Basic Facts

The Republic of Ghana is a West African country situated on the coast of the Gulf of Guinea. It extends to an area of 238,533 square kilometers. Ghana is bordered to the northwest and north by Burkina Faso, to the east by Togo, to the south by the Atlantic Ocean, and to the west by Côte d’Ivoire. 

The Ghanaian economy is a mixture of private and public enterprise. About three-fifths of the GDP is derived from the services sector, while the agriculture and industry sectors each contribute about one-fifth and one-fourth of the GDP.

*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Ghana.

Capital :
Currency :
Ghanaian Cedi (GH¢, GHS)
Languages spoken :
Population :
31.73 million (2021 est.)
Minimum wage 2023 :
GHS 14.88 per day
Cost of Living index :
$$ (95 of 139 nations)
Payroll Frequency :
VAT - standard rate :
GDP - real growth rate :
5.4% (2021 est.)

Statutory Holidays

Employees are entitled to 13 public holidays.

The national holidays mentioned below are valid for the year 2024.

Holiday Name
Extra Information
January 1
New Year's Day
January 7-8
Constitution Day
March 6
Independence Day
March 7
Independence Day (in lieu)
March 29
Good Friday
April 1
Easter Monday
April 10
May 1
Worker's Day
May 25
Africa Unity Day
June 16
July 1
Republic Day
August 4-5
Founders’ Day
September 21-23
Kwame Nkrumah Memorial Day
December 6
Farmer’s Day
December 25
Christmas Day
December 26
Boxing Day

Contract Sharing Time

The approximate time for sharing the contract with an employee in Ghana is 14 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.

NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.

What You Need To Know

  • Tax rebates are provided to an employer who employs persons with disabilities.
  • Unpaid social security contributions attract a 3% penalty per month.
  • An employer should not permanently engage an employee in any work unless a recognized medical practitioner certifies at a pre-employment examination that the employee is in good health and is medically fit for the work assigned to the employee.

Labor Conditions

Working Hours

The hours of work of a worker should be a maximum of eight hours a day or 40 hours a week.

Where the normal hours of work are continuous, a worker is entitled to at least 30 minutes’ break in the course of the work, but the break forms part of the normal hours of work.


Where a worker in an undertaking works after the hours of work fixed by the rules of that undertaking, the additional hours done should be regarded as overtime work. Overtime rates are not fixed by law but are usually fixed by the relevant employment contract or collective agreement. Overtime hours are typically paid at 150% of the normal hourly wage.

Probation Period

Where, as a condition for the engagement of an employee, a contract of employment requires probation, the contract should specify the duration of the probation for the employee. The standard practice is six months.

Termination Notice Period

The notice period prior to termination depends on the contract type and length as follows:

Contract Length/Type Notice Period
Contract determinable at will No notice
Weekly contracts 7 days
Contract of fewer than 3 years 2 weeks
Contract of 3 years or more 1 month


NOTE: The termination notice period for an employee with disabilities should not be shorter than one month.

Leave / Time Off

Annual Leave

In any undertaking, every worker is entitled to no less than 15 working days leave with full pay in any calendar year of continuous service. The requirement of continuous service is deemed to have been met if the worker has worked for not less than 200 days in the particular year.

Sick Leave

The Labor Act provides workers the right to be absent from work owing to sickness certified by a medical practitioner, but it does not indicate whether a person is entitled to sick pay nor the permissible maximum duration for sick leave.

Parental Leave

There is no statutory parental leave in Ghana.

Maternity Leave

A female worker, on the production of a medical certificate issued by a medical practitioner or midwife indicating the expected date of her confinement, is entitled to a period of maternity leave of at least 12 weeks after her period of confinement. The leave is entirely paid for by the employer.

Paternity Leave

There is no statutory paternity leave in Ghana.

Other Types of Paid Leave

A worker may absent themselves from normal work duties with permission on the grounds of participating in voluntary communal work or the discharge of civic duties. However, the Labor Act does not fix a maximum duration for this kind of leave, nor does it expressly stipulate the employee’s remuneration during these periods.

Unpaid Leave

Employers may grant special leave to employees without pay.

Statutory Benefits

The social security contribution scheme is structured into three tiers, the first two of which require mandatory contributions. The mandatory contribution rates for the first two tiers of social security schemes are as follows:

Employer Contributions Employee Contributions
13% 5.5%

The maximum contribution is on a salary of GHS 35,000.

Health Insurance

Out of the combined employer and employee social security contributions of 18.5%, 2.5% is sent to the National Health Insurance Authority(NHIA) for the member’s health insurance.

The National Health Insurance program provides a range of healthcare services free of charge, including inpatient and outpatient services, emergency care, eye treatment, dental, and maternity care.

Other Insurances

Accident Insurance

Where an employee sustains a personal injury by accident arising out of, and in the course of employment, the employer is liable to pay compensation:

  • An injured employee should not suffer a diminution in earnings while they undergo treatment for injuries sustained through an accident arising out of and in the course of employment;
  • Where an attending medical officer assesses an incapacity in respect of an injured employee, the employer should pay the injured employee compensation commensurate with the incapacity so assessed.
Unemployment Insurance

There is no mandatory requirement for employers to purchase unemployment insurance in Ghana.

Public Pension

Out of the combined employer and employee’s social security contributions of 18.5%, 11% is used to finance pensions for old age, disability, and survivors, and 5% is used to finance the mandatory Second Tier Occupational Scheme, which is managed by Enterprise Trustees Limited.

To qualify for an old-age pension, the employee must be at least 60 years and have made a minimum aggregate contribution of 180 months (or 15 years).

Other Statutory Benefits

Emigration Benefits

Emigration benefits are a lump sum payment of benefits to non-Ghanaian members of the Social Security Scheme whose services are ended and leaving Ghana permanently.


The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.

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