A wave of discontent is reportedly spreading through the Ghana Gold Board (GoldBod), with long-serving employees alleging widespread salary disparities, limited career opportunities and what they describe as discriminatory treatment following the institution’s transition from the Precious Minerals Marketing Company (PMMC).
The growing workforce unrest comes despite GoldBod’s strong financial performance in 2025, which saw revenue rise sharply, expenditure decline significantly and the institution record a substantial operational surplus.
Several employees who previously served under PMMC say the restructuring that created GoldBod has left many experienced staff feeling marginalised, even as the organisation has expanded its workforce from 114 employees in 2024 to 450 in 2025.
According to workers who spoke on condition of anonymity, employees with between 10 and 30 years of service have been retained under conditions they claim are less favourable than those offered to newly recruited staff.
They allege that some recent recruits have been appointed to senior positions with significantly higher salaries despite having less experience within the organisation.
One senior employee claimed that officers who had managed departments for years were not given meaningful opportunities to compete for leadership positions during the restructuring process.
The employee alleged that some experienced staff are now reporting to supervisors who joined the institution only recently.
Appointment letters and payroll records, are said to indicate significant salary differences between long-serving employees and newly appointed staff.
Workers have also expressed frustration over what they describe as a strict attendance policy that imposes severe financial penalties for minor lateness.
According to several employees, arriving even one minute late or leaving one minute before official closing time can result in a deduction equivalent to half a day’s salary.
They argue that the policy has created anxiety among staff and has become a source of resentment within the institution.
Labour law experts have questioned whether such deductions are consistent with Ghana’s Labour Act.
Accra-based labour lawyer Kwame Asare suggested that disciplinary measures must be proportionate and carried out in accordance with due process.
Employees have further alleged that appointments and promotions within GoldBod may have been influenced by political considerations, although these claims have not been independently verified.
Some workers specifically questioned the remuneration and appointment of a liaison officer attached to the Office of the Chief Executive Officer, alleging that the official receives significantly higher compensation than experienced technical staff.
The allegations have emerged at a time when GoldBod is being widely praised for its financial turnaround.
The institution reported revenue of GH¢970.8 million in 2025, up from GH¢307.7 million in 2024, while expenditure reportedly fell by 75 percent and net assets increased to GH¢5.6 billion.
For many employees, however, the financial success has not translated into improved workplace conditions.
Some workers say the transition from PMMC to GoldBod has created a two-tier employment structure in which institutional experience is undervalued and long-serving staff feel excluded from the benefits of the organisation’s rapid growth.
The allegations are likely to intensify calls for greater transparency in GoldBod’s restructuring, salary administration and human resource policies as scrutiny of the institution extends beyond its financial performance to the conditions of the workforce that supports its operations.
