Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in South 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 South Sudan, will help you focus on growth for greater levels of success.

How Employer of Record (EoR) in South Sudan Works

Workforce Africa makes it hassle free to hire and manage your remote staff in South 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 >> 

1. Employment Contracts in South Sudan 

A. Types of Employment Contracts

Employers may engage staff under various contract types depending on the nature and duration of work:

• Indefinite (permanent) contracts
• Fixed-term contracts
• Part-time employment
• Seasonal or project-based work
• Casual labour arrangements

B. Essential Contract Clauses

All employment agreements should include the following key terms:

• Job title and description of responsibilities
• Working hours and conditions
• Wage or salary (denominated in South Sudanese Pounds – SSP)
• Leave entitlements and statutory benefits
• Terms for termination and notice
• Dispute resolution mechanism

2. Working Hours in South Sudan 

A. Standard Working Hours

The standard work schedule consists of 8 hours per day, 6 days per week, amounting to a maximum of 48 working hours per week under normal conditions.

B. Overtime Compensation

Employees who work beyond standard hours are entitled to enhanced overtime pay as follows:

• 150% of the normal wage for regular overtime hours
• 200% of the normal wage for work performed on weekly rest days or public holidays

Employers are generally expected to seek prior consent from employees or provide reasonable notice for overtime assignments.

C. Weekly Rest

Employees are entitled to a minimum of 24 consecutive hours of rest per week, which is typically observed on Sundays, unless otherwise agreed or dictated by operational needs.

3. Observed National Holidays and Vacation   

These national holidays are celebrated in South Sudan: 

• 1 Jan: New Year’s Day
• 16 Feb: Peace Agreement Day
• 8 Mar: International Women’s Day
• Eid al-Fitr: Date Varies
• 3 Apr: Good Friday
• 6 Apr: Easter Monday
• 1 May: Labour Day
• Eid al-Adha: Date Varies
• 9 Jul: Independence Day
• 25 Dec: Christmas Day
• 26 Dec: Boxing Day

4. Expats, Visas & Work Permits   

A. Work Permit

A work permit is mandatory for all foreign nationals intending to take up employment. The application must be submitted by the employer through the Ministry of Labour, prior to the employee’s start date. Required documentation includes:

• A formal letter from the employer requesting the permit
• A signed job offer or employment contract
• Copies of relevant academic and professional qualifications
• A recent medical fitness certificate
• A police clearance certificate from the applicant’s country of residence
• Evidence of compliance with the national workforce ratio (commonly referred to as the 80:20 rule, which mandates that at least 80% of the workforce must be local nationals)

B. Key Details:

• The initial work permit is valid for one year
• Permits are renewable, subject to continued compliance
• Processing time typically ranges from 2 to 4 weeks, depending on the completeness of the application and administrative workload

Foreign employees must not begin work until the permit has been officially approved. A South Sudan EoR offers this service to help businesses manage their clients. 

5. Paid Leaves  

• Annual Leave: Employees are entitled to a minimum of 21 working days of paid annual leave per year, which accrues at the rate of 1.75 days per month of continuous service.
• Sick Leave: Employees may take up to one month of fully paid sick leave, provided they submit a valid medical certificate confirming the inability to work due to illness.
• Maternity Leave: Female employees are entitled to 90 days of maternity leave with full pay. In cases of medical complications arising from childbirth, an additional 45 days of unpaid leave may be granted.
• Paternity Leave: There is no explicit statutory provision for paternity leave under current legislation. However, it is common practice for employers to offer 3 to 5 days of paid paternity leave, based on company policy or collective bargaining agreements.
• Other Special Leave: Additional leave for purposes such as marriage, bereavement, or educational pursuits may be granted at the employer’s discretion or as outlined in the employment contract.

6. Statutory Deductions   

A. Social Security Contributions

No operational national social insurance system as of 2025. Legislation exists in draft form, but contributions are not enforced. Some employers set up internal pension schemes or provident funds voluntarily.

B. Tax Brackets and Rates

Personal Income Tax (PAYE rates for residents). Monthly Income & Tax Rates:

• SSP 0 – SSP 500: 0%
• SSP 501 – SSP 5,000: 10%
• SSP 5,001 – SSP: 10,000 15%
• Over SSP 10,000: 20%
• Corporate Income Tax: 25% standard rate
• Withholding Tax: 5–15% depending on service and residency status
• VAT: No VAT or GST system implemented yet (as of 2025).

7. Health Insurance 

No national system in place. Most employers (provide private health coverage or medical allowances. Public health facilities offer limited services.

8. Additional Compensation and Benefits  

• Health Care: There is no national health insurance scheme in place. Public healthcare services are basic and limited, making them unsuitable for many expatriates and senior-level staff. As a result, it is standard practice for employers to provide or subsidize private medical insurance, especially for expatriate employees and high-skilled local personnel.
• Social Security: As of 2025, a national social security system is not yet operationally enforced, although legislative efforts to establish such a framework are ongoing. Employers are advised to monitor developments, as compliance requirements may change once implementation begins.
• Pension: There is no formal national pension or retirement insurance system. However, some employers, particularly NGOs, multinational corporations, and large private-sector companies, offer retirement savings through private provident or pension funds on a voluntary basis.
• Workers’ Compensation: Under the Labour Act, employers are legally obligated to cover medical treatment and compensation for employees who suffer work-related injuries or occupational illnesses. This includes the cost of medical care and, where applicable, financial compensation for lost income or permanent disability.

9. Termination/ Severance in South Sudan 

A. Termination of Employment

Permissible Grounds for Termination: Employment may be terminated for the following lawful reasons:

• Redundancy due to restructuring or downsizing
• Mutual agreement between employer and employee
• Incapacity due to health or disability
• Underperformance or failure to meet job expectations
• Gross misconduct or serious disciplinary violations

Termination based on discriminatory reasons, including gender, ethnicity, religion, or political affiliation, is explicitly prohibited under the Labour Act.

B. Probation Period

The standard probationary period is three months, which may be extended to a maximum of six months by mutual agreement, and must be clearly stated in the employment contract.

C. Notice Periods

Minimum notice periods vary based on the employee’s length of service:

• Less than 1 year of service: 1 week
• 1 to 5 years of service: 1 month
• More than 5 years of service: 2 months
• Employers may opt to provide payment in lieu of notice where applicable.

D. Severance Pay

Employees are entitled to 15 days of basic pay for each completed year of service, unless termination is due to gross misconduct, in which case no severance is required.

E. Certificate of Service

Upon request, employers must issue a certificate of service, confirming the employee’s position, duration of service, and reason for termination.

F. Termination Process

To ensure lawful and fair termination, the employer must:

• Provide written notice stating the reason for dismissal
• Observe the applicable notice period or compensate in lieu
• Ensure final payments include:
  • Outstanding salary
  • Accrued but unused leave
  • Severance pay (if applicable)
• Notify the Ministry of Labour in cases of redundancy
• Inform the employee of their right to appeal to the Labour Court or industrial tribunal if they dispute the termination.