.png)
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Ghana's official language is English, simplifying communication for international businesses. This linguistic advantage, coupled with the country's strategic time zone, positions Ghana as an accessible and cost-effective option for outsourcing.
Ghana's government prioritizes skills development, offering various training programs and incentives to enhance the capabilities of its workforce. Employers can tap into this commitment to education, ensuring access to a pool of skilled and motivated professionals.
Ghana places a strong emphasis on punctuality and formal greetings. In business settings, it is customary to exchange pleasantries before delving into discussions. Recognizing and respecting these cultural nuances contributes to positive business interactions.
Ghana boasts a rich cultural heritage, with a workforce known for its hospitality and strong sense of community. The country's labour market reflects a diverse range of skills, making it an attractive destination for companies seeking a vibrant and adaptable workforce.
Employers in Ghana are required to strictly follow the provisions laid out in the Labour Act and its related regulations. When creating employment contracts and carrying out hiring processes, it is essential to closely adhere to these established laws to guarantee legal conformity and foster a smooth employment relationship. Key areas to consider include the start date, job description, duties, salary, benefits, and any probationary period
The terms of probation in Ghana are typically specified in the employment contract or collective bargaining agreement.
In Ghana, the regular workweek usually comprises 40 hours, divided into 8 hours per day over a five-day workweek.
Any hours worked beyond the standard 40-hour workweek are compensated at a rate of 150% of the regular pay rate.
As of January 2024, Ghana's national daily minimum wage has been increased to GHS 18.15, up from the previous GHS 14.88. This adjustment represents a 22% increase, aimed at helping workers cope with inflation and improving the standard of living.
There are no provisions in the law regarding 13th salaries.
Income tax in Ghana is 'Pay As You Earn'. The individual income tax ranges from 0% to 30%. Income tax is calculated according to progressive rates.
Ghana's pension system comprises two main tiers: the Social Security and National Insurance Trust (SSNIT) for formal sector employees and the National Pensions Scheme (Tier 2) for both formal and informal sector workers. SSNIT, funded by contributions from employers and employees, offers retirement, survivor's, invalidity, and emigration benefits. In Tier 2, contributions are managed by private pension fund managers, supplementing SSNIT benefits.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Ghana tailored to your needs.
The termination process varies according to the employment agreement or collective bargaining agreement and is based on the type of contract and reason for termination.
The minimum notice period is 14 days and will be increased according to the length of the employment.
In Ghana, there are no mandated regulations for severance payments. Throughout the notice period, the employee will continue to receive regular salary wages. Negotiations between the employee and employer are required in the event of redundancy.
In Ghana, Employees are entitled to 13 public holidays.
There are provisions for statutory benefits in Ghana, including:
At Playroll we're all about empowering employees to work anywhere, making mobility possible for global teams. We sponsor visas and hire the employee for you, so you don’t have to worry about payroll, taxes, and more.
It's important to note, visa support can be complicated and each country has different requirements and legislation. As of August 2024, non-Singapore entities that want to employ an individual in Singapore who is not a Singapore national or permanent resident may no longer use an Employer of Record (EOR) to sponsor that individual for a work permit. Contact our experts for help on how to navigate global employment in Singapore.
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
Acquiring a visa without an entity has never been easier, leverage Playroll's global coverage to sponsor and hire employees.
.webp)
Access a free set of tools to navigate international hiring across 180+ countries, while staying up to date on hiring news with global insights into the changing employment landscape from Playroll.
.png)
