Working in Oman: contracts, hours, leave and your rights under the 2023 Labour Law

Oman's private sector is governed by the Labour Law issued by Royal Decree 53/2023, which replaced the 2003 law and modernised many rules on leave, termination and flexible work. If you are moving to Oman for a job, or hiring staff for a business there, these are the rules that matter.

Contracts and probation

Every employment contract must be in writing, in Arabic (a bilingual version is common), and registered with the Ministry of Labour. It sets the salary, job title, place of work and duration. Probation can last up to six months, and either party can end the contract during probation with notice. Non-compete clauses are allowed for up to two years after you leave, but only if they are reasonable in scope.

Working hours and Ramadan

• The standard maximum is 9 hours a day and 45 hours a week, with at least one paid weekly rest day (in practice Friday and Saturday off in many companies).
• During Ramadan, working hours for Muslim employees are reduced, typically to six hours a day.
• Overtime must be paid at a premium on top of the basic hourly wage, higher at night and on rest days and holidays.
• Remote work is formally allowed under Ministerial Decision 523/2025, provided the contract sets the hours, tools, performance measures and confidentiality.

Leave

• Annual leave: 30 days of paid leave a year once you have completed six months of service; up to 30 days can be carried into the next year.
• Sick leave: paid sick leave of up to 182 days in a year, at a rate that decreases the longer it lasts, with a medical certificate.
• Maternity leave: 98 days, plus up to a year of unpaid childcare leave on request.
• Paternity leave: 7 days.
• Other leave: marriage, bereavement, Hajj once during employment, exams and accompanying a sick relative.
• Public holidays: the Islamic holidays (Eid al-Fitr, Eid al-Adha, Hijri New Year, the Prophet's Birthday, Isra and Mi'raj) and National Day in November.

Salary and payment

Wages are paid through the Wage Protection System, which requires transfer to your bank account within seven days of the due date. There is a minimum wage for Omani nationals (OMR 325 a month in the private sector), but none for expatriates, so the offer you negotiate is what you get. Omani employees also receive an annual increment. See our income guide for typical salaries by sector.

End of service and social protection

Expatriates have traditionally received an end-of-service gratuity based on their basic salary and years of service. Under the Social Protection Law the gratuity is being replaced by a savings scheme funded through monthly contributions (9% of salary), introduced in stages. Until it applies to your contract, the gratuity rules continue. Unfair dismissal can be compensated up to 12 months' gross salary.

Omanisation and work permits

Oman requires companies to employ Omanis in set proportions by sector, and more than 200 professions are reserved for citizens (Ministerial Decision 235/2022 and later updates), including many administrative, HR and driving roles. For foreigners, the employer applies for a work permit from the Ministry of Labour, with fees from about OMR 140 to OMR 2,000 depending on the job and the company's Omanisation level; small businesses can pay less in their first years. Wholly foreign-owned companies must hire at least one Omani within their first year.

Living with a work visa

A work visa is usually valid for two years and lets you sponsor your family if you meet the salary threshold. Part-time work is reserved for Omanis, so a resident on a property or family permit generally cannot simply take a job without a work permit. If you own a home in Oman, the owner residence permit gives you residence independent of your employer, which is valuable if you change jobs.

How R2LUX helps

Many of our clients are professionals relocating to Muscat for work who prefer to buy rather than rent. We help them pick communities near business districts and schools; three current options are below.