Ghana (GH)
Ghana is one of West Africa's most attractive expat bases: English-speaking, politically stable, culturally warm and increasingly connected to the global African diaspora.
Employment Rights
Sick leave, dismissal protection and red flags in Ghana.
Ghana employment law is governed by the Labour Act 2003 (Act 651). The National Labour Commission (NLC — nlcghana.com) handles labour disputes; the Labour Department oversees enforcement. Key 2026 baselines: national daily minimum wage GHS 21.77/day (from 1 January 2026, +9% from GHS 19.97 in 2025 — set by National Tripartite Committee on 9 November 2025, per Act 651 s.113(1)(a)); 15 working days minimum annual leave after 12 months; SSNIT (Social Security and National Insurance Trust) contributions: employee 5.5%, employer 13% of gross salary. Foreign workers require a work permit and Ghana Immigration Service quota approval. All employees including foreign nationals are entitled to the same statutory protections under Act 651.
Sick leave
Rules: The Labour Act 2003 does not specify a fixed number of paid sick leave days. Sick leave certified by a registered medical practitioner is treated separately from annual leave and cannot reduce annual leave entitlement. The duration and terms of paid sick leave are determined by the employment contract, collective agreement, or company policy. Most formal-sector employers in Accra provide 10–15 days of paid sick leave per year by contract. SSNIT provides a sickness benefit for qualifying contributors — apply at SSNIT (ssnit.com.gh).
Doctor note: A medical certificate from a licensed Ghanaian doctor or recognised hospital is required to have sick leave treated separately from annual leave and to trigger any SSNIT benefit. Most formal employers require a certificate for any absence of 2 or more consecutive days. Certificate from private clinic (e.g., Ridge Hospital, Trust Hospital Accra) or government hospital is accepted.
Employer pay: Sick leave within your contractual or company-policy entitlement is paid at full regular salary. Beyond the contractual period, absence is unpaid unless the employment contract specifies otherwise. SSNIT sickness benefit may apply to qualifying contributors who are certified medically incapacitated.
Long-term: SSNIT provides an invalidity benefit (pension) for contributors assessed as permanently incapacitated, subject to minimum contribution requirements. Apply at the Social Security and National Insurance Trust (ssnit.com.gh). Private income protection insurance is strongly recommended for expatriate workers in Ghana.
Dismissal protection
Law: Labour Act 2003 (Act 651) s.62–64: dismissal is unfair if based on trade union membership or activity, political opinion, gender, disability, pregnancy, or temporary illness. Employer must follow fair procedure: written warning for misconduct or performance issues; investigation; hearing; reasoned decision. Wrongful dismissal remedies: reinstatement, re-employment, or compensation (up to 6 months' salary). Redundancy (s.65): genuine economic necessity; fair selection; notice; severance pay of at least 1 month per year of service.
Deadline to sue: File a complaint with the National Labour Commission (NLC) as promptly as possible — preferably within 60 days of dismissal. The NLC provides free conciliation and mediation (nlcghana.com; Tel: +233 30 266 7052). If unresolved by the NLC, the case proceeds to the High Court (Labour Division). No strict statutory filing deadline is specified in the Labour Act, but delay weakens the evidential record and can prejudice the outcome. File before your work permit expires to preserve tribunal access.
Probation
Probationary periods of 3–6 months are standard in Ghanaian employment contracts and must be stated in writing. During probation, termination with shorter notice (typically 2 weeks) is standard. After probation, full Labour Act 2003 protections apply, including the requirement for notice or pay in lieu. Employers sometimes improperly extend probation beyond 6 months — after 6 months, the employee should be treated as a permanent member of staff. SSNIT contributions apply from the first day of employment.
Notice periods
Statutory minimum notice under Labour Act 2003 (Act 651) s.17: contract of 3+ years — 1 month notice; contract of less than 3 years — 2 weeks notice; week-to-week contract — 7 days notice. Payment in lieu of notice (equal to salary for the notice period) is acceptable. Contracts may specify longer notice periods. On termination, all outstanding wages, accrued annual leave, and SSNIT documentation must be settled promptly.
Working time
Max hours: 40 hours per week (8 hours/day, 5 days) under Labour Act 2003. Some sectors operate 6-day weeks with maximum 48 hours. Overtime is hours beyond the contractual normal hours. Public holidays: Ghana has 10 public holidays in 2026 — all paid days off. Work on public holidays: minimum double time (2× regular rate) is standard.
Min rest: Minimum 1 rest day per week (typically Sunday). Minimum 30-minute meal break per working day is standard. Night work and Sunday work may attract premium pay as specified in employment contracts or collective agreements.
Overtime: Overtime is paid at a minimum of 1.5× the regular hourly rate for hours beyond the agreed standard hours under Act 651. Work on Sundays and public holidays: 2× the regular rate is standard. All overtime arrangements must be documented in writing. Habitual undocumented overtime is grounds for an NLC complaint.
Vacation
Minimum 15 working days paid annual leave after completing 12 months of continuous service (Labour Act 2003, s.20). Leave accrues from the start of employment at approximately 1.25 days/month. Leave must be taken within 12 months of accrual. Unused annual leave on termination must be paid out at the daily rate. Public holidays (10 in 2026) are additional to annual leave. Most professional and multinational employers offer 15–21 days/year. Annual leave may not be replaced by cash payment while employed.
Anti-discrimination
Labour Act 2003 (Act 651) s.14 and the Constitution of Ghana (Art. 17) prohibit employment discrimination based on sex, race, colour, ethnicity, religion, national origin, disability, political belief, or trade union membership. Sexual harassment is prohibited under Act 651. File discrimination complaints with the National Labour Commission (nlcghana.com) or the Commission on Human Rights and Administrative Justice (CHRAJ — chrajghana.com; Tel: +233 30 266 4195). Document all incidents with dates, witnesses, and written evidence. Foreign nationals have equal rights to file complaints regardless of work permit status.
Contract red flags
- !Employer says work permit can be handled after you start — never begin work without a valid work permit; Ghana Immigration Service quotas apply
- !Salary below the national daily minimum wage of GHS 21.77/day (from 1 January 2026, equivalent to approx GHS 587.79/month) — check Act 651 s.113
- !Salary quoted in USD but paid in GHS without a documented exchange rate clause — specify the conversion methodology and whether adjustments will be made for currency depreciation
- !SSNIT deductions not shown on payslip — employer must deduct 5.5% employee share and contribute 13% employer share (plus 2.5% to NHIL); verify your SSNIT account at ssnit.com.gh
- !No health insurance despite expat relocation — NHIA (national) covers basic care; private insurance is strongly recommended for expat roles
- !No written employment contract specifying duties, salary, leave, overtime, notice period, and work permit conditions
- !Employer retains your passport or immigration documents — keep originals at all times; provide certified copies only
- !Salary paid cash-only with no payslip — prevents SSNIT and tax verification
- !No PAYE (income tax) deduction shown on payslip — employer must withhold PAYE and remit to GRA; verify your GRA TIN
- !Housing, car, school allowances promised verbally — ensure all benefits are written into the contract or offer letter
- !Probation period exceeding 6 months without confirmation to permanent status
- !No repatriation clause for a role requiring relocation from overseas
Employment Rights
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