YEA Must Disclose Financial Arrangements with Zoomlion and G4S and Justify Continued Allowances Beyond 12 Months

The Youth Employment Agency (YEA) was established under the Youth Employment Agency Act, 2015 (Act 887), with the core mandate to coordinate, supervise, and facilitate employment for the youth through skills development and job placement. However, recent public concern has been raised about the financial and administrative arrangements between YEA and third-party contractors such as Zoomlion Ghana Limited and G4S Security Services. It is imperative that YEA discloses how much it receives as an agency from these partners and explains the basis for continued payment of allowances to employees who have served over 12 months.

Disclosure of Funds Received
In line with Section 20 of the Youth Employment Agency Act, 2015 (Act 887), which requires the Agency to maintain transparent and accountable financial records, YEA must publicly disclose the following:

1. Total funds received annually from contractors such as Zoomlion and G4S etc.
2. The exact terms of these partnerships, including service-level agreements and profit-sharing or administrative arrangements.
3. Allocation of such funds towards administrative expenses, staff remuneration, and program development.

This disclosure is necessary for public accountability, especially given that these funds are generated through programs funded directly or indirectly by the taxpayer or from statutory funds.

Employment Terms and Allowance Issues
Employees engaged under YEA’s various modules are typically given fixed-term placements ranging from 6 months to 2 years. However, the continued payment of allowances—often far below minimum wage—beyond the initial 12-month period raises critical human resource and legal concerns.

YEA must therefore provide:

• A standardised Human Resource Policy Document that outlines:
• Employment contract durations
• Renewal procedures
• Allowance review mechanisms
• Grievance and dispute resolution structures
• A justification for allowance-based engagement rather than proper salaried employment after 12 months, particularly when staff continue to render full-time services akin to permanent employees.

This allowance system risks being classified as “disguised employment” and may violate the Labour Act, 2003 (Act 651), which mandates fair wages and employment rights for all workers, including access to SSNIT contributions, leave benefits, and terminal benefits.

Legal Framework and Compliance Responsibility
The following legal instruments provide the basis for action and compliance:

• Labour Act, 2003 (Act 651):
• Section 10 – Rights of employees
• Section 75 – Equal pay for equal work
• Section 12 – Prohibition of forced labour and disguised contracts
• Youth Employment Agency Act, 2015 (Act 887):
• Section 2 – Mandate and functions of the Agency
• Section 20 – Financial accountability
• Section 25 – Offences and penalties for non-compliance

Call to Action
It is time for the Youth Employment Agency to:

1. Provide full financial disclosures regarding partnerships with private contractors like Zoomlion and G4S.
2. Transition long-serving allowance-based workers into salaried, permanent roles in accordance with the Labour Act.
3. Develop and publicly share a Human Resource Policy that complies with national labour laws and international standards for decent work.

Conclusion
Transparency, accountability, and fair labour practices are not negotiable. As a state agency tasked with shaping the future of Ghana’s youth workforce, YEA must lead by example. Anything less is a betrayal of trust—and a violation of the law.