Oman labour reforms: Omanisation, 182-day sick leave, 98-day of paid maternity leave
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Muscat: In a view to reshaping the country's labour landscape and fostering a more inclusive and progressive workforce, Oman's Sultan Haitham bin Tariq has announced significant changes to the nation's labour laws.
The reforms, which align with the core principles of Oman's Vision 2040, prioritize the rights of Omani citizens while simultaneously offering new and improved benefits to expatriate workers.
The decree, issued on Tuesday, July 25, has been hailed as a milestone in the nation's journey towards economic development and social welfare.
One of the key elements of the new labour law is the "Omanisation" process, designed to boost employment opportunities for Omani citizens. According to this provision, the services of an expatriate employee can be terminated if an Omani worker is available to replace them in the same position, promoting greater participation of local talent in the workforce.
The reforms also introduce an array of extended leave options to support employees during various life stages. Working mothers now enjoy an impressive 98 days of paid maternity leave, covering both pre and post-childbirth periods. Additionally, they can take up to one year of unpaid leave to care for their children, with the added benefit of one hour of daily childcare assistance once they return to work. Fathers are not left behind, as they can now apply for seven days of paternity leave, recognizing the importance of shared family responsibilities.
Furthermore, employees needing to care for sick family members can avail themselves of 15 days of leave, ensuring they can attend to their loved ones without compromising their job security. For personal medical needs, employees are entitled to up to 182 days of sick leave, with varying salary rates based on the duration of the leave.
Education and personal development have also been given priority, with 15 days of study leave granted to employees enrolled in educational institutions. Additionally, the law ensures compassion during challenging times by granting Muslim female workers 130 days of leave in the event of their husband's death, and 14 days for non-Muslim women.
To encourage flexible work arrangements and streamline business operations, the new labour law introduces part-time employment, enabling individuals to work temporarily for other employers while reducing recruitment costs for businesses.
Employers are now required to establish performance appraisal systems and provide a separate break area for female employees in establishments where there are 25 or more women, promoting a fair and supportive work environment.