Ghana is set to introduce paternity leave as part of a series of labour reforms planned for the year 2024. 

The announcement was made by Finance Minister, Dr. Mohammed Amin Adam during his mid-year budget review presentation to Parliament on Tuesday, July 23.

Dr. Adam stated that the government, in collaboration with its social partners, has developed a draft Labour Bill, 2024 aimed at strengthening labour administration and regulating the world of work.

Among the key reforms proposed are the introduction of paternity leave, the extension of maternity leave, and improvements in labour migration governance and employment coordination. 

"The Labour Law is expected to be promulgated before the end of the year," Dr Adam said, stating the government's commitment to enhancing worker rights and benefits.

According to the draft Labour Bill, 2024, which is being sponsored by the Ministry of Trade and Industry and is in its consultation stage, male workers will be eligible to apply for paternity leave within three months of their wife's or surrogate's childbirth, or following the adoption of a child under one-year-old. 

To qualify, employees must provide proof of birth or adoption to their employer. Upon approval, the employer is required to grant a minimum of five days of paternity leave, effective from the specified date in the application. However, a worker cannot be granted more than one paternity leave within a 24-month period.

The draft bill also outlines significant enhancements to maternity leave provisions. A female worker, upon presenting a medical certificate indicating her expected delivery date, will be entitled to at least 14 weeks of maternity leave, in addition to any annual leave entitlement. 

This period can be extended by at least two additional weeks in cases of abnormal confinement or multiple births. Furthermore, female workers are entitled to full remuneration and benefits during maternity leave and are protected from dismissal due to their absence on maternity grounds.

The proposed legislation also includes provisions for additional leave for pregnant workers experiencing pregnancy-related illnesses, as certified by a medical practitioner. In cases of stillbirth or the loss of a baby during the maternity leave period, the female worker can continue with or proceed on maternity leave with the possibility of additional leave as certified by a medical practitioner.

Additionally, nursing mothers will be entitled to interrupt their work for an hour during working hours to nurse their babies, with this interruption considered as working hours and compensated accordingly.