We depend on our wives and menial jobs to survive – YEA staff cry out over unpaid wage – Life Pulse Daily

Introduction

In late 2024, more than 300 staff members of Ghana’s Youth Employment Agency (YEA) publicly announced that they have been forced to rely on spouses, friends and low‑paid side jobs to meet basic living expenses. The employees claim that a ten‑month delay in salary payments—beginning with the first paycheck due on 1 December 2024—has left them in severe financial distress. This article examines the facts behind the protest, the legal framework governing wage payment in Ghana, and practical steps that affected workers can take.

Analysis

Background of the Youth Employment Agency (YEA)

The Youth Employment Agency is a statutory body under the Ministry of Employment and Labour Relations, tasked with creating job opportunities for Ghanaian youth. Over the past decade, YEA has hired a mix of permanent and contract staff to manage programmes such as the National Youth Employment Programme (NYEP) and the Ghana Youth Employment Initiative (GYEI). Many of the current protestors previously served as contract workers for periods ranging from two to eight years before being appointed to permanent positions in November 2024.

Nature of the Salary Delay

According to the convenor of the protest, Osei Yaw Akoto, the agency has not released any salary since the employees’ permanent appointments took effect on 1 December 2024. The agency cited an ongoing audit as the primary reason for the delay, a justification that the staff argue is unreasonable given the length of the postponement. The employees have reportedly sent letters and petitions to several authorities, including the Chief Imam of Kumasi, the Manhyia Palace, the Parliamentary Caucus, and the Minister for Employment, but have received no substantive response.

Impact on Employees

The unpaid‑wage crisis has produced a cascade of hardships:

• Families are forced to depend on the earnings of working spouses or relatives.
• Employees have taken up “menial jobs” such as petty trading, informal transport (okada) riding, and other low‑skill work to survive.
• Psychological stress and reduced morale have been reported, potentially affecting the quality of public‑service delivery.
• Financial obligations—including rent, school fees, and medical expenses—remain unmet, increasing the risk of debt accumulation.

Summary

The YEA wage dispute highlights a serious breach of the Ghanaian labour principle that employees must receive timely remuneration for work performed. Over 300 staff members, now permanent employees, have not been paid for more than ten months, prompting them to rely on spouses and informal side‑jobs. Their appeals to governmental and traditional authorities have been ignored, leading to a public press conference in Kumasi on 8 October 2025. The agency’s cited audit delay raises questions about internal financial controls and the effectiveness of grievance mechanisms.

Key Points

Practical Advice

Document Everything

Workers should keep a detailed record of:

• Employment contracts and appointment letters.
• Payslips (or the lack thereof) for each month since December 2024.
• All correspondence with YEA, including emails, letters, and meeting minutes.
• Proof of expenses incurred as a result of the unpaid wages (rent receipts, utility bills, etc.).

Utilise Official Grievance Channels

Before resorting to litigation, employees can file a formal complaint with the Department of Labour Relations (DLR) under the Ministry of Employment and Labour Relations. The DLR can mediate disputes, issue compliance notices, and, if necessary, refer cases to the Labour Court.

Seek Legal Representation

Given the scale of the claim, a collective action approach may be more cost‑effective. Workers can approach labour‑rights NGOs such as Legal Aid Ghana or the Ghana Trade Union Congress (GTUC) for pro‑bono legal advice. A qualified attorney can draft a demand letter referencing Section 14(1) of the Labour Act, which obliges employers to pay wages on the agreed date.

Explore Temporary Financial Relief

While the dispute is being resolved, affected staff may consider:

• Applying for short‑term micro‑loans from reputable micro‑finance institutions.
• Requesting emergency assistance from community‑based organisations or churches.
• Negotiating flexible repayment plans with landlords or creditors.

Points of Caution

• Avoid illegal side‑jobs: Engaging in activities that breach contractual terms could weaken legal standing.
• Beware of unofficial “legal” services: Only retain lawyers accredited by the Ghana Bar Association.
• Do not sign waivers without counsel: Some agencies may propose settlement agreements that waive future claims.
• Maintain professionalism: Public statements should be factual and non‑defamatory to protect the right to a fair hearing.

Comparison

Salary delays are not unique to YEA. Similar crises have occurred in other Ghanaian public institutions:

Compared with previous cases, the YEA delay is the longest recorded for a single agency, and the response from senior government officials appears limited, underscoring the need for stronger enforcement mechanisms.

Legal Implications

Statutory Right to Timely Payment

Under Section 14(1) of the Labour Act 2003 (Act 651), an employer must pay wages on the date agreed in the contract or, if no date is specified, on the last day of each month. Failure to do so constitutes a breach of contract and may give rise to a civil claim for damages.

Potential Remedies

• Labour Court Action: Employees can sue for the unpaid wages, interest, and compensation for loss of earnings.
• Industrial Relations Tribunal: The tribunal can order the employer to pay arrears and may impose penalties.
• Criminal Liability: Persistent non‑payment may be treated as a criminal offence under the Criminal Offences Act if it is deemed willful neglect.

Collective Bargaining Considerations

If YEA staff are members of a recognised union, the union can file a collective grievance on their behalf. The union’s involvement can also trigger the “right to strike” under the Labour Act, though any industrial action must follow a lawful procedure, including a secret ballot and notice to the employer.

Conclusion

The prolonged unpaid‑wage crisis at Ghana’s Youth Employment Agency illustrates how administrative delays can translate into real‑world hardship for public‑sector workers. While the agency attributes the hold‑up to an audit, the ten‑month gap violates statutory obligations and undermines the livelihood of hundreds of families. By documenting their case, utilising official grievance mechanisms, and seeking qualified legal counsel, YEA staff can strengthen their claim and push for a timely resolution. Government oversight bodies and labour unions also have a crucial role in ensuring that similar delays do not recur across the public sector.

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