[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fcompensation-and-working-time":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"go_live_at":7,"first_published_at":14,"page_created_at":15,"published_at":14,"edit_url":16,"breadcrumbs":17,"seo":28,"rendered":37,"description":38,"body":39,"body_blocks":40,"call_to_action":41,"owner":48,"authors":56,"show_related_pages":58,"related_pages":59,"related_sites":133,"in_subsite":58,"contact_page_url":7,"banner_message":134},287,"compensation-and-working-time","Compensation and Working Time",null,"","Explore South Sudan’s laws on compensation and working time. Learn about wages, overtime, working hours, and legal protections. Read more now","Labour Laws South Sudan: Compensation and Working Time","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fcompensation-and-working-time","labourlaw.labourlawpage","en_SS","2025-07-26T08:26:00.019932+00:00","2026-04-09T13:07:55.754763+00:00","\u002Fcms\u002Fpages\u002F287\u002Fedit\u002F",[18,21,24,27],{"title":19,"slug":20},"South Sudan","en-ss",{"title":22,"slug":23},"Work in South Sudan","work-in-south-sudan",{"title":25,"slug":26},"Labour Law","labour-law",{"title":6,"slug":5},{"title":29,"description":9,"image":30,"canonical":31,"robots":32,"og_type":33,"twitter_card":34,"locale":20,"created_at":35,"last_modified_at":36},"Overtime Pay, Night Work Pay, Holiday pay - South Sudan","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fcompensation-and-working-time\u002F","index, follow","website","summary_large_image","2025-07-26T10:26:00.019932+02:00","2026-04-09T15:07:55.935724+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Compensation and Working Time\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-23\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Overtime Compensation\u003C\u002Fh2>\n          \u003Cp>The normal working hours are 8 hours a day and 40 hours a week. An employer can ask an employee to work beyond normal working hours, provided the employee's normal working hours, other than those engaged in shift work, do not exceed 9 hours in a day. In such a case, working hours need to be proportionately reduced on other days so that the total number of working hours in a week do not exceed 40 hours. The working hours of an employee engaged in shift work must not exceed 40 hours per week 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. \u003C\u002Fp>\n\u003Cp>On mutual consent, 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 the 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). \u003C\u002Fp>\n\u003Cp>However, overtime is not applicable where workers have been granted leave in lieu of overtime. \u003C\u002Fp>\n\u003Cp>Sources: §56 & 57 of the Labour Act, 2017; §28 of the Labour Regulations, 2023\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Night Work Compensation\u003C\u002Fh2>\n          \u003Cp>An employer who requires an employee to perform night work is to obtain a written agreement from the employee to perform such work and to take special measures to ensure the employee’s health, safety and security.\u003C\u002Fp>\n\u003Cp>Sources: §68 of the Labour Act, 2017\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Compensatory Holidays \u002F Rest Days\u003C\u002Fh2>\n          \u003Cp>There is no provision for compensatory leave to a worker engaged on a weekly rest day. However, the Labour Act requires either one day compensatory leave for a worker engaged on a public holiday or monetary compensation. \u003C\u002Fp>\n\u003Cp>Sources: §59 and 61 of the Labour Act, 2017\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Weekend \u002F Public Holiday Work Compensation\u003C\u002Fh2>\n          \u003Cp>All employees are entitled to paid leave on public holidays. An employee who works on a public holiday is entitled to two times (200%) the regular hourly rate for working on a public holiday or one day paid leave by way of compensation. Where a worker is engaged for working overtime on weekly rest day, the compensation is 200%\u002Ftwo times the regular hourly rate. \u003C\u002Fp>\n\u003Cp>Sources: §57 and 61 of Labour Act, 2017 \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Compensation\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Constitution of Sudan, 2019\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_workwages_URL_\n      \n          _ll_leave_URL_\n      \n          _SC_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: overtime pay and compensation for work at night or holidays in South Sudan – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-23\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Overtime Compensation\u003C\u002Fh2>\n\u003Cp>The normal working hours are 8 hours a day and 40 hours a week. An employer can ask an employee to work beyond normal working hours, provided the employee's normal working hours, other than those engaged in shift work, do not exceed 9 hours in a day. In such a case, working hours need to be proportionately reduced on other days so that the total number of working hours in a week do not exceed 40 hours. The working hours of an employee engaged in shift work must not exceed 40 hours per week 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. \u003C\u002Fp>\n\u003Cp>On mutual consent, 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 the 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). \u003C\u002Fp>\n\u003Cp>However, overtime is not applicable where workers have been granted leave in lieu of overtime. \u003C\u002Fp>\n\u003Cp>Sources: §56 & 57 of the Labour Act, 2017; §28 of the Labour Regulations, 2023\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Night Work Compensation\u003C\u002Fh2>\n\u003Cp>An employer who requires an employee to perform night work is to obtain a written agreement from the employee to perform such work and to take special measures to ensure the employee’s health, safety and security.\u003C\u002Fp>\n\u003Cp>Sources: §68 of the Labour Act, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Compensatory Holidays \u002F Rest Days\u003C\u002Fh2>\n\u003Cp>There is no provision for compensatory leave to a worker engaged on a weekly rest day. However, the Labour Act requires either one day compensatory leave for a worker engaged on a public holiday or monetary compensation. \u003C\u002Fp>\n\u003Cp>Sources: §59 and 61 of the Labour Act, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Weekend \u002F Public Holiday Work Compensation\u003C\u002Fh2>\n\u003Cp>All employees are entitled to paid leave on public holidays. An employee who works on a public holiday is entitled to two times (200%) the regular hourly rate for working on a public holiday or one day paid leave by way of compensation. Where a worker is engaged for working overtime on weekly rest day, the compensation is 200%\u002Ftwo times the regular hourly rate. \u003C\u002Fp>\n\u003Cp>Sources: §57 and 61 of Labour Act, 2017 \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Compensation\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Constitution of Sudan, 2019\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-southsudan'>Minimum Wages Regulations - South Sudan\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fannual-leave-and-holidays'>Labour Laws South Sudan: Annual Leave, Public Holidays\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ss\u002Fwork-in-south-sudan\u002Fsalary\u002Fcheck'>Salary Check\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":42,"link":43},"Contact Us",{"title":42,"url":44,"description":42,"rel":45,"type":46,"id":47},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54,"external":55},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[57],{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54,"external":55},true,[60,64,65,69,73,77,81,85,89,93,97,101,105,109,113,117,121,125,129],{"id":61,"short_title":7,"title":62,"url":63},286,"Work and Wages","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fwork-and-wages",{"id":4,"short_title":7,"title":6,"url":11},{"id":66,"short_title":7,"title":67,"url":68},288,"Annual Leave and Holidays","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":70,"short_title":7,"title":71,"url":72},289,"Contracts and Dismissals","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":74,"short_title":7,"title":75,"url":76},290,"Notice and Severance","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":78,"short_title":7,"title":79,"url":80},291,"Family Responsibilities","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffamily-responsibilities",{"id":82,"short_title":7,"title":83,"url":84},292,"Maternity and Work","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fmaternity-and-work",{"id":86,"short_title":7,"title":87,"url":88},293,"Job Protection","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":90,"short_title":7,"title":91,"url":92},294,"Breastfeeding","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":94,"short_title":7,"title":95,"url":96},295,"Health and Safety","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fhealth-and-safety",{"id":98,"short_title":7,"title":99,"url":100},296,"Sick Leave","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fsick-leave",{"id":102,"short_title":7,"title":103,"url":104},297,"Work Injury Benefits","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":106,"short_title":7,"title":107,"url":108},298,"Social Security","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fsocial-security",{"id":110,"short_title":7,"title":111,"url":112},299,"Unemployment Benefits","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":114,"short_title":7,"title":115,"url":116},300,"Fair Treatment","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffair-treatment",{"id":118,"short_title":7,"title":119,"url":120},301,"Sexual Harassment","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":122,"short_title":7,"title":123,"url":124},302,"Minors and Youth","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":126,"short_title":7,"title":127,"url":128},303,"Forced Labour","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":130,"short_title":7,"title":131,"url":132},304,"Trade Unions","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]