Introduction
Leave policy in Ghana requires employers to follow the Labour Act, 2003 (Act 651), which sets key employee entitlements including at least 15 working days of annual leave with full pay each year and 12 weeks of fully paid maternity leave. The law also protects workers from dismissal during maternity leave and recognizes medically certified sick leave separately from annual leave.
Employers managing employees in Ghana must accurately track leave eligibility, approvals, documentation, and payroll impacts to avoid disputes, incorrect payments, and breaches of employment obligations.
Companies must also understand the difference between statutory leave rights and additional workplace policies, as applying incorrect entitlements or missing documentation requirements can result in payroll errors and employee grievances.
In this guide, we explain annual, maternity, sick, casual, unpaid, study, compassionate, examination, sports, travel-related, leave-of-absence, and sabbatical provisions, along with public holiday rules in Ghana.
What are the different types of leave in Ghana?
Employees in Ghana may be entitled to different types of leave depending on whether they are covered by statutory employment laws, public service regulations, employment contracts, or workplace policies.
The Labour Act, 2003 (Act 651) establishes the main statutory leave entitlements for workers, while additional leave categories for public sector employees are governed by policies issued through the Public Services Commission of Ghana.
Earned leave in Ghana
Under Ghana’s Labour Act, 2003 (Act 651), a worker who has completed a continuous period of service is entitled to at least fifteen working days of annual leave with full pay during each calendar year of continuous service.
Annual leave should generally be taken as an uninterrupted period. However, where there is an urgent necessity, an employer may require a worker to interrupt their leave and return to work. In such cases, the employer must reimburse the worker for reasonable expenses resulting from the interruption and allow the worker to take the remaining leave at a later date.
A worker may also be permitted to take annual leave in two approximately equal parts where an arrangement is made between the employer and worker.
Maternity leave in Ghana
Under Ghana’s Labour Act, 2003 (Act 651), a woman worker who provides a medical certificate issued by a medical practitioner or midwife indicating the expected date of confinement is entitled to at least twelve weeks of maternity leave with full remuneration.
Maternity leave may be extended by at least two additional weeks where the worker gives birth to two or more children during the same confinement or where the confinement is abnormal.
Where a woman worker suffers an illness arising from pregnancy or confinement, she may be granted additional leave based on certification by a medical practitioner. Employers are also prohibited from dismissing a worker because of absence from work due to maternity leave.
A nursing mother is entitled to an interruption of work for nursing purposes, and the interruption must be treated as working time and paid accordingly.
Parental leave in Ghana
Ghana’s Labour Act, 2003 (Act 651) does not currently establish a general statutory parental leave entitlement for workers.
Employees may receive parental leave benefits if they are provided through employment contracts, collective agreements, or employer-specific policies.
Paternity leave in Ghana
The Labour Act, 2003 (Act 651) does not provide a general statutory paternity leave entitlement for workers in Ghana.
For public service employees, paternity-related leave arrangements may be available under administrative policies issued through the Public Services Commission of Ghana, depending on the employee’s applicable conditions of service.
Adoption leave in Ghana
The Labour Act, 2003 (Act 651) does not establish a general statutory adoption leave entitlement in Ghana.
Employees may receive adoption-related leave where it is provided through employment contracts, workplace policies, or institutional arrangements.
Sick leave in Ghana
Ghana’s Labour Act, 2003 (Act 651) does not prescribe a fixed statutory duration for sick leave or establish a general sick-pay entitlement.
However, the Act recognizes medically certified sickness and provides that sickness supported by appropriate medical evidence does not reduce a worker’s annual leave entitlement. Where a worker becomes ill during annual leave and the illness is certified, the affected period may be treated separately from annual leave.
Casual leave in Ghana
Casual leave is not established as a general statutory entitlement under Ghana’s Labour Act.
However, eligible public service employees may receive casual leave under the Public Services Commission Leave Policy. The policy provides for ten working days of casual leave after annual leave has been exhausted, subject to applicable public service conditions.
Study leave in Ghana
Study leave arrangements in Ghana depend on the employee’s sector and applicable workplace policies.
Eligible public servants may access study leave under the Public Services Commission Leave Policy, subject to approval requirements and applicable conditions.
Compassionate leave in Ghana
Compassionate leave is available for eligible public service employees under Ghana’s public service leave framework.
The Public Services Commission Leave Policy provides for ten working days of compassionate leave for covered public servants, subject to applicable conditions.
This leave category is not a general statutory entitlement under Ghana’s Labour Act.
Examination leave in Ghana
Eligible public service employees may receive examination leave under the Public Services Commission Leave Policy.
The policy provides for up to ten working days of examination leave for covered public servants, subject to the applicable rules.
Sports leave in Ghana
The Public Services Commission Leave Policy provides eligible public service employees with up to five working days of sports leave.
This entitlement applies to covered public servants and is not a general statutory benefit for all workers in Ghana.
Embarkation and disembarkation leave in Ghana
Under the Public Services Commission Leave Policy, eligible public servants may receive embarkation and disembarkation leave for approved travel-related activities.
The policy provides:
- two working days for short courses
- ten working days for long courses
This leave category applies to employees covered by the public service framework.
Leave of absence in Ghana
Leave of absence is not a general statutory entitlement under Ghana’s Labour Act.
Public service employees may apply for leave of absence under the framework provided by the Public Services Commission Leave Policy.
Eligible employees may receive leave of absence for up to one year, subject to approval requirements and applicable administrative conditions.
Sabbatical leave in Ghana
Ghana’s Labour Act, 2003 (Act 651) does not establish a general statutory entitlement to sabbatical leave.
The Public Services Commission Leave Policy also does not provide a general sabbatical leave entitlement for public servants. Employees may only access sabbatical arrangements where they are provided under employer-specific policies, institutional regulations, or employment agreements.
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Talk to an expertWhat are the statutory public holidays in Ghana?
Employees in Ghana observe the following statutory public holidays declared under the country’s public holidays framework by the Ministry of the Interior of Ghana
- New Year’s Day
- Constitution Day
- Independence Day
- Eid-Ul-Fitr
- Eid-Ul-Adha
- Good Friday
- Easter Monday
- Labour Day (Workers’ Day)
- Founder’s Day
- Kwame Nkrumah Memorial Day
- Farmers’ Day
- Christmas Day
- Boxing Day.
Under Ghana’s Labour Act, 2003 (Act 651), every worker is entitled to receive their remuneration for public holidays.
Navigate local employment requirements in Ghana with Skuad
Managing employee leave, payroll updates, and statutory benefits in Ghana can be challenging for companies hiring internationally. Businesses need to understand local employment rules, including annual leave, maternity leave, sick leave, and other employee entitlements. Keeping track of these requirements can take significant time and resources.
Skuad supports global teams with employment contracts aligned with local labor requirements, payroll processing in 70+ currencies, statutory contribution workflows, and paid leave and parental entitlement administration through its EOR platform. This helps companies manage their Ghana hiring process while staying aligned with employment requirements.
Book a demo to see how Skuad supports global hiring in Ghana.
FAQs
1. What is the leave policy in Ghana for foreign companies hiring employees?
Foreign companies hiring employees in Ghana must follow the country’s employment requirements, including leave obligations under the Labour Act, 2003 (Act 651). Employers should align contracts, payroll systems, and leave tracking processes with Ghanaian rules while considering additional benefits offered through company policies or employment agreements.
2. How does unpaid leave work under a leave policy in Ghana?
Unpaid leave in Ghana is generally not a statutory entitlement under the Labour Act, 2003 (Act 651). Employees may access unpaid leave when it is permitted by employer policies, employment contracts, or mutual agreements, with terms covering approval, duration, and the impact on salary and benefits.
3. How is leave approval managed under a leave policy in Ghana?
Leave approval under a Ghana leave policy usually depends on employer procedures, workforce requirements, and employee eligibility. Employers should maintain written records and follow notice requirements under the Labour Act, 2003 (Act 651), which encourages advance planning before annual leave begins to support operational continuity.
4. What documents are required for employee leave requests in Ghana?
Documentation requirements for leave requests in Ghana depend on the type of leave and employer policy. For example, maternity leave requires a medical certificate indicating the expected date of confinement under the Labour Act, 2003 (Act 651), while other leave categories may require internal approval forms or supporting records.
5. How should employers calculate leave balances in Ghana?
Employers should calculate leave balances in Ghana based on employee service periods, statutory entitlements, and applicable workplace policies. The Labour Act, 2003 (Act 651) links annual leave rights to continuous service, so employers should maintain accurate joining dates, leave records, and payroll information.
6. What leave policy considerations apply when terminating employment in Ghana?
When employment ends in Ghana, employers should review outstanding leave obligations and settlement requirements based on applicable law and employment terms. The Labour Act, 2003 (Act 651) protects employee leave rights, so employers should verify accrued benefits, final payroll calculations, and required documentation before completing termination procedures.
About the author
Martyna Krawczyk
Martyna Krawczyk is an HR and Immigration Lawyer and an Associate in Payoneer Workforce Management(Formerly Skuad) Global HR Operations team. She earned an LPC LL.M. from the University of Law in the UK and holds an Associate CIPD certification. Martyna is Vice President of the Labour Law Association of Poland and was awarded the Wolters Legal Hackathon 2024. She specialises in international employment law, cross-border workforce compliance, and global immigration - key areas that reflect Skuad's core values.
