Hiring in Oman:
agreement, permit and Omanisation

01

Labour Law 2023

The law applies to employers and employees, except in relations with a special regime. By-laws specify permits, professions, WPS, remote work and procedures; therefore, the contract template is always checked against the current Ministry of Labor system.

02

Omanisation is part of the HR plan

The employer is required to hire Omani citizens; the minister sets indicators for sectors, activities and professions and can reserve individual roles. Before making an offer to a foreigner, CR activity, establishment size, current workforce and applicable indicator are checked.

Sector

Economic sector and activity code

Profession

Is the role acceptable for a foreigner?

Ratio

Current and required percentage of Omanisation

Plan

Hiring, training and replacing leadership roles

Evidence

Workforce records and implementation of approved plan

03

Foreign employee

An employer does not have the right to hire a foreigner without permission from the Ministry of Labor. The law links extradition to the lack of a suitable Omani candidate, compliance with Omanisation and an open profession. Work permit, labor registration and immigration status must match.

1. 01
   Role check

   Profession, quota and qualification.

2. 02
   Initial approval

   Employer application and permission.

3. 03
   Immigration

   Visa, medical and residence procedures.

4. 04
   Contract

   Registration of contract and payroll.

04

Employment contract

Parties

Correct legal entity and employee

Role

The profession coincides with the permit and real work

Pay

Basic salary, allowances, bonus and benefits

Place

Office, site, remote/hybrid and mobility

Term

Term, probation and renewal

Policies

Discipline, confidentiality, IP, data and expenses

05

Working hours, rest and vacation

The regime is determined by law, treaty and applicable decision. The company keeps records of working hours and vacations, and separately checks the Ramadan schedule, overtime, weekly rest, sick leave and special categories of employees.

06

Salary and Wage Protection System

The agreed amount, payroll file and bank transfer must match. WPS allows you to control the timeliness and completeness of payments; salary changes, unpaid leave, deduction or final settlement are documented.

07

Employer's internal rules

An employer with 50 or more employees is required to prepare a work regulation covering labor organization, rights, responsibilities, promotions, pay categories, allowances and performance assessment, and submit it for approval in the prescribed manner.

Core policies

Conduct, grievance, discipline and performance

Protected systems

Harassment, equality, H&S and whistleblowing

Information

Confidentiality, IP, privacy and cyber

Flexible work

Remote-work policy for current solutions

Managers

Training on evidence and fair procedure

08

Termination: grounds and procedure

First, the basis, notice, investigation, documents and payments are qualified. In case of mass or economic reduction, a special procedure is checked. Non-compete is permissible only under the terms of the law, must be limited to time, place and type of activity and cannot exceed two years.

09

Labor dispute

Ministry of Labor provides electronic registration of complaints and settlement procedures. Until the response, the contract, WPS/payroll, attendance, warnings, correspondence, performance records and final settlement are saved.

10

Employer compliance

1. 01

   Check Omanisation and permitted professions before offer.

2. 02

   Compare contract, permit, visa and actual role.

3. 03

   Configure WPS, attendance, leave and personnel files.

4. 04

   Approve policies and train managers in procedures.

5. 05

   Before termination, conduct legal and evidence review.