Section 33, The Employment Act, 2023

(1) A contract of employment or service, terms andconditions of contract service, personnel policies, human resource manuals or any other document that regulates labour and employment relations, excluding Collective Bargaining Agreements between an employer and a worker, shall not be binding or valid for the purposes of labour and employment unless it is vetted and attested by the (2) An employer who acts in contravention of subsection (1) commits an offence and on conviction is liable to a fine not less than 12 months national minimum wage. (3) The original of the document recording the attestation shall be in triplicate: one copy shall be delivered to the employer, one to the worker and the third shall be retained by the (4) A vetted and attested personnel policy or human resource manual regulating labour and employment relations shall not be binding or valid for more than 3 years from the date attested by the Commissioner under subsection (1). (5) Notwithstanding subsection (1), the absence of a vetted and attested contract of employment or service shall not prejudice the rights of a worker and his accrued entitlements for the period he has served the employer. centres. Recruitment by employer. Reward not to be demanded or accepted. Vetting and attestation of contract of 26 27 (6) Notwithstanding the provisions of this Act, persons shall be at liberty to be engaged as consultants or independent contractors and to enter into contractual arrangement and remuneration for the services provided.