Fully Managed Payroll in Ghana.
No admin. No guesswork. Just accurate payments and expert support just a phone call away.
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“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”
“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”
“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”
Other services
Accelerating your growth in Ghana and beyond
TopSource goes far beyond payroll, acting as your end-to-end partner in global workforce management. From Employer of Record (EOR) services and seamless entity setup to localized accountancy and fractional HR support, we cover every aspect of international employment.
Meet our experts for Ghana
Whether you’re entering the market or scaling operations, our specialists provide the insight and guidance you need to succeed in one of the world’s most dynamic and regulated employment landscapes. With TopSource, you’re backed by real experts, every step of the way.
Beyond a payroll serviceA globalization accelerator
Payroll platform
Global payroll simplified
Your intuitive hub for paying global teams. Simple, powerful, and designed to scale with you — no complexity, just clarity.
Audit
Eliminate barriers to growth
Avoid compliance issues across your global workforce and uncover opportunities to improve profitability. On a quarterly basis we’ll help you audit your global talent strategy to ensure it aligns with your business goals.
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Build a data-driven talent strategy
Grow confidently and profitably with access to the latest TopSource insights & data on hiring markets, salary benchmarking & benefits.
Advisory
Expert guidance that turns complexity into clarity.
Whether you’re managing a global acquisition or entering a new market, you get clear guidance to navigate complex decisions, avoid delays, and accelerate your global expansion.
Looking at other markets too?
We help organizations with employ and pay teams in over 180 countries.
Ghana payroll: frequently asked questions
It means a specialist provider runs your Ghana payroll end to end: calculating gross-to-net pay, withholding PAYE income tax, deducting and remitting SSNIT (Tier 1 and Tier 2) pension contributions, and filing the required returns with the Ghana Revenue Authority (GRA) and SSNIT. The provider ensures compliance with the Labour Act 651 (2003) and the National Pensions Act 766 (2008), so you stay compliant without building an in-house Ghana payroll team. Deliverables typically include payslips, statutory filings, and a full audit trail each month.
Ghana uses graduated (progressive) PAYE bands applied to chargeable income after SSNIT and reliefs. For 2026 the annual resident bands are: first GHS 5,880 at 0%, next GHS 1,320 at 5%, next GHS 1,560 at 10%, next GHS 38,000 at 17.5%, next GHS 192,000 at 25%, next GHS 366,240 at 30%, and income above GHS 605,000 at 35% (non-residents pay a flat 25%). Employers deduct PAYE at source each month using the monthly equivalent of these bands. (Source: https://taxsummaries.pwc.com/ghana/individual/taxes-on-personal-income and https://gra.gov.gh/portfolio/paye/)
Ghana’s mandatory pension totals 18.5% of basic salary: 13% paid by the employer and 5.5% by the employee. Of that, 13.5% funds the Tier 1 SSNIT defined-benefit scheme and 5% goes to a mandatory Tier 2 privately-managed scheme run by an NPRA-licensed trustee; a Tier 3 provident/personal pension is voluntary and tax-advantaged. From 1 January 2026 the maximum monthly insurable earnings ceiling is GHS 69,000 (up from GHS 61,000), capping the monthly contribution. (Source: https://www.ssnit.org.gh/faqs/ and https://www.crs.co.za/crs-news-flash-14-january-2026-ghana-social-security-contributions-ceiling-2026/)
The core employer cost is the 13% SSNIT contribution on each employee’s basic salary (capped by the GHS 69,000 monthly insurable-earnings ceiling from 2026), on top of gross pay. Employers also administer, but do not fund, the 5.5% employee SSNIT deduction and PAYE withholding. There is no separate employer-side payroll levy in Ghana; health (NHIL) and other levies are consumption/VAT-type charges rather than payroll taxes, though the 2026 national daily minimum wage of GHS 21.77 sets the pay floor. (Source: https://www.ssnit.org.gh/faqs/ and https://cadanapay.com/blog/employer-payroll-compliance-in-ghana-complete-guide-to-gra-paye-and-ssnit-contributions)
Employers file the monthly PAYE return (Form DT 107) and remit PAYE to the GRA by the 15th of the following month, plus an annual employer PAYE return by 30 April. SSNIT Tier 1 and Tier 2 contributions must be paid by the 14th of the following month; late SSNIT payment attracts a 3% compound penalty per month on the outstanding amount. (Source: https://gra.gov.gh/portfolio/paye/ and https://www.ssnit.org.gh/faqs/)
Running your own payroll normally requires a registered Ghanaian entity, GRA Taxpayer Identification and SSNIT employer registration before you can hire and remit statutory deductions. Alternatively, an Employer of Record (EOR) legally employs your workers in Ghana on your behalf, handling contracts, PAYE, SSNIT and Labour Act compliance, so you can hire without incorporating locally. An EOR is the faster route for testing the market or hiring a small team. (Source: https://www.playroll.com/global-hiring-guides/ghana)