Implementation Period: July – October 2026

N.B Engage far and distant Authorities before the rainy season disrupts accessibility.

1. Overall Objective

To engage all targeted employers and employees on the new LASF reforms, employer obligations, employee benefits and the January 2027 commencement of new member recruitment.

2. Engagement Strategy

The strategy will adopt a Hybrid Engagement Model comprising:

1. Council-by-Council Visits for major employers with high employee numbers.
2. Regional Cluster Visits for medium and smaller employers within the same geographical area.

• Continuous Digital Communication to reinforce messages and reach employees who cannot attend physical meetings.

This model balances coverage, impact and cost while ensuring LASF reaches the employers most likely to contribute significantly to the 35,000-member target.

3. National Launch and Strategic Stakeholder Engagement

 

July 2026

Activity	Target Stakeholders	Expected Output
National Launch of LASF Reforms	Government, Employers, Media	Official launch completed
Courtesy Meetings	Ministry of Local Government, Ministry of Finance, Ministry of Labour, PIA	Institutional support secured
National Media Campaign	Television, Radio, Print, Social Media	Public awareness created
Distribution of Communication Materials	All employers	Standardised information circulated

 

 

 

 

4. Council-by-Council Engagements (Large Employers)

July – September 2026

Priority will be given to employers with the largest employee populations. Examples include:

Lusaka City Council, Kitwe City Council, Ndola City Council, Livingstone City Council, Kabwe Municipal Council, Chipata City Council, Solwezi Municipal Council, Choma Municipal Council, Kasama Municipal Council, Major Water Utility Companies.

Each visit will include the following Participants;

Council Secretary/CEO, HR Manager, Finance Manager, Payroll Officer, Heads of Departments and Employees.

Areas to cover will include;

Overview of the reforms, Overview of the new LASF Act, Employer obligations, Contribution administration, Employer registration, Payroll implementation, Benefits of joining LASF, Contribution rates, Retirement benefits, Death benefits, Invalidity benefits, Frequently Asked Questions and the January 2027 implementation roadmap.

5. Regional Cluster Engagements

September – October 2026

Employers with fewer employees will be grouped geographically.

Cluster	Employers
Ndola Cluster	Ndola, Masaiti, Mpongwe, Luanshya
Choma Cluster	Choma, Kalomo, Zimba, Pemba
Mansa Cluster	Mansa, Mwense, Kawambwa, Samfya
Mongu Cluster	Mongu, Senanga, Kalabo, Kaoma

 

The plan allows for the above stakeholders be reached in one engagement while keeping travel costs manageable.

6. Digital Engagement Campaign

July – October 2026

Throughout the campaign LASF should maintain consistent communication through;

SMS messages, WhatsApp updates, Facebook, Radio programmes, Newspaper articles and our LASF Website, Frequently Asked Questions (FAQs) and some short educational videos.

These channels ensure employees who do not attend physical meetings still receive accurate information.

 

National Roll-out Timetable

Month	Major Activity
July	National launch, strategic stakeholder engagements, commencement of council-by-council visits to large employers
August	Continue council-by-council visits to major councils and water utility companies
September	Complete large employer visits and commence regional cluster engagements
October (1–30)	Complete cluster engagements, continue digital communication, address outstanding employer and employee queries

 

7. Engagement Content

Every employer and employee should receive information covering:

Employer Focus, Overview of the LASF reforms, Employer responsibilities, Registration requirements, Contribution collection and remittance, Payroll administration, Implementation timelines.

The above hybrid approach deliberately concentrates LASF’s resources where they will have the greatest effect. Large councils and water utility companies, which employ the highest numbers of potential members, receive dedicated on-site engagement. Smaller authorities are reached through regional clusters, ensuring national coverage without excessive travel costs.

By 30^th November 2026, LASF will have achieved the following;

1. Engaged the leadership of every targeted employer.
2. Reached employees with clear information on the reforms and benefits.

• Built awareness and confidence ahead of January 2027.

1. Positioned employers and employees to participate effectively when recruitment opens.

The campaign remains focused on its central purpose of engaging employers and employees to create the conditions for successful enrolment of approximately 35,000 new members.

8. Budget

The stakeholder engagement is premised on a hybrid approach, i.e. to engage the biggest councils