Oman Sets New Recruitment Rules for Domestic Workers: What Employers and Investors Need to Know
Muscat: The Ministry of Labour has issued Ministerial Resolution No. 574/2025, establishing comprehensive regulations governing the work of domestic workers and those in similar roles. This resolution aims to enhance the protection of domestic workers, clarify employer responsibilities, and strengthen oversight of employment practices within private households.
The resolution mandates that all employers and domestic workers covered by these rules must regularise their employment status within three months from the enforcement date of the regulation.
Definition and Scope of Domestic Workers
The regulation applies to various professions, including child caregivers, private drivers, gardeners, agricultural workers, residential building guards, home health assistants, private nurses, home cooks, and animal handlers such as camel, cattle, and horse breeders. It clearly defines domestic work relationships and guarantees minimum rights to workers, rendering any agreement that reduces or waives these rights void. Employers may, however, provide additional benefits beyond those stipulated.
Key Protections and Restrictions
Employers are prohibited from imposing forced labour, harassment, or violence and from withholding passports or any documents without the worker’s written consent. Employment of anyone under 21 years of age is forbidden, and employers cannot charge fees for recruitment. Recruitment advertisements must not discriminate based on creed or color, and employing unlicensed or undocumented workers is strictly prohibited.
Employers must provide suitable accommodation, food, healthcare coverage, and transportation. They are also required to maintain a dedicated record for each worker, detailing employment and wage information. Workers must respect Omani laws, customs, and traditions, perform duties diligently, maintain confidentiality, and protect employer property.
Employment Contracts and Probation
Employment contracts must be written in Arabic, with an approved translation permitted, and electronically registered with the Ministry of Labour. Contracts should specify working hours, wages, rest periods, and other terms. A probationary period of up to 15 days may be set to assess workers’ competence and conduct, with either party allowed to terminate the contract during this period given seven days’ notice. Workers may not be placed on probation more than once with the same employer unless under a different category of work.
If the employment continues beyond the contract expiry without termination notice, the contract is automatically renewed under the same conditions unless a two-month written termination notice is provided.
Working Hours and Leave
Working hours must not exceed 12 hours per day, including rest and meal breaks totaling at least 8 hours daily. Overtime of up to 2 hours per day can be agreed upon in writing and compensated at the equivalent daily wage rate. Workers are entitled to one paid rest day per week, up to 30 days of paid sick leave annually (with a certified medical report), and at least 21 days of paid annual leave. Unused annual leave may be divided or compensated in cash.
Wage Payment and Deductions
Wages must be paid in Omani riyals or another legal currency within seven days of the due date. Employers must document payments via signed receipts or bank transfers and keep proof of payment. Wage deductions are permitted only in specific cases such as damages compensation, court fines, or employer loans, with total deductions capped at 25% of the monthly wage.
Termination and Gratuity
Employment may end upon contract expiry, medical incapacity, death of either party, or mutual agreement. In case of the employer’s death, the worker may continue employment with the family for up to 90 days to regularise the situation. Upon termination, workers with over two years of service are entitled to an end-of-service gratuity equivalent to half a month’s wage per year served. Employers are required to settle all dues within five days of contract termination.
Inspection and Compliance
The Ministry of Labour’s authorised officials have judicial inspection powers to investigate complaints, review working conditions, and ensure compliance. Employers must cooperate fully, provide accurate records, and allow authorised visits or worker interviews.
Return to Home Country
Employers must arrange for the worker’s return to their home country or another agreed destination within 30 days of contract termination unless the worker’s services are transferred to another employer. Workers may request a release from obligations upon contract termination or departure from Oman.
This resolution represents a significant step towards protecting the rights and welfare of domestic workers in Oman while ensuring fair and transparent employment practices.
Special Analysis by Omanet | Navigate Oman’s Market
The new Ministerial Resolution No. 574/2025 marks a significant step towards formalising and protecting the domestic workforce in Oman, creating a more transparent and regulated domestic employment market. Businesses employing domestic workers must now comply strictly with these standards, presenting an opportunity for entrepreneurs to offer compliant recruitment, legal consultancy, and support services. Smart investors should consider innovating in worker welfare solutions and technology-driven compliance management, while recognizing the potential legal and operational risks of non-compliance under increased governmental scrutiny.
