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Employer of Record (EOR) Services in Sudan

Employer of Record


$399/month

Contractor 
Management

$49/month

Talent Sourcing


2% of gross salary / month

Start hiring in Sudan

Simple, compliant hiring with Horizons EOR & PEO

Hire in Sudan

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.

Facts & Stats

EOR Platform

Hire in Sudan, and pay employees through our platform or app.

EOR Cost

Our Sudan EOR solution is the most affordable on the market.

Time-to-hire

Fast Sudan onboarding, hire in as little as 24 hours.

Contracts

We draft compliant Sudan labor contracts.

Local benefits

We manage all Sudan mandatory benefits.

180+ Countries

It doesn’t stop with Sudan — we hire employees globally.

hire employees in Sudan

What Is a Sudan EOR?

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.

Save Money And Time with A Sudan EOR

What Are the Benefits of a Sudan EOR?

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 is Best IN Class

Why Choose Horizons?

Horizons stands out as a Sudan EOR through:

  1. A strong regional presence in Africa, meaning senior management are on the ground to deal with any issues.
  2. Client-focused infrastructure. Horizons won’t oversell you on products and services you don’t need. Horizons offers the easiest platform to compliantly hire and pay people worldwide.
  3. Cost-effective solutions. At $499 per employee, per month, no EOR in Sudan is more affordable. The cost is 100% transparent (onboarding, offboarding, deposit, no extra charges).
  4. A customer-first culture. Horizons is an efficient bootstrapped company. It is not an externally-funded company burning investor cash to aggressively acquire new clients. Horizons is the only EOR that grows with its customer, reflecting the level of care and personal attention provided to each customer. Horizons will carefully advise on the best setup in each country: the type of contract needed, how to structure your benefits, and how to offboard a person while minimizing the risk of conflicts and extra cost
  5. A long-term partnership. Horizons is the only EOR platform with a recruitment arm — a direct response to client demand. If any employee is leaving, or if our clients want to explore a new country, Horizons can recruit new candidates directly for the client.  Horizons is:
    • The only EOR doing this in-house — no subcontracting
    • The only EOR doing this without a retainer — clients are only charged upon success
    • The only EOR charging just a 2% fee per month
Step-by-step Sudan EOR

How Does a Sudan EOR Work?

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:

  1. Hire your employees: The hiring process is one of the most important parts of business, but as a foreign company looking to place employees in Sudan, trying to find the best talent pools can be daunting and time-consuming. A Sudanese EOR makes quick work of accessing local talent and presenting candidates with the desired skill sets. At the same time, an EOR in Sudan will help businesses follow the best practices throughout the hiring process, which means adherence to local labor laws.
  2. Manage employment contracts and onboarding: Employment contracts offered to employees in Sudan for more than three months must be in writing. A minimum of three copies of the contracts are drafted, one of which is sent to the employment agency. An EOR in Sudan will oversee the contractual process by ensuring that the contracts contain clauses such as employment terms, worker benefits, and conditions for termination.

    The onboarding process is made faster and simpler with the expertise of an EOR in Sudan. The professional employer of record acts as a mediator between the parties and assists by welcoming staff so they feel comfortable and secure in their new jobs. A business hiring employees in Sudan can overcome language and cultural barriers with the experience and knowledge of an EOR.
  3. Process payroll and handle employment taxes: An EOR in Sudan will ensure that employees are paid their salaries on time and that minimum wage requirements are met per the Minimum Standard of Wage Act 1974. In addition to streamlining payroll, Sudanese businesses must adhere to specific tax laws. All employers in Sudan contribute towards social security. A trusted EOR keeps the client company compliant with taxation by guaranteeing that an employer pays the standard taxes, such as personal income tax (PAYE), at 15%. In Sudan, each income bracket is subject to tax deductions. An employer of record guarantees that taxes are paid based on the earnings of the employee. An employee earning SDG 5001-10,000 will be subject to paying 10% of their gross salary in taxes.
  4. Administer benefits: In Sudan, employees are entitled to benefits such as overtime pay, annual leave, and bonuses as part of their compensation packages. EORs in Sudan will administer employee benefits by ensuring that employers compensate their staff on time and contribute to social security. In Sudan, employees are entitled to one fully paid trip to their hometown per year.
  5. Take care of exit procedures: Dismissing an employee is not an easy task, but apart from being unpleasant, it must follow strict formalities. In Sudan, the employer is responsible for dismissing employees if they have failed to execute their job duties with due diligence or if they have sustained an injury or disability and cannot return to their job. An EOR will guide the company on the legal procedures they must follow when terminating an employee.
stay compliant with Sudan labor laws

Labor Laws

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 contract types

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. 

Project-based

Probationary period

No probationary period.

Termination

At completion of the project.

Severance

Not applicable

Fixed-term

Probationary period

Not applicable

Termination notice period

30 days (minimum and maximum allowed by labor law)

Severance

Not applicable

Indefinite

Probationary period

Typically up to 3 months

Termination notice period

30 days (minimum and maximum allowed by labor law)

Severance

1 month salary per year of service

Working hours in Sudan

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.

Overtime must be compensated in the following way:

For a regular workday:

150% of the standard hourly rate

For a rest day:

200% of the standard hourly rate

For a statutory holiday:

200% of the standard hourly rate

Sudan celebrates a combination of international and religious or cultural events, including:

 

DateHoliday name
1 Jan, 2024Independence Day
7 Jan, 2024Coptic Christmas
2 May, 2024Coptic Easter
9 Apr to 10 AprEid al-Fitr
15 Jun to 19 JunEid al-Adha
6 Jun to 7 JunIslamic New Year
15 Sep to 16 SepAl-Mawlid
25 Dec, 2024Christmas Day

Paid time off

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. 

Under 1 year of employment

no leave entitlement

1-10 years of employment

20 days of paid leave annually

10-20 years of employment

25 days of paid leave annually

20+ years of employment

30 days of paid leave annually

Sick leave in Sudan

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. 

Less than 6 months of sick leave:

(percentage of regular wages owed to the employee)

Under 1 year of employment

no leave entitlement

1-10 years of employment

9 months of paid leave annually

10-20 years of employment

9 months of paid leave annually

20+ years of employment

9 months of paid leave annually

Over 6 months of sick leave

Under 1 year of employment

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.

1-3 years of employment

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.

3+ years of employment

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.

Maternity leave in Sudan

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.

Annual leave in Sudan

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. 

Termination & severance in Sudan

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. 

Sudan's compulsory social security contributions

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. 

Sudan social security for foreigners

The social security system in Sudan is undergoing reform, and the specific rules for foreign worker contributions are not entirely clear yet.

Individual income tax

Sudan uses a progressive income tax system, meaning tax rates increase as your income rises. Income tax is levied on your gross annual income.

Health insurance

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.

hassle-free Sudanese compensation & benefits

Compensation & Benefits

Sudan compensation laws

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. 

13 month salary in Sudan

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. 

Social security for Sudanese nationals

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. 

Hire borderless talent with Horizons

Hire in Sudan without your own local entity.

With Horizons, you get quick service, transparent pricing, and expert support.

Frequently asked questions

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. 

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