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
Notice for indefinite contracts is 30 days minimum, extendable by contract up to 90 days. Article 40 lists the narrow grounds for summary dismissal. Wrongful termination triggers compensation of at least three months' wage plus statutory entitlements.
Standard notice
Article 39 of Oman Labour Law (Royal Decree 35/2003) sets the minimum notice for an indefinite-term contract at 30 days, applicable equally to the employer and the employee. Contracts can extend the notice period by written agreement, with 90 days common for senior roles. Payment in lieu of notice is permitted.
Fixed-term contracts
A fixed-term contract runs to its agreed end date. Early termination by either party without an Article 40 ground triggers a compensation obligation. The court may award the remainder of the contract term subject to mitigation principles.
Summary dismissal, Article 40
Article 40 lists the closed grounds on which an employer can dismiss without notice and without gratuity:
- Forged documents used to obtain the role
- Repeated absence without legitimate cause (specific thresholds)
- Disclosure of trade secrets
- Conviction of a crime against honour or trust
- Drunkenness or being under the influence of drugs at work
- Assault on the employer, manager, or colleagues
- Repeated breach of essential duties after written warning
- Gross misconduct causing material damage
Wrongful termination, Article 42
When the employer terminates without notice or without an Article 40 ground, the dismissal is wrongful. Article 42 sets minimum compensation at three months' wage on top of statutory notice, gratuity, and accrued leave. The court can award more based on the harm caused, the employee's tenure, and the circumstances of the dismissal.
Constructive dismissal
The law recognises certain employer conduct as effectively terminating the relationship, material change to duties, wage arrears beyond two months, unsafe workplace, abuse. In those scenarios the employee can resign and claim full entitlements as though the employer had terminated.
Worked example
Mariam had been with an Omani firm for five years on a OMR 2,000/month contract (split between basic and allowances). Her employer terminates her without an Article 40 ground or due notice. Statutory notice (one month minimum, two months in her contract): OMR 4,000. Statutory gratuity (5 years, with split-period calc): roughly OMR 4,500. Wrongful-termination compensation under Article 42 (minimum 3 months' wage): OMR 6,000. Plus accrued leave. Total settlement well over OMR 15,000.
Frequently asked questions
What's the longest probation I can be on?
Three months, Article 24's firm cap. Probation cannot be extended for the same role with the same employer.
Can my employer terminate me for poor performance?
Yes, with notice and full statutory entitlements (gratuity, leave pay), but only after a documented process, written warning, opportunity to improve. Performance-based termination cannot be packaged as Article 40 'for cause' to avoid notice and gratuity.
What's the time limit to file a labour complaint?
One year from the date the right arose under Article 110. The Ministry of Labour handles initial complaints; unresolved cases escalate to the Labour Court (specialised circuit of the Court of First Instance).
Can my employer cancel my visa during notice?
No, your residence permit must remain valid for the contractual notice duration. Premature visa cancellation is itself a breach. File a Ministry of Labour complaint and consult a lawyer if it happens.
When to consult a labour lawyer
Consult an Omani employment lawyer before signing a termination settlement, when the employer is invoking Article 40 grounds you dispute, when notice is being shortened unilaterally, or when a fixed-term contract is being ended early without compensation for the remaining term.