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How to hire remote employees in
Laws about hiring are complicated, and that’s especially true in South Sudan. If your company hasn’t already established a physical presence in South Sudan, you have two real options when it comes to hiring. We’ll detail both below.
If you want to successfully hire in
South Sudan
, you have two options:
Laws about hiring contractors are significantly more simple in
South Sudan
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
South Sudan
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
South Sudan
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
South Sudan
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
South Sudan
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in South Sudan than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in South Sudan.
Employees must receive at least 21 days of paid leave for their first three years of service.
After three years, they must earn 25 days, and after 15 years, 30 days. Workers also receive paid days off for public holidays.
There are 16 public holidays.
Workers earn 12 days of paid sick leave.
Employees must notify employers about sickness absence as soon as possible, and employers may request a medical certificate for confirmation of sickness.
Female employees are entitled to at 90 days of fully paid maternity leave as well as 45 days for breastfeeding while working half days.
The employee has to take at least 90 days of the maternity leave immediately following childbirth.
The worker must give her employer at least a 14-day notice.
Paternity leave is for the new fathers around the time of childbirth and is usually of shorter duration.
An employee is entitled to two weeks of paternity leave on full pay, to be taken within three days after the birth of his child or immediately following miscarriage by his wife.
In South Sudan, there is no provision in the law on paid or unpaid parental leave, but according to Recommendation (No. 165), provides for parental leave as an option available to either parent to take long leave of absence (paid or unpaid)without resigning from work.
Parental leave is usually taken once the maternity and paternity leave have been exhausted.
For working parents, laws may define the portion of parental leave that has to be compulsorily taken by fathers or mothers
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Grounds for termination by the employer in South Sudan include:
Employers are required to provide a written statement to employees explaining the reason(s) for their termination.
The notice period in South Sudan is:
Severance pay is provided to employees with six months of service or more in a sum decided by the employer and employee in the employment contract.
Employers are not required to provide severance pay for employees who are summarily dismissed due to gross misconduct or leaving their jobs for seven days without justification or notice.
Probation period is not exceed 3 months.
The normal working hours for every employee are eight hours a day and 40 hours a week.
The working hours of an employee engaged in shift work must not exceed 40 hours when averaged over 3 weeks. However, an employee may agree to work more than 3 hours of overtime per day or 10 hours of overtime per week.
A worker may work up to 3 hours overtime in a day and 10 hours in a week.
The employer is required to pay overtime at the rate of one and a half times the normal rate of pay (150% of normal wage rate) when overtime work is performed on working days.
If employees are required to work overtime on a weekly holiday, they are paid two times the rate of normal pay (200% of the normal wage rate).
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