Navigating employee leave entitlements in Oman requires a clear understanding of the regulations set forth by the Omani Labour Law. These provisions ensure that employees receive adequate time off for rest, personal matters, illness, and significant life events, contributing to a balanced work environment. Employers operating in Oman, or those employing individuals there through an Employer of Record, must adhere strictly to these legal requirements to maintain compliance and foster positive employee relations.
Understanding the various types of leave available, from mandatory annual vacation and public holidays to specific provisions for sick leave and parental responsibilities, is fundamental for effective workforce management in the Sultanate. This guide outlines the key leave entitlements applicable in Oman, providing essential information for managing your workforce compliantly in 2025.
Annual Vacation Leave
Employees in Oman are entitled to paid annual leave after completing a specified period of service with their employer. The minimum entitlement increases with the length of service, ensuring employees accrue more vacation time as their tenure grows.
- Entitlement: Employees are entitled to 30 days of paid annual leave per year after completing six months of continuous service with the employer.
- Service less than six months: For the first six months of service, employees are entitled to pro-rata leave based on their period of employment.
- Taking Leave: Annual leave can generally be taken in parts, subject to agreement between the employer and employee, but typically at least two weeks must be taken consecutively.
- Accrual and Carry Over: While the law encourages employees to take their leave within the year it is accrued, specific agreements or company policies may allow for limited carry-over of unused leave days.
- Payment in Lieu: Upon termination of employment, employees are entitled to payment for any accrued but untaken annual leave days.
| Service Duration | Minimum Annual Leave Entitlement |
|---|---|
| Less than 6 months | Pro-rata |
| 6 months or more | 30 days per year |
Public Holidays and Observances
Oman observes several public holidays throughout the year, during which employees are typically entitled to paid leave. The dates for some Islamic holidays are based on the lunar calendar and are confirmed closer to the time by official announcements.
- Paid Leave: Employees are entitled to full paid leave on officially declared public holidays.
- Work on Holidays: If an employee is required to work on a public holiday, they are generally entitled to receive their regular wage plus an additional amount or receive compensatory leave.
While the official list and exact dates are announced annually, the standard public holidays typically include:
| Holiday | Approximate Date (Gregorian) | Note |
|---|---|---|
| Isra'a Wal Mi'raj | Variable | Depends on Islamic calendar |
| Eid al-Fitr | Variable | Depends on Islamic calendar (approx. 3 days) |
| Eid al-Adha | Variable | Depends on Islamic calendar (approx. 4 days) |
| Islamic New Year | Variable | Depends on Islamic calendar |
| Prophet Muhammad's Birthday | Variable | Depends on Islamic calendar |
| National Day | November 18 | Fixed |
| Sultan's Accession Day | January 11 | Fixed |
Note: Dates for Islamic holidays are approximate and subject to official confirmation based on moon sighting.
Sick Leave Policies and Pay
Employees in Oman are entitled to sick leave in cases of illness that prevent them from working. This leave is subject to specific conditions and requires a medical certificate.
- Medical Certificate: Sick leave must be supported by a medical certificate issued by a recognized medical authority.
- Entitlement and Pay Structure: The Omani Labour Law specifies a tiered payment structure for sick leave based on the duration of absence within a single year.
| Duration of Sick Leave (within one year) | Payment Rate |
|---|---|
| First 2 weeks | 100% of wage |
| Following 2 weeks | 75% of wage |
| Following 2 weeks | 50% of wage |
| Following 4 weeks | 25% of wage |
| Subsequent period (up to 10 weeks total) | Unpaid |
- The total duration of sick leave in a year should not exceed ten weeks.
Parental Leave
Omani Labour Law provides specific leave entitlements for employees welcoming a new child, primarily focusing on maternity leave.
- Maternity Leave: Female employees are entitled to paid maternity leave.
- Duration: 50 days of paid leave.
- Conditions: This leave can be taken before and after childbirth, provided the total duration does not exceed 50 days. A medical certificate is required.
- Paternity Leave: The Omani Labour Law also grants a short period of paid leave for fathers.
- Duration: 7 days of paid leave.
- Conditions: This leave is typically granted upon the birth of the child.
- Adoption Leave: Specific provisions for adoption leave may exist or be covered under general leave policies, though maternity and paternity leave are the primary parental leave types explicitly defined for biological parents.
| Type of Parental Leave | Entitlement | Payment Rate |
|---|---|---|
| Maternity Leave | 50 days | 100% of wage |
| Paternity Leave | 7 days | 100% of wage |
Other Types of Leave
Beyond the standard annual, public, sick, and parental leave, the Omani Labour Law and common practice recognize other types of leave for specific circumstances.
- Bereavement Leave: Employees are typically entitled to paid leave in the event of the death of a close family member. The duration is usually around 3 days, though this can vary based on company policy or specific circumstances.
- Hajj Leave: Muslim employees may be granted special unpaid leave to perform the Hajj pilgrimage. This leave is usually granted once during the employee's service with the employer and can be up to 15 days.
- Study Leave: While not a mandatory entitlement under the Labour Law for all employees, employers may grant paid or unpaid study leave to employees pursuing relevant education or training, often based on company policy or specific agreements.
- Marriage Leave: Some companies may offer a short period of paid leave (e.g., 3 days) for an employee's marriage, although this is often based on company policy rather than a strict legal requirement.
