[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fmaternity-and-work":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},292,"maternity-and-work","Maternity and Work",null,"","Discover maternity leave rights and protections under labour laws in South Sudan. Learn about paid leave, job security, and employer obligations. Read more","Labour Laws South Sudan: Maternity at Work","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fmaternity-and-work","labourlaw.labourlawpage","en_SS","2025-07-26T08:26:01.049745+00:00","2026-04-09T13:22:02.940314+00:00","\u002Fcms\u002Fpages\u002F292\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},"Maternity Leave, Pregnancy and 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\u002Fmaternity-and-work\u002F","index, follow","website","summary_large_image","2025-07-26T10:26:01.049745+02:00","2026-04-09T15:22:03.255910+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Maternity and Work\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>Maternity Leave\u003C\u002Fh2>\n          \u003Cp>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 maternity leave immediately following childbirth. The worker must give her employer at least a 14-day notice.\u003C\u002Fp>\n\u003Cp>A period of maternity leave taken before the anticipated date of childbirth is extended by the time between the anticipated and actual date of childbirth, and the period of compulsory maternity leave following childbirth cannot be reduced for this reason. An employee who has a miscarriage or a stillborn child is entitled to a six-week leave afterwards.\u003C\u002Fp>\n\u003Cp>Sources: §64 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>Income\u003C\u002Fh2>\n          \u003Cp>The maternity leave for 90 days is granted with full pay. The payment is employer liability. \u003C\u002Fp>\n\u003Cp>Sources: §64 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>Pregnancy Testing \u002F Inquiry in Recruitment\u003C\u002Fh2>\n          \u003Cp>According to the Labour Act, even when medical exams are required for certain hazardous\u002Fnight work, an employer may not require a pregnancy test or certificate when a woman applies for employment, except where the work is prohibited or restricted for pregnant women by law or there is a recognised significant risk to the health of the pregnant woman.\nThe 2017 law also expressly forbids HIV screening for applicants or employees.\u003C\u002Fp>\n\u003Cp>Section 6 of the Labour Act forbids discrimination based on pregnancy or childbirth in any “work policy or practice”, including recruitment.\u003C\u002Fp>\n\u003Cp>Section 14 of the Labour Act prohibits employers or private employment agencies from collecting personal data that is irrelevant to the inherent requirements of the position, during recruitment, employment or after termination. “Personal data” expressly includes state of health, sex lives, family lives, personal relationships, and religious\u002Fpolitical convictions.\u003C\u002Fp>\n\u003Cp>Sources: §5, 6, 14, and 116 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>Free Medical Care\u003C\u002Fh2>\n          \u003Cp>The South Sudanese Constitution requires that the state shall provide maternity and child care and medical care for pregnant and lactating women. However, no statutory provisions\u002Flaws have been enacted to provide these services.\u003C\u002Fp>\n\u003Cp>Source: §16.4.c of the Constitution of South Sudan, 2011\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_jobprotection_URL_\n      \n          _ll_breastfeeding_URL_\n      \n          _ll_family_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_employmentsecurity_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: maternity leave and pay in South Sudan – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-23\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Maternity Leave\u003C\u002Fh2>\n\u003Cp>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 maternity leave immediately following childbirth. The worker must give her employer at least a 14-day notice.\u003C\u002Fp>\n\u003Cp>A period of maternity leave taken before the anticipated date of childbirth is extended by the time between the anticipated and actual date of childbirth, and the period of compulsory maternity leave following childbirth cannot be reduced for this reason. An employee who has a miscarriage or a stillborn child is entitled to a six-week leave afterwards.\u003C\u002Fp>\n\u003Cp>Sources: §64 of the Labour Act, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Income\u003C\u002Fh2>\n\u003Cp>The maternity leave for 90 days is granted with full pay. The payment is employer liability. \u003C\u002Fp>\n\u003Cp>Sources: §64 of the Labour Act, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Pregnancy Testing \u002F Inquiry in Recruitment\u003C\u002Fh2>\n\u003Cp>According to the Labour Act, even when medical exams are required for certain hazardous\u002Fnight work, an employer may not require a pregnancy test or certificate when a woman applies for employment, except where the work is prohibited or restricted for pregnant women by law or there is a recognised significant risk to the health of the pregnant woman.\nThe 2017 law also expressly forbids HIV screening for applicants or employees.\u003C\u002Fp>\n\u003Cp>Section 6 of the Labour Act forbids discrimination based on pregnancy or childbirth in any “work policy or practice”, including recruitment.\u003C\u002Fp>\n\u003Cp>Section 14 of the Labour Act prohibits employers or private employment agencies from collecting personal data that is irrelevant to the inherent requirements of the position, during recruitment, employment or after termination. “Personal data” expressly includes state of health, sex lives, family lives, personal relationships, and religious\u002Fpolitical convictions.\u003C\u002Fp>\n\u003Cp>Sources: §5, 6, 14, and 116 of the Labour Act, 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Free Medical Care\u003C\u002Fh2>\n\u003Cp>The South Sudanese Constitution requires that the state shall provide maternity and child care and medical care for pregnant and lactating women. However, no statutory provisions\u002Flaws have been enacted to provide these services.\u003C\u002Fp>\n\u003Cp>Source: §16.4.c of the Constitution of South Sudan, 2011\u003C\u002Fp>\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\u002Fjob-protection'>Labour Laws South Sudan: Women's Job Protection\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding'>Labour Laws South Sudan: Breastfeeding\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffamily-responsibilities'>Labour Laws South Sudan: Family Responsibilities\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\u002Fcontracts-and-dismissals'>Labour Laws South Sudan: Contracts and Dismissals\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,[60,64,68,72,76,80,84,85,89,93,97,101,105,109,113,117,121,125,129],{"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":81,"short_title":7,"title":82,"url":83},291,"Family Responsibilities","\u002Fen-ss\u002Fwork-in-south-sudan\u002Flabour-law\u002Ffamily-responsibilities",{"id":4,"short_title":7,"title":6,"url":11},{"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>"]