Employer of Record in Sudan

An Employer of Record (EOR) in Sudan is a company that legally hires employees on your behalf. This lets you build a team in Sudan without setting up your own local company. The EOR takes care of all HR tasks like payroll, taxes, benefits, and making sure you follow Sudanese labor laws. You find the right person for the job, and the EOR officially employs them. For companies looking to hire in Sudan, Rivermate can act as your EOR.

How an Employer of Record (EOR) Works in Sudan

Using an EOR simplifies hiring. The process is straightforward.

• You Find Your Candidate. You handle the recruiting and select the person you want to hire in Sudan.
• The EOR Hires Them. The EOR provides a local employment contract that follows Sudanese law and legally hires the employee for you.
• The EOR Manages HR and Payroll. They process salary payments, taxes, and social security contributions.
• Your Employee Works for You. Even though the EOR is the legal employer, the new team member works for your company every day, just like any other employee.
• You Get One Invoice. The EOR sends you a single monthly invoice to cover salary and other costs.

Why use an Employer of Record in Sudan

Using an EOR in Sudan helps you hire talent quickly and correctly. It removes the need to open your own legal entity in the country, which saves you time and money. An EOR ensures you follow all local labor laws, reducing risks for your business.

• Stay Compliant. An EOR understands and applies Sudan's labor laws, including the Sudan Labor Act 1997. This keeps you compliant with rules for working hours, leave, and taxes.
• Save Time and Money. You avoid the complex and costly process of setting up a local company. This means you can onboard new hires in days, not months.
• Handle Benefits Easily. The EOR manages all mandatory employee benefits, like social security contributions.
• Simplify Payroll. An EOR handles all payroll and tax deductions, ensuring your team is paid correctly and on time in the local currency.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Sudan includes comprehensive HR support, benefits administration, compliance management, and access to our proprietary dashboard for real-time workforce analytics. No hidden costs, no setup fees—just straightforward pricing that scales with your business needs while ensuring full legal compliance in Sudan.

Hiring in Sudan requires an understanding of the local labor laws, which are primarily governed by the Labour Act of 1997. While the country has experienced political changes, this act still forms the basis of employment relationships. Navigating these regulations is key to a fair and compliant hiring process.

Employment contracts & must-have clauses

In Sudan, it is highly recommended to have a written employment contract. While not always legally required, a written agreement provides clarity for both you and your employee. Contracts can be for a fixed term or an indefinite period.

Here are the essential clauses to include in an employment contract:

• Names and addresses of the employer and employee
• Date the employment begins
• Job title and description of the work
• Workplace location
• Salary, allowances, and how often the employee will be paid
• Working hours and rest periods
• Length of the contract, if it's a fixed term
• Annual leave entitlement
• Sick leave and other leave provisions
• Notice period for termination

Probation periods

You can include a probation period in the employment contract. The maximum length of a probationary period is typically three months. After this period, you will need to either confirm the employee in their role or terminate the contract.

Working hours & overtime

The standard workweek in Sudan is 48 hours, which is usually eight hours per day over six days. Employees are entitled to at least one rest day per week, which is generally Friday.

If an employee works beyond the standard hours, they are entitled to overtime pay. Here's how overtime is typically calculated:

Overtime should not exceed four hours per day or 12 hours per week.

Public & regional holidays

Your employees are entitled to paid leave on public holidays. The Sudanese government releases an official list of national holidays each year. Many of these holidays are based on the lunar calendar, so the dates change annually.

Some of the main public holidays in Sudan for 2025 include:

• Independence Day: January 1
• Coptic Christmas: January 7
• Ramadan Bairam Holiday: March 30 - April 2
• Corban Bairam Holiday: June 5 - 9
• Islamic New Year: June 26
• The Prophet's Birthday: September 4
• Revolution Day: December 19
• Christmas Day: December 25

Hiring contractors in Sudan

You can hire independent contractors in Sudan for specific projects or tasks. This offers flexibility and access to specialized skills without the long-term commitment of hiring an employee.

When you hire an independent contractor, you need a clear agreement that outlines the scope of work, payment terms, and project timeline. It's important to correctly classify the worker as a contractor. Misclassifying an employee as a contractor can lead to legal and financial penalties.

An Employer of Record (EOR) can help you mitigate the risk of misclassification. An EOR can help ensure that your contractors are classified correctly according to Sudanese labor law. This helps you avoid potential fines and back pay claims.

Navigating compensation and payroll in Sudan requires a clear understanding of the local regulations. You need to know the typical payment schedules, how to structure wages, and the correct way to handle taxes and contributions. Staying compliant is key to attracting and keeping your team happy while avoiding any legal issues. This guide breaks down what you need to know about payroll in Sudan.

Payroll cycles & wage structure

In Sudan, the standard payroll cycle is monthly. You will typically pay your employees at the end of each month.

A person's salary is more than just their base pay. The wage structure in Sudan often includes several allowances. These can be for transportation, housing, or to help with the cost of living. Some companies also offer performance-based bonuses or extra pay for religious holidays.

Overtime & minimums

Standard working hours in Sudan are typically 48 hours per week, based on an 8-hour workday. When an employee works beyond these hours, you must pay them overtime.

• Regular overtime: For extra hours worked on normal working days, the pay rate is 1.5 times the employee's regular wage.
• Holiday overtime: If an employee works on a public holiday, the rate increases to double their regular wage.

Sudan has a legally mandated minimum wage to ensure a baseline for employee compensation. The official minimum wage is SDG 12,000 per month. However, for civil servants, the minimum wage is set at SDG 3,000 per month.

Employer taxes and contributions

As an employer in Sudan, you are responsible for contributing to social security on behalf of your employees. These funds cover benefits like pensions and disability.

Source: Multiplier

Employee taxes and deductions

You must withhold income tax from your employees' monthly salaries. This is done through a Pay As You Earn (PAYE) system. Sudan uses a progressive tax rate, meaning the tax rate increases as income rises. Employees also contribute to social security and health insurance.

Source: Multiplier

In Sudan, providing the right benefits and leave is key to attracting and keeping a great team. It’s not just about following the law. It's about building a supportive workplace. Understanding the local rules for time off and other benefits is your first step. This guide breaks down what you need to know.

Statutory Leave

Sudanese labor law sets minimum leave requirements for all employees.

• Annual Leave: You must provide paid annual leave. The amount of leave often depends on how long an employee has worked for you. It's common for employees with less than ten years of service to receive 21 days per year. Those with more than ten years of service may receive 30 days.

• Sick Leave: Employees are entitled to paid sick leave if they provide a medical certificate. The law allows for up to nine months of sick leave with varied pay. An employee receives their full salary for the first three months. This drops to half their salary for the next three months, and a quarter for the final three months.

• Maternity Leave: Female employees get eight weeks of fully paid maternity leave. They can take this time before and after giving birth.

Public Holidays & Regional Holidays

Your team is entitled to paid days off for public holidays. The government announces the official dates each year. Islamic holidays are based on the lunar calendar, so their dates change annually.

Typical Supplemental Benefits

To stand out, many companies offer more than the legal minimum. Here’s a look at both required and extra benefits.

How an EOR Can Help with Setting Up Benefits

Setting up a benefits plan in a new country can be tricky. An Employer of Record (EOR) makes it simple.

An EOR already understands the local laws and what employees expect. We handle the details of enrolling your team in required benefits like social security. We can also advise you on supplemental benefits that will attract top talent in the Sudanese market.

Using an EOR means you don't have to become an expert in local labor laws. You can focus on growing your business, knowing that your team's benefits and leave are handled correctly. We take care of the compliance, so you can take care of your people.

Ending a working relationship in Sudan requires careful navigation of local labor laws. The process involves specific steps for both employers and employees to ensure a compliant and fair separation. You must follow legal requirements designed to protect employees from unfair dismissal. This includes providing written notice and, in many cases, severance pay. How you handle termination depends on the reason for the separation, the employee's contract, and their length of service.

Notice periods

Sudanese law requires a minimum notice period before terminating an employment contract. This period varies based on how long the employee has worked for you and the type of contract they have.

You must provide the notice in writing. If you prefer, you can pay the employee their salary for the notice period instead of having them work. This is known as payment in lieu of notice.

Severance pay

Employees in Sudan are often entitled to severance pay, also called an end-of-service benefit. This applies to most termination situations, including redundancy and termination by the employer without cause. Severance is generally not required if you terminate an employee for gross misconduct. The amount of severance pay depends on the employee's salary and how long they have worked with the company.

How Rivermate handles compliant exits

Navigating the details of termination and offboarding in a different country can be complex. At Rivermate, we manage the entire process to ensure you comply with all local laws in Sudan.

Here’s how we help:

• Ensure compliance. We stay up-to-date on Sudanese labor laws so you don’t have to. We make sure every termination follows the correct legal procedures.
• Handle documentation. We take care of all the necessary paperwork, including providing the employee with a written notice of termination.
• Calculate final payments. We accurately calculate and process all final payments, including outstanding wages, unused leave, and any required severance pay.
• Mitigate risks. Our process ensures that you meet all legal obligations, reducing the risk of unfair dismissal claims or legal challenges.

Navigating the visa and work permit landscape in Sudan requires a clear understanding of the process. If you plan to work in the country for more than 30 days, you will need a work permit. Your employer in Sudan is responsible for sponsoring your application. The process starts with your employer submitting an application to the Ministry of Labour. Once approved, you can apply for an entry visa at the Sudanese embassy in your home country.

Employment visas & sponsorship realities

An Employer of Record (EOR) can legally employ staff on your behalf in Sudan. This eliminates the need for you to establish a local entity. An EOR handles all the legal and HR tasks, including payroll, taxes, and benefits.

An EOR in Sudan can sponsor work permits for expatriate employees. This service includes:

• Visa sponsorship
• Residence permit coordination
• Registration with the labor office

The EOR will sponsor your work permit application. You will need to provide several documents, including:

• A valid passport with at least six months of validity remaining
• Passport-sized photos
• Copies of your educational and professional qualifications
• Your resume or CV
• A medical report from an approved clinic
• A police clearance certificate from your home country

The work permit process typically takes four to six weeks.

Business travel compliance

For short-term business trips, you will need a business visa. You must obtain this visa from a Sudanese embassy before you travel. Visas are generally not available upon arrival at the airport.

To apply for a business visa, you will typically need:

• A completed and signed visa application form
• A valid passport with at least six months of validity
• A passport-sized photograph
• A letter from your company explaining the purpose of your trip, your length of stay, and who is financially responsible for the trip.

Business visas are available for single or multiple entries. A single-entry visa is usually valid for up to 30 days. Multiple-entry visas can be valid for three months to one year.