Casual Worker Agreement (Ghana)

A Casual Worker Agreement in Ghana is a written contract governing a short-term, intermittent, or day-to-day employment relationship between an employer and a casual worker, consistent with the provisions of the Labour Act 2003 (Act 651). The Casual Worker Agreement (Ghana) sets out the daily or weekly rate of pay, the nature of the work to be performed, the duration or term of engagement, the notice required to end the relationship, and the worker's entitlements under Act 651 for the period of the engagement.

Section 74 of the Labour Act 2003 (Act 651) specifically addresses casual workers, defining a casual worker as a worker whose engagement provides for payment on a daily basis and whose continuous employment with one employer does not exceed six months. Section 74 provides that such a worker is entitled to receive wages at the end of each working day, or at such intervals as may be agreed upon, but not exceeding monthly intervals. The Labour Division of the High Court of Ghana and the National Labour Commission (NLC) established under Part XV of Act 651 have jurisdiction over disputes involving casual workers in Ghana.

The Casual Worker Agreement Ghana is distinct from a fixed-term Employment Contract under Section 12 of Act 651, which governs employees engaged for a specified duration exceeding casual engagement. A casual worker under Section 74 is engaged on a day-to-day basis, and the employer is not obliged to offer work on any day on which no work is available. However, if a casual worker is engaged continuously for more than six months, the courts may treat the relationship as a fixed-term or permanent employment relationship, entitling the worker to the fuller protections of Act 651 including notice periods, annual leave under Section 20, and maternity leave under Section 57.

The national daily minimum wage for 2026 in Ghana is GHS 21.77, set annually by the National Tripartite Committee (NTC) comprising the Ghana Government, employer associations — including the Ghana Employers' Association (GEA) — and organised labour through the Trades Union Congress (TUC). Every Casual Worker Agreement must provide for a daily rate not less than the prescribed national minimum wage.

The Social Security and National Insurance Trust (SSNIT) contribution obligations under the National Pensions Act 2008 (Act 766) apply to casual workers who are employed for more than three months. Employers engaging casual workers for continuous periods exceeding three months must register those workers with SSNIT and remit the applicable Tier 1 contributions. The Ghana Revenue Authority (GRA) also requires PAYE deductions from casual workers whose earnings exceed the personal income tax threshold under the Income Tax Act 2015 (Act 896).

The legal framework governing the Casual Worker Agreement (Ghana) in Ghana draws on several key statutes and regulatory bodies. Under the Labour Act 2003 (Act 651), the National Labour Commission (NLC) adjudicates workplace disputes in Ghana. Section 12 of the Labour Act 2003 requires written terms of employment. The National Pensions Act 2008 (Act 766) mandates employer contributions to the Social Security and National Insurance Trust (SSNIT). The Ghana Revenue Authority (GRA) administers PAYE under the Income Tax Act 2015 (Act 896). The Labour Division of the High Court hears employment appeals. Parties executing a Casual Worker Agreement (Ghana) in Ghana should confirm the document reflects current law, including any amendments enacted since the original drafting date. The Labour Act 2003 (Act 651) sets the foundational requirements.

A Casual Worker Agreement in Ghana is required or strongly recommended in several employment contexts involving short-term labour.

A Casual Worker Agreement is needed when engaging workers for seasonal agricultural activities — harvesting cocoa in the Ashanti or Western Region, harvesting cassava or yam in the Brong-Ahafo or Northern Region, or picking tomatoes in the Upper East Region — where the engagement is limited to the harvest period and workers are paid on a daily basis.

A Casual Worker Agreement is required when a construction company in Ghana engages day labourers — brick layers, steel fixers, unskilled labourers — on a project-by-project basis under building contracts in Accra, Kumasi, or Takoradi. The agreement protects both the contractor and the worker by recording the agreed daily rate, work description, and engagement period.

A Casual Worker Agreement is needed when a hotel, restaurant, catering company, or event management firm in Ghana engages additional staff for a specific event, peak season, or short-term period, paying them daily or weekly wages rather than a monthly salary.

A Casual Worker Agreement is required when a manufacturing or processing company — such as a cocoa processing plant in Tema, a fish processing facility in Elmina, or a palm oil mill in the Western Region — engages casual labourers during peak production periods to supplement its permanent workforce.

A Casual Worker Agreement is needed by supermarkets, wholesale markets, and logistics companies in Accra and Kumasi when engaging casual workers for stocktaking, loading, unloading, and delivery tasks during commercial peak periods such as Christmas and Eid.

A Casual Worker Agreement is required whenever any employer in Ghana wishes to establish clear terms with short-term workers to avoid a dispute before the National Labour Commission (NLC) as to the nature of the engagement, the daily rate of pay, and the method of termination.

A valid Casual Worker Agreement in Ghana under the Labour Act 2003 (Act 651) must contain the following essential elements.

Parties: The full legal name and address of the employer — including company registration number from the ORC where the employer is incorporated under the Companies Act 2019 (Act 992) — and the full name, Ghana Card number or passport number, and residential address of the casual worker.

Nature of Work: A clear description of the specific tasks and duties to be performed by the casual worker, the location of work (specifying the region, district, and physical address in Ghana), and any relevant skills, tools, or equipment required.

Engagement Period: The commencement date of the engagement and, where known, the anticipated end date or duration. A statement clarifying that the agreement is for casual work within the meaning of Section 74 of Act 651, not exceeding six months of continuous engagement.

Daily Rate and Payment: The agreed daily rate of pay in Ghana Cedis (GHS), which must not be less than the current national daily minimum wage of GHS 21.77 as set by the National Tripartite Committee (NTC). The method of payment — cash or mobile money transfer via MTN Mobile Money, AirtelTigo Money, or Vodafone Cash — and the payment cycle (daily, weekly, or agreed intervals not exceeding monthly).

SSNIT and Tax: Confirmation of SSNIT registration obligations under the National Pensions Act 2008 (Act 766) where the engagement exceeds three months, and PAYE obligations under the Income Tax Act 2015 (Act 896) where earnings exceed the personal income tax threshold.

Health and Safety: The employer's obligations to provide a safe working environment under the Factories, Offices and Shops Act 1970 (Act 328) and the relevant sector-specific safety regulations, including provision of personal protective equipment (PPE) appropriate to the nature of the work.

Termination: Either party may end the agreement by giving one week's written notice under Section 74 of Act 651, or by payment in lieu of notice. The employer may terminate without notice for serious misconduct, subject to the worker's right to respond to the allegation before the National Labour Commission (NLC).

Governing Law: Ghana law, with disputes referred to the National Labour Commission (NLC) or the Labour Division of the High Court of Ghana under Act 651.

Forms-legal.com provides this Casual Worker Agreement template as a starting point for Ghana-compliant employment documentation.

Additional compliance elements for a Casual Worker Agreement (Ghana) used in Ghana include: Under the Labour Act 2003 (Act 651), the National Labour Commission (NLC) adjudicates workplace disputes in Ghana. Section 12 of the Labour Act 2003 requires written terms of employment. The National Pensions Act 2008 (Act 766) mandates employer contributions to the Social Security and National Insurance Trust (SSNIT). The Ghana Revenue Authority (GRA) administers PAYE under the Income Tax Act 2015 (Act 896). The Labour Division of the High Court hears employment appeals. Forms-legal.com provides this template as a starting point for Ghana-compliant documentation.