Ghana Labour Act 2003

Overview

The Ghana Labour Act, 2003 (Act 651) stands as the foundational legislation governing employment and labour relations within the Republic of Ghana. Enacted to amend and consolidate existing laws, the Act provides a comprehensive legal framework that addresses a wide array of labour issues, including contracts of employment, conditions of work, trade unions, industrial relations, and the establishment of the National Labour Commission. The Act was passed by the Parliament of Ghana on July 25, 2003, received Presidential Assent on October 8, 2003, was gazetted on October 10, 2003, and officially came into force on March 31, 2004. [5, 8] Its introduction marked a significant step towards modernizing Ghana's labour laws, aiming to create a more harmonious industrial relations environment where both employers and workers can operate effectively for mutual benefit and national development. [5]

A primary objective of the Labour Act 2003 was to align Ghana's domestic labour legislation with the provisions of the 1992 Constitution of the Republic of Ghana and the various International Labour Organization (ILO) Conventions that Ghana had ratified. [5] Ghana, having become a member of the ILO on May 13, 1957, is a signatory to numerous conventions, and the Act reflects a commitment to upholding international labour standards. [5] This alignment was particularly crucial in areas such as freedom of association, where previous laws had inadvertently created a monopoly for the Ghana Trades Union Congress, contrary to constitutional provisions and ILO Conventions like C87 (Freedom of Association) and C98 (Right to Organise and Collective Bargaining). [5] The Act sought to rectify such inconsistencies, ensuring that workers and employers alike have the freedom to form or join organizations of their choice for the protection of their interests. [5]

Beyond consolidation and international alignment, the Labour Act 2003 also aimed to provide a more user-friendly and responsive legal regime for addressing labour issues and disputes. [5] It introduced mechanisms for proactive treatment and resolution of conflicts, moving towards a system that is less adversarial and more focused on mediation and arbitration. The Act also sought to decriminalize certain industrial and labour issues, reflecting a shift towards civil remedies for many infractions. [5] By establishing the National Labour Commission, the Act created a dedicated body to facilitate dispute settlement, investigate complaints, and promote cooperation between management and labour, thereby fostering a stable and productive working environment across the country. [7]

Definitions

The Ghana Labour Act 2003 provides clear definitions for various terms crucial to its interpretation and application, ensuring legal clarity for both employers and workers. Key among these is the definition of a "worker," which broadly encompasses any person employed for remuneration under a contract of employment. This broad scope ensures that a wide range of individuals in the workforce are afforded the protections and rights outlined in the Act, regardless of the specific nature of their engagement, unless explicitly excluded. The Act distinguishes between different categories of workers, such as "casual worker" and "temporary worker," each with specific conditions and entitlements, which helps in tailoring the application of labour standards to diverse employment relationships. [4, 8]

"Remuneration" is another central term, defined as the total emoluments, whether in cash or in kind, payable to a worker for services rendered. This comprehensive definition ensures that all forms of compensation, beyond just basic wages, are considered when determining a worker's entitlements, including allowances and the cash equivalent of any benefits in kind. The Act explicitly states that the whole of the salary, wages, and allowances of a worker must be payable in legal tender, with any contract stipulating otherwise being void. [8] This provision safeguards workers against exploitative payment practices and ensures that their earnings are transparent and readily accessible. The concept of "equal pay for equal work" is also explicitly defined and mandated, asserting that every worker shall receive equal pay for equal work without distinction of any kind, forming a cornerstone of the Act's non-discrimination principles. [4, 8, 9]

Furthermore, the Act defines specific types of work and employment conditions. For instance, "night work" for women is defined as work performed within a period of eleven consecutive hours that includes the seven consecutive hours occurring between ten o'clock in the evening and seven o'clock in the morning, with slight variations for seasonal industrial undertakings. [4] "Industrial undertakings" are also defined to include mines, quarries, manufacturing, building, and civil engineering work, among others, which helps in delineating the scope of certain provisions, particularly those related to working hours and conditions for specific categories of workers like young persons. [4] These precise definitions are vital for the consistent application of the law, enabling employers to understand their obligations and workers to assert their rights effectively.

Covered Employers

The Ghana Labour Act 2003 (Act 651) has a broad scope of application, designed to protect the vast majority of the workforce and regulate most employment relationships within the country. Section 1 of the Act explicitly states that it applies to "all workers and to all employers" in Ghana. [4, 8] This universal application ensures that the fundamental rights and obligations stipulated in the Act are extended across various sectors and types of organizations, fostering a standardized approach to labour practices. The Act's comprehensive coverage is a deliberate effort to create a robust legal framework that promotes fair labour practices, decent working conditions, and industrial harmony throughout the Ghanaian economy. [3]

However, the Act also specifies certain exemptions from its general application. Notably, it does not apply to members of the Armed Forces, the Police Service, the Prison Service, and the Security and Intelligence Agencies. [4, 5, 8] These specific categories of workers and their respective employers are governed by their own distinct legislation, which is tailored to the unique operational requirements and national security implications of these services. This carve-out acknowledges the specialized nature of military and security employment, where different command structures, disciplinary procedures, and terms of service are necessary. Despite these exemptions, the Act's broad reach ensures that the principles of fair labour are upheld in the vast majority of public and private sector employment. [3]

Beyond these explicit institutional exemptions, the Act also delineates categories of workers who may have specific provisions or partial exemptions. For instance, Section 73(2) specifies that certain parts of the Act, particularly those related to special provisions for temporary and casual workers, do not apply to piece workers, part-time workers, sharecroppers, apprentices, sea-going personnel in the fishing industry who are wage earners, and any person who works less than an average of twenty-four hours a week. [4, 8] While these workers are still generally covered by the Act's overarching principles, specific regulations regarding remuneration, hours of work, and rest periods may be adapted to their unique employment arrangements. The Act also makes special provisions for casual workers, who are entitled to equal pay for work of equal value and access to medical facilities, and temporary workers, who gain the status of permanent workers after six continuous months of employment with the same employer. [4, 8]

Employee Rights

The Ghana Labour Act 2003 enshrines a comprehensive set of rights for workers, designed to ensure fair treatment, decent working conditions, and protection against discrimination. Central to these rights is the principle of "equal pay for equal work without distinction of any kind," as explicitly stated in Section 68. [4, 8, 9] This provision mandates that remuneration should be based on the value of the work performed, rather than on discriminatory factors such as gender, race, colour, ethnic origin, religion, creed, social or economic status, disability, or politics. [4, 9] This right is further reinforced by Section 10(b), which lists receiving equal pay for equal work as a fundamental right of every worker. [4, 8] The Act thus provides a legal basis for challenging pay disparities that are not justified by objective job-related criteria, promoting equity in compensation across the workforce.

Beyond equal pay, workers are guaranteed the right to work under satisfactory, safe, and healthy conditions, as outlined in Section 10(a). [4, 8] This includes the employer's duty to take all practicable steps to ensure the worker is free from risk of personal injury or damage to health during employment. [4, 8] The Act also grants workers the right to rest, leisure, and reasonable limitation of working hours, along with paid public holidays and annual leave. Section 20 stipulates that every worker is entitled to not less than fifteen working days of annual leave with full pay after a calendar year of continuous service. [4, 8] Furthermore, the Act protects workers' freedom of association, granting them the right to form or join a trade union of their choice for the promotion and protection of their economic and social interests (Section 79). [4, 8, 9] This right is crucial for collective bargaining and ensuring workers have a voice in their employment conditions.

The Act also provides specific protections against unfair termination and discrimination. Section 63 details grounds for unfair termination, including termination based on a worker's trade union membership or activities, gender, race, disability, or pregnancy. [4, 8, 9] Workers who believe their employment has been unfairly terminated can present a complaint to the National Labour Commission, which has the power to order reinstatement, re-employment, or compensation. [4, 6, 8] Additionally, Section 14 explicitly prohibits employers from discriminating against any person seeking employment or already in their employment on grounds such as gender, race, colour, ethnic origin, religion, creed, social or economic status, disability, or politics. [4, 9] This comprehensive set of rights empowers workers to seek redress for violations and ensures a more equitable and respectful working environment in Ghana.

Pay Transparency Requirements

The Ghana Labour Act 2003, while robust in its provisions for equal pay and non-discrimination, does not explicitly mandate extensive pay transparency requirements such as the public disclosure of salary ranges in job postings or comprehensive pay gap reporting. The Act's primary focus on remuneration transparency is centered on the individual employment contract and the principle of equal pay for equal work. Section 12 of the Act requires that employment for a period of six months or more must be secured by a written contract that clearly expresses the rights and obligations of both parties. [4, 6, 8] Furthermore, Section 13 mandates that employers furnish workers with a written statement of the particulars of the main terms of the contract, including remuneration, within two months of employment commencement. [4, 6, 8] This ensures that individual workers are aware of their own agreed-upon remuneration, but it does not extend to broader organizational pay transparency.

While there are no explicit provisions for employers to publish pay scales or salary ranges for positions, the Act's emphasis on "equal pay for equal work without distinction of any kind" (Section 68) implicitly encourages a degree of internal pay equity and transparency. [4, 8, 9] Employers are expected to have non-discriminatory wage structures that can withstand scrutiny if a complaint of pay discrimination arises. The absence of proactive public disclosure requirements means that the burden often falls on individual workers or their representatives (trade unions) to identify and challenge potential pay disparities. However, the right of workers to receive information relevant to their work, as stated in Section 10(f), could potentially be interpreted to include information pertinent to understanding pay structures, especially in the context of collective bargaining. [4, 8]

In practice, the level of pay transparency in Ghana often depends on collective bargaining agreements, where trade unions may negotiate for more open wage structures and pay scales for their members. For non-unionized workplaces, the information regarding remuneration typically remains confidential between the employer and the individual employee, as long as the terms comply with the minimum wage requirements and the equal pay principle. The Act's framework relies more on reactive enforcement through complaint mechanisms to address pay discrimination rather than proactive transparency measures. Therefore, while the spirit of pay equity is strong, the specific mechanisms for achieving broad pay transparency across organizations are not explicitly detailed within the Labour Act 2003. [4, 8, 9]

Reporting & Audit Obligations

The Ghana Labour Act 2003 includes several provisions that impose reporting and data collection obligations on employers, primarily aimed at monitoring employment trends and ensuring compliance with labour standards, rather than specific pay equity audits or gender pay gap reporting. A key obligation is outlined in Section 6, which mandates employers to provide employment data to the Chief Labour Officer. Specifically, the Chief Labour Officer or an authorized officer is empowered to submit questionnaires to every employer regarding the employment of workers within their respective Public Employment Centre's jurisdiction. Employers are required to complete and return these questionnaires within fourteen days after the expiry of every three months. [4, 8] This quarterly reporting mechanism is crucial for the Labour Department to gather comprehensive labour market information, track employment figures, and assess compliance with various aspects of the Act.

Furthermore, in situations involving significant organizational changes, employers have specific reporting duties. Section 65(1) addresses redundancy situations, stipulating that when an employer contemplates major changes in production, programme, organization, structure, or technology that are likely to result in terminations of employment, they must provide written notification to the Chief Labour Officer and the relevant trade union. This notification must be given not later than three months before the contemplated changes and must include all relevant information, such as the reasons for termination, the number and categories of workers likely to be affected, and the period within which terminations are to be carried out. [4, 8] This obligation ensures that regulatory bodies and worker representatives are informed in advance of potential mass layoffs, allowing for consultation on measures to avert or minimize terminations and mitigate adverse effects on workers.

While the Act does not explicitly require employers to conduct pay equity audits or publish gender pay gap reports, the data collected through the quarterly questionnaires (Section 6) and information provided during redundancy consultations (Section 65) could potentially be utilized by the Labour Department or the National Labour Commission to identify patterns of non-compliance or systemic issues, including potential discrimination. [4, 8] Additionally, private employment agencies are required under Section 7(6) to submit returns to the Minister not later than fourteen days after the end of every three months, detailing workers recruited for employment both within and outside Ghana. [4, 8] These reporting mechanisms, while not specifically designed for pay equity audits, contribute to the overall monitoring framework that supports the enforcement of fair labour practices, including the principle of equal pay for equal work.

Governance & Enforcement Bodies

The enforcement and governance of the Ghana Labour Act 2003 are primarily overseen by two key institutions: the Ministry of Employment and Labour Relations and the National Labour Commission (NLC). The Ministry of Employment and Labour Relations is the overarching governmental body responsible for formulating and regulating policies related to labour and employment issues, promoting sound labour relations, ensuring workplace safety, and monitoring and evaluating policies across the country. [10] Through its Labour Department, the Ministry plays a crucial role in the day-to-day administration and enforcement of the Act, including conducting inspections, collecting employment data, and providing guidance to employers and workers on their rights and obligations. The Chief Labour Officer, a key figure within the Labour Department, is vested with powers to request information from employers and ensure compliance with the Act's provisions. [4, 8]

The National Labour Commission (NLC), established under Section 135 of the Labour Act 2003, serves as an independent quasi-judicial body specifically tasked with regulating employment matters and resolving industrial disputes. [7] Its core functions, as outlined in Section 138, are multifaceted and critical to maintaining industrial peace and justice. These functions include facilitating the settlement of industrial disputes, investigating labour-related complaints, maintaining a database of qualified mediators and arbitrators, and promoting cooperation between management and labour. [7] The NLC acts as a primary forum for aggrieved parties, whether individual workers, trade unions, or employers, to seek redress for alleged violations of the Act, including issues related to unfair termination, discrimination, and non-payment of entitlements. [4, 6, 7, 8]

The NLC's role is particularly significant in the dispute resolution process. When a complaint is lodged, the Commission is mandated to investigate the matter thoroughly. For instance, in cases of unfair termination (Section 64) or disputes concerning permitted deductions (Section 70), the NLC investigates the complaint and its decision is considered final, subject to any other law. [4, 8] This provides an accessible and relatively swift mechanism for resolving conflicts without necessarily resorting to the formal court system. The Commission also plays a vital role in overseeing collective bargaining processes and ensuring that agreements reached between employers and trade unions are consistent with the provisions of the Act. The interaction between the Ministry, its Labour Department, and the NLC creates a comprehensive system for both proactive regulation and reactive dispute resolution, ensuring the effective implementation of Ghana's labour laws. [6, 7]

Monitoring & Evaluation

The monitoring and evaluation framework under the Ghana Labour Act 2003 is designed to ensure ongoing compliance with labour standards and to provide mechanisms for addressing non-compliance. A primary aspect of monitoring involves the collection of employment data by the Chief Labour Officer. As per Section 6(1) and (2), the Chief Labour Officer or an authorized officer is empowered to submit questionnaires to employers, requiring them to provide detailed information regarding their workforce. [4, 8] These questionnaires must be completed and returned within fourteen days after the end of every three months. This regular data collection allows the Labour Department, under the Ministry of Employment and Labour Relations, to track employment trends, assess the overall health of the labour market, and identify potential areas of concern regarding adherence to the Act's provisions, including those related to non-discrimination and equal pay. [4, 8]

Beyond routine data collection, the National Labour Commission (NLC) plays a central role in the evaluation and investigation of specific complaints. The Act empowers the NLC to investigate complaints related to various labour infractions, such as unfair termination (Section 64), prohibited deductions from remuneration (Section 70), and non-payment of remuneration for public holidays to temporary or casual workers (Section 77). [4, 8] When a complaint is lodged, the NLC conducts an investigation, which may involve gathering evidence, hearing from both parties, and making a determination. The Commission's decisions are intended to be final, subject to judicial review, providing a crucial avenue for workers to seek redress and for employers to be held accountable. This complaint-driven mechanism serves as a vital feedback loop, highlighting areas where compliance may be lacking and prompting corrective action. [4, 7, 8]

While the Act does not prescribe a specific frequency for comprehensive labour audits across all enterprises, the powers vested in the Chief Labour Officer and the NLC allow for targeted inspections and investigations as needed. The Ministry of Employment and Labour Relations, through its Labour Department, is responsible for overseeing the enforcement of the Act, which implicitly includes monitoring compliance through various means, including workplace visits and responding to reports. [3, 10] The evaluation criteria for compliance are directly derived from the Act's provisions, encompassing adherence to minimum wage, working hours, leave entitlements, non-discrimination, and equal pay principles. The ongoing review of Act 651, as mentioned in some sources, indicates a commitment to adapting the law to current trends and ensuring its continued effectiveness in monitoring and evaluating labour practices in Ghana. [5]

Enforcement & Penalties

The Ghana Labour Act 2003 establishes a clear framework for the enforcement of its provisions and outlines penalties for non-compliance, ensuring that employers adhere to labour standards and workers' rights are protected. The primary body responsible for investigating and resolving complaints is the National Labour Commission (NLC). When the NLC finds that an employer has unfairly terminated a worker's employment, it has the authority to order remedies such as reinstatement of the worker from the date of termination, re-employment in suitable work on the same terms and conditions, or the payment of compensation to the worker. [4, 6, 8] These remedies are designed to make the aggrieved worker whole and deter employers from engaging in unfair labour practices. The NLC's decisions are generally binding, providing a robust mechanism for dispute resolution outside of the traditional court system. [4, 7]

Beyond remedies for individual complaints, the Act also specifies various offenses and associated penalties. For instance, Section 58(4) stipulates that a person who contravenes the prohibition against engaging young persons in hazardous work commits an offense and is liable on summary conviction to a fine not exceeding 100 penalty units. [4] Similarly, Section 127 defines discrimination against a person based on their trade union membership or officer status as an unfair labour practice, which can lead to intervention by the NLC and potential penalties. [8, 9] The Act also includes general penalty provisions for obstructing officers in the performance of their functions under the Act, making such an act an offense liable on summary conviction to a fine not exceeding 250 penalty units or to imprisonment not exceeding 12 months, or to both. [8] These penalties serve as a deterrent against deliberate violations and ensure that enforcement efforts are not impeded.

The enforcement process typically begins with a complaint lodged by an aggrieved worker or trade union to the NLC. The Commission then investigates the complaint, and if a violation is found, it issues a decision or order. If an employer fails to comply with an order of the Commission, the NLC can take further steps to enforce its decision, which may include referring the matter to a court for enforcement. The Act also provides for an appeals process, allowing parties dissatisfied with the NLC's decision to seek judicial review, ensuring due process and the right to a fair hearing. This multi-tiered approach, combining administrative remedies with judicial oversight and specific criminal penalties for certain offenses, underscores Ghana's commitment to upholding labour laws and protecting the rights of its workforce. [4, 6, 7, 8]

Relationship to Other Laws

The Ghana Labour Act 2003 (Act 651) operates within a broader legal and constitutional framework, interacting with several other key pieces of legislation and the national Constitution. Foremost, the Act is deeply rooted in the 1992 Constitution of Ghana, which establishes fundamental human rights, including equality before the law and safeguards against unfair treatment at work. [5, 6, 9] The Labour Act was specifically designed to bring all existing labour legislation into conformity with the Constitution, particularly concerning rights such as freedom of association (Article 21(1)(e)). [5] Where there might be a conflict, constitutional provisions generally take precedence, ensuring that labour laws uphold the highest standards of human rights and justice.

Several other statutory instruments complement or interact with the Labour Act. The Factories, Offices, and Shops Act, 1970 (Act 328), for instance, regulates workplace health and safety standards, providing detailed provisions that work in tandem with the Labour Act's general requirement for employers to provide safe working conditions. [6, 7] Similarly, the Workmen's Compensation Act, 1987 (PNDCL 187), addresses compensation for workplace injuries or fatalities, offering a specific mechanism for redress in such circumstances, which complements the broader protections against personal injury outlined in the Labour Act. [6, 7] The National Pensions Act, 2008 (Act 766), governs retirement benefits under a three-tier scheme, providing a framework for social security that is distinct from but related to the remuneration and employment terms covered by the Labour Act. [6, 7]

Furthermore, specific regulations and commissions have been established to support the implementation and enforcement of the Labour Act. The Labour Regulations, 2007 (L.I. 1833), expands on employment practices with more detailed provisions, particularly in occupational safety, while the National Labour Commission Regulations, 2006 (L.I. 1822), guides the resolution of labour disputes through the National Labour Commission. [6] In the public sector, the Fair Wages and Salaries Commission Act, 2007 (Act 737), oversees salary structures, ensuring a standardized approach to public sector remuneration. [6] Collective agreements between employers and trade unions, supported by the Trade Union Act, 2000 (Act 651), also play a significant role in regulating specific workplace conditions, often providing terms that are more beneficial than the statutory minimums. [6] This intricate web of legislation ensures a comprehensive and multi-layered approach to labour governance in Ghana.

International Context

The Ghana Labour Act 2003 is deeply influenced by international labour standards, particularly those established by the International Labour Organization (ILO). Ghana has been a member of the ILO since May 13, 1957, and has ratified numerous ILO Conventions, demonstrating its commitment to upholding internationally recognized human and labour rights. [5, 12] The Act was specifically designed to bring Ghana's labour legislation into conformity with these international obligations. [5] Key ILO Conventions that have significantly shaped the Act include Convention No. 100 concerning Equal Remuneration for Men and Women Workers for Work of Equal Value (C100) and Convention No. 111 concerning Discrimination in Respect of Employment and Occupation (C111). [9] The explicit inclusion of "equal pay for equal work without distinction of any kind" in Section 68 of the Labour Act directly reflects the principles of ILO C100, ensuring that gender or other discriminatory factors do not influence remuneration. [4, 8, 9]

Beyond equal pay, the Act's provisions on non-discrimination (Section 14 and 63) align with ILO C111, which calls for national policies to promote equality of opportunity and treatment in employment and occupation, with a view to eliminating any discrimination. [4, 8, 9] The Act prohibits discrimination on grounds such as gender, race, colour, ethnic origin, religion, creed, social or economic status, disability, or politics, mirroring the broad scope of protection advocated by C111. [4, 9] Furthermore, the Act's emphasis on freedom of association and the right to organize (Sections 79-95) is a direct implementation of ILO Conventions C87 (Freedom of Association and Protection of the Right to Organise) and C98 (Right to Organise and Collective Bargaining). [5, 8] These conventions are fundamental to ensuring that workers can collectively bargain for better terms and conditions of employment, a right that the Labour Act actively supports through the establishment of trade unions and the National Labour Commission's role in dispute resolution. [7]

Ghana's adherence to these international conventions not only strengthens its domestic labour protections but also positions it within a global framework of decent work. The ongoing review of Act 651, as noted by some sources, suggests a continuous effort to adapt the law to evolving international best practices and emerging global trends in labour relations. [5] This commitment to international standards helps to ensure that Ghanaian workers benefit from protections that are consistent with global norms, fostering a more equitable and just working environment. The ILO continues to play a crucial role in guiding employers on wage determination, workers' rights, and working conditions within the context of Ghana's labour laws, providing a valuable resource for both policy development and practical implementation. [3]

Implementation Timeline

Date	Milestone	Status
July 25, 2003	Act passed by Parliament of the Republic of Ghana	Completed
October 8, 2003	Presidential Assent granted	Completed
October 10, 2003	Act gazetted	Completed
March 31, 2004	Act came into force	In Force
Within 2 months of employment commencement	Employer to furnish worker with written statement of contract particulars (Section 13)	Ongoing
Every 3 months	Employer to complete and return employment data questionnaire to Chief Labour Officer (Section 6)	Ongoing
Every 3 months	Private Employment Agencies to submit returns to the Minister (Section 7(6))	Ongoing
Not later than 3 months before changes	Employer to notify Chief Labour Officer and trade union of major changes leading to redundancy (Section 65(1))	Ongoing

Compliance Checklist

Requirement	Action Required	Deadline
Written Contract of Employment	Provide a written contract for employment lasting 6 months or more, clearly stating rights and obligations.	Before or within 2 months of employment commencement (Section 12, 13)
Equal Pay for Equal Work	Ensure all workers receive equal pay for work of equal value, without distinction of any kind.	Ongoing (Section 68)
Non-Discrimination	Prohibit discrimination in employment (hiring, conditions, termination) based on gender, race, disability, etc.	Ongoing (Section 14, 63)
Safe Working Conditions	Provide satisfactory, safe, and healthy working conditions; take steps to prevent injury/damage to health.	Ongoing (Section 10(a), 9(c))
Remuneration Payment	Pay agreed remuneration in legal tender at agreed time/place, without prohibited deductions.	Ongoing (Section 9(b), 67, 69)
Annual Leave Entitlement	Grant at least 15 working days of paid annual leave after 12 months of continuous service.	Annually (Section 20)
Maternity Leave	Provide at least 12 weeks of paid maternity leave (extendable for complications) and nursing breaks.	As applicable (Section 57)
Working Hours & Rest Periods	Adhere to maximum 8 hours/day or 40 hours/week, with provisions for overtime and rest periods.	Ongoing (Section 33, 41, 42)
Employment Data Reporting	Complete and return employment data questionnaires to the Chief Labour Officer.	Within 14 days after every 3 months (Section 6)
Redundancy Notification	Notify Chief Labour Officer and trade union of major changes likely to cause termination.	Not later than 3 months before changes (Section 65(1))
Trade Union Rights	Respect workers' right to form or join trade unions and participate in lawful activities.	Ongoing (Section 10(d), 79)
Dispute Resolution	Engage with the National Labour Commission for investigation and resolution of labour complaints.	As disputes arise (Section 64, 70, 77)

Sources and References

Source	Type
Ghana Labour Act, 2003 (Act 651)	official
ILO NATLEX: Labour Act, 2003 (Act 651)	legal
Ghana Investment Promotion Centre: LABOUR ACT, 2003 (ACT 651)	government
ICI Cocoa Initiative: Ghana Ministry of Employment and Labour Relations	government
UK-Ghana Chamber of Commerce: THE LABOUR ACT, 2003 {ACT 651}	official