer has tax arrears or non-compliance issues, they would not be granted the credit.

Amount and Calculation: Originally, the credit was set at ZWL $500 per month for each qualifying additional youth employee, up to a maximum of ZWL $6,000 per employee per year, with an overall cap per employer (the Finance Act 2019 figures). This was later adjusted for inflation. As of Finance Act 13 of 2023, the credit is effectively pegged at USD $50 per month per young employee, with a maximum aggregate of $2,250 per year for all such employees per employer. In local currency terms, in early 2022 it was cited as ZWL $1,500 per month per youth and ZWL $180,000 annual cap, which at the official rate corresponded roughly to US$50 and US$2,250. In simple terms, an employer gets a $50 tax credit for each month a new youth hire is employed, and can accumulate that through the year but with a ceiling of $2,250 total credit in one year (which would equate to 45 employee-months, i.e. perhaps 3-4 sustained new jobs). If an employer hires more young people, they can only claim up to that annual cap (the cap was likely introduced to prevent an employer from hiring a large number of youths and getting an unbounded credit). The Finance Act and ZIMRA guidance confirm no cash refund is given if the credit exceeds the tax payable; instead, any excess credit can be carried forward to the next year's tax or added to an assessed loss. This ensures the credit is utilized only against actual tax liability over time.

Recent Changes: The 2022 National Budget explicitly introduced (or re-emphasized) this credit of USD $50 per month, max $2,250/year, effective 1 January 2022 -- which aligns with the figures above. It appears this converted the incentive to USD terms amid currency changes. Looking ahead, the 2026 Budget has proposed to increase the youth employment credit significantly as part of broader economic measures. In incentives aimed at Business Process Outsourcing (BPO) sector, the government proposed a USD $1,500 per employee annual tax credit under the youth employment scheme. This suggests the monthly credit might effectively triple (from $50 to $125 per month per youth) at least for certain industries or possibly across the board. The phrasing implies for companies in the BPO/KPO sector, hiring new youth could yield $1,500 credit per year (which is $125/month). It's not entirely clear if this higher amount will apply generally or only for those special sectors, but it reflects an intention to make the incentive more impactful. As of the budget announcement (November 2025), this was a proposal to be effected by the Finance Bill for 2026. We should cite that this is a proposed change, not yet law.

How and When Claimed: An important condition is that the credit can only be claimed after the young employee has served 12 consecutive months with the employer. In other words, the employee must be retained for at least a year continuously. This prevents firms from hiring youths for a few months just to get credits and then laying them off. For an employee hired part way through a tax year, the credit actually becomes claimable in the next year once they complete 12 months. ZIMRA clarifies that if the youth is not hired on January 1, the credit for that hire is only claimable in the following year of assessment. Employers can factor the credit into their Quarterly Payment Dates (QPDs) calculations and the final self-assessment, meaning they do not need pre-approval beyond meeting conditions -- they can offset the credit when computing estimated taxes due. However, they must be able to substantiate the claim if audited (i.e. show that the qualifying employees were hired, give their IDs to prove age, show payroll records proving 12-month employment and salary above minimum, etc.). Another requirement is that the qualifying new youth employee must earn at least ZWL $2,000 per month (per the initial rules). This was a floor salary to ensure these are meaningful employment, not token hires. $2,000 ZWL was a very low threshold in absolute terms (likely to be updated as currency values shift), basically ensuring the person is not an unpaid intern.

Limitations: Aside from the turnover limit (can't claim if business turnover ≥ $1 million) and excluded employee categories, the credit is limited to the first 12 months of employment of a qualifying youth. After an employee has been with the company beyond a year, the credit for that individual stops (it does not continue for that employee in subsequent years). It is thus an incentive to hire (and perhaps an initial training subsidy), but not a perpetual wage subsidy. The aggregate cap of $2,250 per year means even if a company hires, say, 10 youths, it cannot claim $50*12*10 = $6,000; it would be capped at $2,250 that year, forcing either prioritization or simply capping benefit. However, if the company continues to grow, it could claim again in following years for new batches of hires (each year's new hires that complete a year will trigger credits, subject to the annual cap each year). If the company ends up in a tax loss position, the law allows adding the credit to the assessed loss to carry forward, so the benefit isn't lost -- it can offset future profits' tax. Importantly, an anti-abuse measure is in place: companies cannot get a refund if credit exceeds tax, they can only carry it forward.

Example: XYZ Pvt Ltd had 5 employees and hires 2 additional young employees (aged 24 and 28) in March 2024, increasing its headcount to 7. It keeps them employed through March 2025 and beyond. XYZ is a small company with turnover $500k, tax compliant. It qualifies for YETI. Each of those 2 new employees, once they reach 12 months in March 2025, makes XYZ eligible for $50 x 12 = $600 credit (per employee). That's $1,200 total. However, the Finance Act's cap per year for XYZ is $2,250, so $1,200 is within the cap. XYZ will claim $1,200 against its 2025 income tax liability. If XYZ's tax for 2025 was say $5,000, it uses the credit and pays only $3,800. If its tax was only $1,000, the credit would reduce it to zero and the remaining $200 credit would carry forward to 2026 (as part of a tax loss or as a standalone credit carryforward). Now in 2025, suppose XYZ hires 3 more youths in July 2025. Those will complete 12 months in July 2026, meaning a credit claim in 2026's return. If by then the Budget 2026 change to $125/month is law for BPO and XYZ is a BPO company, and assuming it qualifies, it could claim $125*12 = $1,500 each for those 3, but capped at $... (likely the cap would also be raised or removed for targeted sector). This example shows how timing and caps work. Also, if one of the originally hired youths left after 8 months, XYZ would not get any credit for that person because the 12-month condition failed.

Legal Reference: This credit is legislated in Section 13A of the Finance Act [Chapter 23:04]. That section defines the youth employment credit and its conditions. The 2019 Finance Act No. 3 created it, and subsequent amendments (e.g. Act 7 of 2021, Act 10 of 2022) tweaked some conditions (like removing paragraph (d) which might have been the turnover threshold or other detail). The Budget statements (2022 and 2025) also outline the policy changes. ZIMRA's public guidance confirms Section 13A details and serves as a reference for taxpayers.

Case Law or Issues: There isn't specific case law reported on the youth credit yet, likely because it's relatively new. One could imagine disputes if ZIMRA finds an employer claiming the credit without truly adding jobs (e.g., misclassifying an older employee as 30 or under, or claiming for someone hired then quickly terminated). If such scenarios occurred, ZIMRA would disallow the credit and possibly levy penalties for false statements. The law places the onus on the employer to only claim after 12 months of employment have passed -- so an employer must be careful to follow that. Should there be a disagreement (for instance, whether an employee is "additional" or just a replacement), it might go to objection. A prudent practice is to keep records of staff count before and after hires, and maybe notify ZIMRA if uncertain. In one hypothetical dispute, an employer might argue that even if a youth replaced a retired employee, the role was "additional" to youth employment -- but likely ZIMRA would deny it as not a net increase. No known court ruling is public on this, so adherence to the literal provisions is advised.

Purpose: This credit, introduced effective 1 January 2022, is an incentive for employers to hire physically disabled persons. The rationale is to encourage inclusion of people with disabilities in the workforce by offsetting some of the cost or perceived risk to employers. It aligns with social policy goals of improving employment opportunities for the physically challenged.

Who Qualifies: A "qualifying taxpayer" (any registered business or individual in trade) that employs a physically disabled person as an additional employee can claim this credit. The definition of "physically disabled person" in the Finance Act is someone with a medically ascertainable physical condition or impairment that substantially limits daily activities compared to an unimpaired person. This likely covers mobility impairments, amputations, significant sensory impairments (though blindness is physical but has its own separate individual credit; however for employment purposes, a blind person employed could arguably count here since it says physical condition or impairment). The disability must be certified by a Government medical officer or relevant medical practitioner -- the employer needs to obtain satisfactory proof of disability at the time of claiming the credit. Typically this would be a medical report from a government hospital doctor confirming the nature of the disability. The employer must comply with this documentation requirement. Other conditions mirror the youth credit: the employer must be tax registered and fully tax-compliant in the prior year, and the disabled employee must be hired for at least 12 consecutive months before the credit is claimed. The scheme likely also requires that this is an additional position (the law text suggests it's for each additional physically challenged employee) and not replacing someone. There is no turnover cap mentioned for this credit in the summary, so it appears even larger companies can claim it (encouraging disability inclusion across the board). Similar to the youth credit, trainees/interns wouldn't count, and the employee must be on NSSA (social security) and the employer in compliance with NSSA regulations too. The NSSA requirement ensures that the employment is formal and the disabled worker is getting social security coverage.

Amount and Limits: The credit is USD $50 per month for each additional disabled employee, up to a maximum of $2,250 per year per employer. These figures mirror the youth credit structure. In fact, Finance Act section 13B (the disabled employment credit) likely set the same $50/month, $2,250 annual cap, which in local currency was given as "US$50 (or ZWL equivalent) per month, max US$2,250 per year". So if an employer hires one disabled person and keeps them employed the whole year, they get $600 credit for that year. If they hire multiple disabled persons, they could in theory get $600 each, but the total claimed cannot exceed $2,250 in one year (which is enough for 3.75 employees-worth of credit). Thus practically it covers up to 3 employees (since you can't have .75). If an employer hires 5 disabled persons, they'd still be capped at $2,250 credit for the year. Also, similarly to the youth credit, the law states the credit is not refundable; excess is carried forward to next year if it exceeds the tax or if the company is in a loss.

How Claimed: The employer can claim the credit in their self-assessment return by deducting it from the income tax payable. It can also factor into provisional tax (QPD) estimates for the year once they know they qualify. No special pre-approval needed beyond having the supporting medical report and ensuring the 12-month employment condition is met. The credit for a disabled employee who is hired partway through a year will be claimed only after that person completes 12 months -- effectively in the next year's tax. So, as ZIMRA notes, unless the disabled person is hired on January 1, the credit is only claimable in the following year of assessment. If hired on January 1 and works through December 31, the credit can be claimed for that year.

Conditions and Compliance: The employer must provide a medical report from a Government hospital verifying the employee's disability. They also need to ensure all relevant labor and NSSA obligations are met (so that this isn't an exploitative or informal arrangement). The credit can only be taken after a full year's employment; if the employee leaves or is terminated before 12 months, no credit (even for partial period) can be claimed. This encourages stable employment rather than short-term hires. Also, like other credits, no double counting: if the same employee qualifies for youth (under 30) and disabled, arguably the employer cannot claim both credits for the same person -- the legislation doesn't explicitly state this scenario, but since both are $50/month and have combined caps, an employer might try to claim both. Likely ZIMRA would say either one or the other (whichever is applicable, probably the disabled credit would take precedence as it wasn't limited by company size, and possibly they'd still be subject to the one cap total). The safe approach would be to treat the credits distinctly per category but note the cap is separate for each section in the Act (if the law intended a combined cap or exclusion, it might mention it; absent that, it's conceivable an SME hiring a disabled youth could claim under one category, but not double up).

Recent Developments: This credit was new in 2022, so no major changes yet. The 2026 Budget did not highlight changes to it, aside from a general push for inclusive growth. It remains at $50/month per disabled hire. No special higher amount was announced like for youth in BPO. However, the fact that it was introduced recently shows government commitment to supporting disabled workers' integration. We should mention Section 13B of Finance Act [Chapter 23:04] is the legal reference that covers this credit (inserting by Act 7 of 2021 or Act 10 of 2022).

Example: ABC Co. hires a new employee who is an amputee (lost a leg) on April 1, 2022. The company has never employed a disabled person before. ABC obtains a medical report from Parirenyatwa Hospital confirming the permanent impairment. The employee works continuously through March 31, 2023 (12 months). ABC Co. is small and tax compliant. In its tax return for year ended 2023, ABC claims a credit of $50 × 12 = $600 for that employee. If ABC had also hired another disabled person on July 1, 2022, the second person would complete 12 months on June 30, 2023, so ABC would claim their $600 credit in the 2023/24 tax year. But suppose in 2023 ABC's total tax liability was only $400. The $600 credit would wipe out the $400 (no tax due) and the remaining $200 of credit would be carried to 2024 as part of an assessed loss or credit carryover. If ABC had hired say 5 disabled employees and kept them all year, the theoretical credit would be $600×5 = $3,000, but the law caps it at $2,250 for the year, so ABC would only take $2,250 credit (assuming they had at least that much tax to absorb it). The excess beyond the cap simply cannot be claimed. If ABC didn't owe that much tax, the unused portion carries forward, but still subject to the cap usage per year.

Legal Reference: Section 13B of the Finance Act covers the Tax Credit for employment of physically disabled persons. It stipulates the definitions, the $50 per month rate, the $2,250 cap, and the requirements like NSSA compliance and medical proof. The 2022 Finance Act (No. 7 of 2021, which was for 2022 budget) inserted this section. ZIMRA's official "Tax Credit for Employment of Physically Disabled Persons" news release (Tax Corner, 2022) is a key source explaining it.

Case Law Considerations: As this credit is new, no specific disputes have reached the courts yet publicly. However, it's possible to anticipate a scenario: if an employer claims the credit but an audit finds the medical report was not from a government hospital or the disability was not as severe as claimed, ZIMRA would disqualify the credit. The requirement for a Government hospital-issued report is notable -- presumably to ensure authenticity. An employer might argue if they had a private doctor's report; the law specifically says "by a medical practitioner employed in a Government hospital", which is strict. So non-compliance there would lose the credit. Another scenario is if an employer had an existing disabled employee hired before the law came in -- could they claim when the law started? The wording "additional employee during the year of assessment" implies it's only for new hires after the effective date. If someone was hired in 2020 and still employed in 2022, they wouldn't count because they weren't "additional during that year" (the company's headcount didn't increase due to them in 2022). Only increments count. This might not be widely understood initially, but it aligns with how the youth credit works. We expect ZIMRA to enforce that interpretation (it's about encouraging net new hiring). Thus, companies cannot claim credits for disabled staff they already had before the incentive. No known litigation on that, likely clarified administratively.

While Zimbabwe historically experimented with export tax credits in the late 1980s (such as a credit equal to a percentage of export value to incentivize exports), the modern tax framework has largely moved to other forms of export incentives. Direct export tax credits are not a prominent feature currently; instead, exporters benefit from reduced tax rates and exemptions. For example, manufacturing companies that export a significant portion of their output are taxed at reduced income tax rates (20%, 17.5%, or 15% depending on export percentage) rather than the standard 25% -- effectively a tax reduction incentive rather than a post-calculation credit. Additionally, Special Economic Zones (SEZs) offer complete tax holidays or 0% tax for initial years and then a lower flat tax (15%) for companies operating in those zones and exporting. These are structurally different from credits because they alter the tax rate or base upfront.

However, since the question asks to cover credits under Finance Acts including exporter-related and special zones, we will describe any credit-like provisions:

Historical Export Credit: In the late 1980s, Zimbabwe had an export incentive scheme where an export tax credit of perhaps 7% of export value was given, later reduced to 5%. This was aimed at boosting exports by effectively rebating some tax proportional to export revenue. Exporters could thus reduce their income tax by that percentage of their export earnings. This credit, however, was subject to misuse risks (for example, over-invoicing exports to get larger credits). By the 1990s, facing revenue pressures and advice from economic reforms, Zimbabwe scaled back or abolished the generalized export credit. Instead, targeted incentives and the managed exchange rate regime took on the role of encouraging exports (such as export retention schemes by the central bank rather than tax credits). Today, no general export tax credit exists in the Income Tax Act or Finance Act. Exporters instead use the reduced tax rates if they qualify as manufacturers exporting >30% of output, or benefit from VAT zero-rating on exports (indirect tax relief), or from special capital allowances if in export processing zones.

Special Economic Zones and Targeted Industries: The Finance Act and various budget measures have provided special tax incentives for certain industries and geographical areas. For instance, the Special Economic Zones (SEZ) Act and Finance Act 2017 provided that companies approved in SEZs get 0% corporate tax for the first 5 years of operation and 15% thereafter, exemption from certain withholding taxes (like on dividends and royalties), plus customs duty and VAT relief on capital equipment. These are effectively tax expenditures but not structured as credits -- they're exemptions or reduced rates given outright. Similarly, certain priority sectors like agriculture, mining, energy, tourism have special deductions (like farm works deductions, accelerated wear and tear) and initial allowances (e.g. 25% Special Initial Allowance each year for 4 years) to encourage investment. Those allowances act more like upfront deductions rather than credits.

One could argue that an accelerated capital allowance is economically similar to a credit because it reduces tax in early years, but formally it's a deduction. The question specifically says "tax credits under the Income Tax Act and Finance Acts" -- so if strictly speaking, there aren't current credits for SEZ or specific industries, we clarify that. The Finance Act does not list a "tourism tax credit" or such; instead it lists those other incentives.

One notable credit-like incentive is the Infrastructure Development Credit concept. While Zimbabwe does not have a formal general infrastructure tax credit law like some countries (e.g. Nigeria's road infrastructure credit scheme), the government has on occasion allowed companies to directly build public infrastructure in exchange for tax offsets. For example, in certain mining agreements or public-private partnerships, a company might construct a road or power station and get a deduction or credit against its tax equal to the cost. This is usually done case-by-case and isn't encoded as a broad provision. The Income Tax Act does, however, allow a deduction for capital expenditure on infrastructure under BOOT arrangements (Build-Operate-Transfer) and even full tax holidays for 5 years for BOOT projects. Again, that's a holiday, not a credit.

Investment Tax Credit: Zimbabwe doesn't have a generic "investment tax credit" where you get a percentage of your capital investment back as a credit (some countries do that for manufacturing equipment or solar equipment, etc.). Instead, Zimbabwe's approach is via 100% deductions (which function similarly to a full credit if profitable). For example, small and medium manufacturing enterprises get a 100% Special Initial Allowance on equipment in the first year -- effectively that eliminates tax on that investment upfront, which is like giving a credit equal to the tax on that amount. The 2026 Budget did not announce an investment tax credit per se, but it did propose full expensing (100% capital allowances in year one) for certain sectors like BPO operations. This again is an allowance mechanism.

In summary, exporter and targeted industry incentives exist, but mostly as reduced rates or exemptions rather than direct tax credits. The explicit tax credits under Zimbabwe's law are the ones we detailed: personal credits, foreign tax credits, and the employment credits (youth and disabled).

However, to complete the picture, if we consider "credits disallowed under the prohibited deductions framework" as the user asked to compare: Some incentives might resemble prohibited deductions if not for special provisions. For instance, donations to the State or certain funds used to be 100% deductible up to a high cap, but the 2022 Budget drastically reduced the allowable donation deduction from $8 million to $100,000. That's an example of the government limiting a form of tax benefit (donations) which is not exactly a credit but a deduction. Prohibited deduction rules (Section 16 of the Income Tax Act) list personal expenses as nondeductible, which is why the law uses credits to give relief for things like medical costs rather than allowing them as deductions.

So if one tried to claim, say, medical expenses as a business expense, Section 16 would prohibit it as a private expense. Instead, the tax credit is the appropriate channel and strictly limited. Similarly, if a company tried to deduct the salaries of a young employee and then also claim the youth credit, that's actually fine -- the salary is a normal deduction and the credit is separate. There's no double deduction issue because credit is off tax, not income. But if one attempted to treat that credit amount as an expense or create some other allowance, it wouldn't be allowed beyond what the Act permits. Essentially, anything not specifically allowed as a credit or deduction is disallowed by default. Tax credits are narrowly defined in the law, and attempts to circumvent by classifying something as a credit when it isn't enumerated would fail. The courts in Zimbabwe have historically upheld the principle that you cannot deduct or credit something unless the law clearly provides for it, given the exhaustive list of allowable deductions/credits in tax legislation.

For instance, in one high-profile case (Delta Beverages vs ZIMRA, although about currency issues, it highlighted that tax liabilities must be settled as per the law's requirements and the taxpayer cannot unilaterally assume relief beyond what the law states). By analogy, a taxpayer cannot claim a "credit" for, say, hiring women or for buying Zimbabwean-made goods, unless a Finance Act provision exists for it. The prohibited deduction framework (Section 15 and 16 of the Income Tax Act) ensures that without explicit provision (like these credits), expenses of private or capital nature are not deducted. Zimbabwe then introduces targeted credits or allowances through Finance Acts to override that for policy reasons.

In conclusion on this point: The tax credits allowed (like those we've discussed) are clearly delineated, and where the government wants to incentivize something outside the normal taxable expenditures, it passes a provision (credit or allowance). Taxpayers cannot self-create a credit. Any attempts to claim tax relief outside these boundaries would fall under "prohibited deductions" or simply be rejected for lack of legal basis. Thus, the credits system in Zimbabwe operates within a tightly controlled legislative framework, balancing incentives with protection of the tax base.

Throughout the above discussions, certain common administrative themes and legal principles emerge. All credits must be claimed in the proper manner on tax returns and supported by evidence. ZIMRA may require documents such as medical reports, proof of age, proof of foreign tax payment, or employment records to substantiate the credit claims. The onus is on the taxpayer to prove eligibility for any credit, as explicitly stated in the Income Tax Act. For example, if claiming a disability credit, the taxpayer must furnish the specialist's certification; if claiming a foreign tax credit, the taxpayer must show proof of foreign tax paid. The courts would deny credits if taxpayers fail to meet documentation or condition requirements. In a tax appeal, a court will not give relief based on equitable arguments; it will strictly apply the statute (a point often emphasized in tax case law).

In Zimbabwean tax jurisprudence, there have been cases dealing with what constitutes allowable deductions versus prohibited deductions. For instance, the famous CIR v Datlabs case (from Rhodesian times) or more recent cases interpret the general deduction formula and prohibited expenses. While not directly about credits, they underscore that tax concessions must be clearly provided by law. A credit is effectively a concession (reducing tax due), and one cannot claim it by analogy or implication. If something is not listed as a credit in the Charging Act, it is not available.

For instance, suppose a taxpayer argued that, because the government offers a youth employment credit, they should also get a credit for hiring women or war veterans -- the answer would be no, unless and until such a credit is legislated. Indeed, some have lobbied for additional credits (like a credit for hiring university graduates or a training credit), but until passed into a Finance Act, these are not part of the law.

The prohibited deductions framework (Section 16 of the Income Tax Act) lists categories of expenses that cannot be deducted in arriving at taxable income (e.g. domestic or private expenses, capital expenses, income taxes paid, etc.). Many items that end up getting relief via credits fall into those categories. For example, personal medical costs are private and so not deductible, but Section 12 of the Finance Act allows a credit as a special relief. Private life insurance or contributions are also not deductible ordinarily; Zimbabwe doesn't currently give a credit for those (some countries do, Zimbabwe used to allow pension contribution deductions up to limits, but that's different). Income taxes paid abroad -- normally tax paid is not a deductible expense (indeed Section 16 specifically prohibits deduction of income taxes), but Section 92-93 instead give a credit for them. This shows the interplay: if it weren't for the credit provision, foreign tax paid would simply not be deductible and one would suffer double tax. The credit provision carves out a remedy. Similarly, donations are generally disallowed unless specifically allowed; Zimbabwe allows some as deductions within limits (not as credits, except maybe donations to fiscal funds could be seen as a form of credit if 100% allowed, but they reduced that in 2022).

From a case law perspective, one instructive case was ZIMRA v. Murowa Diamonds (Pvt) Ltd (2015) regarding capital allowances (not credits) -- it underscored that incentives must be claimed strictly per the statute. If a taxpayer is eligible but doesn't follow the required procedure or timing, they can lose the benefit. The same would hold for credits: for example, if a taxpayer forgot to claim their elderly credit in their return, the law doesn't automatically apply it -- they might lose it unless they file an amended return or object in time. ZIMRA isn't obliged to grant it if not claimed (though in practice they might adjust an assessment if they notice an obvious credit omission and the statute of limitations isn't past).

Finally, the 2026 Budget proposals indicate Zimbabwe's direction: more incentives to spur economic growth, but often targeted and conditional. The increase in the youth credit for certain sectors and the introduction of special 15% tax regimes for outsourcing companies show a move to attract investment through the tax system. It's possible that future Finance Acts could introduce new credits (for example, a training tax credit if the government decides to subsidize skills development -- some countries do this by giving a credit for approved training expenses). There was mention in a Belina Payroll blog about ZIMDEF rebates for training costs -- the Zimbabwe Manpower Development Fund sometimes refunds part of training expenses, but that's outside the tax system (it's a grant, not a tax credit). If policymakers want to integrate it, they could turn it into a tax credit for training. As of now, no such tax credit exists; training costs for employees are generally deductible as business expenses if they are incurred in production of income (not a credit, just an expense).

In comparing tax credits vs. prohibited deductions, we see that tax credits are exceptions or overlays on the normal tax computation, often allowing relief for what would otherwise be nondeductible outgoings (e.g. personal expenditures) or to reward certain behavior (hiring, investing). The prohibited deductions rules ensure that without these special provisions, those outgoings would not reduce tax. Therefore, a taxpayer must fit squarely within a credit provision to get the benefit. If they try to circumvent the absence of a provision by claiming something creatively, it will be struck down. For example, if someone tried to claim a "credit" for school fees paid for their children by analogy to medical fees -- that would be disallowed; school fees are a private expense with no credit available, and Section 16 would bar any deduction for them as well. Only an Act of Parliament could create, say, an education tax credit.

Lesson from Rulings: While we did not find a specific Zimbabwean court case solely about a tax credit being allowed or denied, general tax jurisprudence from Zimbabwe and similar jurisdictions indicates that courts uphold the strict letter of incentive provisions. If you meet the criteria, you get it; if you miss a condition, you don't. In a South African case (since Zimbabwe sometimes looks to South African tax cases) involving a similar employment incentive, the court insisted on proof that the employee qualified under the scheme's age and wage requirements or else denied the claim. We can infer Zimbabwe would be similar. Additionally, any abuse (for example, an employer creating shell employees on paper to claim credits) would be subject to penalties and possible prosecution for tax fraud.

ZIMRA's stance, often published in Public Notices and the "Tax Corner" articles, is educational: they remind taxpayers of the exact requirements and warn against misclaims. For instance, ZIMRA highlighted that a taxpayer cannot claim the disabled person's credit if they're blind (since blind have their own credit) -- which is a nuance perhaps not obvious to all. This indicates ZIMRA's vigilance in ensuring no double dipping.

In conclusion, Zimbabwe's tax credits form a modest but important set of incentives woven into the tax law. They require proactive action by taxpayers to utilize (filing claims, maintaining compliance), and they operate within defined limits to balance the fiscal cost. Relevant case law reinforces compliance: the tax credit is a privilege created by statute, and one must fit squarely within the four corners of the statute to enjoy it. Where credits are not available, one falls back on the normal rules, under which many expenses are simply non-deductible -- meaning the tax is imposed fully, aligning with Section 16's prohibitions. Thus, taxpayers and practitioners must stay updated with Finance Act changes (like those in the 2026 Budget) to know what credits can be claimed and ensure they meet all conditions to withstand ZIMRA's scrutiny or any future courtroom challenge.

In this lecture, we explored the full spectrum of tax credits under Zimbabwean tax law, spanning from personal reliefs to business incentives:

In wrapping up, Zimbabwe's tax credits serve targeted objectives: social welfare (elderly, disabled, medical), encouragement of certain behaviors (paying for local health services, hiring youths and disabled persons), and avoidance of double taxation (foreign tax credit). They are modest in amount but can significantly impact those who qualify (for example, a pensioner effectively gets a $900 reduction in tax yearly, which is substantial if their income is small). From a planning perspective, taxpayers should always check the Finance Act of the current year for any changes in credit amounts or new credits. The trend from the 2026 Budget suggests possibly more generous or new credits could emerge as policy tools. For instance, if the BPO sector incentives succeed, we might see similar credits extended to manufacturing or technology sectors to stimulate jobs.

Finally, in comparing with prohibited deductions: tax credits provide relief in situations where otherwise expenses would be non-deductible or where the government wants to provide an extra benefit beyond a deduction. They reflect government policy priorities inserted into the tax system. Taxpayers cannot assume any relief beyond what is explicitly provided -- doing so risks falling afoul of the law. As one tax commentator aptly noted, "A tax credit is a tax incentive that reduces the final income tax liability of a qualifying taxpayer" -- it is a privilege, not a right, and thus one must meet the qualifying criteria to enjoy it. By adhering to the rules and maintaining proper documentation, taxpayers can legitimately reduce their taxes via these credits, thereby achieving the dual goals of tax compliance and benefiting from the incentives intended for them.

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