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The Employment Rights Law in South Sudan is a part of the country's evolving legal system that seeks to protect the rights of workers and fosters a fair and equitable workplace. South Sudan's Labor Act 2017 is the primary law regulating employment in the country. This law lays out the duties and rights of employees, rights and responsibilities of employers, and other aspects pertinent to the contractual obligations between employers and employees.
Engaging the services of a lawyer may become necessary if you feel your rights as an employee have been impeded or violated. Common situations where legal help might be required includes wrongful termination, on-the-job discrimination, wage and hour disputes, workplace safety concerns, and disputes regarding benefits and pensions. A professional legal counsel can help you navigate these complex situations, safeguard your rights, and ensure you are treated fairly under the laws.
The Labor Act 2017 holds sway in matters concerning Employment Rights in South Sudan. This law delineates the terms and conditions for employment, stipulating wages, overtime, work hours and leaves. The act also covers job security, detailing valid reasons for termination of employment or suspension. It includes provisions for the wellbeing of the employee by mandating the employers to provide safe and healthy work environments and restricts child labor and forced labor. Discrimination on any grounds is strictly prohibited. Lastly, it outlines conflict resolution avenues, including the role of labor courts and arbitration.
Wages in South Sudan are determined by agreement between the employer and the employee, but they cannot be less than the minimum wage set by the Ministry of Labour, Public Service and Human Resource Development.
The standard workweek in South Sudan consists of 40 hours, spread over no more than six days per week.
If you are terminated from your job, the employer must provide you with a valid reason for termination as per the Labor Act. Additionally, you must be paid all your due salary and any benefits in accordance with your contract.
As per the Labor Act, an employee is entitled to annual leave of not less than 30 days, after a full year of continuous service.
No, you cannot be forced to work overtime. Though, if agreed upon in your contract, you may be required to, but usually with enhanced pay rates.
The Labor Act prohibits any form of discrimination at the workplace based on factors such as ethnicity, sex, religion, political views, etc.
No, unless specified otherwise in your contract. But an exception may apply in cases of offense against the employer as mentioned in the Labor Act.
If your labor rights are violated, you can report the matter to the Ministry of Labour, Public Service, and Human Resource Development, or take the matter before a labor court.
Yes, a pregnant woman who has been in continuous service for six months is entitled to 90 days maternity leave, with full pay.
Yes, employers are required to provide rest periods of at least one hour during six hours of continuous work.
The Ministry of Labour, Public Service and Human Resource Development is responsible for labor issues, and can provide valuable resources regarding Employment Rights. The South Sudan Law Society (SSLS), a civil society organization, undertakes legal representation and provides helpful resources concerning labor laws and workers' rights.
If you need legal assistance relating to Employment Rights, reach out to a lawyer specialized in labor law. Document all issues suspected to violate your employment rights. If comfortable and safe, bring these issues forward to your employer for resolution before seeking legal recourse. If resolution is not achieved, contact the Ministry of Labour, Public Service and Human Resource Development, and consult a lawyer or a worker's rights organization to discuss available courses of action.
