Ghana’s Government and organised labour have concluded the 2026 base‐pay negotiations at a 9 % increase over the 2025 rates, following days of talks between the Fair Wages and Salaries Commission, Ministers and labour union leadership.
Long Negotiations End With 9 % Increase
The 2026 base pay for public-sector workers across Ghana has been finalised at a 9 % increase over the 2025 rates. The agreement follows a protracted negotiating process between the Government and organised labour, which began on Friday, 31 October 2025 and concluded on Sunday, 9 November 2025.
At the last adjournment on Friday, 7 November, the Government had positioned its offer at 8 % while labour unions sought 12 %. Ultimately, the parties agreed on the compromise figure of 9 %.
Who Led the Talks
On the Government side, the negotiation team featured senior officials including the Chief Executive Officer of the Fair Wages and Salaries Commission (FWSC), the Minister for Finance, the Minister for Labour, Jobs and Employment, and the Government Statistician.
Representing organised labour were the Secretary-General of the Trades Union Congress (Ghana) (TUC), his Deputy, the Secretary-General of the Ghana Federation of Labour (GFL), the Executive Secretary of the Civil and Local Government Staff Association of Ghana (CLOGSAG) and other public-sector union leaders.
Implications for Public-Sector Workers
The 9 % increase signals an upward adjustment in base remuneration for government employees ahead of the 2026 budget cycle. While higher than the Government’s earlier position of 8 %, the figure remains below the demands of some worker groups, who had pushed for double-digit increases amid high inflation and rising cost of living pressures.
Labour sources indicate that the Government made a firm commitment to resolve outstanding Conditions of Service issues alongside the pay adjustment, suggesting that other allowances, benefits and structural matters will follow separate processes.
Context: Why Base Pay Matters
Base pay, which represents the foundational salary rate for public-sector staff, is critical in establishing pay equity, inflation-adjustment and the morale of the workforce. The FWSC, as mandated under Ghana’s pay-policy framework, supports these negotiations, job grading and pay-point relativity across the public service.
In recent years, labour unions have placed increased emphasis on transparent consultations, inclusive negotiation practices and outcomes that reflect the rising cost-of-living burden on government workers.
Next Steps
With the base-pay figure agreed, participating agencies must now complete the administrative and budget-alignment processes to reflect the increase in payroll ahead of implementation. The Government’s pledge to address pending conditions of service may trigger further rounds of dialogue, likely focusing on allowances, pay point adjustments, promotions and other working-condition reforms.
Public-sector workers and unions alike will be watching closely how swiftly the agreement is translated into payment and whether the broader conditions of service agenda is pursued with equal urgency.
Conclusion
The conclusion of the 2026 base-pay negotiation at 9 % marks a tentative win for both Government and labour, reflecting compromise and the realities of fiscal constraints. However, whether the outcome will satisfy the broader expectations of the public-sector workforce hinges on timely implementation and the fulfilment of promises on conditions of service.
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