Employee benefitsin Sudan

Members of the National Health Insurance Fund, Sudan’s public health-coverage scheme, use referral procedures when care is unavailable in their state. For an unavailable medicine, the provider must mark the prescription as unavailable; the member then buys it and submits a final invoice or official electronic receipt with a valid insurance card for 75% reimbursement. Cross-state treatment requires a referral letter and medical report. These are claim procedures, rather than a promise of current service availability.

The National Health Insurance Fund, Sudan’s public health-coverage scheme, allows eligible non-working spouses, unmarried non-working daughters, sons below 18 and students up to 25 to be included. Children with a certified disability preventing earnings can qualify beyond the ordinary age limit. Parents qualify where they are not working and do not receive a monthly pension. Registration requires the relevant national identification, marriage and family documents.

The National Health Insurance Fund, Sudan’s public health-coverage scheme, enrols participating private companies and non-government institutions through an employer application and worker registration. Its published contribution is 10% of gross pay: 6% from the employer and 4% deducted from the employee. Treatment follows the covered services, referrals and functioning service network; enrolment does not establish that every facility or medicine is currently available.

Social-insurance coverage includes occupational injuries and diseases as well as disability and death. Work-related protection is separate from ordinary sick leave. Registration, causation and the applicable scheme’s claim requirements determine access to compensation.

Catholic Relief Services’ September 2025 Sudan staff arrangements provide medical-expense coverage for its Sudan employees under the organisation’s staff policies. Covered costs, reimbursement and eligibility follow the applicable national- or international-staff policy.

Subject to social-insurance law and more favourable terms, the Labour Act provides an end-of-service benefit after at least three years’ continuous employment. The first ten years earn one last basic monthly salary per year; the next five earn 1.5 monthly salaries per year; later years earn 1.75 monthly salaries per year. The total is capped at 36 basic monthly salaries. Pieceworkers use average net income over their last three years. Voluntary resignation has a separate reduced-benefit schedule. For these calculations, the Labour Act’s basic salary means salary plus the cost-of-living allowance, excluding other allowances.

For covered employment, social-insurance funding totals 25% of comprehensive monthly earnings: 17% from the employer and 8% from the employee. The base includes initial pay, cost-of-living, housing, transport, nature-of-work and other fixed stable allowances. Coverage includes retirement, disability, death and occupational injury. Employers register covered workers and remit both shares; the legal funding rule does not guarantee access to every service or payment in every location.

Covered employees receive annual leave with full pay after one year of continuous service. Rest days and official holidays within the leave period count toward the entitlement. Unused leave is paid out proportionately when employment ends. With the employer’s agreement, leave can be deferred for one year or divided across the current and following year.

An employee with at least three months’ continuous service qualifies for medically certified sickness absence when the illness is not caused by their misconduct or negligence. Pay is 100% for the first three months, 50% for the next three and 25% for the following three. Reduced-pay sickness leave begins only after ordinary leave is exhausted. A longer illness moves to unpaid leave pending a medical committee’s fitness assessment; occupational-injury rules remain separate.

After three months’ continuous service, an employee keeps their wage when transport disruption, natural disaster or an accident prevents attendance, when summoned by a court or authorised public body, or following the death of a spouse, child, parent, sister or brother. The Act also permits other employer-accepted reasons. It does not specify a uniform number of days for these cases.

A female employee whose husband dies receives paid mourning leave, known as idda. For a woman who is not pregnant, it lasts four months and ten days from the death. For a pregnant widow, it lasts until childbirth, followed by eight weeks of maternity leave.

After three consecutive years with the same employer, a worker can take 15 days of paid leave for Hajj, the Muslim pilgrimage to Mecca. It is granted once during that employment, and the employer can request proof that the leave was used for the pilgrimage.

Once a year, covered employees receive paid travel time between the workplace and their place of origin. The allowance follows the journey time by Sudanese train, river transport or another available ground-transport method and is capped at ten days.

After six months of service, a female employee receives eight weeks of maternity leave with full pay. With a doctor-certified expected birth date, she can take four weeks before and four after birth, or choose two before and six after. A medically certified illness following pregnancy or childbirth is treated as sick leave. Pregnancy and maternity carry dismissal protection, subject to the Act’s specified termination exceptions.

Catholic Relief Services’ September 2025 Sudan national-staff arrangements include paternity leave in its Sudan national-staff benefits. Leave is governed by its country human-resources policy and eligibility arrangements.

After three months of continuous service, employees covered by the Labour Act receive full pay on official holidays. Official-holiday overtime is calculated at twice the basic hourly salary. Government-office closure announcements and separate banking circulars must be applied to their actual worker groups. For these calculations, the Labour Act’s basic salary means salary plus the cost-of-living allowance, excluding other allowances.

An employment contract can set remuneration and additional agreed terms. More favourable contractual provisions are preserved, while terms that reduce Labour Act rights are void. A bonus arrangement should state its eligibility, calculation and payment conditions.

Catholic Relief Services’ September 2025 Sudan staff arrangements provide bonuses for Ramadan, the Muslim fasting month, and Eid festivals to Sudan national staff under its employment policies. The awards supplement salary; the organisation’s policy determines eligibility and the payment amount.

Workers who fast during Ramadan receive a one-hour reduction in working time without losing pay. Breastfeeding employees receive the same paid daily reduction for two years after childbirth.

The employer pays transport to and from an outside work assignment. An overnight assignment attracts the contractual allowance; if none is agreed, documented nightly expenses are reimbursed up to three days’ wage per night. A transfer of six months or less counts as an assignment. The employer also pays for moving an employee, dependants and belongings when transferring the workplace, and provides return transport within seven days after termination to the original recruitment location.

Catholic Relief Services’ September 2025 Sudan staff arrangements provide a relocation allowance for new hires and reassigned national staff in Sudan. The allowance supports an employment-related move under its country policy.

Catholic Relief Services’ September 2025 Sudan staff arrangements provide safety and security training for Sudan staff, including its Safe and Sound course, advanced personal safety and other operational training. Required courses follow the organisation’s staff-security learning policy.

An employee works for remuneration under an employer’s management or supervision; an oral or implied arrangement can also create employment. The Labour Act excludes specified public-service regimes, domestic servants, casual workers, dependent family members living with the employer and most agricultural workers, while retaining specified agricultural machinery, processing and administrative jobs. Calling a supervised role a consultancy does not determine its legal character.

Employment contracts are prepared in three signed copies, one for each party and one for the competent employment agency. The worker must understand the terms; a literate witness assists a worker who cannot read. Contracts identify the job, work location, wage, payment dates, notice and any fixed end date. An employee without a written contract can prove employment rights through other evidence.

A fixed-term employment contract cannot exceed two years and can be renewed once with the same establishment. Service continues across the renewal. Continuing to work after the renewal expires creates indefinite employment.

Wages are paid in cash, although wage components for food, fuel, housing, transport or clothing can be provided in kind. The agreed wage cycle can be daily, weekly, fortnightly or monthly. Payment cannot be delayed beyond the third day after it falls due; final employment entitlements are due within one week after termination. Employees can request an explanation of lawful deductions.

Ordinary-day overtime pays 150% of the basic hourly salary; official-holiday overtime pays 200%. Outside exceptional orders and force majeure, overtime requires both parties’ agreement and cannot exceed four hours a day or 12 hours a week. Women’s overtime remains optional. For these calculations, the Labour Act’s basic salary means salary plus the cost-of-living allowance, excluding other allowances.

Normal working time is eight hours a day or 48 hours a week. A paid rest or meal break of at least half an hour interrupts the working day. The competent authority can vary hours for particular periods or worker categories.

Probation is limited to three months, excluding a separate training period. If an indefinite contract continues beyond probation without either party ending it, it remains indefinite employment.

Either party can challenge a termination under the relevant Labour Act provisions within two weeks of notification. The competent authority decides within two weeks. If termination is rejected, reinstatement and back pay are ordered; failure to reinstate requires legal entitlements, back pay and compensation equivalent to six months’ wage.

Written notice is normally one month for monthly-paid employees. For half-monthly-paid workers below five years’ service it is two weeks. Weekly-paid workers receive one week below two years and two weeks from two to under five years. Daily-paid workers receive notice on the last day below three months, one week from three months to under two years and two weeks from two to under five years. Daily, weekly and half-monthly workers with at least five years receive one month. Retirement requires six months’ notice; a longer contractual period can apply. Missing notice triggers equivalent wage compensation. After half the notice period, the employee can leave to seek work and retain pay for its remainder.

Closing a workplace or reducing the workforce for business reasons requires an application to the competent authority. The authority consults a tripartite committee of government, worker and employer representatives. The Act provides a three-week decision period and permits action after four weeks without an answer, while preserving employee entitlements and notice. An unlawful reduction can require reinstatement and back pay or termination entitlements plus six months’ basic salary. For these calculations, the Labour Act’s basic salary means salary plus the cost-of-living allowance, excluding other allowances.