Contract workers of the Seed Production Division (SPD) of the Ghana Cocoa Board (COCOBOD) are alleging intimidation and threats of dismissal following their decision to petition management over what they describe as years of poor working conditions and inadequate remuneration.
The workers claim that the Chief Executive Director of the Seed Production Division, Dr Isaac Paddy, has verbally instructed district officers to communicate his intention to sack all contract workers who signed the petition and are embarking on a nationwide sit-down strike to demand improved conditions of service.
According to information contained in a statement attributed to the aggrieved workers, the alleged directive is being communicated through district officers, raising fears among workers who have served the division for several years, with some reportedly spending more than 20 years under contract arrangements.
The workers are questioning why management would allegedly resort to threats of dismissal instead of engaging them to find lasting solutions to their grievances.
They contend that replacing the petitioning workers with new recruits would not address the underlying problems but could perpetuate the poor conditions of service they have endured over the years.
The development has heightened concerns about the treatment of contract workers within the division, particularly as they insist that their demands are aimed at securing fair remuneration, employment security and basic welfare benefits.
GH¢2,800 Minimum Salary Demand
In a petition dated November 9, 2026, and addressed to the Chief Executive Officer of COCOBOD, the workers are demanding an increase in their monthly take-home pay from GH¢1,448 to a minimum of GH¢2,800.
They explained that their salaries were last increased in 2019, despite the continuous rise in the cost of living and increasing financial responsibilities.
The workers argue that their current remuneration has become inadequate to meet their basic needs and family obligations, considering their years of service and contributions to the operations of the Seed Production Division.
Demand Permanent Employment
Another major concern raised in the petition is the lack of job security, with the workers appealing to management to consider qualified and experienced contract staff for permanent appointments.
They claim that some of them possess university degrees, professional qualifications and years of practical experience, as well as valuable institutional knowledge acquired through long service.
The workers further allege that whenever permanent employment opportunities arise, some existing contract workers are overlooked in favour of individuals they describe as close relations of persons in influential positions.
They want management to establish a transparent system that gives eligible contract workers fair consideration for permanent appointments based on qualifications, experience, performance and dedication.
They stressed that they are not opposed to the recruitment of new employees but believe that workers who have served the division faithfully for years should not be continually overlooked.
Demand Healthcare and Improved Welfare
The petitioners are also demanding medical coverage for their spouses and dependent children, arguing that the absence of such benefits places additional financial pressure on workers with family responsibilities.
They have further requested free healthcare for contract workers who have served for at least 15 years when they retire.
On workplace safety, the workers expressed concern about the alleged failure to provide adequate personal protective equipment (PPEs) and working tools for their duties over the past three years.
They said the nature of their work exposes them to occupational hazards, including snakebites and other injuries, making the provision of protective equipment essential.
They are therefore asking management to ensure the timely provision of appropriate safety equipment and tools to protect workers and improve productivity.
Seek 20 Working Days’ Annual Leave
The workers are also demanding an extension of their annual leave entitlement from 15 to 20 working days, together with an appropriate leave allowance.
They believe the adjustment would promote physical and mental well-being and enable them to return to work refreshed and more productive.
Additionally, they want management to issue individual appointment letters whenever contracts are renewed, clearly stating salaries, contract duration, annual leave entitlements, statutory deductions and other conditions of employment.
According to them, the absence of clearly documented employment terms creates uncertainty and undermines transparency and accountability between the employer and employees.
Sit-Down Strike and 14-Day Ultimatum
As part of efforts to press home their demands, the contract workers have announced a nationwide sit-down strike, during which they intend to report to their respective workplaces but refuse to perform their official duties.
They are seeking a formal response from COCOBOD management within 14 working days of receiving their petition and have requested a meeting between their representatives and management to discuss practical solutions and timelines.
The workers warned that failure to receive a response or see meaningful efforts towards resolving their grievances could compel them to pursue further lawful action through the appropriate labour-relations and dispute-resolution procedures.
The petition was signed by contract workers from numerous cocoa stations across the country, including Bunso, Apedwa, Oyoko, Asamankese, Goaso, Bechem, Kwadaso, Assin Fosu, Offinso, Samreboi, Juaboso, Sefwi Bekwai and Huni Valley, among others.
Copies were also sent to the Executive Director of the Seed Production Division and the Chairman of the COCOBOD Board of Directors.
The workers insist that their demands are not unreasonable but represent legitimate concerns about their welfare, dignity and years of service to the organisation.
They are appealing to COCOBOD’s top management and the Board of Directors to intervene and ensure that the matter is resolved through constructive engagement rather than intimidation or threats of dismissal.
Meanwhile, the allegations of intimidation and the reported dismissal directive require a response from Dr Isaac Paddy and COCOBOD management.
