Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in Sudan. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Employer of Record in Sudan, will help you focus on growth for greater levels of success.
How Employer of Record (EoR) in Sudan Works
Workforce Africa makes it hassle free to hire and manage your remote staff in Sudan without having to first set up a subsidiary or entity in the country. We handle staff contract management and onboarding, payroll, compliance, taxes, and other administrative matters. With Workforce Africa, you can now focus more on strategic activities and growing your business. These items include >>
Employment Contracts in Sudan
- Types of Employment Contracts:
- Fixed-Term Contract: Suitable for temporary positions or specific projects with a predetermined end date.
- Indefinite-Term Contract: The standard contract for ongoing, permanent employment, offering greater job security as there is no predetermined end date.
- Essential Clauses:
- Basic Information: Identifies the employer and employee and defines the employee’s position, duties, and responsibilities.
- Compensation and Benefits: Specifies the gross salary, payment frequency, and any benefits offered, such as health insurance and transportation allowances.
- Leave Entitlements: Details entitlement to paid leave, including annual leave, sick leave, and maternity leave.
- Term and Termination: Specifies whether the contract is fixed-term or indefinite and defines the grounds and procedures for termination, including notice periods.
- Probationary Period: Allows for an initial evaluation stage to assess the employee’s suitability for the role.
Working Hours in Sudan
- Standard Workweek: Typically, 48 hours per week, usually spread over five days.
- Overtime: Overtime pay rates in Sudan vary based on when the extra work is performed. For overtime work during ordinary working days, employees will be paid 150% of their hourly rate. For overtime work performed on a holiday, employees will be paid 200% of their hourly rate.
Observed National Holidays and Vacation
These national holidays are celebrated in Sudan:
- Independence Day – January 1
- Coptic Christmas – January 7
- Islamic New Year (1st of Muharram): Variable Date
- Eid al-Fitr – Variable dates (Islamic holiday marking the end of Ramadan)
- Eid al-Adha – Variable dates
- Mawlid al-Nabi (Commemorates the birth of the Prophet Muhammad)
- Christmas Day – December 25
Expats, Visas & Work Permits
- Visa Application:
- Work Visa: Apply at the Sudanese embassy or consulate in your home country.
- Required Documents: Valid passport, letter of invitation from your employer, proof of accommodation, vaccination records, and other documents as specified by the embassy.
- Work Permit Application:
- Employer Sponsorship: Your employer in Sudan must sponsor your work permit application.
- Required Documents: Letter of invitation from the company, a copy of your employment contract, recent photographs, and proof of payment for application fees.
A Sudan EoR offers this service to help businesses manage their clients.
Paid Leaves
- Paid Annual Leave: Employees are entitled to 20 to 30 days of paid annual leave.
- 20 days if a worker has been continuously employed by his employer for a period of one to three years
- 25 days if a worker has spent eight years or less than 15 years of continuous service with his employer
- 30 days if a worker has spent 15 or more years of continuous service with his employer
- Sick Leave: Up to three months of full pay sick leave is available, half pay for the three months that follow, and 25% pay for the three months that follow.
- Maternity Leave: Female employees receive eight weeks of paid maternity leave provided they have spent at least six months at the job
- Idda Leave: A female worker shall be entitled to leave with pay if her husband dies. The leave starts from the date of death, and it is for the period of four months and ten days if the woman was not pregnant.
- Hadj Leave: Workers who have spent three consecutive years of service have the right to 15 days’ leave with pay to perform Hadj.
Statutory Deductions
- Social Security Deductions:
- Employee Contributions:
- Social Security: 8%
- Health Insurance: 4%
- Employer Contributions:
- Social Security: 17%
- Health Insurance: 6%
- Employee Contributions:
- Tax Rates and Brackets:
- Personal Income Tax: The tax is progressive in Sudan, meaning the rate increases with higher income levels. Here are the current tax brackets and rates:
- First 3,000 SDG: Exempt
- Next 3,000 SDG: 5%
- Next 4,000 SDG: 10%
- 4,000 SDG Above: 15%
- Value Added Tax (VAT): The standard VAT rate on most goods and services is 17%.
Health Insurance
In Sudan, employee health benefits encompass a state-funded universal healthcare system. However, employers often need more quality healthcare provisions to acquire private medical insurance.
Additional Compensation and Benefits
While not mandated by law, some employers might offer additional benefits, such as:
- Health Insurance: Coverage for medical expenses.
- Housing Allowances: Financial assistance for housing costs.
- Paid Leave: Vacation days, sick leave, and maternity leave.
- Pension Plans: Contributions towards employee retirement savings.
Termination/ Severance in Sudan
- Probationary Period: The probation period for new employees in Sudan is up to three months.
- Termination of Employment:
- Completion of Work: Fixed-term contracts naturally end when the project or agreed-upon timeframe is completed.
- Employee Death: Automatically terminates the contract.
- Economic Reasons or Restructuring: Employers can terminate contracts due to financial hardship or organizational restructuring, but certain protections apply.
- Termination with Notice: Employers and employees must adhere to the legally required notice period before terminating a contract.
- Termination for Cause: An employee can be dismissed due to misconduct, poor performance, or violations of company policy.
- Termination by Employee: Employees can resign at their discretion but may not be entitled to severance pay unless specified in their contract.
- Termination Process:
- Employers must provide written notice of termination.
- The employee has the right to contest the termination if they believe it was unfair.
- Employers must provide a termination certificate explaining the reason for dismissal.
- Notice Period: The required notice period depends on the employee’s length of service:
- Less than one year: 15 days
- 1 to 3 years: 1 month
- 3 to 5 years: 2 months
- 5 to 10 years: 3 months
- 10+ years: 4 months
- Severance Pay: Severance pay is mandatory in specific cases, such as economic layoffs or retirement, and is calculated as follows:
- Less than 10 years of service: Basic monthly average salary per year of service.
- 10 to 15 years of service: 1.5 of the monthly average salary per year of service.
- More than 15 years of service: 1.75 monthly average wage per year of service provided it does not exceed his basic wage for 36 months
- Employees who resign voluntarily or are terminated for gross misconduct may not be entitled to severance pay.
- Employees who have spent a period of not less than three years of continuous service and who terminates their contract of employment in accordance with the provisions of the law shall be entitled to severance pay. It is to be calculated as follows:5 years – quarter of the severance pay he is entitled to receive
- 5 years to 15 years – half of the severance pay he is entitled to receive
- 15 years to 20 years – three quarter of the severance pay he is entitled to receive
- 20 years or more – full severance pay
- Reasons for Termination: The law differentiates between terminations with and without cause:
- Employer-Initiated Termination (Without Cause): Requires written notice and severance pay.
- Employer-Initiated Termination (With Cause): No severance pay is required if the termination is due to misconduct or poor performance.
