Understanding Labour Law Changes on Sick and Special Leaves: Key Impacts for Employers and Employees in Oman
Muscat: Workers who present a valid medical certificate confirming their illness are entitled to a maximum of 182 days of sick leave. According to Article 82 of the Labour Law, sick leave compensation is structured as follows:
- For the first 21 days, the worker receives 100% of their gross wage.
- From days 22 to 35, they receive 75%.
- From days 36 to 70, it is 50%.
- From days 71 to 182, the compensation is 35%.
Article 83 allows female workers, upon request, to take unpaid leave to care for their child, with a duration not exceeding one year. During this time, the female worker is responsible for all contributions to the Social Protection Fund, covering their share, the employer’s share, and the government’s share. This leave period counts towards her service duration but does not accumulate towards the end-of-service gratuity outlined in Article 61.
Additionally, workers are entitled to various forms of special leave, which include:
- Seven days of paternity leave, provided the child is born alive and the leave does not extend beyond the child’s 98th day.
- Three days for marriage.
- Three days in the event of the death of close relatives, including parents and siblings.
- Two days for the death of an uncle or aunt.
- Ten days for the death of a spouse or child.
- Fifteen days for performing Hajj, available once during their employment, provided the worker has been with the employer for at least one year.
- Up to 15 days per year for Omani workers to sit exams at educational institutions.
- 130 days for Muslim female workers in the event of their husband’s death and 14 days for non-Muslim women.
- Fifteen days each year for an Omani worker to accompany a sick family member up to the second degree.
- Ninety-eight days of maternity leave for female workers, covering the period before and after childbirth, with a maximum of 14 days granted before delivery based on medical recommendation.
For all types of leave mentioned, proof must be submitted.
Special Analysis by Omanet | Navigate Oman’s Market
The recent amendments to Oman’s Labour Law, particularly concerning sick leave entitlements and maternity provisions, present both opportunities and risks for businesses. Organizations can leverage these changes to enhance employee satisfaction and retention, but they must also prepare for potential increased payroll costs associated with extended leave periods.
Smart investors and entrepreneurs should evaluate their workforce policies now, considering how to strategically implement these changes while ensuring compliance and maintaining productivity. Balancing employee welfare with operational efficiency will be crucial for sustained success in the evolving market landscape.
