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.
Sudanese Pound (£S, SDG)
Langues parlées :
Arabic and English
Nombre d'habitants :
44.91 million (2021 est.)
Salaire minimum :
£S 425 per month
Index du coût de la vie :
Payroll Frequency :
Taux normal de la TVA :
Croissance réelle du PIB :
0.1% (2021 est.)
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.
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.
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.
The probationary period should not exceed three months, except for the training period.
The period of notice depends on the employee’s type of wages and years of continuous service:
|Type of Wage||Length of Notice Period|
|Monthly wage||1 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 age||6 months|
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 Employment||Length of Annual Leave|
|1 to 3 years||20 days|
|8 to 15 years||25 days|
|15 years or more||30 days|
Days off and official holidays falling within a worker’s period of leave should be counted as part of their annual 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 Leave||Pay|
|First 3 months of absence||Full pay|
|3 months of absence following the first period of the 3 months of absence||Half pay|
|3 months of absence following the second period of 3 months of absence||25% of pay|
There is no statutory parental 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:
It is forbidden to rescind the contract of employment of a female worker during her pregnancy or confinement period.
There is no statutory paternity leave.
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 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.
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.
There are no regulations regarding unpaid leave.
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.
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.
There is no mandatory unemployment insurance.
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.
There are no other mandatory statutory benefits in Sudan.
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.