Leave Policy in South Sudan

South Sudan's Labour Act 2017, enacted on 12 December 2017, is the primary statute governing employee leave entitlements in the country. It establishes binding statutory minimums across annual leave, sick leave, maternity and paternity leave, bereavement leave, and public holidays, which apply to all employment relationships regardless of whether an employer has a local entity. These statutory requirements set the legal floor, and any company-level leave policies must meet or exceed what the Labour Act prescribes rather than substitute for it.

For foreign employers hiring in South Sudan, translating these statutory obligations into compliant day-to-day employment practice presents meaningful operational challenges, particularly without an established local presence. Errors in applying leave entitlements can expose employers to legal liability, making accurate local execution essential from the outset of any hiring engagement. Gloroots supports foreign employers by providing entity-free employment and locally compliant workforce management, ensuring that statutory obligations under the Labour Act 2017 are met consistently and from the first day of employment.

Leave Policy at a Glance

Overview and Legal Basis for Leave in South Sudan

The Labour Act 2017 is the primary statute governing employee leave entitlements in South Sudan. It sets statutory minimums that all employers must meet, regardless of sector or company size.

Collective agreements may set terms above those minimums. Some leave types, including marriage leave and educational leave, are contractual or discretionary rather than statutory.

The Act covers the following leave categories:

• Annual leave (earned leave)

• Sick leave

• Maternity leave

• Paternity leave

• Compassionate leave

Employers managing staff in South Sudan through entity-free employment should understand which entitlements are fixed by law and which can be shaped by contract. For a broader view of how compliant leave management works across markets, see how does EOR work.

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Annual Leave (Earned / Privilege Leave)

Under the Labour Act 2017, employees in South Sudan qualify for full annual leave entitlement after completing one year of continuous service. Entitlement accrues on a pro-rata basis for partial years where applicable.

The allocation increases with length of service:

• 21 days per year for 1 to 3 years of service

• 25 days per year for 3 to 15 years of service

• 30 days per year after 15 years of service

Unused annual leave carries forward to the following year. An employer cannot forfeit accrued leave through internal policy. The Labour Act 2017 protects this entitlement regardless of what an employment contract states.

After two years, payment in lieu of unused leave requires a written agreement between employer and employee. Without that agreement, the employer must allow the leave to be taken. Upon contract termination, employees receive full compensation for any accrued but unused leave days.

For a regional comparison, see the leave policy in Egypt, which follows a different accrual structure under Egyptian labour law.

Public Holidays

South Sudan observes 14 named public holidays in 2026. The list below reflects confirmed dates. Religious holidays follow the lunar calendar, so Eid al-Fitr and Eid al-Adha dates shift each year. Review this table annually before finalizing payroll calendars.

Where a public holiday falls on a weekend, confirm the applicable government gazette for any substitution day. Flag this table for review each December.

Sick Leave

Under the South Sudan Labour Act 2017, employees who have completed one year of uninterrupted service are entitled to 12 days of paid sick leave per year at full salary.

To qualify for paid sick leave, an employee must present a valid medical certificate. The employer may also request a statement indicating the expected duration of the incapacity. Without a valid certificate, the employer is not obligated to treat the absence as paid sick leave.

Sick leave entitlement does not accumulate beyond the annual allocation. Unused sick days do not carry forward to the following year. Employers managing distributed teams across multiple countries can compare entitlements by reviewing the leave policy in UAE alongside South Sudan's rules.

Casual Leave

The Labour Act 2017 does not explicitly define casual leave as a statutory entitlement in South Sudan. In practice, casual leave is employer-policy driven and granted at managerial discretion for personal or urgent short-notice matters.

Where established by employer policy or collective agreement, casual leave typically ranges from 3 to 7 days per year. Usage is generally limited to single-day or short-duration absences. Unused casual leave does not carry forward to the following year.

Maternity Leave

South Sudan's Labour Act 2017 grants expectant mothers 90 days of fully paid maternity leave. Employees must notify their employer at least 14 days before the leave begins.

After returning to work, nursing mothers are entitled to two paid 30-minute breaks per day, or one 60-minute daily reduction in working hours, for up to 6 months. This provision is set out in the Labour Act 2017.

Paternity leave following a miscarriage is addressed in the Paternity Leave section. Employers managing maternity leave obligations across borders can use Gloroots EOR services to govern compliance and maintain accurate employment records under local law.

Paternity Leave

Under the Labour Act 2017, male employees in South Sudan are entitled to two weeks of fully paid paternity leave. Leave must begin within three days of the child's birth.

The same entitlement applies when a spouse experiences a miscarriage. In that case, leave starts immediately following the event.

The Labour Act 2017 sets the statutory floor. Private employers may offer longer or better-paid leave through individual employment contracts or collective agreements, provided the statutory minimum is met.

Adoption and Surrogacy Leave

The Labour Act 2017 does not provide a separate statutory entitlement for adoption or surrogacy leave in South Sudan.

Employers may extend maternity or paternity leave provisions to adoptive or intended parents through employment contracts or collective agreements. Without a written policy, employees in these situations have no guaranteed leave beyond what their contract specifies.

To avoid ambiguity, employers should define adoption and surrogacy leave terms clearly in employment contracts before hiring. Conditions such as the age of the child at placement or required documentation should also be stated explicitly, as no statutory guidance currently exists on these points.

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Bereavement Leave

South Sudan's Labour Act 2017 grants up to 3 days of paid compassionate leave per year for qualifying events.

Eligibility requires working more than 4 days per week and completing at least 3 months of service. Covered events include the death of a family member and the illness or injury of a spouse or child.

This leave does not carry over to the following year. Any additional bereavement days beyond the 3-day statutory minimum are at the employer's discretion.

Other Leave Types

South Sudan's Labour Act 2017 sets statutory minimums for core leave categories. Several additional leave types exist but are governed by contract or employer policy rather than statute.

Marriage leave is not a statutory entitlement under the Labour Act 2017. Employers may offer it through employment contracts or collective agreements.

Educational and study leave follows the same pattern. No statutory obligation exists; entitlement depends on what the employer or a collective agreement specifies.

• Leave without pay is available by mutual agreement between employer and employee.

• Compensatory leave, or time off in lieu, is permitted under the Labour Act 2017 for overtime worked, provided both parties agree.

When reviewing a South Sudan employment contract, distinguish between statutory minimums and contractual leave types. Statutory entitlements set the floor. Anything above that floor is a matter of negotiation or employer policy, and terms can vary significantly across organizations. Employers using a EOR services provider can standardize these contractual leave terms across their workforce while maintaining compliance with statutory requirements.

Carry-Forward and Leave Encashment Rules

Under the Labour Act 2017, accrued annual leave carries forward when it is not taken within a leave year. Employers cannot forfeit unused leave through internal policy.

Payment in lieu of accrued leave during active employment requires a written agreement between the employer and the employee. Without that agreement, the leave balance remains on record and cannot be converted to cash unilaterally.

Upon separation of service, whether through resignation, termination, or contract expiry, the employer must pay the employee in full for all accrued but unused annual leave days. No written agreement is needed at that stage; the obligation is statutory.

Readers researching how other jurisdictions handle encashment rules may find the leave policy in India a useful reference, as India applies similarly structured encashment conditions tied to employment status.

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Best Practices for Managing Leave Compliantly in South Sudan

Compliance with the Labour Act 2017 depends on consistent documentation and clear communication across the employment lifecycle. The following practices reduce exposure for employers operating in South Sudan.

• Include written employment contracts that cite specific Labour Act 2017 entitlements for annual, sick, maternity, and paternity leave.

• At onboarding, communicate which leave entitlements are statutory and which are contractual additions, so employees understand the difference from day one.

• Record all leave requests and approvals in writing and retain those records for Labour Inspectorate review.

• Where collective agreements apply, verify that all leave terms meet or exceed the statutory minimums set by the Labour Act 2017.

Using employer of record software can support accurate leave tracking, contract management, and audit-ready record keeping across your South Sudan workforce.

Managing Leave Policy in South Sudan with Gloroots

South Sudan's Labour Act 2017 sets distinct rules for annual, sick, maternity, and paternity leave, each with its own pay rate and record-keeping requirement. Employers must maintain accurate leave balances and produce documentation on request from the Labour Inspectorate.

Gloroots runs leave balance tracking, request workflows, and payroll integration for each leave type under a single employment operating layer. Sick pay, maternity pay, and paternity pay are calculated and applied according to statutory rates without manual intervention.

Workforce Visibility and Reporting gives HR and Finance teams a consolidated view of accrued balances, usage, and carry-over entitlements across the workforce. Understanding the full employer of record cost helps finance teams plan for compliant employment in South Sudan from the start.

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Frequently Asked Questions About Leave Policy in South Sudan

How many annual leave days are employees entitled to in South Sudan?

South Sudan's Labour Act 2017 sets annual leave on a progressive scale: 21 days for employees with one to three years of service, 25 days for three to fifteen years, and 30 days for fifteen or more years.

Employees must complete one full year of continuous service before the entitlement applies.

How many public holidays does South Sudan observe in 2026?

South Sudan observes 14 named public holidays in 2026 under the Labour Act 2017 and the official gazette. The existing figure of 20 holidays is incorrect.

Two of those holidays, Eid al-Fitr and Eid al-Adha, follow the lunar calendar, so their exact dates shift each year.

Is paternity leave statutory in South Sudan?

Yes. Under the Labour Act 2017, male employees in South Sudan are entitled to two weeks of fully paid paternity leave.

Leave must begin within three days of the child's birth or immediately after a spouse's miscarriage. Employers may offer additional leave by contract, but the statutory minimum cannot be reduced.

Can employees receive payment in lieu of unused annual leave in South Sudan?

During active employment, payment in lieu of accrued annual leave requires a written agreement between the employer and employee under the Labour Act 2017.

Statutory leave cannot be forfeited. On separation, employers must pay out all accrued but unused leave in full, regardless of the reason for termination.

What documentation is required for paid sick leave in South Sudan?

To qualify for paid sick leave under the Labour Act 2017, an employee must present a valid medical certificate confirming incapacity to work. The employer may also request documentation stating the expected duration of the incapacity.

Employees become eligible after one year of continuous service and receive 12 days of paid sick leave per year.

Does unused annual leave carry forward in South Sudan?

Yes. Under the Labour Act 2017, unused annual leave carries forward and cannot be forfeited by employer policy.

Payment in lieu of leave during active employment requires a written agreement between employer and employee. When a contract ends, the employer must pay out all accrued but unused leave in full.

What is the statutory bereavement leave entitlement in South Sudan?

South Sudan's Labour Act 2017 grants up to 3 days of paid compassionate leave per year for the death of a family member or illness or injury of a spouse or child.

Eligibility requires at least 3 months of continuous service and working more than 4 days per week. This leave does not accumulate from year to year.