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South Sudan became the youngest nation in the world in 2011 and has a relatively small population of 11.3 million people as of July 2024. South Sudan is rich in minerals, with oil exports contributing to 40% of its GDP. In 2023, its GDP saw a decline of 0.4% due to ongoing political instability, underdeveloped infrastructure, and civil war. The average salary in South Sudan is below $1000, and approximately 8.9 million people currently live in poverty. Despite these challenges, leadership and management programs have continued to develop essential skills at a local and national level. If you are looking for a workforce with skills in agriculture, design, communication, and management, including comparatively low salaries, think about hiring workers in South Sudan.
Hire in South Sudan, and pay employees through our platform or app.
Our South Sudan EOR solution is the most affordable on the market.
Fast South Sudan onboarding, hire in as little as 24 hours.
We draft compliant South Sudan labor contracts.
We manage all South Sudan mandatory benefits.
It doesn’t stop with South Sudan — we hire employees globally.
A South Sudan employer of record, known as an EOR, is a legal entity in the country that acts as the sole employer of a workforce on behalf of a foreign company. They specialize in HR and administrative services, assist with the hiring process, and, most importantly, they keep international businesses compliant. An EOR in Sudan is familiar with the country’s labor laws, and this allows them to inform companies of what to include in employment contracts. The employer of record in South Sudan works with a foreign company known as the “client company.”
The term “professional employer of record,” or PEO, is often confused with EOR. A PEO offers HR services such as recruiting and can keep client companies updated on tax and local laws in South Sudan. However, it cannot undertake legal responsibilities concerning employees and instead acts as a co-employer. An EOR, on the other hand, can act as the sole employer and conduct various services that a PEO cannot perform.
If you are looking to hire workers in South Sudan, an EOR can make the process easier and more affordable. A South Sudanese employer of record will handle all aspects of the onboarding process, and they can act as a mediator prior to signing employment contracts. A professional EOR will protect client companies from facing the legal ramifications of failing to adhere to South Sudanese labor law. They will help you save on the costs and the legalities involved in setting up a business in South Sudan, which would be challenging considering the country’s current political status. While the EOR will not be responsible for managing the performance of staff or providing them with training, they will ensure that you are compliant with labor regulations such as taxes and employee benefits.
Horizons stands out as a South Sudan EOR through:
An EOR in South Sudan works by handling HR tasks such as payroll, onboarding, and offboarding while you remain in control of everyday operations and the safety of your employees. Partnering with an EOR guarantees adherence to national laws, which means that you can run your business without the concern of lawsuits or fines because of non-compliance. The following services are provided by a South Sudanese EOR:
South Sudan follows the Labor Act 2017, which includes the minimum conditions for employment, from tax contributions on behalf of employers and employees to mandatory benefits, annual leave, dismissals, and the drafting of contracts.
In South Sudan, there are two types of employment contracts or agreements. Fixed-term contracts are contracts in which employees can be contracted or hired for temporary positions over a specific period of time. Permanent contracts have an indefinite expiration date, offering workers job security. Labor law permits both written and verbal contracts, but in the case of an oral agreement, the employer can determine the type of evidence they will use to prove employment and protect against disputes. Employees who work for a fixed term have the option of being hired for a permanent position at the end of their contract.
No probationary period.
At completion of the project.
Not applicable
Typically up to 3 months
30 days (minimum and maximum allowed by labor law)
Not applicable
Typically up to 3 months
30 days (minimum and maximum allowed by labor law)
1 month salary per year of service
A 40-hour work week consisting of 5 days is standard in South Sudan. South Sudanese workers are protected by the Labor Law in terms of compensation for overtime. If an employee works overtime during a work week, they must be paid an hourly rate of 150% of their gross salary. If working on a public holiday, employees must receive an hourly rate of 200% of their gross salary. For nighttime workers, an agreement must be signed between the employer and employee that employers will provide safe working conditions.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Workers in South Sudan must receive paid time off on public holidays. Public holidays include:
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 18 Apr 2025 | Good Friday |
| 19 Apr 2025 | Holy Saturday |
| 20 Apr 2025 | Easter Sunday |
| 21 Apr 2025 | Easter Monday |
| 1 May 2025 | Labour Day |
| 16 May 2025 | SPLA Day |
| 6 Jun – 7 Jun 2025 | Eid al-Adha (Tentative Date) |
| 9 Jul 2025 | Independence Day |
| 30 Jul 2025 | Martyrs’ Day |
| 24 Dec 2025 | Christmas Eve |
| 25 Dec 2025 | Christmas Day |
| 26 Dec 2025 | Second Day of Christmas |
South Sudanese employees must receive a paid rest day of 24 consecutive hours per week. The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:
no leave entitlement
21 days of paid leave annually
21 days of paid leave annually
21 days of paid leave annually
Employees are entitled to 12 days of paid sick leave after 1 year of service; however, a medical certificate must be provided.
(percentage of regular wages owed to the employee)
no leave entitlement
12 weeks of paid leave annually
12 weeks of paid leave annually
12 weeks of paid leave annually
Unpaid (unless specified in the employment contract)
Unpaid (unless specified in the employment contract)
Unpaid (unless specified in the employment contract)
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
Women working in South Sudan receive 90 days of fully paid maternity leave. Fathers can take 2 weeks of paid leave after the birth of their child.
Every employee has the right to annual leave. In South Sudan, annual leave is based on the number of years of service with the same employer. For instance, an employee who has worked for the company for 1 to 3 years is entitled to 21 days of paid annual leave.
An employer or an employee has the option of termination at the end of an employment contract. Termination can be due to poor performance or gross misconduct, and the employer must issue a written explanation for the dismissal. While employees must receive a written notice prior to offboarding, cases of gross misconduct do not require a notice period.
Severance or gratuity pay is mandatory and consists of one and a half months’ salary, or 12.5% of yearly income, for each year worked where the employee has completed 10 years of service. If the length of service is more than 15 years, workers are entitled to one and three-quarters of their monthly salary for each year of work. To ensure that the procedures involving termination and severance are followed correctly, a South Sudanese EOR will guide you through national labor laws.
In South Sudan, social security contributions are governed by the National Social Security Fund (NSSF) regulations. Employer contributions is around 17% of employee’s gross salary and employee’s contribution is at 8% of their gross salary.
Social security contributions typically cover benefits such as old-age pensions, disability pensions, survivors’ benefits, and other social security benefits.
Foreign employees working in South Sudan are typically required to contribute to the National Social Security Fund (NSSF) just like local employees. Foreign employees are entitled to the same benefits from the social security system as local employees.
Individual income tax system is structured to tax the income of individuals based on progressive tax rates. Taxable income includes wages, salaries, and other forms of compensation. Certain allowances and benefits may be taxable, depending on the tax regulations.
South Sudan does not have a comprehensive public health insurance system in place. The government is working on establishing health policies and systems, but the progress has been slow due to ongoing challenges in the country.
Some private health insurance companies operate in South Sudan, offering various health insurance plans to individuals and businesses. In addition, there are larger companies and international organizations that provide health insurance as part of their employee benefit package.
A significant portion of the population relies on out-of-pocket payments for healthcare services due to the lack of a robust health insurance system.
South Sudan’s Labor Act does not have a set minimum wage for employees; however, minimum wages are determined by the country’s Labor Advisory Council. An EOR can assist by determining the relevant minimum wage based on national sectors or specific occupations. Furthermore, staff can receive worker injury benefits if they are permanently or partially incapacitated.
There is no statutory requirement to pay workers a 13th-month salary in South Sudan. The payment of bonuses based on performance and extras such as housing allowances are not mandatory but are generally offered to workers as incentives.
Employers must pay social security contributions of 6% of the employee’s monthly gross salary.
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A South Sudanese EOR is recognized as a legal entity in the country and acts as a registered employer on behalf of the client company. This allows them to manage local labor laws on behalf of the foreign business and remain compliant. The EOR has the responsibility to adhere to labor laws to maintain their good standing, or they could be held liable for failing to adhere to local and national regulations. Liabilities include paying fines, lawsuits, and business suspensions.
South Sudan is governed by multiple labor laws, from choosing the right type of contract and providing new employees with probation periods to describing employee benefits, salaries, and severance. The North African country places emphasis on protecting the rights of workers as per the Constitution of South Sudan and the Privacy Law. With the expertise of an EOR, these laws will be followed when hiring suitable employees for the position. With many businesses uncertain of rising political tensions in South Sudan and Sudan, an EOR can help you find skilled employees without traveling to the country.
Holiday Schedule in South Sudan [2025]
