Not legal advice
Content summarises labour law as published by each GCC ministry, current as of May 2026. Not a substitute for legal advice. Employment law is jurisdiction-specific and subject to change. For contracts, disputes, visa issues, or any decision with legal consequences, consult a qualified labour lawyer licensed in your jurisdiction.
Not legal advice
This guide summarizes Oman employment law for informational use only. It is not a substitute for advice from a qualified labour lawyer. Employment law is complex and jurisdiction-specific. For contracts, disputes, visas, or decisions with legal consequences, consult a licensed labour lawyer in your jurisdiction.
Quick summary
Oman Labour Law (Royal Decree 35/2003) requires written contracts in Arabic. Contracts can be fixed-term or indefinite. Mandatory clauses cover wages, working hours, leave, probation, and termination. Probation is capped at three months and cannot be extended for the same role.
Written contract requirement
Under Article 21 of Oman Labour Law (Royal Decree 35/2003), employment contracts must be in writing in Arabic and signed in duplicate. Bilingual contracts in Arabic and English are common in professional roles, but the Arabic version controls in any dispute. The absence of a written contract does not void the relationship, the employee can prove the terms through any means, but it puts the burden of proof on whichever party relies on a specific contractual term.
Fixed-term vs indefinite
Oman permits both fixed-term and indefinite contracts. A fixed- term contract that is renewed implicitly (employee keeps working past the end date with employer knowledge) is treated as having converted to indefinite under Article 25. Indefinite contracts terminate with notice; fixed-term contracts run to their stated end date unless terminated for cause under Article 40.
Probation
Article 24 caps probation at three months for most roles. The probation must be in writing. During probation either party can terminate with seven days' notice. An employee cannot be probated twice by the same employer in the same role.
Mandatory contract clauses
- Names of the employer and employee
- Job title and description
- Workplace location
- Wage amount and payment date
- Working hours and weekly rest day
- Annual leave entitlement
- Probation period (if any) in writing
- Contract duration (fixed-term) or indefinite designation
Worked example
Salim signs a one-year fixed-term contract with a Muscat consultancy at OMR 1,500/month basic plus OMR 500 housing allowance, with three months' probation. He passes probation. At the end of the year he continues to work with the employer's tacit consent. Under Article 25, the contract converts to indefinite. From that point termination requires statutory notice and full entitlements under Royal Decree 53/2023.
Frequently asked questions
Can my contract be in English only?
Article 21 requires Arabic. An English-only contract is technically incomplete, but in practice courts accept English contracts where both parties clearly understood the terms. The Arabic version, where it exists, governs in any dispute. Always request a bilingual contract.
Can my probation be extended past three months?
No, not for the same role with the same employer. Three months is the firm statutory cap.
What happens at the end of a fixed-term contract?
It can be renewed by mutual written agreement. If the employee continues working past the end date with employer knowledge, the contract is treated as converted to indefinite. End-of-service is payable at the end of every contract under the Article 39 / Royal Decree 53/2023 framework.
What if I don't have a written contract?
You can still prove the relationship and its terms through any means, payslips, emails, witnesses. The absence of a written contract favours the employee in disputes. Get the relationship documented as soon as possible.
When to consult a labour lawyer
Consult an Omani employment lawyer before signing if your contract has a non-compete clause, a unilateral variation clause, or terms that appear to conflict with the Royal Decree 53/2023 savings-system framework.