Ghana's labor laws provide employees with various statutory leave entitlements designed to ensure adequate rest, address health needs, and support family responsibilities. Understanding and correctly implementing these policies is crucial for employers operating in the country to maintain compliance and foster a positive working environment. These entitlements cover areas such as annual vacation, public holidays, sick leave, and parental leave, among others.
Navigating the specifics of these leave types requires careful attention to the Labour Act and any relevant collective agreements or employment contracts. Employers must ensure their internal policies align with the minimum requirements set forth by the law, providing clarity and consistency for their workforce regarding eligibility, duration, and compensation during periods of absence.
Annual Vacation Leave
Employees in Ghana are entitled to paid annual leave after completing 12 months of continuous service with an employer. The minimum duration of this leave is stipulated by law to ensure employees receive adequate time off for rest and rejuvenation.
- Minimum Entitlement: An employee is entitled to a minimum of 15 working days of paid annual leave after 12 months of continuous service.
- Accrual: Leave accrues based on the period of service.
- Timing: The timing of annual leave is typically agreed upon between the employer and employee, taking into account the operational needs of the business.
- Carry Over: While the law encourages leave to be taken within the year it is due, provisions may exist for carrying over a limited portion of leave days to the following year, often subject to agreement.
- Payment in Lieu: Payment in lieu of annual leave is generally prohibited, except upon termination of employment, where the employee is entitled to payment for any accrued but untaken leave days.
Public Holidays and Observances
Ghana observes several public holidays throughout the year, during which employees are typically entitled to a paid day off. If an employee is required to work on a public holiday, they are usually entitled to premium pay, often calculated at double the normal hourly rate.
Here is a list of standard public holidays observed in Ghana, which are expected to apply in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| March 6 | Independence Day |
| Good Friday | Good Friday |
| Easter Monday | Easter Monday |
| May 1 | May Day (Workers' Day) |
| May 25 | Africa Unity Day |
| July 1 | Republic Day |
| August 4 | Founders' Day |
| September 21 | Kwame Nkrumah Memorial Day |
| December 3 | Farmers' Day |
| December 25 | Christmas Day |
| December 26 | Boxing Day |
| Variable | Eid al-Fitr |
| Variable | Eid al-Adha |
Note: The dates for Eid al-Fitr and Eid al-Adha are based on the Islamic calendar and are determined annually.
Sick Leave Policies and Pay
Employees in Ghana are entitled to paid sick leave when they are unable to work due to illness. Specific conditions and entitlements apply to ensure this provision is utilized appropriately.
- Entitlement: An employee is entitled to up to 36 working days of paid sick leave in any 12-month period.
- Requirement: To qualify for paid sick leave, an employee must provide a medical certificate from a certified medical practitioner confirming their illness and inability to work.
- Duration: The medical certificate should specify the period for which the employee is expected to be absent from work.
- Payment: During the period of certified sick leave, up to the maximum entitlement, the employee is entitled to receive their full wages or salary.
- Exceeding Entitlement: If an employee's illness extends beyond the 36-day entitlement, further absence may be treated as unpaid leave or subject to other arrangements as per company policy or collective agreement, provided it does not contravene the law.
Parental Leave
Ghanaian law provides for parental leave, primarily focusing on maternity leave for female employees. Provisions for paternity and adoption leave are less extensive but may be covered by specific company policies or collective agreements.
- Maternity Leave:
- Entitlement: A female employee is entitled to a minimum of 12 weeks of maternity leave.
- Extended Leave: An additional two weeks of leave may be granted in cases of multiple births or if the employee suffers from an illness arising from the birth, certified by a medical practitioner. This can extend the total leave to 14 weeks.
- Timing: Maternity leave can commence at any time from the date of the birth.
- Payment: During maternity leave, the employee is entitled to receive her full monthly remuneration.
- Conditions: The employee must have been employed for a continuous period of at least 16 months to be eligible for paid maternity leave.
- Return to Work: Upon returning from maternity leave, the employee is entitled to return to the same position she held before commencing leave, or to a comparable position with the same terms and conditions of employment.
- Paternity Leave: While not explicitly mandated by the Labour Act with a specific duration, some collective agreements or company policies may provide for a short period of paid or unpaid paternity leave for fathers.
- Adoption Leave: The Labour Act does not explicitly detail adoption leave entitlements. Any provisions for adoption leave would typically be governed by company policy or collective agreements.
Other Types of Leave
Beyond the primary categories, employees in Ghana may be entitled to or granted other forms of leave, often depending on specific circumstances, company policy, or collective bargaining agreements.
- Bereavement Leave: Many employers provide a short period of paid or unpaid leave to employees in the event of the death of a close family member. The duration and definition of "close family member" vary by employer.
- Study Leave: Some employers may grant study leave to employees pursuing further education or training relevant to their work. This can be paid or unpaid and is usually subject to specific conditions and agreements.
- Sabbatical Leave: Less common and typically not a statutory entitlement, sabbatical leave may be offered by some organizations, often in academic or research fields, allowing employees an extended period of leave after a significant tenure for personal or professional development.
- Jury Duty/Civic Duty Leave: While less frequently encountered in practice compared to some other jurisdictions, employees may be required to attend court or perform other civic duties, and policies may exist to cover such absences.
