A recent national survey reveals that 42.2% of Human Resources (HR) professionals in Ghana are dissatisfied with their current salaries. This significant finding comes from the HR Compensation & Salary Satisfaction Survey Report – Ghana 2026, launched by SEDAT Consult Ltd. The report surveyed 232 HR professionals across various sectors, highlighting a critical issue within the Ghanaian workforce.
The dissatisfaction stems from a perceived pay disparity. The report indicates that 71.1% of HR professionals believe they are generally underpaid. Furthermore, 64.7% feel HR practitioners receive lower remuneration than colleagues in finance, information technology, engineering, and operations, despite performing equally strategic functions. This suggests a systemic undervaluation of the HR role in many Ghanaian organizations.
This situation fits into a broader economic context where various professional sectors are grappling with compensation challenges. Ghana's economy has seen fluctuating growth, impacting salary structures across industries. The report's findings align with ongoing discussions about fair compensation and the need for organizations to recognize the evolving strategic importance of all departments. Previous reports have also highlighted similar concerns in other specialized fields.
Mrs. Patricia Abena Kissi, Founder and Managing Director of SEDAT Consult Ltd., emphasized the report's purpose. She stated, "For years, HR professionals have shared concerns about being underpaid and undervalued. We believed it was time to move beyond conversations and generate credible evidence that employers, professional bodies, policymakers, and HR leaders can use to drive meaningful change." This statement underscores the need for data-driven policy decisions.
The implications of this widespread dissatisfaction are significant. The survey found that 71.1% of respondents had considered leaving their organizations due to salary concerns. An additional 61.7% indicated they would accept another job for a mere 20% salary increase. This high potential for turnover could destabilize organizations, leading to a loss of experienced talent and increased recruitment costs. Decision-makers in both public and private sectors will need to address these concerns to retain skilled HR professionals.
SEDAT Consult describes this phenomenon as the "HR Value Paradox." This paradox highlights the contradiction between the expanding strategic responsibilities of HR professionals and their inadequate recognition and remuneration. HR has evolved from an administrative function to a strategic partner in areas like talent acquisition, leadership development, and organizational transformation. However, financial rewards have not kept pace with these increased expectations.
The report cautions that inadequate recognition extends beyond just salary figures. It can negatively affect employee motivation, commitment, engagement, and staff retention. Organizations risk losing valuable human capital if they fail to address these underlying issues. This could impact overall business sustainability and competitiveness in the long run.
Beyond salary levels, respondents identified other factors contributing to under-recognition. These include the continued perception of HR as an administrative rather than a strategic function. Limited ability to quantify HR's business impact, organizational budget constraints, and weak salary negotiations also play a role. Addressing these issues requires broader organizational and institutional reforms, not just salary adjustments.
Participants at the report launch, including Mr. Yen Sapark, Head of Research and Policy at the Chartered Institute of Human Resource Management (CIHRM), Ghana, called for collaboration. They agreed that improving HR compensation requires joint efforts from employers, HR professionals, professional bodies, policymakers, researchers, and academia. This collaborative approach is essential for generating credible labor market data and strengthening advocacy for the profession.
The report recommends several actions for organizations. These include undertaking regular salary benchmarking exercises and strengthening internal pay equity systems. Adopting transparent compensation frameworks and recognizing HR as a strategic partner in business decision-making are also crucial. HR professionals are encouraged to improve their competencies in business strategy and HR analytics to demonstrate measurable organizational value.