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
Standard hours are 45 per week or 9 per day (notably lower than the GCC's standard 48). During Ramadan, hours are reduced to 30 per week (6 per day) for Muslim employees. Overtime is paid at 125-150% of basic. Outdoor work in extreme summer heat is regulated. Friday is the weekly rest day.
Standard working hours, the GCC's shortest week
Article 68 of Oman Labour Law caps standard working hours at 45 per week or 9 per day, three hours shorter per week than the standard 48-hour pattern in the rest of the GCC. During Ramadan, the daily standard drops to 6 hours (30 per week) for Muslim employees. Some employers extend the Ramadan reduction to all staff as a policy matter.
The weekly rest day
Article 70 makes Friday the statutory weekly rest day. The rest day is paid. Oman commonly runs a Friday–Saturday weekend in line with the public-sector pattern. Six-day weeks (Sat–Thu with Friday off) persist in some retail and hospitality contexts.
Overtime
Article 71 sets the overtime regime:
- 125% of basic wage for daytime overtime.
- 150% of basic wage for overtime worked between specified night hours.
- 200% of basic wage + compensatory day off for work on the weekly rest day or a public holiday.
Oman's rest-day/public-holiday premium of 200% is notably higher than the 150% common across the GCC. Overtime is capped at two hours per day in standard circumstances.
Outdoor-work summer regulation
Ministerial Decision 286/2008 prohibits outdoor work in direct sunlight between 12:30 PM and 3:30 PM during the months of June to August. The ban applies to construction, agriculture, and other outdoor sectors. Violations carry significant penalties and can disqualify the employer from future work- permit issuance.
Who is exempt
Article 67 exempts senior management, supervisory roles with delegated executive authority, employees performing intermittent work requiring presence rather than active labour, and some specialised categories from the working-hours regime. The test is the substance of the role.
Worked example
Hassan earns OMR 1,200 basic on a 45-hour week (the standard Omani week). His hourly basic rate is approximately OMR 1,200 ÷ (45 × 4.33) ≈ OMR 6.16/hour. He works 3 extra hours on a Tuesday evening and 5 hours on Friday (his rest day). Tuesday overtime: 3 × OMR 6.16 × 1.25 = OMR 23.10. Friday overtime (rest day, 200%): 5 × OMR 6.16 × 2 = OMR 61.60, plus a compensatory day off. Total weekly premium: ~OMR 85 on top of standard wage.
Frequently asked questions
Why does Oman have a 45-hour week instead of 48?
Article 68's 45-hour cap is Oman-specific, three hours shorter per week than the standard GCC 48-hour rule. Over a year that's ~155 hours less working time. It's a meaningful difference when comparing roles across the region.
Is the rest-day overtime really 200%?
Yes, Article 71's 200% premium for rest-day or public-holiday work is notably higher than the 150% common across the GCC. Plus the compensatory day off in lieu. Employees in continuous-operation industries (oil, hospitality, healthcare) benefit materially from this.
Do Ramadan reduced hours apply to non-Muslim employees?
Statutorily for Muslim employees. Many Omani employers extend the reduction to all staff for operational simplicity. The reduction cannot be unilaterally imposed on non-Muslim staff against their wishes.
What if I'm exempt, am I owed nothing for overtime?
If your role meets the Article 67 exemption criteria (genuine executive authority, supervisory power), you receive your contractual wage regardless of hours worked. The exemption depends on the substance of the role, title alone is insufficient.
When to consult a labour lawyer
Consult a labour lawyer if your employer is using a 48-hour week (the 45-hour cap is mandatory), refusing the 200% rest-day premium, claiming you're exempt on title alone, or directing outdoor work during the prohibited summer hours.