Decrypting Ghana’s Employee Tax System: What Employers Should Know
- Last updated: March 14, 2025
Ghana’s tax system is an obstacle course to many: with complex compliance mazes, lesser-known regulations that can come in as surprises, and the matter of establishing relationships to smoothen processes, many employers stumble and get lost along the way. So, whether you are a new business or an established entity, understanding the nuances of Ghana’s tax laws is essential for compliance and to avoid costly penalties.
In this article, we will break down key aspects of Ghana’s employee tax system.
1. Overview of Ghana’s Tax System for Employees
Ghana’s tax system is governed by the Internal Revenue Act, 2000 (Act 592), which has undergone several amendments over the years. The Ghana Revenue Authority (GRA) is the national authority responsible for enforcing tax policies and collecting taxes.
Like in many African countries such as Mauritius, Kenya, or South Africa, employees in Ghana are subject to Pay-As-You-Earn (PAYE) tax. This tax system operates such that employers are responsible for some part of the employee’s personal income tax: they are obligated to deduct taxes directly from employees’ salaries and remit them to the GRA. Failure to do so accurately and within a certain timeframe can result in fines and other penalties. On the employee side, PAYE ensures that the latter meet their tax obligations without having to make payments themselves.
2. Taxable Income for Employees in Ghana
In Ghana, taxable income includes all earnings from employment, such as:
- Salaries and wages
- Bonuses and commissions
- Allowances
- Benefits-in-kind (e.g., company-provided accommodation, vehicles, etc.)
However, certain deductions and exemptions may apply. Employers must ensure that any non-taxable allowances or benefits, such as health insurance or pension contributions, are duly accounted for.
3. PAYE Tax Rates and Tax Bands in Ghana
Ghana operates a progressive tax rate system for individual income tax. As of 2024, the tax bands are structured as follows:
These rates are, naturally, subject to changes by the government, so employers must stay updated with any adjustments to the tax bands or rates.
4. Mandatory Contributions and Deductions in Ghana
Apart from PAYE, employers in Ghana are also mandated to make some other obligatory contributions on behalf of their employees. These include:
- Social Security and National Insurance Trust (SSNIT) Contributions: Employers must contribute to the SSNIT on behalf of their employees. The total contribution is 18.5% of the employee’s salary, split between the employer (13%) and the employee (5.5%).
These deductions, together with income tax, must be withheld and remitted to the respective agencies, while respecting deadlines usually associated with them.
5. Employer Responsibilities and Compliance in Ghana
Employers are not only responsible for withholding PAYE and mandatory contributions but also for complying with various reporting and filing requirements. These include:
- Monthly Tax Returns: Employers must submit monthly PAYE tax returns to the GRA by a certain deadline.
- SSNIT Contributions & Reports: Not only are employers required to submit contributions to the SSNIT, but they must also compile a report for each contribution payment, listing all workers with their Ghana Card numbers and the salary each worker earned during the month.
- Annual Tax Returns: Employers must file an annual tax return for each employee by a certain deadline.
- Tax Certificates: Employers must provide employees with tax certificates (or pay slips) detailing the tax deductions made during the year.
Failure to meet these obligations can lead to significant penalties or even legal action from the GRA.
6. Why an Employer of Record (EOR) in Ghana is an asset to employers
For businesses looking to operate in Ghana without an entity, EORs open doors to opportunity, minus the usual hassles. EORs like Africa HR Solutions act as your employees’ legal employer while you maintain control over day-to-day operations. An EOR handles the compliance burden, including, but not limited to these responsibilities:
- Payroll processing
- Tax deductions and remittances
- Filing of mandatory contributions
- Employee benefits administration
By partnering with an EOR, employers can mitigate the risk of non-compliance, streamline administrative tasks, and ensure that all tax obligations are met in a timely manner.
7. Pitfalls to Avoid in Ghana
When managing employee taxes in Ghana, employers should be mindful of several potential pitfalls:
- Non-compliance with tax filing deadlines: Late payments or filings of PAYE or SSNIT contributions can lead to hefty fines as well as interest charges.
- Incorrect tax calculations: Any minor miscalculation in taxes or failure to apply the correct tax rate can result in underpayment or overpayment of taxes, which can snowball into larger compliance issues.
- Overlooking employee benefits and exemptions: Employers must ensure that all mandatory deductions are duly considered when calculating taxable income.
How Africa HR Solutions can help you in Ghana
Partnering with a knowledgeable EOR like Africa HR Solutions can help you mitigate these risks and ensure that all compliance requirements are fulfilled.
Because we go by a “bulletproof compliance” motto, and thanks to an impeccable track record partnering with 400+ companies across Africa, we can help your company adhere to Ghana’s tax regulations, ensuring accurate deductions and remittances, and maintaining a smooth payroll operation.
If you are looking to find out more about how our team can help you, click here to chat with one of our Ghana experts.