Ministry of Labour Oman Everything you need to know
The Ministry of Labor in Oman and Manpower had its foundation by Royal Decree No. (108/2001), which was issued on 20/Sha’ban 1422 AH (6/11/2001). The Ministry of labor in Oman sets and executes general manpower strategies that are consistent with the State’s economic and social goals.
In this article, we will explain everything about Oman’s ministry of labor. The Sultanate of Oman is the second-largest state in the GCC. Therefore, it has more natural resources than most other Gulf countries. Oman is a leader in the Arabian Peninsula’s foreign commerce, and the private sector is driving the country’s continued development. Oman has a population of about 3 million people, with ex-pats accounting for around one-third of the workforce.
- Discover everything about the Labour Law in Oman
- Know the Ministry of Manpower in Oman
- File Labor Grievances
- Oman Employment Law: Brief Facts
- Important information about working in Oman
- Why you should choose EOR Middle East?
1. Discover everything about the Labour Law in Oman
Except for domestic servants, the Labour Law governs the employment of all workers in the private sector. Employment contracts in Oman, salaries, overtime pay, leave, work hours, industrial safety, labor disputes, and the employment of Omani and foreign nationals are all governed by it.
The requests necessary of this law do not apply to:
- Members of the armed forces and public security organizations, as well as workers of state administration and other government agencies.
- Members of the employer’s family who are reliant on the employee.
- Domestic servants who work within or outside the home, such as a driver, maids, or chefs, as well as others with comparable employment.
The following are examples of Ministerial prerogatives:
- Preparation of draft laws and systems governing the Sultanate’s labor market and vocational training sector, as well as the issuance of regulations and decisions to implement the same, as well as protection of the national labor force and utilization of all potentials that aid in the development of this national labor force.
- Developing an integrated labor market information system and drafting the national labor force register with the goal of strengthening the country’s human resources and assuring their optimal usage.
- Implementing, following up on, and monitoring the execution of Oman labor laws and regulations, as well as providing labor care in collaboration with the appropriate authorities.
- Offering vocational and technical training, as well as growing and extending it in response to labor market demands.
- Creating training courses based on recognized vocational requirements and levels, issuing credentials, fostering on-the-job training, and following up with graduates to ensure they take advantage of available work possibilities.
- Helping national efforts to provide vocational advice programs, raise knowledge of work principles, and encourage the spirit of individual initiative among citizens.
- Implementing and monitoring all programs relevant to the employment of the national workforce. As well as evaluating its success in collaboration with the appropriate authorities.
- Plans for developing labor practices, improving employee performance, and developing human resources within the ministry of labor in Oman are being in evolution for the last few years.
- Representing the Sultanate at local, regional, and worldwide labor-related conferences, seminars, and meetings.
- Examining the needs of expatriates in the private sector, creating outsourcing legislation, and providing relevant permits in compliance with current regulations and decisions.
- Offering vocational training and technical education, as well as establishing and extending appropriate programs based on labor market demands.
- Working together to control the labor market and improve the ratio of the national workforce in the private sector through integrated legislations, laws, and distinguished services, all within a transparent and flexible framework.
2. Know the Ministry of Manpower in Oman
This program allows Omani and non-Omani workers to file labor-related complaints against their employers. The system handles complaints based on their classification.
As a result, sessions are designated for categories that require a hearing session, such as salary certificate complaints, and text messages and e-mails are sent to the complainant and defendant inviting them to attend the session. In contrast, for complaints that do not require a hearing session, the request will be directed straight to the responsible department for processing and action.
The regulations and working conditions for these categories will be issued by the Ministry of Manpower (MOM) by their decision.
The employer of record may construct employee-beneficial schemes, grant additional benefits, or engage in agreements with conditions that are more favorable than those provided for in this legislation. If a condition in this law conflicts with any of the conditions in such schemes or agreements, the one that is more favorable to the employee takes precedence.
Expatriate employees are also subject to Sultani Decree 16/1995’s Law of Expatriates Residence, as well as the Royal Oman Police’s laws and judgments on employment visas and residency permits.
3. File Labor Grievances
- Who may make a request for this service?
- What papers are required for processing?
It is determined by the nature of the complaint and the availability of any documentation supporting the allegation.
- How the service is delivered?
The internet service Call Center Sanad Businesses Portal – Manpower Website.
- How much time will it take?
The submission takes only a few minutes. Also, the request processing time has its determination by the number of complaints within that time period.
4. Oman Employment Law: Brief Facts
- A standard-format written employment contract between the employer and employee is required by the labor law in Oman; if it is not in Arabic, a translation must be provided.
- An employment contract is an agreement between an employer and an employee in which the latter agrees to work for, and under the direction and supervision of, the former in exchange for a wage.
- Some provisions must be in the employment contract. Employers often utilize a basic Ministry of labor in Oman and Manpower employment contract for Omani employees and a more thorough employment contract for expatriate personnel.
- An employer in Oman must acquire a labor clearance from the MOM before recruiting ex-pat personnel from other countries.
- Private sectors must meet omanisation objectives for role employment.
- The Omani minimum wage is established at RO 325, which is the minimum required salary for Omani job applicants.
- The maximum work hours are nine hours per day or 45 hours per week, with a half-hour break every day and two rest days each week. The maximum working hours during Ramadan are six hours per day.
- Workers are entitled to 30 days of yearly leave based on their gross wage (basic salary plus allowance).
- Female workers must receive up to six months of paid maternity leave. During pregnancy or maternity leave, an employer may not fire or otherwise penalize a pregnant employee.
- Workers must receive two weeks of sick leave, and receive their payment.
- The employer shall not discriminate against employees based on the nature of their job, income or compensation, employment, advancement, professional credentials, or clothing.
5. Important information about working in Oman
This tool allows companies to electronically register individual employment contracts for Omani citizens using the Ministry of labor in Oman’s website’s Business Services Portal. This guarantees that employers’ time and effort are put to good use. The electronic contract substitutes the paper signatures of both the job seeker and the employer, and the contract does not need to be evaluated by the Ministry of labor in Oman. Also, this service is online.
5. Procedure for requesting the service
- Employers can obtain the service by visiting the Ministry of labor on Oman’s website and selecting the “Individual work contract – for Omanis” option, then entering the following information:
- The address of the workplace: By selecting the establishment’s branch and activity with the job opportunity.
- Data about job seekers: Enter your civil identification number (ID#), registration number, and date of birth. It is also necessary to specify the appointment date.
- Contract information: Include the contract type as well as the pay and allowance data.
Oman has adopted an Omanization policy that governs the hiring of expatriate personnel. Several employment systems and laws in Oman put stringent limits on the number of foreign nationals hired, with the goal of giving preference to Omani workers, in addition to industry-specific quotas that compel some private sectors to have a considerable proportion of Omani employees. While hiring in Oman, employers should be aware of these procedures.
The Oman Labor Law 2021, promulgated in accordance with Sultan’s Order No.35/2003, outlines the laws governing the Omani employment contract. The employment agreement must be written in the Arabic language. A formal contract is not necessary. However, the employee must demonstrate his rights that such an employment relationship has been entered into by all means of evidence.
The following items must be in the employment contract:
- Name of the employer, location of the business, and address of employment.
- Name of the worker, date of birth, qualifications, occupation, domicile, and nationality.
- Type and nature of employment Contract duration.
- Basic payment and any allowances or remunerations.
- Appropriate notice period for contract termination.
Respect for the Islamic faith, national laws, customs, and social traditions in Oman is another legal need for a valid employment contract. Any behavior that jeopardizes the country’s security is illegal.
5.2.1 Fixed-Price Contract
Fixed contracts are legally binding for a set length of time and are more common when an employee works for a project that will take a certain amount of time to finish. The fixed contract automatically expires on the termination or expiry date, but it may be deemed renewed with the same conditions if both parties maintain the employment arrangement as if it were still in existence.
Indefinite or limitless contracts are valid for an indefinite period of time. However, this is as long as both parties continue to work together. The indefinite contract has no end date, and termination needs notification and a “just and fair” explanation if it is terminated by the employer.
6. Why you should choose EOR Middle East to work with you?
Because Oman has strong labor rules, it is critical to assemble a group of professionals to comprehend and explain the new labor law in Oman. Therefore, they can contribute to businesses in meeting all principles. Starting standard employment contracts is one of the most operative ways to protect the business and its employees. Therefore, EOR Middle East is your safest option.
The No-Objection Certificate is no longer necessary in the region, which is the nicest thing about these new regulations. Employees will have full protection under the law, according to the statute. As a result, investors will be able to create new business prospects while also allowing their firms to flourish.
With our PEO in Oman, you may hire local staff while adhering to the Ministry of Labor in Oman. You may reach us at +971 43 316 688 if you wish to get in contact with us and hire our solutions. You can also reach us by email. Do it at [email protected]. Also, check out our blog for more information.
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