More information about average salaries in Ghana can be found on Paylab.
Employers need to contribute 13% of the wages to social security.
Employees need to contribute 5.5% of the wages to social security.
The minimum wage in Ghana is GHS 11.82 per day.
The payroll cycle followed in Ghana is monthly, however it is common for companies to pay their employees every 2 weeks. Companies usually pay their employees by the last day of the month.
13th month salary
Every employee is entitled to 13th month pay as long as they have worked for at least one calendar month during the year. They are entitled to a bonus of 1/12th of the total basic salary earned during the calendar year.
The usual working hours in Ghana is from 8 am until 5 pm with a minimum break of 30 minutes. The maximum working hours per week are 40.
The law does not fix the rate of overtime remuneration but overtime hours on weekdays are usually paid at 150% of the normal hourly rate. For weekends and public holidays, overtime pay is at 200% of the normal hourly rate.
There are a total of 13 public holidays in Ghana. A list of the public holidays in Ghana can be found here.
An employee is entitled to 15 working days of fully paid leave after completion of 12 months of continuous service under the same employer.
There is no law governing sick leaves. However, sick leaves must be certified by a medical practitioner, and is independent of the annual leave.
Female workers are entitled to 12 weeks of maternity leave with full pay. Pregnant workers must provide a medical certificate issued by a medical practitioner, indicating the expected date of delivery. Maternity leave can be extended by an additional two (2) weeks in case of caesarean delivery, abnormal birth or twin (or more) births.
Maternity leave might also be extended in case of any complications in the delivery. The maximum leave period is not mentioned in local law.
There is no provision in the law for paid or unpaid paternity leave.
Termination can be done by written notice by either party given proper reasoning. Improper reasoning for termination is as follows:
There is a provision for redundancy pay subject to negotiation between the employer and the worker or trade union. In case of dismissals for non economic reasons, there is no severance pay.
The probation period recognized by law is that which is agreed upon by the employer and employee.