New Labour Law in Oman for Expatriates 2026: Rules, Rights and Latest Updates

Oman’s labour laws determine how expatriates are hired, paid, protected at work, and released from employment. In 2026, foreign workers and employers need to understand the existing labor law under Royal Decree 53/2023 and newer regulations affecting work permits and recruitment. These changes matter when accepting a job offer, renewing work authorization, changing employers, or resolving an employment dispute.

The key point is that Oman has not replaced its entire labor law with a new law in 2026. Instead, the legal framework has developed through additional ministerial decisions. Some changes took effect in early 2026, while a new regulation governing the recruitment of non-Omani workers is scheduled to take effect in January 2027. 

This guide explains Oman labour law for expatriates, including employment visa rules, salaries, working hours, leave, termination, and the practical steps workers can take to protect their rights.

What Has Changed in Oman’s Labor Law in 2026?

Oman’s main private-sector employment legislation remains Royal Decree 53/2023, which came into force on 31 July 2023. It established the current framework for employment contracts, wages, working time, leave, termination and employer responsibilities.

Additional ministerial decisions have introduced changes to work authorisation and recruitment procedures. These developments are important, but they do not mean every expatriate employment right has changed in 2026.

Work permit and professional licensing changes

Oman regulates foreign employment through work authorisation requirements, including the relevant work permit and, where applicable, a licence to practise a particular occupation. The 2026 framework and its subsequent amendment make it important for employers to verify the authorisation required for each position.

An expatriate should check that the approved occupation corresponds to the work described in the employment contract. A job offer alone does not establish permission to undertake employment, and an immigration visa should not be treated as a substitute for the necessary work authorisation.

New recruitment rules taking effect in January 2027

Ministerial Decision 390/2026 introduced a framework regulating the recruitment of non-Omani workers, with implementation scheduled for 1 January 2027. It addresses recruitment arrangements and the responsibilities of recruitment offices and relevant parties.

For expatriates planning to move to Oman, the upcoming change is a reason to check recruitment arrangements carefully. Before paying recruitment-related charges or committing to a job, candidates should confirm the legitimacy of the recruitment office, the identity of the employer, and the terms of the proposed employment.

Oman Employment Visa Rules for Expatriates

Foreign nationals generally need an employer-sponsored work visa and the relevant labour authorisation to work legally in Oman. The Royal Oman Police administers immigration visas, while the Ministry of Labour oversees employment-related authorisations and regulations.

An expatriate should confirm that the employer has obtained the required approvals before travelling to Oman or starting work. A signed employment offer does not replace these permissions.

Work permits, employer sponsorship, and visa requirements

Under the standard work visa framework, the employer applies for the visa and assumes responsibility for the foreign worker’s sponsorship. The application must satisfy the applicable immigration and labour requirements.

The main requirements include:

• Valid passport: The Royal Oman Police’s published work visa requirements specify a passport valid for at least six months.
• Work authorisation: The employer must obtain the relevant labour permit unless an applicable exception applies.
• Matching occupation: The occupation on the visa application must correspond to the occupation specified in the labour permit.
• Medical documentation: Medical certificates and approvals apply to certain nationalities and occupations.
• Additional professional approvals: Regulated occupations, including certain medical, engineering, teaching and other professional roles, may require additional authorisation.

Matching the approved occupation to the actual job

Expatriates should compare the employment contract, work permit and visa details before accepting a position. A mismatch between the approved occupation and the actual job can create problems for both the employee and employer.

For example, an applicant recruited for an engineering position should confirm that the relevant professional approvals and occupation details are correct. An employer should not assume that permission to recruit a worker for one role automatically authorises employment in another.

Workers should request written clarification if the employer proposes a different job title, work location or role after the recruitment process. Any necessary amendments or approvals should be completed before the change takes effect.

Can expatriates change employers in Oman?

Changing employers involves more than signing a new employment contract. The incoming employer must satisfy the applicable recruitment and work authorisation requirements, and the worker must follow the procedures governing the existing employment relationship and immigration status.

Before resigning, an expatriate should confirm the notice requirements, outstanding salary, end-of-service entitlements and process for transferring or obtaining the necessary authorisation. The worker should also establish whether any restrictions apply to the proposed occupation or employer.

Do not assume that a new offer automatically transfers an existing visa or permits immediate employment. Confirm the current process with the Ministry of Labour and Royal Oman Police before starting work for the new employer.

What Rights Do Expatriate Workers Have in Oman?

Oman labor law for expatriates provides a framework for employment contracts, wage payments, working hours, rest periods, leave, workplace protections, and termination. The precise application of individual provisions depends on the worker’s employment category and any relevant statutory exceptions.

Understanding these rights helps expatriates identify problems early and gives employers a practical basis for managing employment fairly.

Employment contracts and probation periods

Employment terms should be documented in a written contract that identifies the parties, job, remuneration, and other required conditions. For non-Omani workers, the employment arrangement must comply with the applicable requirements for foreign employment and work authorization.

Before signing, check the following details:

• Job title, duties and place of work.
• Basic salary and allowances, including how and when wages are paid.
• Working hours, weekly rest days and overtime arrangements.
• Annual leave, other applicable leave and any contractual travel benefits.
• Probation terms, notice requirements and termination conditions.

Salary payments and wage protection

Employers must pay wages in accordance with the applicable legal requirements and employment contract. Oman also regulates wage payments and the documentation used to demonstrate that workers have received their entitlements.

Expatriates should check that the amount received matches the agreed salary and that deductions have a lawful basis. If an employer repeatedly delays payment or pays less than the contractual amount, the worker should keep records of the agreed remuneration, bank transfers, payslips and written communications.

Working hours, overtime and weekly rest

For workers covered by the ordinary provisions of the Labour Law, Article 70 sets the standard limit at eight actual working hours per day and 40 actual working hours per week. The statutory rest and meal period is separate from these working hours, and continuous work must not exceed the prescribed limit.

Annual leave, sick leave, and public holidays

Annual leave is an important part of expatriate worker rights in Oman. Under Article 78, workers are generally entitled to at least 30 days of annual leave with gross wage, subject to the statutory conditions. The law provides that annual leave is not taken before at least six months of service with the employer.

Sick leave is subject to the required medical evidence and the statutory wage scale. The general framework provides 100% of gross wage for days 1–21, 75% for days 22–35, 50% for days 36–70, and 35% for days 71–182.

Non-Omani workers also have a statutory provision concerning a return ticket to their home country for annual leave and return to work, according to the contractual arrangement. Workers should review their contracts for the applicable travel arrangements and confirm how the entitlement applies to their circumstances.

Workplace safety and protection against unlawful treatment

Employers have responsibilities relating to workplace safety, health precautions, and the protection of workers. These duties are particularly important in construction, manufacturing, logistics, and other jobs involving physical hazards.

The Labour Law establishes procedures for disciplinary action and provides remedies for unlawful dismissal. Employers must follow the applicable legal process rather than imposing arbitrary penalties or withholding earned wages without a lawful basis.

Termination, Resignation and End-of-Service Benefits

Leaving a job in Oman involves more than submitting a resignation letter or receiving a termination notice. The employment contract, applicable notice rules, reason for termination and outstanding entitlements all affect the final settlement.

Expatriates should understand these matters before signing a new contract, resigning or agreeing to an employer’s proposed exit arrangements.

Notice periods and lawful termination

The notice period depends on the applicable legal provisions and employment contract. Under the Labour Law, indefinite-term contracts are subject to statutory notice requirements, with the required period depending on the worker’s wage-payment category. Fixed-term contracts and other circumstances must be assessed under the rules that apply to them.

Before resigning, a worker should review the notice clause and provide written notice through a method that creates a record of delivery. Leaving without following the applicable requirements can lead to disputes over compensation or other contractual obligations.

When can an employee leave without the normal notice period?

The Labour Law recognises circumstances in which a worker can leave employment without observing the ordinary notice requirement while retaining the relevant statutory rights. These circumstances are governed by specific legal conditions rather than an unrestricted right to leave whenever a disagreement occurs.

An expatriate facing unpaid wages, serious workplace safety concerns or other potential breaches should document the problem and obtain guidance before taking action. The legal consequences depend on the circumstances, evidence and provisions that apply to the employment relationship.

Final wages, unused leave and end-of-service entitlements

When employment ends, the employer must settle the worker’s outstanding entitlements according to the Labour Law and any applicable contractual provisions. These can include unpaid wages, eligible unused annual leave, contractual benefits and end-of-service gratuity where applicable.

Article 91 establishes payment deadlines for employment-related dues, including a specific deadline where the worker resigns. The applicable deadline should be checked against the circumstances of the departure.

Article 61 provides for end-of-service gratuity for workers who do not benefit from the relevant provisions of Oman’s Social Protection Law, subject to its terms and the applicable transitional arrangements. Under that provision, the gratuity is generally calculated using the final basic wage and service period, with a minimum of one basic wage for each year of service.

Before signing a final settlement, check:

• Whether all salary payments and contractual allowances have been accounted for.
• Whether the unused annual leave balance has been calculated correctly.
• Whether the gratuity or applicable savings-system entitlement has been addressed.
• Whether notice pay, compensation, or other amounts are due.
• Whether the employer has returned the worker’s personal documents and provided the required employment certificate.

What Should Expatriates Do If an Employer Violates Their Rights?

A worker who believes an employer has breached Oman labour law should act promptly and preserve evidence. Waiting until the end of employment can make it harder to reconstruct salary payments, working hours or the circumstances of a dismissal.

The appropriate procedure depends on the complaint, but the following steps provide a practical starting point.

Gather the relevant documents; Keep the employment contract, work permit details, payslips, bank statements, attendance records, overtime schedules and written communications.

Record the issue clearly: Note the dates, amounts involved, people contacted and responses received. For unpaid salary, calculate the outstanding amount against the contract and payment records.

Raise the matter in writing where appropriate: A written request to the employer creates a record of the complaint and gives the employer an opportunity to respond. This step does not replace any mandatory legal procedure or deadline.

Contact the Ministry of Labour: Use the Ministry’s current complaint channels to ask about the appropriate process for employment disputes. A complaint may proceed through the legally prescribed settlement and adjudication procedures.

Act within the applicable deadlines: The Labour Law establishes time limits for employment claims and complaints concerning dismissal. Article 10, for example, provides a 30-day period for a worker dismissed from employment to submit a complaint to the competent entity. 

What Expatriates Should Check Before Accepting a Job in Oman

A job offer can appear attractive because of the salary, accommodation or benefits, but the written terms and legal authorisations determine whether the arrangement matches what the employer has promised.

Before travelling to Oman or resigning from an existing job, use this checklist.

• Employer verification: Confirm the employer’s legal identity and contact details.
• Employment contract: Obtain the written terms and check that they match the offer.
• Salary breakdown: Confirm the basic wage, allowances, payment dates, and any permitted deductions.
• Work permit and visa: Establish which approvals are required and who is responsible for obtaining them.
• Job title and duties: Ensure the approved occupation matches the actual position.
• Working arrangements: Review working hours, rest days, overtime, and leave.
• Accommodation and travel: Confirm whether these benefits are provided, their conditions, and any related contractual commitments.
• Termination conditions: Understand probation, notice periods, final settlement, and applicable end-of-service arrangements.
• Recruitment costs: Request a written breakdown of any charges and verify their legality before paying.
• Document retention: Keep copies of the offer, contract, passport details, authorisations and correspondence in a secure location..

Understand Your Rights Under Oman’s Labour Law in 2026 

The new labor law in Oman 2026 combines the protections established by Royal Decree 53/2023 with additional rules governing work authorization and recruitment. The key is to distinguish provisions already in force from changes scheduled for a later date, particularly the recruitment framework due to take effect in January 2027.

For expatriates, the practical priorities are to verify the employer and job authorisation, understand the written contract, keep records of salary and working hours, and check termination and final-settlement terms before making employment decisions. Employers, meanwhile, need to maintain compliant recruitment procedures and ensure that contracts and workplace practices reflect the applicable law.

Finsoul Network Oman helps businesses identify relevant compliance considerations as they review their operations and workforce processes. 

FAQs

1. Is there a new labour law in Oman for expatriates in 2026?

Oman’s main Labour Law remains Royal Decree 53/2023. Changes to work authorisation took effect in early 2026, while a separate recruitment regulation issued in October 2026 is scheduled to take effect on 1 January 2027. 

2. Can an expatriate work in Oman without a work permit?

An expatriate generally needs the relevant labour authorisation and employer-sponsored work visa before undertaking employment. Exceptions depend on the applicable legal framework. A tourist or visit visa should not be treated as permission to work.

3. Can an expatriate change employers in Oman?

An expatriate can change employers when the applicable employment, recruitment and immigration requirements are satisfied. The worker should confirm the required procedures, notice obligations, and new work authorisation before starting employment with another company.

4. What are the normal working-hour limits under Oman labour law?

For workers covered by the ordinary provisions, the Labour Law generally limits actual working time to eight hours per day and 40 hours per week. Overtime, Ramadan working hours, weekly rest and sector-specific exceptions are governed by additional statutory provisions.

5. What happens to an expatriate’s benefits after resignation or dismissal?

The worker’s final entitlements depend on the contract, applicable law and circumstances of departure. They can include outstanding wages, eligible unused annual leave, notice-related payments and end-of-service benefits where applicable.