South Sudan EOR & PEO

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:

1. Hire your employees: When hiring employees in South Sudan, employers must follow strict labor laws as per the Sudanese legal framework. Hiring employees and practices such as employment contracts are governed by the Labor Act 2017. An EOR assists with hiring staff by connecting you to recruits who have the right skills. They can conduct background checks concerning the employee’s education and history of employment. As English is the official language of South Sudan, the hiring and negotiation process is simpler and more efficient.
2. Manage employment contracts and onboarding: Employers must present legally binding contracts and manage the onboarding process to successfully hire employees in South Sudan. South Sudan’s law recognizes both written and verbal employment contracts. An EOR can help by advising on legal clauses to include in written contracts, such as the period of employment, benefits, and listed job duties.
   
   The onboarding process includes contract negotiations that protect the basic rights of employees in South Sudan. This includes adherence to the South Sudan Privacy Law, which requires employees to keep their personal information confidential. It is preferred to meet your employees in person during onboarding in South Sudan; however, an EOR can welcome new workers on your behalf.
3. Process payroll and handle employment taxes: For a foreign business looking to set up payroll in South Sudan, it can be a complicated, time-consuming, and expensive process. A South Sudanese EOR manages all aspects of payroll by paying employees on time while guiding the employer (client company) on the local tax policies. Common practice in the country requires that salaries be paid at the end of the month; however, the frequency of pay is stipulated in the employment contract. Employers in Sudan are required to keep employee payroll records for at least 3 years, according to the Labor Act.
4. Administer benefits: Employee benefits must be included in the employment contract. Optional benefits for employees in South Sudan include bonuses, healthcare, and life insurance policies, whereas mandatory benefits consist of annual leave, overtime pay, severance, and social security contributions. A South Sudanese EOR will advise on mandatory benefits that must be included for tax purposes and to protect employee rights. The EOR will further streamline the administration of these benefits, providing peace of mind that your business is compliant with labor law.
5. Take care of exit procedures: An EOR serves as a legal employer in South Sudan and is equipped and legally obligated to facilitate contract terminations based on the employer’s requests. The Labor Act requires that employees be given written notice prior to termination and that employers pay severance. The role of an EOR is to guide employers on the types of termination and the legal process that must be followed when ending an employee’s contract.