The Labour Act, 2003 (Act 651) is the cornerstone of Ghana's employment law framework. It regulates the relationship between workers and employers, establishes minimum standards for working conditions, and provides mechanisms for resolving disputes. It applies to all workers in Ghana except members of the Armed Forces, Police Service, Prison Service, and the Security and Intelligence Agencies.

• Enacted by Parliament of Ghana on 7 November 2003
• Replaces the Labour Decree, 1967 (NLCD 157) and Industrial Relations Act, 1965
• Covers contract of employment, collective agreements, and labour disputes
• Establishes the National Labour Commission (NLC)
• Protects fundamental worker rights including freedom of association
• Sets standards for working hours, leave, and termination of employment

Under Act 651, every employer must provide a written statement of the terms of employment within two months of the commencement of employment.

• Written contracts are mandatory for all employees
• Must include: names of parties, job description, place of work, date of commencement
• Must state remuneration (rate, method, and intervals of payment)
• Must include terms relating to hours of work, holidays, and leave
• Probationary period shall not exceed 6 months (extendable to 12 months by agreement)
• Employee may be terminated during probation with one week's notice

The National Daily Minimum Wage (NDMW) is set annually by the National Tripartite Committee (NTC), comprising the Government, organised labour (TUC and NCWD), and employers (GEA). The current NDMW is GH¢ 25.50 per day.

• All workers are entitled to at least the NDMW
• Wages must be paid in legal tender (Ghana Cedis)
• Payment intervals: daily, weekly, fortnightly, or monthly as agreed
• Wages must be paid on working days, at or before end of shift
• Deductions only permitted for PAYE tax, SSNIT, and agreed authorised purposes
• Deductions must not reduce pay below 50% of earned wages

Payment in lieu of notice is permissible. Termination without notice or payment in lieu constitutes wrongful dismissal. Redundancy requires additional consultation and a redundancy pay of at least one month's salary per year of service.

• Employer must give written reasons for termination on request
• Summary dismissal (no notice) permitted only for gross misconduct
• Worker must be heard before dismissal for misconduct (right to a hearing)
• Unfair termination may be challenged at the National Labour Commission

The Factories, Offices and Shops Act, 1970 (Act 328) and the Labour Act together impose comprehensive safety duties on employers.

• Employer must provide a safe and healthy workplace
• Personal Protective Equipment (PPE) must be provided at no cost to the worker
• Workplace must be properly lit, ventilated, and kept clean
• Dangerous machinery must be guarded and maintained
• Workers must be trained on hazards relevant to their work
• Employers must report workplace accidents and injuries to the Labour Department
• Workers have the right to refuse unsafe work without penalty
• Health and safety committees required in workplaces with 25+ workers

Section 14 and 63 of Act 651, together with the 1992 Constitution of Ghana, prohibit discrimination in employment on the following grounds:

• Every worker has the right to form or join a trade union of their choice
• Employers must not interfere with workers' right to organise
• Collective Bargaining Agreements (CBAs) are legally binding on both parties
• CBAs must be registered with the Chief Labour Officer to be enforceable
• Sole bargaining agents must represent at least 35% of workers in the unit
• Employers must bargain in good faith with recognised unions
• The right to strike is protected — after exhausting conciliation procedures
• Essential services workers have restricted strike rights
• Lock-outs (employer work stoppages) are equally regulated

The Children's Act, 1998 (Act 560) further prohibits all forms of child trafficking and the worst forms of child labour as defined by ILO Convention 182, which Ghana has ratified.

The National Labour Commission (NLC) was established under Act 651 to resolve labour disputes through mediation, conciliation, and arbitration. Its decisions are enforceable as court orders.

• Either party may refer an unresolved dispute to the NLC in writing
• NLC first attempts mediation — a neutral mediator facilitates agreement
• If mediation fails, dispute goes to arbitration (binding decision)
• NLC decisions may be appealed to the High Court
• No filing fees for workers pursuing individual grievances
• NLC can issue interim orders to prevent irreparable harm
• Collective disputes (affecting multiple workers) may also be referred to NLC