MUSCAT – The new regulation, which comes into force the day after its publication in the Official Gazette, aims to safeguard workers’ rights, improve working conditions, and align employment practices with Oman’s Labour Law (Royal Decree No. 53/2023) and broader social and economic goals.

The decision replaces Ministerial Decision No. 189/2004 and cancels specific outdated forms related to the recruitment of non-Omani workers. Employers and workers have been granted a three-month period to regularize their status in accordance with the new regulation.

The regulation applies to a wide range of domestic and similar roles, including household workers, nannies, private drivers, gardeners, agricultural workers, residential building guard, home nurses, cooks, and animal care workers such as camel and livestock breeders.

The rights stipulated in these regulations are considered the minimum rights of the worker. Any condition or agreement that violates the provisions of these regulations, or if it includes a reduction or exemption from the worker’s stipulated rights, shall be null and void. The employment contract may include better conditions for the worker.

Some of the core provisions include:
• The regulation sets minimum standards for wages, rest periods, sick leave, and annual leave. Employment contracts must be written in Arabic (or include an Arabic version), and workers are entitled to at least 21 days of annual leave, weekly rest, and sick leave up to 30 days per year.
• The regulation strictly prohibits forced labour, harassment, and confiscation of personal documents. Employers are banned from employing underage workers (below 21), charging recruitment fees to workers, or employing them outside their licensed profession.
• Employers must provide appropriate housing, food, transportation, and health insurance, and are responsible for keeping a detailed worker file for at least one year after employment ends.
• The regulation outlines procedures for ending employment, including payment of end-of-service gratuity and repatriation costs under specified conditions. Workers may terminate contracts without notice if subjected to abuse, fraud, or wage delays.
• Workers are exempt from legal fees in disputes and may be represented by recruitment offices in claims. Violators may face administrative fines ranging from RO 50 to RO 500, multiplied by the number of affected workers.
The regulation also mandates electronic registration of employment contracts through the Ministry’s platform and defines strict rules regarding probation periods, working hours (maximum 12 per day), and wage payment timelines.

This new framework reflects Oman’s commitment to improving labour standards and protecting the rights of vulnerable workers, in alignment with international labour practices and national reforms. It marks a significant step forward in formalizing the domestic labour sector and ensuring equitable treatment for all parties involved.

For employers and recruitment offices, the Ministry urges immediate review of current practices to ensure full compliance within the stipulated grace period.