As global workplaces evolve and legislation becomes more stringent, compliance is no longer just a legal or finance issue, it’s a business-wide responsibility across all countries. In Ghana, concerns are emerging around accurate wage payments, statutory deductions and end-of-service benefits. For instance, the National Pensions Regulatory Authority (NPRA) has increased its oversight, ensuring that employers remit Tier 1 and Tier 2 pension contributions on time. Delays or non-compliance not only attract penalties but also affect employee trust and organizational reputation. 

The Ghana Revenue Authority (GRA) and Labour Commission are also stepping up enforcement on issues like PAYE tax accuracy, proper employee classification and adherence to working hours and conditions under the Labour Act, 2003 (Act 651).

This growing emphasis on compliance shows that, regardless of jurisdiction, businesses must prioritise proper systems to manage payroll, tax and labour practices and at the heart of this shift is Human Resources.

HR leaders are uniquely positioned to lead the charge in building sustainable compliance systems. From hiring and onboarding to policy management and payroll oversight, HR sits at the intersection of people and process, making it the ideal function to champion compliance with both integrity and precision.

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Here’s how HR can lead the way

1. Audit Payroll Processes Thoroughly

Small errors can become big liabilities. HR teams can spearhead payroll audits to identify risks such as inaccurate wage calculations, data entry mistakes, or benefit mismanagement. Ensuring alignment with tax and legal requirements helps prevent costly penalties.

2. Transition to a Unified Platform

Siloed systems increase the risk of miscommunication and errors. A centralised platform that brings together HR, payroll and finance functions streamlines operations, enhances data accuracy, and improves cross-functional collaboration.

3. Automate for Accuracy

Automation reduces the burden of manual tasks like wage calculations, tax withholdings and benefits processing. Not only does this enhance efficiency, but it also helps mitigate human error and ensures compliance steps are not overlooked.

4. Strengthen Cross-Team Collaboration

A strong compliance culture is rooted in teamwork. HR and finance departments must maintain open communication, shared accountability and clear processes for handling sensitive issues such as payroll adjustments and regulatory updates.

5. Invest in Training and Awareness

Staying up to date with shifting laws and employment standards is essential. Regular training for HR and payroll professionals ensures the team can confidently respond to legislative changes, no matter the region or industry.

From Support Role to Strategic Compliance Partner

HR is no longer just an administrative function, it’s a strategic ally in organizational compliance. By taking the lead in implementing robust systems, promoting interdepartmental alignment, and fostering a culture of awareness, HR professionals help future-proof their organisations against risk. In a world where laws are changing and scrutiny is increasing, HR’s active role in compliance is not optional, it’s essential.

Partner With an HR Team That Prioritizes Compliance

Compliance doesn’t have to be overwhelming. With our HR company as your partner, you gain access to expert support, practical systems and a proactive approach that keeps your business safe, efficient and legally sound.

Let us help you build a compliant workplace that’s ready for the future.