Your workforce is essential to your success as an international company. Your compensation and benefits are your ways of repaying your employees for developing your business. When you expand to a new country, you need to consider a new set of labor regulations. Globalization Partners gives you the resources you need with compensation and benefits outsourcing in South Sudan.
South Sudan Compensation Laws
The Labor Council may set minimum wage requirements based on:
- Employee needs
- Average wages in the country
- The cost of living
- Productivity level
- Any other factor the Council deems fit
Generally, minimum wage requirements are left to collective agreements between employers and employees. Employers must review these wage requirements at least once every two years.
Payment schedules vary for different types of employees. Employers should pay their workers accordingly:
- At the end of the day for hourly or daily employees
- At the end of the month for employees serving for a month or longer
- At the end of the task for specified task workers
Employees should receive written pay statements every time they receive wages. These statements should include the gross amount of wages, any deductions, accrued entitlements to the employment, and any differences in payment calculations.
When you work with Globalization Partners, our team will ensure your compensation practices meet all regulations outlined in the labor laws. Your employees will receive the payments they deserve for their hard work, and you’ll have peace of mind knowing you’re compliant.
South Sudan’s labor laws detail a series of provisions every employer must supply their employees. Your company could face penalties or legal repercussions for failing to provide these minimum requirements.
Guaranteed benefits in the country include annual leave, public holidays, sick leave, maternity leave, and overtime. 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.
Employees must receive 12 paid days for sick leave and 90 paid days of maternity leave. For any working time over 40 hours in a week, employees must receive 150 percent of their standard wages. Any restrictions for these benefits can be found in the Labor Act of 2017.
South Sudan Benefits Management
It’s vital to provide the minimum requirements described in the labor laws, and your company can always take these provisions further. Adding supplemental benefits to your employment terms can improve workplace morale and make your vacancies more competitive in the job market. Possible extra provisions may include:
- Holiday bonuses
- Living or transportation stipends
- Health insurance
When you’re considering your benefits management, you need to account for what your employees want and how much you can afford with your company resources. Balancing these two factors requires close attention to detail.
Globalization Partners takes the guesswork out of employee provisions with South Sudan benefits outsourcing. We use a tiered benefits system to simplify the process. Every tier includes the minimum requirements. As you go up the levels, you can provide more for your workforce. This system makes it easy to scale your benefits with your business. As your company grows, your employees will stay content with their provisions.
Our legal team ensures every tier includes the labor law minimums. With our Employer of Record services, you can rest assured that your company will remain compliant.
Choose Globalization Partners for Benefits and Compensation Outsourcing
Your expansion into a new country requires familiarity with new laws. Globalization Partners provides the support and expertise you need to succeed with our benefits and compensation outsourcing. To learn more about our expansion support, contact us today.