[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work":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":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":131,"in_subsite":56,"contact_page_url":7,"banner_message":132},739,"maternity-and-work","Maternity and Work",null,"","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work","labourlaw.labourlawpage","en_GH","2025-07-27T10:50:25.707792+00:00","2026-04-08T17:48:46.442707+00:00","\u002Fcms\u002Fpages\u002F739\u002Fedit\u002F",[16,19,22,25],{"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":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Maternity Leave, Pregnancy and Pay - 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\u002Fmaternity-and-work\u002F","index, follow","website","summary_large_image","2025-07-27T12:50:25.707792+02:00","2026-04-08T19:48:46.585618+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Maternity and Work\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>Maternity Leave\u003C\u002Fh2>\n          \u003Cp>Female workers are entitled to 12 weeks (84 days) of maternity leave with full pay. To qualify, the pregnant worker must provide a medical certificate issued by a medical practitioner or midwife indicating her delivery.\u003C\u002Fp>\n\u003Cp>Maternity leave can be extended by two additional (2) weeks in case of caesarean delivery\u002Fabnormal birth or twin (or more) births. Further extention leave is also granted in case of illness due to pregnancy or childbirth, certified by the medical practitioner. However, the maximum limit of extended leave is not mentioned in the law.\u003C\u002Fp>\n\u003Cp>Sources: § 57 (1 & 3-5) of the Labour Act 2003 (Act 651)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Income\u003C\u002Fh2>\n          \u003Cp>Workers on maternity leave are entitled to full wages during the maternity leave. The maternity benefit is paid by the employer. A woman worker on maternity leave is entitled to her full remuneration and other benefits to which she is otherwise entitled.\u003C\u002Fp>\n\u003Cp>Sources: § 57(2) of the Labour Act 2003 (Act 651)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Free Medical Care\u003C\u002Fh2>\n          \u003Cp>There is no mention in the Labour Act about medical care however medical benefits are provided under the National Health Insurance Program. Maternity Care including ante-natal and post-natal care provided under National Health Insurance Regulations as minimum health care benefits.\u003C\u002Fp>\n\u003Cp>Sources: § 19(1) of the National Health Insurance Regulations 2004; §112 of the National Health Insurance Act no. 852\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Maternity and Work\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Labour Act, 2003 (Act651)\n          \u003C\u002Fli>\n          \u003Cli>\n            National Health Insurance Regulations 2004\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_jobprotection_URL_\n      \n          _ll_breastfeeding_URL_\n      \n          _ll_family_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_employmentsecurity_URL_\n      \n          _CBA_FOLDER_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: maternity leave and pay in Ghana – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-03\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Maternity Leave\u003C\u002Fh2>\n\u003Cp>Female workers are entitled to 12 weeks (84 days) of maternity leave with full pay. To qualify, the pregnant worker must provide a medical certificate issued by a medical practitioner or midwife indicating her delivery.\u003C\u002Fp>\n\u003Cp>Maternity leave can be extended by two additional (2) weeks in case of caesarean delivery\u002Fabnormal birth or twin (or more) births. Further extention leave is also granted in case of illness due to pregnancy or childbirth, certified by the medical practitioner. However, the maximum limit of extended leave is not mentioned in the law.\u003C\u002Fp>\n\u003Cp>Sources: § 57 (1 & 3-5) of the Labour Act 2003 (Act 651)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Income\u003C\u002Fh2>\n\u003Cp>Workers on maternity leave are entitled to full wages during the maternity leave. The maternity benefit is paid by the employer. A woman worker on maternity leave is entitled to her full remuneration and other benefits to which she is otherwise entitled.\u003C\u002Fp>\n\u003Cp>Sources: § 57(2) of the Labour Act 2003 (Act 651)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Free Medical Care\u003C\u002Fh2>\n\u003Cp>There is no mention in the Labour Act about medical care however medical benefits are provided under the National Health Insurance Program. Maternity Care including ante-natal and post-natal care provided under National Health Insurance Regulations as minimum health care benefits.\u003C\u002Fp>\n\u003Cp>Sources: § 19(1) of the National Health Insurance Regulations 2004; §112 of the National Health Insurance Act no. 852\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Maternity and Work\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Labour Act, 2003 (Act651)\n          \u003C\u002Fli>\n\u003Cli>\n            National Health Insurance Regulations 2004\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection'>Job Protection\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding'>Breastfeeding\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffamily-responsibilities'>Family Responsibilities\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fcontracts-and-dismissals'>Contracts and Dismissals\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-gh\u002Fwork-in-ghana\u002Fcollective-bargaining-agreement\u002F'>Collective Bargaining Agreement\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":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},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,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,78,82,83,87,91,95,99,103,107,111,115,119,123,127],{"id":59,"short_title":7,"title":60,"url":61},733,"Work and Wages","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},734,"Compensation and Working Time","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fcompensation-and-working-time",{"id":67,"short_title":7,"title":68,"url":69},735,"Annual Leave and Holidays","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":71,"short_title":7,"title":72,"url":73},736,"Contracts and Dismissals","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":75,"short_title":7,"title":76,"url":77},737,"Notice and Severance","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":79,"short_title":7,"title":80,"url":81},738,"Family Responsibilities","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffamily-responsibilities",{"id":4,"short_title":7,"title":6,"url":9},{"id":84,"short_title":7,"title":85,"url":86},740,"Job Protection","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":88,"short_title":7,"title":89,"url":90},741,"Breastfeeding","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":92,"short_title":7,"title":93,"url":94},742,"Health and Safety","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fhealth-and-safety",{"id":96,"short_title":7,"title":97,"url":98},743,"Sick Leave","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsick-leave",{"id":100,"short_title":7,"title":101,"url":102},744,"Work Injury Benefits","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":104,"short_title":7,"title":105,"url":106},745,"Social Security","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsocial-security",{"id":108,"short_title":7,"title":109,"url":110},746,"Unemployment Benefits","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":112,"short_title":7,"title":113,"url":114},747,"Fair Treatment","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment",{"id":116,"short_title":7,"title":117,"url":118},748,"Sexual Harassment","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":120,"short_title":7,"title":121,"url":122},749,"Minors and Youth","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":124,"short_title":7,"title":125,"url":126},750,"Forced Labour","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":128,"short_title":7,"title":129,"url":130},751,"Trade Unions","\u002Fen-gh\u002Fwork-in-ghana\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]