President John Dramani Mahama’s directive to suspend post-retirement contract appointments in the public service has sparked both support and concern, particularly around its potential impact on technical sectors such as health and education, where experienced professionals continue to play critical roles.
While many have hailed the decision as a step toward addressing youth unemployment and ensuring generational transition in the public sector, some experts say the country must confront a deeper challenge, its heavy dependence on a few highly trained individuals in key technical fields.
Dr. Richard Abankwa Agyepong, a Senior Lecturer at the University of Education, Winneba, supports the policy in principle but warns that it must be implemented systematically, especially in areas where Ghana lacks a sufficient talent pipeline.
He said looking at sectors like health and education, these are not areas where you can just let people go without ensuring there’s someone ready to take over, but If there are no people trained to fill those spaces, it exposes a bigger problem in our education and workforce development systems.
He stressed that while the retirement age of 60 must be respected, the government must take deliberate steps to ensure critical knowledge and skills are transferred before experienced professionals exit the system. “You can’t depend on someone forever. What if they’re gone tomorrow? The country can’t shut down because one technical expert isn’t available,” Dr. Abankwa noted.
Ghana’s health and education sectors have long struggled with a shortage of skilled professionals. In rural areas, especially, retired nurses, doctors, and teachers are often rehired on contract to keep essential services running.
With the new directive, there are growing calls for clear exceptions or transition measures to avoid disruptions in service delivery.
Dr. Agyepong suggested that instead of full-time contract extensions, retiring professionals in technical fields could be engaged in mentorship and consultancy roles, helping to guide younger staff without holding onto positions that block progression.
He further emphasized the need for improved investment in technical training and education to ensure a steady flow of qualified professionals. “If we don’t have enough trained people to replace retirees, that’s not just a labour issue but it’s a policy failure,” he added.
While the President’s decision aims to ease the burden on the pension system and create room for younger workers, experts like Dr. Abankwa believe it also offers an opportunity to rethink workforce planning in critical sectors.
He called for a national strategy to strengthen succession planning, particularly in state-owned enterprises and technical professions.
“We can’t fix youth unemployment by creating a vacuum in vital sectors. Let’s not just replace people, let’s prepare people,” he said.
