Oman (OM)
Oman is one of the most welcoming and stable expat destinations in the Middle East, offering a unique blend of ancient Arabian heritage, dramatic natural landscapes, and a rapidly modernising economy.
Employment Rights
Sick leave, dismissal protection and red flags in Oman.
Employment in Oman is governed by the Oman Labour Law (Royal Decree 35/2003, as amended most recently by Royal Decree 53/2023 on Wage Protection and subsequent amendments). The law applies to all private sector employees including expatriates. Government/civil service employees are governed by separate civil service law. Key features: mandatory End of Service Gratuity (ESG), 30-day annual leave, kafala system (employer sponsorship), and mandatory Wage Protection System (WPS). Ministry of Labour (MoL) enforces labour law and operates a free conciliation service for disputes. Note: the kafala sponsor system remains in force — changing employers within the first 2 years generally requires a No Objection Certificate (NOC) from the current employer, unless the employee completes the contract or the employer terminates.
Sick leave
Rules: 10 days full pay, 20 days half pay, 30 days no pay per year (Article 39, Oman Labour Law). Sick days run consecutively or cumulatively per year. After exhausting entitlement, employer may terminate. Long-term illness: additional 6 months full pay for certain diseases (as determined by MoH medical committee).
Doctor note: From day 1 of absence — medical certificate from licensed physician required for sick leave. Many employers require certificate from approved/company-designated clinic.
Employer pay: 10 days: 100% of full salary. Days 11–30: 50% basic salary. Days 31–60: no pay. After 60 days: employer may terminate with ESG payment (if >1 year served).
Long-term: No government sickness benefit for expats (PASI/social insurance expat-exempt). Rely on employer sick pay provisions + any income protection insurance. If terminated due to illness after 1 year, entitled to full ESG.
Dismissal protection
Law: Oman Labour Law Article 40: employer may terminate with 30-day notice for legitimate reasons including redundancy, performance, or misconduct. Arbitrary dismissal (without cause): employee entitled to compensation. Misconduct dismissal (without notice): employer must prove case at MoL. Summary dismissal allowed for serious offences (violence, fraud, 7-day absence without cause).
Deadline to sue: Labour dispute must be filed at Ministry of Labour within 1 year of incident. Initial conciliation at MoL Conciliation Committee — free of charge. If unresolved: referred to Primary Court (Labour Court). Immediate action: within 30 days of receiving termination notice for unfair dismissal claim.
Probation
Maximum 3 months (Article 41). During probation: either party may terminate with 7 days written notice (or immediately with basic pay in lieu). If employer terminates after probation and before 1-year mark: no ESG owed. After completing 1 full year: ESG entitlement begins.
Notice periods
30 days (monthly-paid staff). 7 days during probation. Employer may pay basic salary in lieu of notice. Employee serving notice: entitled to 1 paid day/week for job searching.
Working time
Max hours: 9 hours/day or 45 hours/week for general workers. Ramadan: 6 hours/day or 30 hours/week for Muslim employees. No more than 5 consecutive hours without 30-minute break.
Min rest: 11 consecutive hours daily rest. 24-hour weekly rest (Friday typically for government; flexible for private sector). 30-minute break for shifts > 5 hours.
Overtime: Overtime: minimum 25% premium for weekday overtime. 50% premium for overtime on weekly rest day (Friday). 100% for overtime on public holidays. Maximum 12 hours overtime per week. Employer and employee must agree in writing for regular overtime.
Vacation
30 calendar days per year after completing 6 months of service. Proportional in first year after 6 months. Can be taken in one block or split by mutual agreement. Carry-over: maximum 60 days can be accumulated. Unused leave paid out on termination. Air ticket allowance: many employers provide annual return flights to home country — not legally required but common in expat packages. Hajj leave: 20 days (once in employment) for Muslim employees.
Anti-discrimination
Oman Labour Law prohibits discrimination in employment based on race, colour, sex, religion, or nationality in theory. In practice, enforcement is limited. Omanisation (Tanfeedh) policy requires minimum % Omani staff in most sectors — this is legitimate positive discrimination for Omani nationals. Expats may experience de facto nationality-based differentiation in packages (Western expats often receive higher packages). No formal anti-discrimination tribunal — complaints via MoL labour court.
Contract red flags
- !Contract written only in Arabic without your understanding (you are legally bound by the Arabic version — get certified translation before signing)
- !No specified salary or "salary to be confirmed" — document everything
- !"Salary includes all benefits" clauses that bundle housing/transport allowances without itemising — important for ESG calculation (ESG based on BASIC salary only)
- !Probation period exceeding 3 months (illegal under Oman Labour Law)
- !Contract requiring you to pay your own visa/work permit fees (employer's legal responsibility)
- !Mandatory bank guarantee or deposit "in case of absconding" — illegal practice
- !No End of Service Gratuity provision for contracts > 1 year (legally required)
- !Notice period less than stated in Labour Law without corresponding compensation clause
- !Non-compete clause without explicit scope, duration, and compensation (largely unenforceable but worth negotiating)
- !Contract that restricts you from seeking another job after leaving without specifying lawful conditions
- !No mention of End of Service Gratuity rate — under Oman Labour Law Art. 61 (RD 53/2023): 1 month's basic salary per year of service for first 3 years, 1.5 months per year for 3–5 years, and 2 months per year thereafter; ESG is calculated on basic salary only — not allowances
Employment Rights
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