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Get expert helpFrom savannas to rainforests, Ghana has a lot going on. Maybe the growing economy or tech talent caught your eye. Maybe you've met someone in Accra who's perfect for your team. Or maybe you're just eyeing West Africa as a strategic next move. Either way, you're ready to hire in Ghana.
But when you start pulling on the hiring thread, loose ends appear. How do you structure an employment contract? What's required for payroll? And can you really handle it all without opening a local entity?
This guide gives you the real answers. It's your step-by-step guide for hiring employees in Ghana compliantly, confidently, and without confusion. For more help scaling across Africa, check out our other African market guides.
Hiring process in Ghana
Let's start with the basics. If you're hiring in Ghana, here's the process that keeps things smooth and legal:
- Write a clear job description: role, salary, hours, and reporting structure.
- Post the job or work with a recruiter-local networks matter in Ghana.
- Interview and select candidates.
- Draft a written employment contract (more on that below).
- Register your new hire with tax and social security authorities.
- Onboard them: payroll, benefits, workplace tools, and clear expectations.
- Track time, attendance, and pay from day one.
This checklist is the foundation for building trust with your new employees, and in Ghana, trust matters.
Understanding Ghanaian labor laws
Hiring in Ghana means respecting the rules set out in the Labour Act, 2003. The law covers everything from work hours to termination, and skipping any step can land you in hot water.
A few things you need to know:
- If the job lasts more than six months, you're legally required to issue a written statement of employment terms. Think: job title, pay, hours, leave, benefits, and how to end the contract.
- The work week typically runs 38 to 40 hours. If you're asking for more, expect to pay overtime.
- There are clear protections for workers-equal pay, no discrimination, and fair treatment are all non-negotiable.
Employment contracts and onboarding essentials
Let's talk contracts. This isn't a "nice to have." It's a legal must. It's also your best chance to set the tone.
What to include:
- Names, job title, and a description of the role
- Salary, how often it's paid, and in what currency
- Weekly hours, including overtime expectations
- Paid leave and public holiday policies
- Notice period for termination
- Social security contributions and benefits
- Any bonuses or additional perks
Hiring a foreign national? Make sure they have the proper work permit and that you're not violating any immigration laws.
Once you've got the contract signed, onboarding begins. Set up payroll. Register them with SSNIT and the tax authority. Explain how their benefits work. This first week sets the tone for everything that follows.
Payroll and compensation in Ghana
Paying people seems simple-until it isn't. In Ghana, there are legal rules, cultural expectations, and tax timelines to get right. Here's how to make payroll work.
Payroll delivery options & currency
You've got three options:
- Set up a local entity and run payroll in-house.
- Use a local payroll provider.
- Partner with an Employer of Record (EOR) - especially useful if you don't have a local entity yet.
Most salaries are paid monthly. Ghana's currency is the Ghanaian Cedi (GHS), and salaries must be paid in GHS-not USD or EUR.
Some international companies offer allowances in foreign currency, but the base salary needs to follow local rules.
Setting salaries, minimum wage, and social security contributions
As of 2025, Ghana's daily minimum wage is GH₵19.97 (US$1.75). That's about GH₵599 per month for full-time roles, but skilled positions, especially in tech and operations, typically pay well above that.
You'll also need to contribute to Ghana's national pension system, known as SSNIT. Here's the breakdown:
- You contribute 13% of the employee's basic salary.
- The employee contributes 5.5% from their paycheck.
These aren't optional-they're required under law.
Navigating income tax and payroll deductions
Ghana's tax system uses a Pay-As-You-Earn (PAYE) model. You withhold income taxes on behalf of the employee and submit it monthly.
Tax rates are progressive, starting at 0% and topping out at 35% for high earners. You're also responsible for remitting those deductions on time to stay compliant.
Cultural and logistical considerations when hiring in Ghana
Understanding Ghanaian workplace culture gives you an edge, especially when competing for top local talent.
Interview practices and recruiting channels
Word of mouth and referrals go a long way. So does showing respect. Candidates expect clarity around compensation, growth, and company values.
If you're hiring in Accra, Kumasi, or other major cities, post roles on local boards and connect with recruiters who know the terrain. Tech and customer service roles are particularly in demand right now.
Employee benefits, leave, and holiday compliance
Here's what's required:
- Fifteen working days of paid leave after 12 months of continuous service
- Paid public holidays (Ghana has over a dozen per year)
- Maternity, sick leave, and compassionate leave as required by law
Many employers add perks such as transport allowances, private health insurance, or flexible hours to stay competitive.
Tips and resources for a successful application
Clarity wins. Be transparent in your job descriptions, timelines, and compensation structures. During onboarding, explain how taxes and social security work. Don't assume every employee has worked for an international company before.
It also pays to use local partners. Whether it's legal advisors or payroll professionals, investing in expert help now saves you time (and trouble) later.
Utilizing support from EOR providers
If setting up a local entity feels like too much right now, you're not out of options.
An Employer of Record (EOR) is a local partner that hires employees on your behalf. They become the legal employer on paper, while you manage day-to-day work and performance. The EOR takes care of:
- Employment contracts that follow Ghanaian law
- Registering employees with tax and pension bodies
- Managing monthly payroll, taxes, and deductions
- Keeping you compliant without needing a legal entity
This is a smart move if you're testing the market or hiring a few people before going all-in. Learn more in our EOR guide.
Ready to build your Ghana hiring checklist?
If you're expanding into Ghana, take time to build your hiring checklist. Better yet, bring in partners who know the local landscape. Because when things are done right, your new hire doesn't just fill a role-they become a growth multiplier.
Once you've made that first hire, the next step is tracking success. Our HR metrics guide can help you measure how things are going.
How Pebl helps hire in Ghana
Hiring in Ghana doesn't have to be a mystery. You now know the key steps, now you just have to decide the route you want to take.
Pebl makes hiring in Ghana easy, all without opening a local entity.
Our global employer of record services handle compliance, payroll, taxes, and benefits from day one. You focus on leading the team, and we take care of the paperwork. You get full transparency, no surprise costs, and support across 185+ countries worldwide. Whether it's your first hire in Ghana or your fifth global market, we've got your back. Contact us to learn more.
Disclaimer: This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided "as is," and no representations are made that the content is error-free.
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