Offer Letter Generator — Ghana
Offer Letter Generator for Ghana — Labour Act 2003 (Act 651) Compliant
Ghana employment law is governed by the Labour Act 2003 (Act 651), which mandates written employment contracts and sets minimum standards for working conditions. The Act requires employers to provide...
Local Requirements
Offer Letter Generator Requirements in Ghana
Comply with Labour Act 2003 (Act 651). SSNIT contributions (13% employer + 5.5% employee). PAYE tax per Income Tax Act 2015 (Act 896). Minimum wage per National Daily Minimum Wage notification. Written contract mandatory within 2 months. TIN (Tax Identification Number) required.
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Ghana employment law is governed by the Labour Act 2003 (Act 651), which mandates written employment contracts and sets minimum standards for working conditions. The Act requires employers to provide a written contract within 2 months of commencement. SSNIT (Social Security and National Insurance Trust) contributions are mandatory, and GRA (Ghana Revenue Authority) administers PAYE tax.
A compliant Ghanaian appointment letter should carry the particulars the Labour Act requires under section 12: the names and addresses of employer and worker, the date of engagement, the nature of the work, the pay and how it is calculated, the working hours, paid holidays, and the notice for termination. It should also note the statutory leave of at least fifteen working days a year, and confirm registration with SSNIT within the first month of employment.
The letter should set out the SSNIT position clearly: total contributions of 18.5 percent of basic salary, 13 percent from the employer and 5.5 percent from the worker, split across the three-tier scheme, together with PAYE deducted under the Income Tax Act 2015 and remitted to the Ghana Revenue Authority. Stating the pay against the National Daily Minimum Wage, and quoting the worker's TIN, now the Ghana Card PIN, gives the Accra, Tema or Kumasi hire a transparent and legally sound offer.
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Offer Letter Generator in Ghana
FAQ
Frequently Asked Questions
The Labour Act 2003 (Act 651) Section 12 requires that employment contracts include the name and address of the employer, name and address of the worker, date of employment, nature of work, rate of remuneration and method of calculation, regular working hours, paid holidays, notice period for termination, and any collective agreement terms that affect the worker. The contract must be in writing and provided within 2 months of commencement. For casual workers or those employed for less than 6 months, a written contract is still recommended but has modified requirements.
SSNIT (Social Security and National Insurance Trust) contributions in Ghana total 18.5% of the worker basic salary. The employer pays 13% and the worker pays 5.5%. Of the total 18.5%, SSNIT retains 11% for the pension scheme, 2.5% goes to the National Health Insurance Authority (NHIA), and 5% goes to the worker chosen private pension provider under the three-tier pension scheme. All formal sector employees must be registered with SSNIT within the first month of employment. The offer letter should clearly state the SSNIT registration requirement and contribution breakdown.
Ghana minimum daily wage is set annually by the National Tripartite Committee. The current daily minimum wage is approximately GH₵18-20, translating to roughly GH₵468-520/month for a 26-day work month. This is one of the factors considered in salary negotiations and must be the floor for any offer letter. The mining, oil and gas, and financial sectors pay significantly above minimum wage. Accra and Tema have higher living costs, so employers typically offer above minimum to attract talent. The Labour Commission enforces minimum wage compliance.
Under the Labour Act 2003 (Act 651), the notice to terminate a contract of unspecified duration depends on how the worker is paid: broadly one month, or one month's notice or pay in lieu, for monthly-paid workers, with shorter notice for weekly arrangements, and either party may pay wages in lieu of notice. Workers are entitled to at least fifteen working days of paid annual leave after twelve months of continuous service, in addition to public holidays, and the Act also provides for sick leave and paid maternity leave. An offer letter should state the notice period and leave entitlement so both sides know the terms, and any benefits above these minimums should be spelled out.