Fair and compliant compensation practices do more than meet legal obligations—they promote trust, loyalty, and productivity. In the sections ahead, we will explore salary ranges, legal standards, and actionable strategies to structure employment terms effectively.

Key Takeaways

Establishing fair compensation for domestic workers in Ghana requires a balanced approach, considering market trends, legal mandates, and employment specifics such as live-in versus live-out arrangements. These key takeaways will help guide you:

• Legal compliance is a priority: Ghana’s Labour Domestic Workers Regulations 2020 sets clear standards, including minimum wage requirements, work hours, and employee benefits. Adherence ensures ethical and lawful practices in domestic work employment.
• Salaries vary by role and location. Compensation depends on responsibilities, experience, and whether the worker is located in urban or rural areas. Accra commands higher wages compared to less populated regions.
• Live-in arrangements require customization. Compensation for live-in workers often includes non-cash benefits such as meals, accommodation, and utilities, which significantly offset personal expenses.
• Offer benefits beyond wages: Health insurance, performance bonuses, and paid leave boost employee retention and satisfaction, while enhancing compliance with labor laws.
• Clear employment contracts are essential. Written agreements specifying salary, duties, working hours, and leave entitlements ensure clarity for both parties, minimize misunderstandings, and support legal obligations.
• Competitive pay fosters loyalty: While adhering to Ghana’s minimum wage laws is crucial, offering salaries above the baseline demonstrates respect and promotes employee satisfaction.
• Regular reviews establish fairness: Evaluating wages periodically to reflect inflation and market conditions reinforces a sense of fairness and stability, encouraging trust and productivity.
• Cultural sensitivity strengthens relationships: Recognizing cultural practices, holidays, and norms fosters mutual respect, enhancing workplace harmony and employee morale.

Introduction

Hiring domestic workers in Ghana requires a purposeful blend of fairness, legality, and practicality. Setting appropriate pay rates reflects respect for domestic workers’ contributions and ensures compliance with labor laws—a critical foundation for healthy employee relationships.

This article provides a comprehensive guide on domestic worker salaries in Ghana, detailing the factors to consider, from how roles and locations influence pay ranges to structuring live-in or live-out arrangements. Whether you’re hiring a nanny, housekeeper, cook, or driver, understanding market trends, legal standards, and cultural considerations creates a foundation for ethical and sustainable employment practices.

Let’s explore the details so you can confidently make informed decisions when compensating domestic staff.

Salary Ranges for Different Domestic Worker Roles

Understanding fair compensation begins with knowing the average market rates for various domestic roles. Salaries fluctuate widely depending on the worker’s responsibilities, experience, and location.

Nanny Salary in Ghana

• Urban Areas (e.g., Accra, Kumasi): Nanny salaries generally range from GHS 600 to GHS 1,500+ per month. Higher pay is often given to those with professional childcare training, multiple language skills, or added responsibilities such as tutoring or household management.

• Rural Areas: Salaries typically fall between GHS 540 and GHS 850 per month, reflecting both the legal minimum and the lower cost of living in these regions.

Housekeeper Wages in Ghana

• Urban Areas: Wages generally range from GHS 550 to GHS 1,250 monthly, skewing higher for housekeepers with specialized skills such as cooking or managing larger households.
• Rural Areas: Pay ranges from GHS 540 to GHS 725, depending on workload and duties.

Cook or Household Chef

Experienced cooks bring specialized services to families, warranting higher salaries:

• Urban Areas: Monthly wages range from GHS 800 to GHS 2,000, depending on their culinary expertise and ability to handle diverse menus.
• Rural Areas: Pay starts from GHS 540 and may be negotiable for customized needs.

Driver for Domestic Purposes

• Urban-based drivers earn between GHS 1,000 and GHS 2,000 monthly, while rural-area drivers typically earn GHS 800 to GHS 1,200, with additional pay for irregular hours or overtime services.

Carefully considering these factors aligns salary offers with market trends, ensuring fairness while fostering mutual satisfaction.

Live-In vs. Live-Out Compensation Differences

Your arrangement for your domestic worker—live-in or live-out—significantly impacts the overall compensation structure.

Live-In Workers

Live-in arrangements typically include essential non-cash benefits as part of the worker’s remuneration package, such as:

• Accommodation: Workers receive free housing, often reducing personal costs significantly.
• Meals and Utilities: Providing meals and covering utility costs boosts the overall value of their compensation package.
• Supplementary Allowances: Employers may offer toiletries or clothing allowances to help meet personal needs.

For instance, a live-in nanny earning GHS 800 monthly in cash compensation might also save significantly on housing and food costs, effectively increasing her net income.

Live-Out Workers

Live-out domestic workers often request higher cash wages to cover personal expenses:

• Transport Costs: Employers may need to provide transport stipends or reimburse travel costs.
• Meals: Unlike live-in arrangements, live-out workers cover their meals, which should be reflected in their pay.

For example, a live-out housekeeper in Accra might receive GHS 1,200, while a live-in housekeeper could accept GHS 900 due to reduced living expenses.

Both arrangements have unique benefits, making transparency on non-cash offerings crucial for equitable agreements.

Legal Requirements and Regulations

Employers must adhere to the Labour Domestic Workers Regulations 2020, which outline standards for domestic employment in Ghana. Compliance avoids legal penalties and sets the foundation for ethical labor practices.

Minimum Wage Standards

As of May 2025, Ghana’s national daily minimum wage is GHS 19.97, following a 10% increase from the previous year. For full-time employees working 27 days a month, this equates to a monthly minimum wage of approximately GHS 539.19. This new rate, effective March 1, 2025, represents the highest minimum wage ever set in Ghana and reflects efforts to keep pace with rising living costs and ensure fair pay for workers. This baseline ensures a fair starting point, but competitive salaries beyond minimum requirements encourage loyalty and job satisfaction.

Employment Contracts

Employers are legally obligated to draft clear employment contracts outlining:

• Job descriptions and responsibilities.
• Salary details (inclusive of cash and non-cash benefits).
• Work hours and leave policies.
• Benefits like health coverage and training opportunities.

Leave Benefits

Workers are entitled to:

• Annual Leave: A minimum of 15 days paid leave annually.
• Public Holidays: Paid time off on national holidays unless alternative arrangements are made.
• Sick Leave: Paid time off for certified medical issues.

Overtime Pay and Working Hours

Domestic workers are typically entitled to an 8-hour workday, with additional compensation for overtime hours. Employers must respect rest periods to maintain a fair work-life balance.

By adhering to these regulations, employers create a healthy and legally compliant work environment.

Additional Benefits and Allowances

Offering supplemental perks enhances your employment offer and fosters employee satisfaction. Consider the following:

Bonuses

• Festive Bonuses: Offering a 13th salary or end-of-year gift during festive holidays like Christmas is common and highly appreciated.
• Performance Incentives: Reward workers for exceptional performance through bonuses or pay raises.

Health Insurance

To boost employee well-being, enroll workers in Ghana’s National Health Insurance Scheme (NHIS) or subsidize private insurance plans.

Transportation Allowances

Providing transport stipends for live-out workers removes logistical barriers, improving punctuality and job reliability.

Skill Development

Investing in education—such as first aid training or culinary courses—improves professional expertise while nurturing loyalty.

These benefits increase employee retention and enhance productivity.

Actionable Suggestions for Expat Employers

Follow these practical steps to ensure fair payment practices:

1. Research Local Pay Standards: Stay informed on salary benchmarks in Ghana to ensure your offer remains competitive.
2. Create Detailed Contracts: Address all aspects of employment explicitly to build trust and clarity.
3. Review Salaries Regularly: Adjust for inflation and market changes to maintain fairness.
4. Recognize Contributions Frequently: Offer bonuses, gestures of appreciation, or verbal recognition for great work.
5. Emphasize Transparency: Discuss constraints openly and find creative solutions for limited cash compensation.

Employing fair and thoughtful strategies benefits both employers and domestic workers, enhancing professional relationships.

Conclusion

Setting fair and competitive compensation for domestic workers in Ghana ensures compliance with labor laws while fostering trust and loyalty. Whether employing live-in or live-out staff, factors like role, location, and market benchmarks help determine appropriate wages. Offering benefits such as health insurance, bonuses, or training investments attracts quality employees and professionalizes the domestic labor sector. Employers build sustainable, equitable relationships with their staff by combining legal adherence, cultural sensitivity, and open communication.