Zimbabwe Rule of Law Journal |93 presents the facts and decision of the Court; the fourth part of the article will analyse this decision in line with international human rights standards related to the rights of persons with disabilities and the final part will provide concluding remarks. The international regime of the right to employment of persons with disabilities: An Overview This section will be divided into three parts: the first will discuss the normative standards of the right to employment of PWDS under general international law; the second will focus on this same right under the Convention on the Rights of Persons with Disabilities4 (CRPD) and the third part will focus on this right in the African human rights system. 2.1 The normative standards of the right to employment of PWDs under general international law Under the Universal Declaration of Human Rights (UDHR), “Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment”.5 In this provision, ‘everyone’ comprises everybody including PWDs, even though it is advisable to mention the ground of exclusion as to ensure its visibility. Similarly, the International Covenant on Economic Social and Cultural Rights (ICESCR) guarantees the right to work in article 6 and the right to favourable working conditions in Article 7. These rights are guaranteed to all persons, including those with disabilities. Importantly, Article 7 (c) is unequivocal in providing for “Equal opportunity for everyone to be promoted in his employment to an appropriate higher level, subject to no considerations other than those of seniority and competence”. This means that everyone has the right to take up the job that he or she accepts and no one should be discriminated against on the ground of disability. 4 Adopted in 2006 and entered into force on and ratified by Zimbabwe under CRPD on 23 September 2013. 5 Adopted on 10 December 1948, Art 23.