Domestic Worker Employment Contract (Ghana)
Domestic Worker Employment Contract
This Domestic Worker Employment Contract (this "Contract") is entered into on [Contract Date] between:
EMPLOYER: [Employer Name], residing at [Employer Address] (the "Employer"); and
DOMESTIC WORKER: [Worker Name], Ghana Card number [Ghana Card Number], whose home address is [Worker Address] (the "Worker").
This Contract is made under the Labour Act, 2003 (Act 651), including Section 75 which extends employment protections to domestic workers in Ghana.
1. Appointment and Commencement
The Employer engages the Worker as a domestic worker to perform the following duties: [Duties], commencing on [Commencement Date].
The Worker will serve a probationary period of [Probation Period] commencing on the start date, during which either Party may terminate this Contract by giving one week's written notice in accordance with Act 651.
Accommodation arrangement: [Accommodation]. Where accommodation is provided, the Worker must vacate the accommodation within 7 days of the termination of this Contract.
2. Wages and Payment
The Employer shall pay the Worker a basic monthly wage of GHS [Monthly Wage], payable on the [Payment Day]. Wages shall be paid in cash or by bank transfer to the Worker's nominated account.
Meals provided by the Employer: [Meals Provided]. Any deduction from wages for accommodation or meals shall be agreed in writing and shall not reduce the cash wage below the national minimum wage of GHS 21.77 per day as set by the National Tripartite Committee (NTC) for 2026.
The Employer shall deduct PAYE income tax (where applicable) and remit to the Ghana Revenue Authority (GRA) under the Income Tax Act, 2015 (Act 896).
3. Working Hours and Rest
The Worker's normal working hours are [Working Hours]. The Employer shall not require the Worker to work more than 8 hours per day or 40 hours per week as prescribed by the Labour Act, 2003 (Act 651), except by agreement.
The Worker is entitled to a weekly rest day of [Weekly Rest Day] each week, in accordance with Section 33 of Act 651 which mandates a minimum of 48 consecutive hours' rest per week.
Overtime worked outside normal hours shall be compensated at a rate agreed between the Parties. Compulsory overtime shall not exceed 4 hours per day under Act 651.
4. Leave Entitlements
The Worker is entitled to [Annual Leave] working days of paid annual leave after each full year of continuous service, which shall not be less than 15 working days as required by Section 20 of the Labour Act, 2003 (Act 651).
Female workers are entitled to a minimum of 12 weeks of paid maternity leave under Section 57 of Act 651.
The Worker is entitled to paid leave on Ghana's 12 statutory public holidays. If required to work on a public holiday, the Worker shall be paid at double the normal daily wage rate.
5. SSNIT and Pension Contributions
The Employer shall register the Worker with the Social Security and National Insurance Trust (SSNIT) and remit monthly contributions under the National Pensions Act, 2008 (Act 766). The Worker's SSNIT number is [SSNIT Number].
Monthly SSNIT Tier 1 contributions: Employer — 13% of basic wage (including 2.5% to the National Health Insurance Authority); Worker — 5.5% of basic wage. Employer Tier 2 contribution — 5% of basic wage to an NPRA-regulated fund manager.
6. Termination
Either Party may terminate this Contract by giving [Notice Period] written notice stating the reason for termination and the effective date, or by payment in lieu of notice.
The Employer may terminate summarily for gross misconduct only after conducting a fair investigation, notifying the Worker of the allegation, and providing the Worker with an opportunity to respond, in accordance with the Labour Act, 2003 (Act 651) and the jurisdiction of the National Labour Commission (NLC).
7. Governing Law
This Contract is governed by the laws of the Republic of Ghana, including the Labour Act, 2003 (Act 651). Any dispute arising under this Contract shall be referred to the National Labour Commission (NLC) or the Labour Division of the High Court of Ghana.
Signatures
IN WITNESS WHEREOF the Parties have executed this Domestic Worker Employment Contract on the date first written above.
Employer
________________
Signature
Domestic Worker
________________
Signature
What Is a Domestic Worker Employment Contract (Ghana)?
A Domestic Worker Employment Contract in Ghana sets out the rights and obligations of employer and employee, from remuneration to grounds for dismissal. It defines duties, remuneration, working hours, leave, and termination procedures binding employer and employee.
The Labour Act, 2003 (Act 651) defines a domestic worker as any person employed in a private home to perform domestic chores such as cooking, cleaning, child-minding, gardening, driving, and security duties. Section 75 of Act 651 provides that a domestic worker is entitled to the same basic protections as any other worker under the Act, including minimum wage, paid annual leave, and notice on termination. The National Labour Commission (NLC) established under Part XV of Act 651 has jurisdiction to hear complaints by domestic workers against household employers in Ghana.
The national daily minimum wage for 2026, set at GHS 21.77 by the National Tripartite Committee (NTC) comprising the Ghana government, employer associations, and trade union confederations, applies equally to domestic workers. Employers must pay wages at least as frequently as once per month. Under the Income Tax Act, 2015 (Act 896), household employers are required to operate a Pay-As-You-Earn (PAYE) deduction system for domestic workers whose income exceeds the annual tax-free threshold administered by the Ghana Revenue Authority (GRA), though in practice most domestic workers fall below the GRA threshold.
The National Pensions Act, 2008 (Act 766) applies to domestic workers whose employment is sufficiently regular and continuous. Employers with qualifying domestic workers must register them with the Social Security and National Insurance Trust (SSNIT) and make Tier 1 contributions: 13% employer contribution and 5.5% employee contribution of basic wages. The Tier 2 mandatory occupational pension, regulated by the National Pensions Regulatory Authority (NPRA), adds a further 5% employer contribution directed to an NPRA-approved fund manager.
A Domestic Worker Employment Contract in Ghana must be distinguished from a General Employment Contract, which covers formal sector employees subject to a full suite of Labour Act protections including collective bargaining under Act 651, and from a Casual Employment Agreement, which covers irregular day-rate work without a continuing employment relationship. The ILO Domestic Workers Convention No. 189 (2011), which Ghana has not yet ratified as of 2026, sets international standards that inform the interpretation of Act 651 by the High Court (Labour Division) in Accra and the National Labour Commission (NLC) when resolving domestic worker disputes.
The legal framework governing the Domestic Worker Employment Contract (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 Domestic Worker Employment Contract (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.
When Do You Need a Domestic Worker Employment Contract (Ghana)?
A Domestic Worker Employment Contract in Ghana is required whenever a household engages a domestic worker on a regular basis and is particularly important in the following situations.
A Domestic Worker Employment Contract is needed when a household in Accra, Kumasi, or any other Ghanaian city hires a live-in housekeeper, cook, nanny, or cleaner on a recurring basis. Section 12 of the Labour Act, 2003 (Act 651) requires employers — including household employers — to provide written particulars of employment within three months of commencement. Failure to provide written terms can lead to a complaint before the National Labour Commission (NLC) or the Labour Division of the High Court.
A Domestic Worker Employment Contract is required when the employer provides accommodation to the domestic worker within the household. A written contract specifying accommodation arrangements, deductions (if any) for board and lodging, and the consequences of termination on accommodation rights protects both parties under Section 75 of Act 651 and prevents disputes before the NLC.
A Domestic Worker Employment Contract is needed when registering a domestic worker with the Social Security and National Insurance Trust (SSNIT) for Tier 1 pension contributions under the National Pensions Act, 2008 (Act 766). SSNIT requires evidence of the employment relationship when processing registration, and a signed written contract is the primary document accepted.
A Domestic Worker Employment Contract is required when employing a non-Ghanaian domestic worker. Under the Immigration Act, 2000 (Act 573) and the Ghana Immigration Service (GIS) regulations, a written employment agreement must accompany any application for a work permit or Entry Permit for a domestic worker from outside Ghana.
A Domestic Worker Employment Contract is needed when the employer wishes to include a probationary period under Act 651. Without a written contract specifying the probationary terms, any early termination may be treated as unlawful dismissal, exposing the employer to a compensation claim before the NLC.
Parties in Ghana should prepare a Domestic Worker Employment Contract proactively rather than waiting for a dispute to arise. Courts interpret agreements based on written terms rather than oral representations, and the NLC gives weight to written contracts when determining whether statutory minimum standards under Act 651 were met.
What to Include in Your Domestic Worker Employment Contract (Ghana)
A valid Domestic Worker Employment Contract in Ghana under the Labour Act, 2003 (Act 651) and Section 75 must contain the following essential elements.
Parties and Commencement: Full legal names and residential addresses of the household employer and the domestic worker, the commencement date of employment, and whether the contract is for a fixed term or an indefinite period. The commencement date determines the accrual of annual leave under Section 20 of Act 651 and the applicable notice period on termination.
Duties and Place of Work: A clear description of the domestic worker's responsibilities — cooking, cleaning, child-minding, gardening, driving, or security — and the address of the household where services are performed. Specifying duties prevents scope-creep disputes that commonly arise before the National Labour Commission (NLC) in Accra.
Wages and Payment: Basic monthly or weekly wages in Ghana Cedis (GHS), which must not fall below the national daily minimum wage of GHS 21.77 set by the National Tripartite Committee (NTC) for 2026, the frequency of payment, and the method of payment. Deductions for accommodation and meals, if any, must comply with limits permitted under Act 651 and must be expressly agreed in writing.
Working Hours and Rest: Normal daily working hours, rest periods during the working day, weekly rest day (minimum one full day under Act 651), and overtime arrangements. Section 33 of Act 651 entitles every worker to a weekly rest period of at least 48 consecutive hours.
Leave Entitlements: Minimum 15 working days of paid annual leave per full year of continuous service under Section 20 of Act 651, which cannot be reduced by agreement; 12 weeks of paid maternity leave for female domestic workers under Section 57 of Act 651; and entitlement to paid leave on Ghana's 12 statutory public holidays.
Accommodation: Where live-in accommodation is provided, the contract must specify the nature of accommodation, whether any deduction from wages is made for accommodation, and the position on accommodation upon termination of employment.
SSSNIT and Pension Contributions: Employer contribution of 13% of basic wages to SSNIT (Tier 1) and 5% to an NPRA-regulated Tier 2 fund; employee contribution of 5.5% of basic wages to SSNIT (Tier 1), in accordance with the National Pensions Act, 2008 (Act 766).
Termination and Notice: Notice periods under Act 651 — one week for probationary or casual domestic workers; two weeks for employment of less than three years; one calendar month for employment of three years or more. The employer must give reasons for termination in writing.
Governing Law and Dispute Resolution: Ghana law governs, with disputes referred to the National Labour Commission (NLC) or the Labour Division of the High Court of Ghana. The forms-legal.com Domestic Worker Employment Contract template includes all mandatory clauses under Section 75 of Act 651 for household employers across Ghana's 16 administrative regions.
Additional compliance elements for a Domestic Worker Employment Contract (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.
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Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Domestic Worker Employment Contract (Ghana) (Ghana) [Legal document template]. Forms Legal. https://forms-legal.com/ghana/employment/contracts/domestic-worker-employment-contract-ghana
"Domestic Worker Employment Contract (Ghana) (Ghana)." Forms Legal, 2026, https://forms-legal.com/ghana/employment/contracts/domestic-worker-employment-contract-ghana.
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Frequently Asked Questions
Under Section 12 of the Labour Act, 2003 (Act 651), every employer — including a household employer — must supply the worker with written particulars of employment within three months of commencement. Section 75 of Act 651 extends these protections specifically to domestic workers employed in private homes in Ghana. While an oral arrangement is not automatically void, the National Labour Commission (NLC) and the Labour Division of the High Court of Ghana consistently require written evidence of the employment terms when adjudicating disputes. The absence of a written contract almost always disadvantages the household employer, because courts apply a presumption in favour of the worker where terms are disputed or uncertain. For household employers who also provide accommodation, a written contract is essential to confirm whether the accommodation forms part of the remuneration package or is subject to a separate deduction under Act 651.
The national daily minimum wage for 2026 in Ghana is GHS 21.77, set by the National Tripartite Committee (NTC) comprising the government, the Ghana Employers' Association (GEA), and the Trades Union Congress (TUC) under the Labour Act, 2003 (Act 651). Domestic workers are entitled to this minimum by virtue of Section 75 of Act 651, which applies general worker protections to household employees. On a monthly basis, assuming 22 working days per month, the minimum wage translates to approximately GHS 478.94 per month. Household employers who pay below the national minimum wage are liable to a complaint before the National Labour Commission (NLC) and may be ordered to pay arrears plus a penalty. Employers who provide accommodation and meals may not reduce the cash wage below the statutory minimum solely on account of the in-kind benefits unless the written contract expressly quantifies those benefits as permitted by Act 651.
Under Section 20 of the Labour Act, 2003 (Act 651), every worker in Ghana — including domestic workers — is entitled to a minimum of 15 working days of paid annual leave after each full year of continuous service. This right cannot be waived by agreement between the employer and the worker. Female domestic workers are entitled to 12 weeks of paid maternity leave under Section 57 of Act 651. Domestic workers are also entitled to paid leave on Ghana's 12 statutory public holidays each year. If the domestic worker is required to work on a public holiday, the employer must pay at a rate of not less than double the normal daily wage for that day. In practice, household employers in Accra and other Ghanaian cities who provide live-in accommodation often negotiate leave in the written Domestic Worker Employment Contract to exceed the statutory minimum, which helps reduce staff turnover and complaints before the NLC.
Yes. Under the National Pensions Act, 2008 (Act 766), all employers in Ghana — including household employers — who employ workers on a regular and continuing basis must register those workers with the Social Security and National Insurance Trust (SSNIT) and remit monthly Tier 1 contributions. The employer contributes 13% of the worker's basic wages (with 2.5% directed to the National Health Insurance Authority) and the worker contributes 5.5% of basic wages. The employer must also contribute 5% of basic wages to an NPRA-regulated Tier 2 fund manager chosen by the worker. Domestic workers employed on a genuinely casual, irregular basis — for instance, a cleaner attending once per week without a continuing employment arrangement — fall outside the mandatory registration requirement, but the boundary is assessed by SSNIT on the facts. Household employers who fail to register qualifying domestic workers are exposed to penalties and surcharges under Act 766.
Under the Labour Act, 2003 (Act 651), the minimum notice required to terminate a domestic worker's employment depends on the length of service: one week for probationary or casual workers; two weeks for employment of less than three years; one calendar month for employment of three years or more. The employer must give written notice stating the reason for termination and the effective date. Payment in lieu of notice is permitted under Act 651. A domestic worker cannot be dismissed summarily — without notice — unless they have committed an act of gross misconduct, and even then, the National Labour Commission (NLC) requires the employer to have conducted a fair investigation, informed the worker of the allegation, and provided an opportunity to respond. Where the domestic worker lives in employer-provided accommodation, the written Domestic Worker Employment Contract should specify a reasonable period following termination within which the worker must vacate the accommodation, to avoid overlap with tenancy rights that may arise under Ghanaian common law.
A Domestic Worker Employment Contract in Ghana does not require notarisation or witnessing to be legally binding under the Labour Act, 2003 (Act 651). The contract takes effect on signature by both the household employer and the domestic worker. However, having the contract witnessed by a neutral adult third party adds evidentiary weight if the terms are later disputed before the National Labour Commission (NLC) or the Labour Division of the High Court of Ghana. It is advisable for the employer to provide the domestic worker with a signed copy of the contract at the time of execution, which satisfies the written particulars obligation under Section 12 of Act 651. For live-in arrangements, the contract should be executed in two original counterparts, with each party retaining one. No stamp duty under the Stamp Duty Act, 1965 (Act 278) applies to a domestic employment contract in Ghana.
A Domestic Worker Employment Contract in Ghana is specifically designed for workers employed in a private household to perform domestic chores — cooking, cleaning, child-minding, gardening, driving, and security — under Section 75 of the Labour Act, 2003 (Act 651). A General Employment Contract covers workers employed in formal business enterprises, including companies registered under the Companies Act, 2019 (Act 992), factories, shops, and service organisations. The key practical differences are: domestic workers are employed by a private individual rather than a corporate entity; domestic workers often receive accommodation and meals as part of their remuneration; and the Labour Division of the High Court and the NLC give greater weight to the vulnerability of domestic workers when assessing fairness of terms. Both categories of worker are subject to the same minimum wage, leave, SSNIT, and notice period obligations under Act 651, but the Domestic Worker Employment Contract addresses accommodation, deductions, and household-specific duties not typically covered by a standard employment contract.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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