Sudan is a country located in northeastern Africa. It shares borders with the Central African Republic to the southwest, Chad to the west, Egypt to the north, Eritrea to the northeast, Ethiopia to the southeast, Libya to the northwest, South Sudan to the south, and the Red Sea. It has an area of 1,886,068 square kilometers, making it Africa’s third-largest country by area and the Arab League’s third-largest by area.

 

*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Sudan.

Capital :
Khartoum
Currency :
Sudanese Pound (£S, SDG)
Languages spoken :
Arabic and English
Population :
44.91 million (2021 est.)
Minimum wage 2022 :
£S 425 per month
Cost of Living index :
$
Payroll Frequency :
Monthly/Weekly
VAT - standard rate :
17%
GDP - real growth rate :
0.1% (2021 est.)

Statutory Holidays

The holidays mentioned below are valid for the year 2022.

Date
Holiday Name
Extra Information
January 1
Independence Day
January 7
Coptic Christmas
April 24
Coptic Easter
Movable
May 2-5
Eid al-Fitr
Movable
June 30
Revolution Day
July 9-14
Sacrifice Feast (Eid al-Adha)
Movable
July 30
Islamic New Year
October 8
Prophet Muhammad's Birthday
Movable
December 25
Christmas Day

Contract Sharing Time


The approximate time for sharing the contract with an employee in Sudan is 14 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.

NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.

What You Need To Know


  • The contract is only valid only after it is read by the worker who should sign it by writing their name, using their fingerprint, or a stamp imprint.
  • Working hours should be reduced by one hour during the month of Ramadan for workers who fast and for breastfeeding mothers for two years from the date of birth of their child.

Labor Conditions


Working Hours

Official hours of work are 48 hours per week or eight hours per day.

Working hours should be reduced by one hour during the month of Ramadan for workers who fast and for breastfeeding mothers for two years from the date of birth of their child, provided that this hour is paid.

 

Overtime

Except in cases of force majeure, overtime work may be performed only with the agreement of both parties. However, its duration should not exceed four hours per day or 12 hours per week.

The workers should receive their payment for overtime work during the normal working days. They should be entitled to receive the equivalent of their wage of one hour and a half for each hour of overtime. The overtime wage should be calculated based on the basic salary.

Probation Period

The probationary period should not exceed three months, except for the training period.

 

Termination Notice Period

The period of notice depends on the employee’s type of wages and years of continuous service: 

Type of WageLength of Notice Period
Monthly wage1 month
Half-monthly wage (less than 5 years of continuous service)2 weeks
Weekly wage (less than 2 years of continuous service)1 week
Weekly wage (more than 2 years and less than 5 years of continuous service)2 weeks
Daily wage (less than 3 months of continuous service)Last day of work
Daily Wage (more than 3 months and less than 2 years of continuous service)1 week
Daily wage (more than 2 years and less than 5 years of continuous service)2 weeks
Daily, weekly or half-monthly (more than 5 years of continuous service)1 month
Before the termination of the contract of employment as a result of reaching the statutory retirement age6 months

 

Leave / Time Off

Annual Leave

Workers should be entitled to annual leave with full pay after one year of continuous service with the employer and for the following years.

The entitlement of the worker’s annual leave should be as follows:

Length of Continuous EmploymentLength of Annual Leave
1 to 3 years20 days
8 to 15 years25 days
15 years or more30 days

Days off and official holidays falling within a worker’s period of leave should be counted as part of their annual leave.

Sick Leave

Workers who have completed a continuous period of service of not less than three months with their employer, and who are unable to attend their work because of a disease they have contracted which is not due to their behavior or negligence and which is certified by a doctor, should be entitled to receive their wage for the days of absence. The wage should be calculated as follows:

Length of Sick LeavePay
First 3 months of absenceFull pay
3 months of absence following the first period of the 3 months of absenceHalf pay
3 months of absence following the second period of 3 months of absence25% of pay

Parental Leave

There is no statutory parental leave.

Maternity Leave

​​A female worker should, after six months of service and for each further year of service, be entitled to maternity leave with full pay paid by the employer to be calculated as follows:

  • Four weeks before their confinement and four weeks after her confinement, provided that the date of confinement is certified by a doctor;
  • Two weeks before her confinement and four weeks after her confinement, if she wishes so;
  • If the female worker absents herself from work after the termination of the period because of a disease resulting from the pregnancy or the confinement which prevents her from resuming her work, as certified by a doctor, she should be considered to be on sick leave.

It is forbidden to rescind the contract of employment of a female worker during her pregnancy or confinement period.

Paternity Leave

There is no statutory paternity leave.

Other Types of Paid Leave

Leave for Travel, Holidays, and Official Holidays

Workers are entitled to paid travel time from their workplace to their place of origin once a year. The travel time between the two places should be calculated on the basis of the time the journey takes by traveling with the Sudanese trains or ships or with any other available means of ground transport provided that the journey does not exceed, in all cases, 10 days.

Iddah Leave

Iddah is a period of time during which a Muslim woman should be in mourning after the death of her husband. A female worker should be entitled to leave with pay if her husband dies. Such leave should be counted as from the date of death.

  • The period of iddah should be four months and 10 days if the woman is not pregnant;
  • If the female worker is pregnant, her iddah leave ends by her confinement, in which case she should be entitled to maternity leave for eight weeks from the date of childbirth.

 

Hadj Leave

Workers who have spent three consecutive years of service with an employer should have the right to 15 days’ leave with pay from the employer to perform the Hadj. This leave should be granted once during the service of a worker. Workers should present their employers upon their request with evidence that such leave is used for its intended purpose.

Unpaid Leave

There are no regulations regarding unpaid leave.

Statutory Benefits

Common employee benefits include:

  • Public Pension
  • Disability Pension
  • Survivors Pension
  • Accident Insurance
  • Health Insurance

The employer contributes 23% to social security, while the employee contributes 12%, broken down as follows:

 

BenefitsEmployer ContributionsEmployee Contributions
Health Insurance6%4%
Public Pension (including Disability and Survivors Pension) and Accident Insurance17%8%
Total23%12%

Health Insurance

Employers contribute 6% to health insurance, while employees contribute 4%.

Medical benefits include medical treatment, surgery (except heart surgery and organ transplantation), hospitalization, medicine, laboratory services, ophthalmologic and optician services, and some dental care. Benefits for dependents are the same as those for the insured. Eligible dependents include a spouse, sons younger than age 18 (or until the completion of an undergraduate degree), and unmarried daughters of any age.

Other Insurances

Accident Insurance

Accident Insurance coverage is included in the contributions for Public Pension, however, the employee does not contribute anything. Employers contribute 17% to the public pension.

The employee must be assessed with a work injury or occupational disease. Accidents that occur while commuting to and from work are also covered.

Unemployment Insurance

There is no mandatory unemployment insurance.

Public Pension

Employers contribute 17% to public pension, including disability, and survivors pension, while employees contribute 8%. 

For every 12 months of contributions, 2% of the insured’s average monthly earnings in the three years preceding retirement is paid. The monthly minimum old-age pension is 40% of the insured’s average monthly earnings in the three years preceding retirement. The maximum monthly old-age pension is equal to 83.33% of the insured’s average monthly earnings in the three years preceding retirement.

The employee can retire early, but the pension is reduced by 15% if they are between the ages of 50 and 54, and 10% if they are between the ages of 55 and 59.

Other Statutory Benefits

There are no other mandatory statutory benefits in Sudan.

Disclaimer

The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.

Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.

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