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Ghana

How to Hire Workers in Ghana | Employer of Record (EOR) in Ghana

Your Complete Guide to Hiring in Ghana with TCWGlobal's Employer of Record Services
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Ghana offers immense business potential with its growing economy, political stability, and rich natural resources. TCWGlobal's Employer of Record (EOR) services in Ghana simplify the hiring process, ensuring full compliance with local labor laws and regulations. With a population of over 30 million, Ghana provides access to a skilled and diverse labor force, ready to support your business growth.

Our EOR services in Ghana cover all facets of employment management, from seamless payroll processing and benefits administration to complete HR support customized to fit your business requirements. We handle the intricacies of Ghanaian labor laws, ensuring compliance at every step, including the management of employment contracts, tax withholdings, social security contributions, and employee benefits. Our dedicated local team offers on-the-ground assistance to resolve any HR-related challenges that may arise.

Partnering with TCWGlobal means you can confidently expand into Ghana, backed by our deep expertise in local employment regulations and workforce management. Whether you’re entering the Ghanaian market for the first time or looking to optimize your existing operations, our experienced team ensures your business runs efficiently, allowing you to concentrate on core activities. With TCWGlobal’s EOR services, your business can thrive in Ghana, supported by expert compliance and operational excellence.

Grow your business in Ghana with TCWGlobal’s comprehensive Employer of Record services. We manage all aspects of employment, from payroll and benefits to compliance with Ghanaian labor laws. Our expert team ensures you remain focused on your core operations, while we handle employment contracts, taxes, social security, and employee benefits. With local HR support, you’ll easily navigate any challenges, ensuring smooth business operations. Trust TCWGlobal to be your reliable partner for effective workforce management in Ghana.
Worker Classifications

Some Workers are classified as junior (earning less than GHS 18,000), warranting different tax treatment of overtime and public holiday pay premiums.

Fixed-Term Contracts

Fixed-term contracts are permitted in Ghana. They may be terminated early for a justifiable reason in accordance with the notice procedure outlined below. If terminated early, the Worker may be owed the remaining wages due under the contract as severance.
 
 

Probationary Periods

There are no explicit provisions on probationary periods in Ghana. If one is agreed to, it must be included in the employment contract.
 

Holidays

In Ghana, Workers recognize 14 paid public holidays. There are no provisions about public holiday pay premiums for permanent Workers. However, temporary and causal Workers are entitled to 200%.
 
 

Vacation

After one year of continuous service, Workers are entitled to at least 15 days of paid vacation per year. In practice, most companies offer 23 to 25 days of paid vacation per year. Accrued but unused leave carries over year to year without limit and must be paid to the Worker at the end of the employment.

Sick Leave

There are no clear provisions in Ghana regarding paid sick leave other than to distinguish it from Workers' annual leave entitlement.
 
 

Working Hours

A standard workweek for a regular Worker is 8 hours per day and 40 hours per week. Nighttime Workers usually work 10 to 11 hours per day and 50 to 55 hours per week.
 
 

Overtime

There are no provisions on overtime in Ghana. However, it is standard practice to pay overtime work at 150%.
 
 

Mandatory Bonuses

Although not mandatory, it is common for Workers in Ghana to receive a 13th month salary at the end of the calendar year.
 
 

Termination

Termination requires notice based on length of service as follows: weekly paid Worker: one week's notice; 0-3 years of service: two weeks' notice; 3+ years of service: one month's notice. The common practice is to give three month's noice of termination. In addition, although severance is not legally mandated, it is common practice to pay permanent Workers three to five months' wages for each year of service.

Resignation

Workers must provide notice of resignation and upon resignation, no severance is due.
 
 

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.