Ghana is set to implement paternity leave as part of a comprehensive series of labour reforms planned for 2024. This was announced by Finance Minister Dr. Mohammed Amin Adam during his mid-year budget review presentation to Parliament on July 23.
Dr. Adam revealed that the government, in collaboration with its social partners, has drafted a Labour Bill for 2024 aimed at enhancing labour administration and regulating the work environment.
Among the proposed key reforms are the introduction of paternity leave, the extension of maternity leave, and improvements in labour migration governance and employment coordination.
The Labour Law is anticipated to be enacted by the end of the year, demonstrating the government’s dedication to improving worker rights and benefits. The draft Labour Bill, sponsored by the Ministry of Trade and Industry and currently in its consultation phase, stipulates that male employees will be eligible for paternity leave within three months of their partner’s childbirth, surrogate’s childbirth, or following the adoption of a child under one year old.
To qualify for paternity leave, employees must provide proof of birth or adoption to their employer. Upon approval, employers are required to grant a minimum of five days of paternity leave from the specified application date, with a limit of one paternity leave within a 24-month period.
Significant enhancements to maternity leave provisions are also included in the draft bill. Female employees presenting a medical certificate of their expected delivery date will be entitled to at least 14 weeks of maternity leave, in addition to any annual leave. This period can be extended by at least two weeks for cases of abnormal confinement or multiple births. Female workers are entitled to full pay and benefits during maternity leave and are protected from dismissal due to their absence.
The bill also includes provisions for additional leave for pregnancy-related illnesses, as certified by a medical practitioner. In cases of stillbirth or the loss of a baby during maternity leave, the female worker can continue or proceed on maternity leave with the possibility of additional leave as certified by a medical practitioner.
Furthermore, nursing mothers will be entitled to interrupt their work for an hour during working hours to nurse their babies, with this interruption counted as working hours and compensated accordingly.
