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> GOVERNANCE - home > Employment protection legislation database - EPLex > Ghana

Ghana - Procedural requirements for collective dismissals for economic reasons (redundancy, retrenchment)


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Definition of collective dismissal (number of employees concerned):
No legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".

Remarks:
  • Art. 65 LA. No reference to any number of employees concerned.

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 65 (1) b) LA.

Notification to the public administration: Yes

Remarks:
  • Art. 65 (1) a) LA: 3 months in advance.

Notification to workers' representatives: Yes

Remarks:
  • Art. 65 (1) b) LA.

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 65 (1) b) LA: measures aiming at averting dismissals and mitigating their adverse effects such as finding alternative employment must be examined during consultation with the trade union.

Priority rules for re-employment: No

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".

Remarks:
  • Art. 65 LA. No reference to any number of employees concerned.

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 65 (1) b) LA.

Notification to the public administration: Yes

Remarks:
  • Art. 65 (1) a) LA: 3 months in advance.

Notification to workers' representatives: Yes

Remarks:
  • Art. 65 (1) b) LA.

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 65 (1) b) LA: measures aiming at averting dismissals and mitigating their adverse effects such as finding alternative employment must be examined during consultation with the trade union.

Priority rules for re-employment: No

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".

Remarks:
  • Art. 65 LA. No reference to any number of employees concerned.

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 65 (1) b) LA.

Notification to the public administration: Yes

Remarks:
  • Art. 65 (1) a) LA: 3 months in advance.

Notification to workers' representatives: Yes

Remarks:
  • Art. 65 (1) b) LA.

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 65 (1) b) LA: measures aiming at averting dismissals and mitigating their adverse effects such as finding alternative employment must be examined during consultation with the trade union.

Priority rules for re-employment: No

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".

Remarks:
  • Art. 65 LA. No reference to any number of employees concerned.

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 65 (1) b) LA.

Notification to the public administration: Yes

Remarks:
  • Art. 65 (1) a) LA: 3 months in advance.

Notification to workers' representatives: Yes

Remarks:
  • Art. 65 (1) b) LA.

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 65 (1) b) LA: measures aiming at averting dismissals and mitigating their adverse effects such as finding alternative employment must be examined during consultation with the trade union.

Priority rules for re-employment: No

+ show references

Definition of collective dismissal (number of employees concerned):
No legal definition. The LA refers to "the introduction of major changes in production, programme, organization, structure or technology of an undertaking that are likely to entail terminations of employment of workers in the undertaking".

Remarks:
  • Art. 65 LA. No reference to any number of employees concerned.

Prior consultations with trade unions (workers' representatives): Yes

Remarks:
  • Art. 65 (1) b) LA.

Notification to the public administration: Yes

Remarks:
  • Art. 65 (1) a) LA: 3 months in advance.

Notification to workers' representatives: Yes

Remarks:
  • Art. 65 (1) b) LA.

Approval by public administration or judicial bodies: No

Approval by workers' representatives: No

Priority rules for collective dismissals (social considerations, age, job tenure): No

Employer's obligation to consider alternatives to dismissal (transfers, retraining...): Yes

Remarks:
  • Art. 65 (1) b) LA: measures aiming at averting dismissals and mitigating their adverse effects such as finding alternative employment must be examined during consultation with the trade union.

Priority rules for re-employment: No