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$249/month
$49/month
2% of gross salary / month
Sudan is an independent country with a growing population of 49.3 million people as of 2024. The Northeast African country has experienced ongoing political instability and food shortages for many years, but despite efforts to quell the 2023 civil war, a year later, Sudan continues to face conflict. Economic challenges have led to a 4.2% decline in its real GDP growth for 2024. On the positive end, Sudan’s inflation rate dropped from 220% in 2021 to 138% in 2022 and is predicted to continue to ease. Approximately 91% of the people living in Sudan are Muslims, and the community is said to have a strong respect for their elders while prioritizing family values. This makes for a committed workforce, and with 20.8% of the population unemployed, you can find valuable employees in Sudan for your business today.
Hire in Sudan, and pay employees through our platform or app.
Our Sudan EOR solution is the most affordable on the market.
Fast Sudan onboarding, hire in as little as 24 hours.
We draft compliant Sudan labor contracts.
We manage all Sudan mandatory benefits.
It doesn’t stop with Sudan — we hire employees globally.
If you want to hire workers in Sudan, an employer of record (EOR) can help you get your workforce up and running. A Sudan EOR is a legal entity that handles the hiring, payroll, taxes, and various benefits of employees on behalf of their client company. This means that you won’t be pressured to start your own business in the country, as the EOR in Sudan acts as the legal employer. The employer of record helps you expand your business in Sudan by overseeing HR tasks while ensuring that you remain compliant with tax, minimum wage, and labor laws.
If you’ve heard of a Sudan “professional employment organization,” or PEO, it is often used in place of an EOR. However, a PEO is not the same as an EOR based on its representation and the scope of services it can provide. Most PEOs will serve as co-employers with their client company, whereas an EOR can adopt the position of sole employer and manage the legal requirements of Sudan employees. A PEO is actively involved in recruitment and carrying out different HR strategies, but if they fail to maintain compliance, your business will face legal ramifications. Despite these differences, the terms are used interchangeably.
A Sudan EOR can help you remain compliant with the employment laws in the country. All businesses must adhere to the Sudan Labor Act 1997, which governs regulations such as employee compensation, working hours, annual leave, and labor rules that foreign businesses are unaware of. An EOR can help you save on the costs of setting up a legal entity in the country. They eliminate the need to hire multiple entities to perform HR and employee management tasks, making them more economical. This saves the time it would take to establish your company and workforce. When you hire an EOR, they make the entire process of hiring workers in Sudan easier and more affordable, and they’ll keep you compliant. As the main language in Sudan is Sudanese Arabic, partnering with a professional EOR in the Northeast African country can facilitate communication with employees, making for effective negotiations and agreements.
Horizons stands out as a Sudan EOR through:
An EOR in Sudan works by legally employing and managing staff for a client company. When a foreign business hires an EOR, they will pay a fee in exchange for the services provided by the employer of record. A Sudan EOR works closely with the client company by handling various legal responsibilities such as monthly payroll, labor compliance, and employee exit procedures. The services provided by an EOR are provided below:
The Sudan Labor Act 1997 governs all employee and employer agreements and legalities concerning working hours, contracts, benefits, and minimum wages in the country. The Act is meant to protect the rights of workers in Sudan and serve as a legal framework for employers.
Employment contracts in Sudan are written contracts that clearly outline the job duties, compensation, and termination procedures for employees. If the job lasts less than three months and there is no written contract, the employee can choose whatever type of evidence they need to protect their rights.
Sudanese employment contracts include fixed and indefinite agreements. A fixed contract is active for a predetermined period and is suitable for temporary or project-based workers. Fixed-term contracts cannot exceed 2 years but can be renewed for an additional year with the same company. Indefinite contracts are known as permanent contracts.
No probationary period.
At completion of the project.
Not applicable
Not applicable
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
Sudanese employees work 48 hours a week or 8 hours a day. These hours differ during Ramadan, with employees who uphold this event working for 6 hours per day. Although working overtime is frowned upon, if employees must work overtime, they are to be paid 125% of their regular salary. Night workers in Sudan must receive fewer working hours or a higher salary compared to those who work during the day.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Sudan celebrates a combination of international and religious or cultural events, including:
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | Independence Day |
| 7 Jan 2025 | Coptic Christmas |
| 31 Mar – 1 Apr 2025 | Eid al-Fitr Holiday (Tentative Date) |
20 Apr 2025 | Coptic Easter |
| 5 Jun – 10 Jun 2025 | Eid al-Adha Holiday (Tentative Date) |
| 26 Jun to 27 Jun 2025 | Islamic New Year |
| 4 Sep -5 Sep 2025 | Al-Mawlid |
| 25 Dec 2025 | Christmas Day |
Employees in Sudan are paid 200% of their hourly wage if they are required to work on a public holiday. Employers must make provision for a 30-minute meal break during daily working hours.
no leave entitlement
20 days of paid leave annually
25 days of paid leave annually
30 days of paid leave annually
Sudanese employees are entitled to 9 months of sick leave. For the first 3 months of leave, workers are paid their full salaries, and for the remaining 6 months, they receive partial payments.
(percentage of regular wages owed to the employee)
no leave entitlement
9 months of paid leave annually
9 months of paid leave annually
9 months of paid leave annually
First 3 months is 100%
Next 3 months is 50%
Final 3 months is 25%
If it extends to more than 9 months; employees are no longer entitled to payment.
First 3 months is 100%
Next 3 months is 50%
Final 3 months is 25%
If it extends to more than 9 months; employees are no longer entitled to payment.
First 3 months is 100%
Next 3 months is 50%
Final 3 months is 25%
If it extends to more than 9 months; employees are no longer entitled to payment.
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.
All female employees must receive a minimum of 8 weeks of paid maternity leave; however, this benefit does not apply to casual workers, civil servants, or members of the army.
Employees in Sudan receive 21 days of annual leave, provided they have worked for the company for at least 1 year. Employees who have completed 3 years of service receive 25 days of paid leave.
Employees must receive a notice before they can be dismissed, and this is based on their payment schedule. For example, an employee who receives a monthly wage must receive 1 month’s notice. Severance is calculated according to the employee’s work period and regular salary. Whether redundancy or unfair dismissal, employers are legally obligated to pay severance to their employees.
The primary social security institution in Sudan is the National Pension and Social Insurance Fund (NPSIF). NPSIF provides the following benefits: Old-age, work injury and unemployment benefits.
The social security system in Sudan is undergoing reform, and the specific rules for foreign worker contributions are not entirely clear yet.
Sudan uses a progressive income tax system, meaning tax rates increase as your income rises. Income tax is levied on your gross annual income.
Sudan has a public healthcare system, but resource limitations and long wait times are common. Public hospitals and clinics are generally used for emergencies or by those who cannot afford private healthcare.
Private health insurance is not as widespread as in some other countries. Some larger companies in Sudan might offer health insurance as part of their employee benefits package.
In Sudan, a statutory minimum wage implemented by the government is currently SDG 3000; however, the state can revise these requirements at their will. In terms of termination, employees must receive compensation for the annual leave they have not used or been paid for.
While employees are not paid a 13th-month salary in Sudan, under the Wage Act 1974, they must be paid a minimum annual increment of 5% on their salary based on their performance.
Employers in Sudan are responsible for paying social security contributions for their employees. Social security contributions consist of 17% of the employee’s monthly salary.
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An EOR in Sudan is familiar with the labor laws and the best employment practices in the country, which makes it easier to guide and protect the interests of foreign companies hiring Sudanese workers. Their role is to keep clients updated on changing laws while ensuring that employers adhere to tax, mandatory employee benefits, and the protection of basic worker rights. It is the responsibility of the EOR to act as the legal employer of the company, and this means adhering to the Labor Act 1997 to avoid penalties.
Hiring an EOR in Sudan can be challenging for clients who have little knowledge of the country’s culture, traditions, and labor laws. Sudan celebrates many Muslim holidays, and with Arabic being the national language, employers may struggle to understand how to incorporate international corporate culture across the workforce. Furthermore, Sudan continues to deal with political conflict that makes it difficult for local businesses to remain operational. Fortunately, an EOR familiar with the initiatives and developments in the country can assist employers with finding the right employees at the right time.
Holiday Schedule in Sudan [2025]
