[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":29,"rendered":38,"description":39,"body":40,"body_blocks":41,"call_to_action":42,"owner":49,"authors":57,"show_related_pages":59,"related_pages":60,"related_sites":133,"in_subsite":59,"contact_page_url":7,"banner_message":134},748,"sexual-harassment","Sexual Harassment",null,"","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment","labourlaw.labourlawpage","en_GH","2025-07-27T10:50:28.392800+00:00","2026-04-08T20:42:39.265069+00:00","\u002Fcms\u002Fpages\u002F748\u002Fedit\u002F",[16,19,22,25,28],{"title":17,"slug":18},"Ghana","en-gh",{"title":20,"slug":21},"Work in Ghana","work-in-ghana",{"title":23,"slug":24},"Labour Law","labour-law",{"title":26,"slug":27},"Fair Treatment","fair-treatment",{"title":6,"slug":5},{"title":30,"description":8,"image":31,"canonical":32,"robots":33,"og_type":34,"twitter_card":35,"locale":18,"created_at":36,"last_modified_at":37},"Sexual Harassment at Work - Ghana","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment\u002F","index, follow","website","summary_large_image","2025-07-27T12:50:28.392800+02:00","2026-04-08T22:42:39.589011+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Sexual Harassment\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-03\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Sexual Harassment\u003C\u002Fh2>\n          \u003Cp>The Labour Act defines sexual harassment as any unwelcome, offensive or importunate sexual advances or requests made by an employer or superior officer or a co-worker, whether the worker is a man or woman.\u003C\u002Fp>\n\u003Cp>Although there is no standalone law specifically on sexual harassment at work, the Labour Act requires the employer to take action against harassment at the workplace. If a worker resigns because his\u002Fher employer did not take action against sexual harassment at the workplace, such termination amounts to unfair dismissal.\u003C\u002Fp>\n\u003Cp>The Criminal Code has a provision on indecent assault, which includes sexual bodily contact with another person without the consent of the other person or sexual violation of the body of that person in any manner not amounting to carnal knowledge or unnatural carnal knowledge. The indecent assault is a liable offence, and on conviction, the perpetrator may have to face an imprisonment term of at least 6 months.\u003C\u002Fp>\n\u003Cp>Sources: §15, 63 & 175 of the Labour Act 2003; §103 of the Criminal Code, 1960 (Act 29), last amended by Act 1079 of 2022\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n    \n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_what-is-sexual-harassment_URL_\n      \n          _ll_is-sexual-harassment-a-global-issue_URL_\n      \n          _ll_sexual-harassment-at-the-workplace_URL_\n      \n          _ll_how-do-sexual-harassment-perpetrators-operate_URL_\n      \n          _ll_what-are-the-effects-of-sexual-harassment_URL_\n      \n          _ll_sexual-harassment-and-domestic-workers_URL_\n      \n          _ll_what-is-the-economic-cost-of-sexual-harassment_URL_\n      \n          _ll_law-and-sexual-harassment_URL_\n      \n          _ll_sexual-harassment-what-is-our-role_URL_\n      \n          _ll_what-is-a-sexual-harassment-policy_URL_\n      \n          _ll_fairtreatment_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: sexual harassment at work in Ghana – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-03\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Sexual Harassment\u003C\u002Fh2>\n\u003Cp>The Labour Act defines sexual harassment as any unwelcome, offensive or importunate sexual advances or requests made by an employer or superior officer or a co-worker, whether the worker is a man or woman.\u003C\u002Fp>\n\u003Cp>Although there is no standalone law specifically on sexual harassment at work, the Labour Act requires the employer to take action against harassment at the workplace. If a worker resigns because his\u002Fher employer did not take action against sexual harassment at the workplace, such termination amounts to unfair dismissal.\u003C\u002Fp>\n\u003Cp>The Criminal Code has a provision on indecent assault, which includes sexual bodily contact with another person without the consent of the other person or sexual violation of the body of that person in any manner not amounting to carnal knowledge or unnatural carnal knowledge. The indecent assault is a liable offence, and on conviction, the perpetrator may have to face an imprisonment term of at least 6 months.\u003C\u002Fp>\n\u003Cp>Sources: §15, 63 & 175 of the Labour Act 2003; §103 of the Criminal Code, 1960 (Act 29), last amended by Act 1079 of 2022\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \n      \n          \n      \n          \n      \n          \n      \n          \n      \n          \n      \n          \n      \n          \n      \n          \n      \n          \n      \n          \u003Ca href='\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment'>Fair Treatment\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":43,"link":44},"Contact Us",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[58],{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},true,[61,65,69,73,77,81,85,89,93,97,101,105,109,113,117,120,121,125,129],{"id":62,"short_title":7,"title":63,"url":64},733,"Work and Wages","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fwork-and-wages",{"id":66,"short_title":7,"title":67,"url":68},734,"Compensation and Working Time","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fcompensation-and-working-time",{"id":70,"short_title":7,"title":71,"url":72},735,"Annual Leave and Holidays","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":74,"short_title":7,"title":75,"url":76},736,"Contracts and Dismissals","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":78,"short_title":7,"title":79,"url":80},737,"Notice and Severance","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":82,"short_title":7,"title":83,"url":84},738,"Family Responsibilities","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffamily-responsibilities",{"id":86,"short_title":7,"title":87,"url":88},739,"Maternity and Work","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work",{"id":90,"short_title":7,"title":91,"url":92},740,"Job Protection","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":94,"short_title":7,"title":95,"url":96},741,"Breastfeeding","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":98,"short_title":7,"title":99,"url":100},742,"Health and Safety","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fhealth-and-safety",{"id":102,"short_title":7,"title":103,"url":104},743,"Sick Leave","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsick-leave",{"id":106,"short_title":7,"title":107,"url":108},744,"Work Injury Benefits","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":110,"short_title":7,"title":111,"url":112},745,"Social Security","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsocial-security",{"id":114,"short_title":7,"title":115,"url":116},746,"Unemployment Benefits","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":118,"short_title":7,"title":26,"url":119},747,"\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment",{"id":4,"short_title":7,"title":6,"url":9},{"id":122,"short_title":7,"title":123,"url":124},749,"Minors and Youth","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":126,"short_title":7,"title":127,"url":128},750,"Forced Labour","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":130,"short_title":7,"title":131,"url":132},751,"Trade Unions","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]