Find your employer of record in Ghana

Ghana is a member of several regional treaties, such as the Economic Community of West African States (ECOWAS), which offer a specific framework for participating states. The majority of business travelers to Ghana need a work visa (B-1). Due to their citizenship, some foreigners are exempt from requiring a visa. Multiple or one-time entries are possible with B-1 visas. Applicants on B-1 visas may ask for a 30- to 60-day initial stay. For a total stay of 120 days, people can renew business visas once for 60 days.

There are three primary categories of work authorization in Ghana, each of which is valid for a maximum of 12 months:

• For businesses with a pre-approved quota, there is the In Quota Work Permit.
• All other international workers must have the Standard Work Permit (no quota/longer processing time).
• For businesses engaged in the oil and gas industry, the PC (Petroleum Commission) Work Permit.

All visitors entering Ghana or passing through the country must have received a yellow fever vaccination at least ten days prior to their intended departure date. If they have already received the vaccination, they must present documentation (a certificate) stating that the vaccination was received no more than ten years prior to their entry into Ghana.

12.50% is the usual VAT rate. Partnering with an employer of record in Ghana is a great way of keeping the compliancy with tax guidelines.

Termination Process

The method of termination varies depending on the type of contract and the cause for termination and is governed by the contract of employment or collective bargaining agreement.

The employment contract may be terminated at any time by either the employer or the employee. Written notification is required.

The employee may file a suit with the labor court and, in some circumstances, have their employment reinstated if the termination is thought to be unfair.

When a job is regarded as "at-will," either the employee or the employer has the right to discontinue it at the end of the working day without giving a reason.

Paying the employee in place of notice is an option when the employment contract does not contain an "at will" clause.

Notice Period

Ghana's notice time is as follows:

• One month's notice or one month's compensation in lieu of notice is required for contracts lasting three years or more.
• Two-week notice period or two-weeks' remuneration in lieu of notice for contracts of employment shorter than three years.
• Seven days' notice is required in the case of a deal that is week to week.
• Any party may end a contract that is determinable at will at the finish of the day without giving prior notice.

Severance Pay

In the event of individual dismissals, there is no severance pay (for non-economic reasons).

Compensation is negotiated between the company and the employee when the dismissal is due to redundancy.

An employee may complain to the labor commission about unfair dismissal. The employer may have to reinstate the worker as of the date of dismissal if the labor commission rules that the termination was unfair. On the same conditions and terms as before termination, the employee may be restored to the same job or a fairly suitable one. Alternatively, the labor commission could mandate that the worker obtains payment.

Probation Period

In Ghana, the job contract or union bargaining agreement will typically contain details about probation.

Paid Time Offs

The yearly leave entitlement pay for a full-time worker is 15 working days after a year of employment. 

Public Holidays

There are 13 national holidays throughout the year.

Vacation Holidays

There are 15 vacation holidays throughout the year.

Sick Days

Sick leave pay is not a statutory requirement in Ghana.