Policy think tank IMANI Africa has raised concerns that the absence of clear labor incentives for night work could significantly hinder the success of Ghana’s 24-hour economy.
In its recent Critical Analysis of Governance Issues (CAGI) report, the organisation highlighted that current labour laws do not provide premium pay for employees working outside conventional hours, leaving late-shift roles largely unattractive.
“Except for employees whose contracts explicitly cover shifts between 10 p.m. and 7 a.m., night work offers little incentive,” the report noted. IMANI warned that without additional compensation, firms may struggle to attract the labour supply needed to sustain round-the-clock operations.
The think tank also questioned whether the daily minimum wage, set to rise to GHS21.77 in 2026, is sufficient motivation for workers to embrace extended hours. According to IMANI, for many employees, the answer is likely no, leaving a critical component of the 24-hour policy at risk of underperformance.
IMANI’s analysis highlights a structural gap in Ghana’s labour framework. While the government has focused on infrastructure, business incentives, and sectoral engagement to expand night-time economic activity, the report stressed that worker participation is equally vital. Without premium pay, allowances, or other compensation for night work, the night economy could remain under-staffed, undermining both productivity and policy objectives.
The CAGI review also emphasised that this labour challenge affects a wide range of sectors, including retail, hospitality, healthcare, logistics, and manufacturing. “Without proper incentives, firms will face difficulty attracting and retaining the workforce necessary to operate efficiently after dark,” IMANI said.
IMANI’s findings point to an urgent need for policymakers to align Ghana’s labour laws with the ambitions of the 24-hour economy.
Introducing night-shift incentives, allowances, and protections could help ensure that extended working hours are feasible for both employees and employers, while also safeguarding the inclusivity and sustainability of the initiative.
