Hiring Domestic Workers in Ghana: Nannies, Housekeepers, Costs and Legal Steps

Household help is a normal part of daily life for a wide range of people living in Ghana. Families hire nannies to care for children, housekeepers to manage cleaning and laundry, cooks to prepare daily meals, and security guards to watch the gate overnight. For many middle-class and upper-income Ghanaian households, having one or more domestic workers is simply how things work. For expats and returning diaspora arriving from the UK, US, or Canada, it can feel like a significant adjustment.

What makes this topic worth understanding carefully is that domestic workers in Ghana are protected by law. The Ghana Labour Act, 2003 (Act 651) covers household workers alongside formal employees, and there are real obligations around contracts, wages, social security contributions, and leave entitlements. Hiring someone off the street with a handshake arrangement is common, but it exposes both the employer and the worker to avoidable disputes. This guide covers the types of domestic staff people typically hire, what they earn, where to find them, and how to do it in a way that is legal, fair, and practical.

Types of Domestic Workers in Ghana

The term “house help” in Ghana covers a range of roles, and it is worth knowing what each one typically does before you start hiring. Most households hire based on specific needs rather than a catch-all arrangement, though some workers do take on multiple responsibilities.

A housekeeper (or “house girl” or “house boy,” terms still widely used in Ghana though considered informal) handles general cleaning, laundry, ironing, and sometimes basic errands. A nanny or babysitter is hired specifically to care for children, and in many expat and diaspora homes, this is the first hire people make. Some nannies also take on light housework, but it is worth being clear about expectations upfront.

A cook prepares meals, often daily, and may also handle grocery shopping. This is separate from a housekeeper role in most middle-to-upper-income households, though smaller households often combine the two. A driver handles transportation, which in Accra’s traffic is not a small thing. And a night guard or security watchman provides overnight security, typically sleeping on-site or in a guardhouse.

Some expat families in areas like East Legon, Cantonments, and Airport Residential Area hire a full complement of staff. Others arriving from abroad hire one person who handles cleaning and childcare on overlapping shifts. The setup depends heavily on household size, working schedules, and budget.

What Domestic Workers Earn: Cost Breakdown

Wages for domestic workers in Ghana vary based on role, experience, location, and employer type. Expat households typically pay more than local Ghanaian employers, partly by convention and partly because worker expectations are higher when they know the employer has an international income. The figures below are practical market estimates based on urban hiring patterns and current job postings, not official government salary scales. Actual pay depends on role, location, workload, live-in or live-out status, experience, references, and whether the employer is a local household, expat household, agency, or company. Exchange rate conversions use Bank of Ghana interbank mid-rates from May 5, 2026: approximately GHS 11.24 to USD 1, GHS 15.26 to GBP 1, and GHS 1.64 to RMB 1. Rates fluctuate and should be verified at the time of hire.

Live-in domestic workers typically earn slightly less in cash wages because accommodation and meals are provided by the employer, though this is not universal. For expat households, wages toward the upper end of each range are more common, and workers recruited through agencies may come with higher salary expectations.

Ghana’s National Daily Minimum Wage (NDMW) was increased to GHS 21.77 per day effective January 1, 2026, following a 9% adjustment announced by the National Tripartite Committee (NTC) – the body comprising the government, employer associations, and organized labour that sets the NDMW annually. Under L.I. 2408, domestic workers are entitled to at least 24 hours of rest per week, meaning a six-day working week is the practical maximum. For a domestic worker on a six-day week, the minimum wage floor works out to roughly GHS 566 to GHS 587 per month depending on how the working month falls. The exact monthly floor should be calculated from the agreed working days, but no domestic worker should be paid below the daily legal minimum per day worked. The NTC’s 2025 announcement specifically named “househelps, nannies and guards” as covered workers who must not be paid below the minimum rate. Paying below that rate is a violation of the Ghana Labour Act and can result in complaints to the Department of Labour. In practice, many domestic workers earn above this floor, but it represents the legal minimum any employer must meet.

How to Find Reliable House Help in Ghana

The most common way people find domestic workers in Ghana is through personal referrals. A trusted friend, neighbor, or colleague who recommends someone they have worked with before is still the most reliable path, particularly for childcare roles where trust is the deciding factor.

Beyond personal networks, there are a few other routes worth knowing:

• Domestic staffing agencies: Several agencies in Accra specialize in placing housekeepers, nannies, and drivers. They conduct basic screening, verify documents, and sometimes offer a replacement guarantee if the placement does not work out. Agencies charge a placement fee, typically one to two months of the worker’s salary paid by the employer.
• Expat Facebook groups and WhatsApp communities: Groups like “Accra Expats,” “Americans in Ghana,” and community groups organized by neighborhood are widely used for domestic worker recommendations. The Ghana WhatsApp and Telegram groups guide on this site lists several active communities where these referrals are shared regularly.
• Church and community networks: In Ghana, church networks are a serious referral infrastructure. Many domestic workers find their positions through a pastor’s recommendation or a church member vouching for them. This carries significant social weight in a country where reputation within a community matters.
• Security companies: For night guards specifically, contracting through a licensed security company is often more reliable than hiring an individual directly. The company handles SSNIT contributions, equipment, and replacement if the guard is absent.

Regardless of the channel, basic verification steps matter. Ask for a Ghana Card (national ID) and verify it, check references from previous employers, and spend time in conversation before committing. For childcare specifically, a trial period of one to two weeks before formalizing the arrangement is entirely reasonable.

Websites and Agencies to Find Domestic Help in Ghana

Several websites and agencies operate in Ghana where households can search for domestic workers, particularly in Accra and Kumasi. The options fall into three broad categories: public listing sites where workers and employers post directly, Ghana-based domestic staffing agencies that screen and place workers, and international platforms with some Ghana coverage.

These platforms are useful starting points but none of them replace proper screening. Regardless of where you find a candidate, the fundamentals remain the same: verify their Ghana Card, check at least two references from previous employers, agree on duties and pay in writing, and do not place someone in a live-in or childcare role without a paid trial period first. A listing on a website is not a background check.

Legal Requirements Under the Ghana Labour Act

Two pieces of legislation govern domestic worker employment in Ghana, and both matter. The first is the Ghana Labour Act, 2003 (Act 651), which is the main employment law covering all workers. The second, and more specifically relevant, is the Labour (Domestic Workers’) Regulations, 2020 (L.I. 2408), a legislative instrument passed under Section 174 of Act 651 that came into force on July 23, 2020 and is designed specifically for household employment relationships.

The distinction matters because Act 651 alone offered domestic workers limited protection. Workers employed in private homes were explicitly exempt under Act 651 from the provisions on maximum working hours, overtime pay, and weekly rest periods that apply to general employees. L.I. 2408 was passed to close those gaps and establish a proper framework for domestic employment. Both laws now apply together.

Key provisions that apply directly to domestic worker employment under Act 651 and L.I. 2408:

• Written contract – mandatory: Under L.I. 2408, a written employment contract is legally required for every domestic worker arrangement – not just recommended. The contract must state duties, hours of work, rest periods, wages and payment frequency, accommodation and meals (if provided), and any training. The employer must deposit the signed contract with the appropriate District Labour Officer within one month of execution. Any subsequent amendments must be deposited within two weeks of being made.
• Annual leave: Domestic workers are entitled to a minimum of 15 working days of paid annual leave after completing 12 months of continuous service. This is confirmed under both Act 651 Section 20 and L.I. 2408.
• Sick leave: Domestic workers are entitled to sick leave certified by a medical practitioner, which is treated separately from annual leave under Act 651 Section 24. The law specifies no fixed maximum number of days – the duration is a matter of contract between the parties and the nature of the illness as certified. Any contract provision less favourable than L.I. 2408 is void.
• Working hours and rest: L.I. 2408 does not apply the ordinary eight-hour workday rule to domestic workers in private homes – Act 651 Section 44 explicitly exempts domestic workers from the general working hours provisions. Instead, L.I. 2408 requires at least eight consecutive hours of daily rest between working days and at least 24 consecutive hours of unbroken rest per week. In practical terms, employers should write clear working hours into the contract and avoid open-ended, all-day availability expectations. Any hours worked beyond what is agreed in the contract are treated as overtime.
• Overtime: Work beyond agreed hours is treated as overtime, but domestic workers cannot be required to work overtime unless the employment contract has a pre-agreed fixed rate for overtime set by both parties. There is no statutory multiplier (such as 1.5x) prescribed for domestic workers under L.I. 2408 – the rate must be agreed and stated in the contract.
• Public holidays: Domestic workers are not required to work on statutory public holidays. If they do work on a public holiday, they must be paid double the normal daily wage.
• Health insurance: L.I. 2408 requires health-care arrangements to be addressed in the employment contract, including requirements for registration with a health insurance scheme. Where the employer provides medical care, the employer must ensure the domestic worker is registered under a health insurance scheme. The National Health Insurance Scheme (NHIS) is the standard mechanism for this.
• Notice of termination: Either party can end the employment relationship with prior notice or payment in lieu of notice, as stated in the contract and in conformity with Act 651 Section 17.

Act 651 Section 13 also requires employers to provide workers with a written statement of employment particulars within two months of starting work – L.I. 2408 goes further and makes a full signed contract mandatory from day one, registered with the District Labour Officer. Any employer of a domestic worker who has not yet registered a contract with their local District Labour Office is not in compliance with the 2020 Regulations.

SSNIT Registration and Contributions

The Social Security and National Insurance Trust (SSNIT) manages Ghana’s national pension scheme, and it covers domestic workers alongside formal sector employees. If you hire someone to work in your home regularly, you are legally required to register them with SSNIT and make monthly contributions on their behalf.

SSNIT treatment for domestic workers can be confusing because many household arrangements are informal. Under L.I. 2408, an employer may register a domestic worker as an informal employee and ensure provision is made for pension contributions under the National Pensions Act, 2008 (Act 766). Where SSNIT contributions are being handled through the employer, the standard contribution structure applies: the employer contributes 13% of the worker’s basic salary, and the employee contributes 5.5%, making a combined total of 18.5% per month. Of that 18.5%, 5% goes to a Tier 2 occupational pension fund managed by licensed private trustees. The remaining 13.5% goes through the Tier 1 scheme managed by SSNIT directly, of which SSNIT retains 11% for the worker’s retirement benefit and remits 2.5% to the National Health Insurance Authority (NHIA) as a health insurance levy. For a more detailed breakdown of how Ghana’s three-tier pension system works, see the SSNIT registration guide on this site.

To register a domestic worker with SSNIT, both employer and worker need to visit a SSNIT branch (or use the online portal where available) with the worker’s Ghana Card and a completed registration form. The employer will receive a reference number used for monthly contribution payments. Contributions can be made at SSNIT branches, banks, or through the SSNIT online platform.

In practice, many households do not register domestic workers with SSNIT, particularly in informal arrangements. That said, non-compliance carries risk: a worker can file a complaint with the Department of Labour, and unpaid contributions can result in penalties. For expats and diaspora families who may be more visible to scrutiny, registering from the start is the cleaner approach.

What to Include in a Domestic Worker Contract

A written contract does not need to be complicated. A one-to-two page document that clearly sets out both parties’ expectations is far more useful than a long legal agreement that neither side reads carefully. At minimum, the contract should cover:

• Full name and contact details of both employer and worker
• Job title and a clear description of duties
• Start date and, if applicable, the end date of a trial period
• Working hours and rest day(s) per week
• Monthly wage and payment date
• Whether accommodation and meals are provided, and on what terms
• Annual leave entitlement (15 working days minimum)
• Sick leave policy
• Notice period for termination by either party
• Confidentiality clause if the household has privacy concerns (common in higher-profile households)
• Probation period, if applicable, and the terms that apply during it

Both parties should sign two copies, with each keeping one. Having the document written in both English and Twi (or whatever local language the worker is most comfortable in) is a practical gesture and removes the risk of disputes based on claimed misunderstanding.

For families who want a lawyer to draft or review the contract, a basic employment agreement typically costs between GHS 500 and GHS 1,500 (approximately USD 45 to USD 134, GBP 33 to GBP 98, RMB 304 to RMB 913) depending on the firm and scope of work. This is a one-time cost that can prevent far more expensive disputes down the line.

Practical Tips and Red Flags

A few things that experienced expat and diaspora households in Ghana have learned, sometimes the hard way:

Pay on time, every time. Domestic workers in Ghana often have extended family obligations, school fees, and rent cycles that depend on receiving wages on a predictable schedule. Late payment damages trust quickly and is one of the most common sources of conflict.

Be explicit about phone use during working hours. This is a recurring friction point in many households. Setting a clear policy at the start – whether it is no personal calls during certain hours or designated break times – prevents repeated awkward conversations later.

Keep valuables secured. This is not a commentary on the honesty of domestic workers in particular. It is simply a sensible practice in any household with staff who are not family members. Jewelry, large amounts of cash, and important documents should be stored in a locked location. This protects the worker as much as the employer – if something goes missing and there is no clear system, accusations can arise unfairly.

Understand cultural expectations around hierarchy. In many Ghanaian households, the employer-worker relationship carries formal social dynamics that may feel unfamiliar to people arriving from North America or Europe. Workers may not raise concerns directly, and checking in regularly about workload and satisfaction is something many employers need to do proactively.

Watch for agencies that overcharge or misrepresent. Quality among domestic staffing agencies in Ghana varies widely. Some operate professionally with proper screening and replacement policies; others function more informally. Ask any agency for references from current clients, ask how they screen workers, and confirm what the placement fee covers and whether a replacement guarantee applies. Get all fee arrangements in writing before committing.

End arrangements properly. If the relationship is not working and you need to let someone go, follow the contract terms. Give the required notice or pay in lieu, and settle any outstanding wages including unused leave. Dismissing a worker without proper process can result in a formal complaint to Ghana’s Department of Labour under Act 651 and, in some cases, compensation orders.

If you are planning a move to Ghana and want a comprehensive picture of what daily life actually involves, our guide “250 Things to Know Before Moving to Ghana” covers domestic life, housing, costs, and dozens of practical topics that rarely appear in travel blogs. Get your copy here.

Sources

• Fair Wages and Salaries Commission: Government and Labour Unions Agree on 9% Salary Increase – 2026 National Daily Minimum Wage (GHS 21.77)
• Graphic Online: National Tripartite Committee 2025 NDMW announcement (covering househelps, nannies and guards)
• Bank of Ghana: Daily Interbank FX Rates (May 5, 2026)
• Ghana Labour Act, 2003 (Act 651) – Full Text (Ghana Investment Promotion Centre)
• Labour (Domestic Workers’) Regulations, 2020 (L.I. 2408) – Full Text (GhaLII / Ghana Gazette)
• Bentsi-Enchill, Letsa & Ankomah: L.I. 2408 Key Provisions Analysis
• SSNIT: Contribution Rates and Pension Scheme FAQs
• International Labour Organization: Ghana Labour Standards Profile