34 | Zimbabwe Rule of Law Journal The second aspect was for the Supreme Court to inquire whether terminating on notice without compensation is a fair labour practice or standard. In other words, the court ought to have proceeded to measure the termination on notice against set standards or practices on termination particularly as the countries that follow ILO jurisprudence are member states, like Zimbabwe. What is clear and apparent is that there is no standard or practice that classifies termination on notice without compensation as a fair standard.26 Conclusion The Constitution of Zimbabwe, particularly s 65 (1), provides a new approach to labour matters but what remains for any Zimbabwean court is to adopt an approach that helps for citizenry to enjoy their rights in full. In any event, the Constitution of Zimbabwe 2013 requires a purposive and broad interpretation rather than a narrow interpretation that unduly constricts the rights. It is hoped that in the near future the Supreme Court will expand on the right to fair labour practices and practices as provided for in s 65 (1) of the Constitution of Zimbabwe. (2002) UNISA. 26 See also Munyaradzi Gwisai, Labour and Employment Law in Zimbabwe, Harare, UZ & Zim Labour Centre, 2006.