Oman Labour Law Basics: Contracts, Hours & Leave (53/2023)

Oman's Labour Law, issued by Royal Decree 53/2023 and in force since July 2023, sets the minimum rights of private-sector employees. In short: your contract must be in writing with an Arabic version, normal working hours are capped at 8 hours a day and 40 hours a week, you get at least two paid rest days a week and at least 30 days of paid annual leave, and there are defined rules on probation, notice, sick leave and family leave. This guide explains the basics in plain language; it is general information, not legal advice.

Who the Labour Law covers

The law applies to employers and workers in the private sector in Oman, both Omani and expatriate. It does not apply to people whose work is governed by special laws or systems, for example civil servants, and domestic workers are regulated separately. A key principle is that the law sets a minimum: any contract term that gives you less than the law is void, unless it is more favourable to you, and you cannot validly waive rights the law gives you.

Employment contracts

• In writing and in Arabic: the contract must be written in Arabic in two copies, one for each party. It can also be in another language, but an approved Arabic copy must be attached. If there is no written contract, the worker can prove their rights by any means.
• What it must contain: employer and workplace details, your details and occupation, the type of work, the contract period (if fixed), the basic wage and allowances, the pay date, and the notice period.
• Fixed or open-ended: a fixed-term contract may not exceed five years but can be renewed. It becomes open-ended in several cases, including when total periods exceed five years or when both sides continue working after it expires without a new written agreement.
• Documents: an employer may not keep your passport or personal documents without your written consent.

Probation and notice periods

Topic	Rule under Royal Decree 53/2023
Maximum probation	3 months for monthly-paid workers; 2 months for others. Only one probation per employer.
Ending during probation	Either side may end the contract with at least 7 days' notice.
Notice (open-ended contracts)	At least 30 days for monthly-paid workers, 15 days for others, unless the contract gives longer.
No notice given	The party ending the contract pays compensation equal to the notice period (or the remaining part).
Job search during notice	If the employer gives notice, you are allowed 10 paid hours a week to look for a new job.

Working hours, overtime and rest days

• Normal hours: up to 8 actual working hours a day and 40 a week, with at least one hour for rest and meals (not counted as working time). Continuous work should not exceed 6 hours.
• Ramadan: a maximum of 6 hours a day or 30 hours a week for Muslim workers.
• Overtime: total hours (normal plus overtime) may not exceed 12 a day, and overtime generally requires your consent. Overtime is paid at your basic hourly wage plus at least 25% for daytime hours and 50% for night hours, or compensated with time off.
• Rest days and holidays: work on a weekly rest day or official holiday is paid at an extra 100% of the daily basic wage plus the day's wage, or compensated with a day off for each day worked. Higher rates apply to certain emergency overtime the employer can require.
• Weekly rest: at least two consecutive paid rest days a week.
• Nursing mothers: one hour a day for childcare for one year after maternity leave, counted as working time.

Some seasonal jobs and sectors can follow different hour rules set by ministerial decision, so check your contract and company regulations.

Annual leave and public holidays

• At least 30 days of paid annual leave per year, on full (gross) wage.
• Leave can normally be taken after six months of service. Unused leave can be carried forward up to 30 days, unless you could not take it because of work needs.
• You must take leave of at least 30 days at least once every two years. The employer may postpone leave for up to six months if work requires it.
• If your service ends with leave remaining, you are entitled to be paid for the balance.
• Expatriate workers are entitled to a return ticket home for annual leave where this is agreed in the contract.
• You receive your full wage on official public holidays.

Sick leave, maternity and other special leave

Sick leave is up to 182 days a year, proven by a medical certificate, paid as a percentage of gross wage:

Days of sick leave	Pay
Day 1 to 21	100%
Day 22 to 35	75%
Day 36 to 70	50%
Day 71 to 182	35%

Under the separate Social Protection Law, sick-leave pay is moving to an insurance scheme run by the Social Protection Fund; Royal Decree 60/2025 set July 2026 as the start of that branch. Check with your HR department or the Fund how it applies to you.

Other paid leave on full wage includes:

• Maternity leave: 98 days, covering the period before and after birth (no more than 14 days before).
• Paternity leave: 7 days, to be used within the child's first 98 days.
• Marriage: 3 days.
• Bereavement: 3 days for a parent, grandparent or sibling; 2 days for an uncle or aunt; 10 days for a spouse or child. A Muslim widow is entitled to 130 days; a non-Muslim widow to 14 days.
• Hajj: 15 days once during your service, after one year of continuous service.
• Omani workers only: up to 15 days a year for exams, and up to 15 days a year to accompany a close relative who is ill.

Women may also request up to one year of unpaid childcare leave.

Wages, termination and resolving disputes

• Wages must be paid at least monthly for monthly-paid staff, into a bank account in Oman. On the end of employment, wages and dues must be paid immediately (within 7 days if the worker left unilaterally).
• Leaving without notice: you may leave and keep your rights, including end-of-service gratuity, in cases such as fraud by the employer, non-payment of wages for more than two consecutive months, or assault.
• Dismissal without notice or gratuity is allowed only for specific serious reasons listed in the law, such as forgery, long unexcused absence or a serious breach.
• Arbitrary dismissal (for example because of pregnancy, religion, disability or filing a complaint) can lead to compensation of 3 to 12 months' gross wage, in addition to other dues.
• Complaints: a dispute must first be filed with the Ministry of Labour for settlement before going to court. A dismissed worker should complain within 30 days, and claims generally expire one year after they become due. Workers' labour lawsuits are exempt from court fees.

End-of-service gratuity has its own rules and is changing under the Social Protection Law; see the Ministry of Labour and Social Protection Fund for the latest position. You can read the full law on decree.om and contact the Ministry of Labour for official guidance.

Key takeaways

• Your contract must be written, with an Arabic version, and cannot give you less than the law.
• Normal hours: 8 a day and 40 a week; 6 a day in Ramadan for Muslim workers; at least two rest days a week.
• Probation: maximum 3 months for monthly-paid staff; notice: at least 30 days.
• Leave: 30 days annual, up to 182 days sick, 98 days maternity, 7 days paternity.
• Your employer cannot keep your passport without your written consent.
• Take disputes to the Ministry of Labour first, and act within the time limits.
• Looking for an employer that follows the rules? Browse jobs in Oman and set up a free job alert.