As of January 1, 2020, the daily minimum wage in Ghana is 11.82 GHS.
Pay date is the last working day of the month.
A regular work week in Ghana is 40 hours, or 8 hours a day.
Overtime hours are paid at the rate of 150% of the normal pay rate. For weekend and holidays, overtime is 200% of the regular pay.
In Ghana, there is a three-tier pension and social security scheme:
- Tier 1: National social security (mandatory)
- Tier 2: privately managed occupational pension scheme (mandatory)
- Tier 3: provident fund and personal pension scheme (voluntary)
For Tier 1 and 2, contributions are as follows:
- Employer: 13.00%
In Ghana, there is no law regarding unemployment benefits.
There are 13 public holidays in Ghana.
Maternity leave is 12 weeks, and in certain cases, this can be extended. After returning from maternity leave, a woman is entitled to one hour during the workday to nurse until the child reaches the age of one year old.
There is no statutory paternity leave in Ghana.
There is no statutory parental leave.
In Ghana, either the employee or employer is able to terminate the employment contract at any time. Termination must be given in writing.
If termination is deemed unfair, the employee can make a claim with the labor court and in some cases, have their employment re-instated. Reasons for unfair termination include:
- The employee intends to join a trade union
- If employee is pregnant or is absent due to maternity leave
- If the employee is terminated for reason of race or religion
- If the employee is disabled
- If the employee is forced to terminate due to inaction of the employer if the employee has lodged multiple harassment complaints.
Notice period in Ghana is as follows:
- If the employee is employed on a weekly basis, 7 days’ notice must be given
- If the employee has been employed for less than 3 years, 2 weeks’ notice must be given
- If the employee has been employed for more than 3 years, 1 months’ notice must be given.
It is possible to pay the employee in lieu of notice unless there is an “at will” clause in the employment contract. In this case, an employee can be terminated at the end of a working day with no notice.
In the event of an employee being terminated by the employer, the employer is not obliged to compensate the employee with severance pay. However, the employer shall pay to the employee:
- Any remuneration earned before the termination
- Any deferred pay due the employee
- Any compensation due the employee
For expatriates- in addition to the above, an expatriate shall be paid expenses and necessaries for the journey and repatriation expenses (including the expenses of their family members)