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
Annual leave is 30 calendar days per year after six months of service. Sick leave is up to 10 weeks per year on a sliding pay scale. Public holidays are separate and average 10-12 per year. Maternity leave is 98 days at full pay. Hajj leave is a one-time 15-day entitlement for Muslim employees.
Annual leave
Article 61 of Oman Labour Law entitles every employee to 30 calendar days of paid annual leave per year. Entitlement accrues from the start of employment; the right to actually take leave kicks in after six months of continuous service. Leave is paid at the employee's full wage including regular allowances.
Public holidays, separate entitlement
Oman observes approximately 10–12 public holidays per year, including Eid al-Fitr, Eid al-Adha, the Prophet's Birthday, Islamic New Year, Oman National Day (18 November), and Renaissance Day. Public holidays are paid days off and do not count against annual leave. Employees required to work on a public holiday receive a premium plus a compensatory day off.
Sick leave
Article 66 entitles employees to up to 10 weeks of sick leave per year on a sliding scale of pay:
- First 2 weeks: full wage
- Next 2 weeks: three-quarters wage
- Next 2 weeks: half wage
- Next 2 weeks: quarter wage
- Final 2 weeks: unpaid
Sick leave requires a medical certificate from a doctor approved by the employer or a government health facility.
Maternity leave
Royal Decree 53/2023 extended maternity leave to 98 days at full wage, a substantial increase from the historical 50-day entitlement. Dismissal during maternity leave is prohibited. Working mothers are entitled to a one-hour daily nursing break for up to one year after returning to work.
Paternity leave
Royal Decree 53/2023 introduced paternity leave of seven days at full wage, a notable progressive step. The leave must be taken in connection with the birth of a child.
Hajj leave
Article 65 grants Muslim employees a one-time paid leave of around 15 days for the performance of Hajj, available once during the employment relationship. The qualifying period of service varies by source, practitioners cite anywhere from one to two years, so confirm with HR or a lawyer before planning the trip.
Payout on termination
Unused annual leave must be paid out at the end of the employment relationship at the employee's last full wage.
Worked example
Aisha joined an Omani firm in February 2024 on a full wage of OMR 1,400/month. In 2026 she's entitled to 30 calendar days' annual leave. She uses 22 days. She resigns at the end of 2026 with 8 unused days. Her leave payout: 8 × (OMR 1,400 ÷ 30) = OMR 373, paid alongside her gratuity within seven days of contract end.
Frequently asked questions
Why is Oman maternity leave longer than UAE/Saudi?
Royal Decree 53/2023 raised the maternity entitlement to 98 days at full wage as part of the Social Protection Law reform, bringing Oman to the most progressive position in the GCC alongside Bahrain. The previous statutory minimum was 50 days.
Is paternity leave really available?
Yes, seven days at full wage under Royal Decree 53/2023. This was a notable step, paternity leave is rare or narrow in most other GCC jurisdictions.
Can my employer force me to take leave?
Yes, with reasonable notice and to manage operational needs. They cannot force leave during sick leave, maternity leave, or public holidays.
What if I haven't completed six months?
You accrue leave from day one but the right to take it generally kicks in at six months. On termination at any point, accrued days are paid out, including days accrued in the first six months.
When to consult a labour lawyer
Consult a labour lawyer if your employer is refusing accrued leave on termination, denying the new maternity/paternity entitlements introduced under Royal Decree 53/2023, or running leave calculations on a working-day rather than calendar-day basis.