[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffamily-responsibilities":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},291,"family-responsibilities","Family Responsibilities",null,"","Learn about South Sudan’s labour laws on family responsibilities, including paternity and parental leave. Know your rights and protections.","Labour Laws South Sudan: Family Responsibilities","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffamily-responsibilities","labourlaw.labourlawpage","en_SS","2025-07-26T08:26:00.879962+00:00","2026-04-09T13:18:41.255366+00:00","\u002Fcms\u002Fpages\u002F291\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},"Paternity Leave, Family Leave - 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\u002Ffamily-responsibilities\u002F","index, follow","website","summary_large_image","2025-07-26T10:26:00.879962+02:00","2026-04-09T15:18:41.372849+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Family Responsibilities\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>Paternity Leave\u003C\u002Fh2>\n          \u003Cp>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. On completion of paternity leave, the worker has the right to return to the position that he held immediately before taking leave. \u003C\u002Fp>\n\u003Cp>Sources: §65 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>Parental Leave\u003C\u002Fh2>\n          \u003Cp>There is no provision in the law on paid or unpaid parental leave.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Flexible Work Option for Parents \u002F Work-Life Balance\u003C\u002Fh2>\n          \u003Cp>There is no option in the law on flexible work options or part-time work for parents during the early years of their children.\u003C\u002Fp>\n\u003Cp>An employee who is employed to work for more than 4 days a week and has been in continuous service for the employer for at least three months is entitled to fully paid annual compassionate leave of 3 days. An employee can take compassionate leave due to illness\u002Finjury of a child or spouse, or because of the death of a family member of the employee.\u003C\u002Fp>\n\u003Cp>Sources: §66 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>Special Leaves\u003C\u002Fh2>\n          \u003Cp>An employee is entitled to up to 3 days of fully paid compassionate leave per year after 3 months of service (working at least 4 days a week).  These leaves are provided in case of illness or injury of the employee’s child or spouse, or death of a family member of the employee. Unused compassionate leave does not carry over to the following year.\nTrade Union members are also entitled to paid leave to attend union-sponsored training, workshops, seminars, or events, whether organised by the union or outside groups. A list of its officials is provided to the employer in advance by the union.\u003C\u002Fp>\n\u003Cp>An employee is also entitled to unpaid leave for reasons like attending religious or cultural events, caring for a seriously ill or injured family member who relies on them, studying for work-related purposes, or joining a spouse who must move abroad for work. The employer should not unfairly deny this leave, and can set its terms.\u003C\u002Fp>\n\u003Cp>Sources: §62, 66 & 67 of the 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 Family Responsibilities\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_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_leave_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 on paternity leave and\u002For family leave in South Sudan – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-23\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Paternity Leave\u003C\u002Fh2>\n\u003Cp>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. On completion of paternity leave, the worker has the right to return to the position that he held immediately before taking leave. \u003C\u002Fp>\n\u003Cp>Sources: §65 of the Labour Act, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Parental Leave\u003C\u002Fh2>\n\u003Cp>There is no provision in the law on paid or unpaid parental leave.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Flexible Work Option for Parents \u002F Work-Life Balance\u003C\u002Fh2>\n\u003Cp>There is no option in the law on flexible work options or part-time work for parents during the early years of their children.\u003C\u002Fp>\n\u003Cp>An employee who is employed to work for more than 4 days a week and has been in continuous service for the employer for at least three months is entitled to fully paid annual compassionate leave of 3 days. An employee can take compassionate leave due to illness\u002Finjury of a child or spouse, or because of the death of a family member of the employee.\u003C\u002Fp>\n\u003Cp>Sources: §66 of the Labour Act, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Special Leaves\u003C\u002Fh2>\n\u003Cp>An employee is entitled to up to 3 days of fully paid compassionate leave per year after 3 months of service (working at least 4 days a week).  These leaves are provided in case of illness or injury of the employee’s child or spouse, or death of a family member of the employee. Unused compassionate leave does not carry over to the following year.\nTrade Union members are also entitled to paid leave to attend union-sponsored training, workshops, seminars, or events, whether organised by the union or outside groups. A list of its officials is provided to the employer in advance by the union.\u003C\u002Fp>\n\u003Cp>An employee is also entitled to unpaid leave for reasons like attending religious or cultural events, caring for a seriously ill or injured family member who relies on them, studying for work-related purposes, or joining a spouse who must move abroad for work. The employer should not unfairly deny this leave, and can set its terms.\u003C\u002Fp>\n\u003Cp>Sources: §62, 66 & 67 of the Labour Act, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Family Responsibilities\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='\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fmaternity-and-work'>Labour Laws South Sudan: Maternity at Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fsick-leave'>Labour Laws South Sudan: Sick Leave\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          \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,[60,64,68,72,76,80,81,85,89,93,97,101,105,109,113,117,121,125,129],{"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":65,"short_title":7,"title":66,"url":67},287,"Compensation and Working Time","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fcompensation-and-working-time",{"id":69,"short_title":7,"title":70,"url":71},288,"Annual Leave and Holidays","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":73,"short_title":7,"title":74,"url":75},289,"Contracts and Dismissals","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":77,"short_title":7,"title":78,"url":79},290,"Notice and Severance","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":4,"short_title":7,"title":6,"url":11},{"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>"]