Debt and Employment Advice

Collecting Information About Your Debts

• List all your debts: loans (e.g. susu loans, salary advance, microfinance), credit purchases, mobile money loans (e.g. Quick Loan), utility arrears, school fees, rent, etc.
• Include creditor names, amounts owed, interest rates, due dates, and any guarantors.

Prioritising Debts

• Identify urgent debts (e.g. rent, utility bills, school fees, loans with high interest or legal consequences).
• Deal with high-priority debts first to avoid severe consequences.

Budgeting

• Track all sources of income (salary, business, remittances, etc.) and expenses (food, transport, airtime, utilities, etc.).
• Use a simple notebook, phone app, or spreadsheet to record your budget.
• Identify areas to cut back and set realistic spending limits.

Banking and Savings

• Open a savings account or use mobile money savings features (e.g. MTN Y’ello Save, Vodafone Cash Save).
• Save a small amount regularly, even if it’s GHS 1 a day.
• Consider joining a trusted susu or credit union for disciplined savings.

Pensions and Retirement Planning

• Check your SSNIT contributions and ensure your employer is paying regularly.
• Consider voluntary contributions or private pension schemes for extra security.
• Plan for retirement early, even if you are self-employed or in the informal sector.

Dealing with Creditors

• Contact creditors early to explain your situation and negotiate payment plans.
• Get any new agreements in writing (SMS, WhatsApp, or letter).
• Do not ignore creditors; communication helps prevent legal action or harassment.

Where to Get Help

• Contact Citizens AdviceGeek Centre for free, confidential advice.
• Seek help from legal aid, faith-based organisations, or trusted community leaders.
• Do not pay for debt advice from unlicensed agents.

Understanding your employment status is essential because it affects your legal rights at work, including your entitlement to pay, leave, protection against unfair treatment, and more.

In Ghana, people typically fall into one of the following categories when it comes to employment:

• 🔹 1. Employee (Permanent/Contract Staff)
• 🔹 2. Casual Worker
• 🔹 3. Self-Employed (Independent Contractor)

Each of these categories comes with different legal rights and responsibilities under Ghanaian labour law, especially as outlined in the Labour Act, 2003 (Act 651).

✅ Why it matters

Your true employment status is not only based on the title in your contract but also on the nature of the relationship between you and the person or organisation you work for.

Employers may try to label workers as casuals or contractors to avoid giving full rights — such as paid leave, job security, or social security contributions. But your rights are based on how you work, not just your job title.

🧾 The 3 Common Types of Employment Status in Ghana

1. Employee (Permanent or Fixed-Term)
   • Formally engaged under a written contract of employment
   • Employer controls what work you do, how, and when you do it
   • Entitled to monthly salary, leave (e.g. annual leave, maternity leave), and Social Security (SSNIT) contributions
   • Work regular hours and cannot delegate your duties to someone else
   • Right to redundancy pay or protection from unfair termination under the Labour Act
   Key Rights
   • Paid leave (annual, sick, maternity/paternity)
   • Social security registration and contributions
   • Termination notice or pay in lieu
   • Fair hearing before dismissal
   • Severance pay (where applicable)
2. Casual Worker
   • Hired for less than 6 months of continuous work
   • Work day-to-day or as needed, with no long-term commitment
   • May be paid daily or weekly, without benefits like leave or SSNIT unless retained beyond 6 months
   Limited Rights
   • Right to safe working conditions
   • Daily rest and break periods
   • Right to minimum wage
   • May qualify for SSNIT if engagement continues
   Note

   According to the Labour Act, casual workers who work continuously for more than 6 months must be considered temporary employees, with corresponding rights.

3. Self-Employed or Independent Contractor
   • Run your own business or service (e.g. tailoring, consulting, carpentry)
   • Have multiple clients and decide your own hours and rates
   • Not under supervision or control of a single employer
   • Not entitled to employment benefits unless agreed in a contract
   Caution

   If a business treats you like an employee (e.g. fixed hours, daily control), but calls you “independent,” you may be entitled to employee rights.

🔍 Other Work Arrangements in Ghana

• 🧑🏽‍🔧 Agency or Outsourced Worker: You may be employed by a third-party agency and assigned to another company. You are still entitled to employee protections under the Labour Act, even if not directly hired by the host company.
• 📋 Zero-Hours or On-Call Work: This is less common in Ghana but can happen in informal sectors (e.g. hospitality, security). If you’re regularly expected to work on short notice or do repeated shifts, you may qualify as a casual or even temporary employee under the law.

⚖️ What If You're Misclassified?

If you believe you are wrongly classified (e.g., called a casual or contractor to deny your benefits), you can:

• Speak with your employer and request a review of your terms
• File a complaint with the Labour Department or Labour Commission
• Seek legal advice or help from CAC or a labour union

📌 Need Help Understanding Your Employment Rights?

At CAC Ghana, we can help you:

• Understand your employment status
• Check what rights you have
• Take steps if you’ve been treated unfairly

Citizens AdviceGeek Centre – Informing, Empowering, Protecting.

Your employment contract is your legal agreement with your employer. It sets out what your job is, how you should perform your duties, your working hours, and what you’re entitled to — including salary, leave, and other benefits. Understanding your contract helps protect your rights and prepares you in case of disputes.

📄 What Is an Employment Contract?

An employment contract can be:

• Written (preferred under the law)
• Oral
• Partly written and partly oral

It includes explicit terms (what is clearly stated) and implied terms (things expected by law or custom). Even if there’s no signed written contract, you are still protected by statutory rights under the Labour Act, 2003 (Act 651).

📝 Check Your Written Employment Details

Your employer is required by law to give you a written statement of employment particulars within 2 months of starting work. This should include:

• Your job title or position
• Start date
• Salary and payment method
• Working hours and days
• Overtime and allowances
• Leave entitlements (annual, sick, maternity/paternity)
• Termination conditions
• Place of work
• Probation period (if any)
• Social Security (SSNIT) arrangements

🔔 Tip: If you haven’t received this, ask your employer or HR department in writing.

📧 Other Places to Check for Contract Terms

Some terms of your employment may not be in your official contract document, but may appear in:

• The job advert
• Offer letter or confirmation email
• Policies in the staff handbook
• Verbal discussions with your supervisor
• Collective agreements with a trade union (if applicable)
• Anything you have signed (e.g., confidentiality agreements)

If you’re unsure whether a term is legally binding, speak with a CAC adviser.

🗣️ What About Verbal Agreements?

If you agreed verbally to something important (like a pay raise or bonus), ask your employer to confirm it in writing — even in an email or WhatsApp message.

🟠 Warning: Verbal promises are difficult to prove if there’s a dispute. If your employer won’t write it down, you should do so yourself — send them a message or email saying, “Just confirming that we agreed on X…” This helps you keep a record.

⚖️ Know Your Statutory Rights Under Ghanaian Law

Even if your contract doesn’t mention them — or tries to take them away — you still have statutory rights. These include the right to:

• Receive a pay slip with breakdowns
• Be paid at least the National Daily Minimum Wage
• Work no more than 8 hours per day / 40 hours per week (unless otherwise stated)
• Take paid annual leave (minimum of 15 working days)
• Take maternity leave (at least 12 weeks fully paid)
• Not be unfairly dismissed
• Receive redundancy/severance pay if applicable
• Have your employer contribute to SSNIT

🔍 Your contract can offer more than these rights — but not less.

⏳ If You’re in a Probation Period

Probation periods (usually up to 6 months) are legal in Ghana but:

• You still have basic employment rights, including minimum wage, social security, and leave
• The employer must still give reasonable notice if terminating your contract — unless otherwise agreed
• Check your contract to see what the employer says about probation rules, termination procedures, and whether benefits are delayed until after probation

🧭 What to Do If You Spot a Problem

If your contract:

• Is missing important details
• Gives you less than the law allows
• Has terms you don’t understand
• Has changed without your consent

…then contact CAC Ghana. We’ll help you understand your rights, request amendments, or take action if needed.

Under Ghanaian law, your employer must pay your full wages on time for work you have done. You are entitled to be paid as agreed — whether it’s weekly, fortnightly, or monthly — without illegal deductions.

You can challenge your employer if:

• They haven’t paid you at all
• They’ve underpaid you
• They’ve deducted from your salary without lawful reason or your consent

📋 Check Your Payslip or Salary Record

If your employer provides payslips or salary breakdowns, check:

• Your gross and net pay
• Any deductions (like SSNIT or PAYE)
• The number of hours or days worked
• Overtime or allowances due

📌 By law, your employer must keep proper records of your employment and payments. If you don’t receive a payslip, ask your employer to provide a salary statement.

🗣️ Talk to Your Employer First

Speak directly with:

• Your supervisor or HR officer, or
• The person responsible for salaries/payroll

Ask:
“Can you explain why I wasn’t paid as expected? I’d like to understand and resolve it quickly.”

If it was a mistake, ask them to correct it immediately — you should not have to wait until the next pay day.

📌 You have a right to raise concerns without fear of being punished for asking about your own pay.

❌ If You Haven’t Been Paid for a While

If your employer keeps delaying or avoiding payment, or:

• Won’t explain the delay
• Other workers also haven’t been paid
• The company hasn’t paid suppliers or contractors
• You hear the business is in financial trouble

…there’s a risk you may never be paid.

⚠️ Do not stop working without legal advice — you could be accused of breaching your contract. Instead:

• Keep records of all communication
• Get advice from Citizens AdviceGeek Centre (CAC) before taking any action

💼 If You’ve Left the Job and Weren’t Paid

Even if you’ve resigned or been dismissed, your employer must pay all outstanding wages, leave, or entitlements — including:

• Final month’s salary
• Accrued annual leave
• End-of-service benefits (where applicable)

You can write a formal demand letter or seek legal redress through the Labour Department or Commission on Human Rights and Administrative Justice (CHRAJ).

💰 If You’ve Been Underpaid

Common underpayment issues include:

• Not being paid for all hours worked
• Not receiving overtime or shift allowances
• Short pay due to miscalculation
• Deductions for lateness or uniforms without agreement

✅ Check your timesheet, duty roster or punch card records. Compare them with your payslip. If anything is missing or unclear, ask your employer to explain.

💡 Know What You’re Entitled To

Under Ghanaian labour law, you’re entitled to:

• At least the National Daily Minimum Wage
• Overtime pay (if you work beyond normal hours)
• Paid public holidays and annual leave
• Maternity leave (minimum 12 weeks with full pay)
• Sick leave (certified with medical report)
• SSNIT contributions made on your behalf

Even if your contract doesn’t mention these, you still have a right to them by law.

⚖️ If Deductions Were Made Without Your Agreement

Your employer cannot deduct from your salary unless:

• It is required by law (e.g. taxes, SSNIT)
• You agreed in writing (e.g. for a loan or company asset)
• It is for damages caused by your misconduct — and only after a fair hearing

🔍 If money was taken from your salary without proper explanation or your permission, ask for a breakdown. If not satisfied, you can report it to:

• The Labour Office
• CHRAJ
• Or get support from CAC

• Send a formal demand letter
• Keep invoices and delivery records
• Consider mediation or small claims action

CAC can help you write demand letters and understand your contractual rights as a service provider.

🏢 If the Company Has Closed Down

• Try to contact directors or management
• Report the issue to the Labour Department
• You may claim unpaid wages through liquidation or insolvency proceedings

Sometimes workers can claim priority payment when a business goes bankrupt.

🗣️ Ask Your Employer to Pay What They Owe

Start with a polite and clear conversation:

• A copy of your contract
• A payslip or salary breakdown
• Timesheets or duty rosters
• Bank statements showing partial or missing pay

📌 If you can’t speak directly, put your concerns in writing (letter).

🧰 Use Workplace Grievance Procedures

Check for a formal grievance process in:

• Employee handbooks
• HR manuals
• Internal policies

If there's no formal process, submit a written complaint stating:

• What you were paid
• What you were expecting
• Why you believe there’s a discrepancy
• What resolution you’re seeking

📩 Keep a copy of your letter or message.

💪 Get Support from a Union or Workers’ Association

• Ask your representative to raise the issue
• Get advice and help with filing a grievance
• Use collective negotiation if several workers are affected

💸 Check You’re Getting At Least the Legal Minimum Pay

You must be paid at least the National Daily Minimum Wage (NDMW).

As of January 2025, the NDMW is 19.97Ghs per day.

This applies to:

• Full-time or part-time workers
• Probation or casual workers
• Paid daily, weekly, or monthly

🧾 Common Pay Issues

• Overtime or weekend work
• Sick leave or maternity leave
• Public holidays
• Training time
• Accrued leave not taken
• End-of-service benefits

⚖️ Decide Whether to Take Legal Action

If your employer refuses to pay:

1. Report to the Labour Department
   • Visit your nearest Labour Office
   • Make a formal complaint
   • They can summon your employer for mediation
2. Seek Help from CHRAJ
   • If your rights were abused or unfair treatment occurred
3. Take Civil Action
   • File a case in the Labour or District Court

📌 Legal action is more effective if:

• You have a contract or written proof
• You tried other means first
• You are ready for mediation or hearings

CAC can help you:

• Draft letters
• Prepare evidence
• Refer your case to the right legal body

✅ Summary: What to Do

📞 Need Help?

Citizens AdviceGeek Centre (CAC) can help you:

• Write formal complaints or demand letters
• Report wage issues to the Labour Department
• Understand your rights under Ghanaian employment law
• Support you through mediation or legal action