Leave Policy in Oman

Oman's leave framework is governed primarily by Royal Decree No. 53/2023, which significantly updated the Labor Law and took effect in July 2024. The decree extended most entitlements to both Omani nationals and expatriates under Royal Decree No. 52/2023.

Key entitlements under current law:

• Annual leave of 30 calendar days, fully paid, after six months of continuous service.
• Maternity leave of 98 days paid, up from the previous 50-day allowance under Royal Decree No. 53/2023.
• Paternity leave of 7 days paid, a new statutory right introduced by the 2023 reforms.
• Sick leave capped at 182 days per year, paid on a tiered scale across six periods.
• 13 or more public holidays annually, including Islamic observances subject to moon sighting.

Employers hiring in Oman must track multiple leave types, each with distinct eligibility rules, pay rates, and documentation requirements. Gloroots manages statutory leave compliance, payroll continuity, and employment contracts as part of its Global Employer of Record service, giving finance and HR teams centralized governance over Oman headcount.

Leave Policy at a Glance

The table below summarizes statutory leave entitlements in Oman under Royal Decree No. 53/2023 and related legislation.

Overview and Legal Basis for Leave in Oman

Oman's leave framework rests on two statutes. Royal Decree No. 53/2023 (Labour Law), effective 26 July 2023, is the primary law governing private-sector leave, with a compliance deadline of 26 January 2024. Royal Decree No. 52/2023 (Social Protection Law) governs Social Protection Fund (SPF) contributions and extends coverage to expatriate workers.

Statutory minimums set the floor. Employers may offer more generous terms through contracts or company policy, but cannot fall below what the Labour Law prescribes.

Oman's Labour Law covers the following leave categories:

• Annual leave (earned/privilege leave)
• Sick leave
• Maternity leave
• Paternity leave
• Adoption leave
• Bereavement leave
• Marriage leave
• Hajj pilgrimage leave
• Nursing breaks
• Unpaid childcare leave
• Unpaid special leave
• Caregiver leave
• Weekly rest

The SPF is the reimbursement mechanism for employers on qualifying sick and maternity leave payments. Employers managing cross-border teams should understand how does EOR work within this statutory structure before hiring in Oman.

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Annual Leave (Earned / Privilege Leave)

Employees in Oman accrue 30 calendar days of annual leave per year, paid at the comprehensive wage. This entitlement applies from the start of employment, subject to the employer's scheduling process.

Carry-forward is capped at 30 days. The exception applies when non-utilisation results from work requirements, as set out in Article 78 of Royal Decree No. 53/2023. Regardless of carry-forward, an employee must take at least 30 days of leave once every two years. An employer cannot deprive an employee of leave beyond that two-year cycle.

Encashment during employment is permitted only under specific conditions:

• The employer may pay the basic wage (not the comprehensive wage) for untaken days.
• Written employee consent is required before any encashment occurs.
• Encashment does not replace the mandatory two-year leave cycle.

On termination, the calculation changes. The employee receives the comprehensive wage for any unused annual leave balance, regardless of how the leave accumulated.

Employers schedule leave in consultation with the employee. The Labour Law does not give employers unilateral authority to deny leave indefinitely. Scheduling must respect the two-year mandatory minimum.

Weekly rest is a separate entitlement under Article 77. Employees receive two consecutive paid rest days per week. An employer cannot deprive an employee of weekly rest, even if the employee was absent during the working week.

Public Holidays

Oman observes 13 or more public holidays each year, split between fixed national dates and Islamic holidays that follow the lunar calendar. Lunar-based dates shift annually and are confirmed closer to the time, subject to moon sighting.

Under Royal Decree No. 53/2023, when a public holiday falls on a weekly rest day, employees are typically granted a substitute day off. Employers should review lunar dates each year as they change.

For a regional comparison, see the leave policy in UAE, which follows a similar GCC public holiday structure. Gloroots tracks confirmed lunar dates and substitute day rules as part of its Employment Lifecycle Management service.

Sick Leave

Under Article 82 of Royal Decree No. 53/2023, employees in Oman are entitled to up to 182 days of sick leave per year. This entitlement applies to both Omani nationals and expatriate employees, effective July 2024.

A medical certificate is required to claim sick leave. The employer pays the first 7 days in full. From day 8 onward, the Social Protection Fund (SPF) reimburses the employer at the applicable rate. Employers submit reimbursement claims with the employee's civil number and supporting documents.

Gloroots manages SPF claim submissions, medical certificate tracking, and payroll continuity for sick leave periods as part of its Compliance and Employment Governance service.

Casual Leave

Oman's Labour Law (Royal Decree No. 53/2023) does not define a separate statutory casual leave category. Short-notice or emergency absences are handled through an employee's annual leave balance or unpaid special leave under Article 80.

The previous 6-day emergency leave provision was abolished by Royal Decree No. 53/2023. Unpaid special leave now applies in its place, subject to employer consent.

Employers should define casual leave terms in employment contracts or internal policy. Any contractual entitlement must sit above the statutory floor set by the Labour Law.

Maternity Leave

Under Article 84(10) of Royal Decree No. 53/2023, female employees in Oman's private sector are entitled to 98 days of paid maternity leave. Up to 14 days may be taken before delivery on medical recommendation; the remainder follows childbirth.

There is no cap on the number of pregnancies covered and no qualifying service period required. The benefit applies to both Omani nationals and expatriates from July 2024.

Maternity pay is funded through the Social Protection Fund (SPF) maternity insurance branch at 100% of wage. Employers contribute 1% of each employee's monthly wage to this branch.

After returning from maternity leave, the employee is entitled to one paid nursing break per day for one year. The break is one hour, the timing is chosen by the employee, and it counts as actual working hours under Article 76.

A female employee may also request up to one year of unpaid childcare leave following maternity leave under Article 83. During this period, the employee bears all SPF contributions, including the employer and government shares. The period counts toward length of service but not toward end-of-service gratuity.

For a regional comparison of maternity entitlements, see the leave policy in Egypt. Gloroots tracks statutory maternity obligations, manages SPF contribution filings, and maintains payroll continuity across the full leave period as part of its Global Employer of Record service.

Paternity Leave

Fathers in Oman are entitled to 7 calendar days of paid paternity leave under Article 84(1) of Royal Decree No. 53/2023. The child must be born alive, and leave must be taken within 98 days of the birth.

This entitlement applies to both Omani nationals and expatriate employees, effective from July 2024. It did not exist under prior labor law.

If the mother dies during childbirth or while on maternity leave, the father inherits the remainder of her 98-day maternity leave entitlement. This provision ensures continuity of parental care without requiring additional documentation beyond proof of the mother's death.

Adoption and Surrogacy Leave

A female employee who adopts a child under 3 months of age is entitled to 98 days of paid maternity leave under Royal Decree No. 53/2023. The entitlement and funding mechanism mirror those of biological maternity leave.

The age-of-child condition is strict: the adopted child must be under 3 months at the time of adoption. Adoption documentation is required, though the specific documents to be submitted are subject to confirmation with the relevant authority.

Surrogacy is not explicitly addressed in Royal Decree No. 53/2023. Employers managing surrogacy arrangements in Oman should treat this as an open compliance item and seek local legal guidance before making leave determinations.

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Bereavement Leave

Royal Decree No. 53/2023 introduced two new paid bereavement entitlements for private sector employees in Oman.

Under Article 84(5), an employee receives 10 calendar days of paid leave on the death of a wife or child. Under Article 84(8), a non-Muslim female employee receives 14 calendar days of paid leave on the death of her husband.

These entitlements are separate from the 130-day Iddah leave available to Muslim women following the death of a spouse. The 10-day and 14-day provisions apply only to the specific categories listed and were not available under the prior labor law.

Other Leave Types

Royal Decree No. 53/2023 updated several leave categories that apply across the private sector in Oman.

Marriage leave: Article 84(2) grants 3 paid days per marriage event. The prior restriction limiting this benefit to once per employment has been removed. Employees may claim this leave for each marriage.

Caregiver leave: Article 84(9) grants Omani nationals 15 paid days per year to accompany a spouse or relative up to the second degree for medical treatment. The Social Protection Fund (SPF) pays the first 15 days at 100% of the employee's last wage. Any approved extension beyond 15 days is paid at 50% by the SPF. The employer submits the claim to the SPF. Applicability to expatriate employees should be confirmed with legal counsel.

Unpaid special leave: Article 80 allows unpaid leave of unlimited duration, subject to employer approval. This replaces the former 6-day emergency leave provision. The employee bears all SPF contributions during the leave period. The leave period counts toward total service length but not toward end-of-service gratuity calculations.

Weekly rest: Article 77 requires 2 consecutive paid rest days per week. This entitlement cannot be waived, even if the employee was absent during the working week.

Carry-Forward and Leave Encashment Rules

Oman caps annual leave carry-forward at 30 days per year under Article 78 of Royal Decree No. 53/2023. The cap does not apply when unused leave resulted directly from work requirements set by the employer.

Employees must take at least 30 days of leave once every two years. This mandatory minimum prevents indefinite accumulation and protects employee wellbeing.

During active employment, an employer may pay the basic wage for untaken leave days. This requires written consent from the employee and covers only the basic wage, not the comprehensive wage. Good employer of record software automates this distinction and flags consent requirements before payroll runs.

On termination, the calculation changes. The employee receives the comprehensive wage for any unused annual leave balance. Employers must maintain clear records separating basic and comprehensive wage components to execute this correctly.

Unpaid childcare leave and unpaid special leave count toward total service length. Neither period counts toward end-of-service gratuity calculations.

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Best Practices for Managing Leave Compliantly in Oman

Compliant leave management in Oman requires consistent documentation, accurate entitlement tracking, and written communication of every statutory update. The following practices reduce compliance risk across your Oman workforce.

• Track entitlements by nationality. Omani nationals and expatriates now share most Social Protection Fund-funded entitlements from July 2024. Caregiver leave may still differ. Audit employment contracts to confirm alignment with current rules.
• Communicate Royal Decree No. 53/2023 updates in writing. Paternity leave, updated maternity leave, and revised sick leave tiers are all new or amended entitlements. Employees must receive written notice of each change.
• Document every leave request and approval with timestamps. For sick leave, maintain civil numbers and medical certificates to support Social Protection Fund reimbursement claims from day 8 onward.
• Set company policy above the statutory floor where competitive. Enhanced paternity leave or flexible nursing break scheduling can strengthen talent attraction in Oman's market without breaching statutory minimums.

Gloroots EOR services support compliant leave governance in Oman, including entitlement tracking, statutory documentation, and payroll continuity across employee types.

Managing Leave Policy in Oman with Gloroots

Oman's Royal Decree No. 53/2023 introduced multiple new leave types and updated existing entitlements at the same time. Employers without local expertise face real compliance risk when tracking which rules apply to which employees.

Gloroots manages this through its EOR services, which cover leave balance tracking for both Omani nationals and expatriates, payroll continuity during leave periods, and leave reports formatted for audit. The platform also processes Social Protection Fund reimbursement claims for qualifying sick leave and maternity leave periods, so employers receive correct cost recovery without manual follow-up.

For teams evaluating cost before committing, Gloroots publishes country-specific pricing so finance teams can model employment costs accurately before hiring.

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Frequently Asked Questions About Leave Policy in Oman

How much annual leave are employees entitled to in Oman?

Employees in Oman are entitled to 30 calendar days of fully paid annual leave per year. This entitlement applies after completing six months of continuous service with the same employer.

Unused annual leave can be carried over to the following year. Employees who leave before using accrued leave are generally entitled to payment in lieu.

How many public holidays does Oman observe, and do dates change each year?

Oman observes 13 or more public holidays annually. The exact count can vary because several Islamic holidays follow the lunar calendar and are confirmed only after moon sighting.

Fixed holidays include New Year's Day on January 1 and National Day on November 18. Islamic holidays such as Eid al-Fitr, Eid al-Adha, and the Prophet's Birthday are announced closer to the date.

What is the paternity leave entitlement in Oman?

Oman's Labor Law does not currently specify a statutory paternity leave entitlement for private sector employees. Employers may offer paternity leave as a contractual benefit, but it is not a legal requirement under the standard labor framework.

Public sector rules may differ under Civil Service Law. Employers should confirm applicable rules based on the employee's sector before setting policy.

How does sick leave work, and when does the Social Protection Fund pay?

Sick leave in Oman is paid in tiers. The employer pays 100% of wages for the first ten days. After that, the Social Protection Fund covers a declining percentage over subsequent weeks.

From weeks three to four, the SPF pays 75% of regular wages. Coverage drops to 50% in weeks five and six, then to 25% in weeks seven through ten.

How long is maternity leave in Oman, and who funds it?

Private sector employees receive 50 days of fully paid maternity leave under Article 83 of the Labor Law. This benefit applies for up to three pregnancies with the same employer.

The Social Protection Fund reimburses qualifying maternity leave costs. Public sector employees receive full salary maternity leave for up to five pregnancies across their entire career under Civil Service Law No. 120/2004.

Can employees encash unused annual leave in Oman?

Employees who leave employment before using accrued annual leave are entitled to payment in lieu of that leave. This applies whether the employee resigns or is terminated.

Employers and employees may also agree to carry unused leave forward rather than encash it. Mandatory encashment during active employment is not a standard requirement under Oman's Labor Law.

Do expatriate employees have the same leave entitlements as Omani nationals?

Expatriate employees in the private sector are covered by the same Labor Law provisions as Omani nationals for annual leave, sick leave, and maternity leave. The entitlements are not differentiated by nationality under the standard framework.

Differences may arise in Social Protection Fund coverage depending on the employee's registration status. Employers should verify SPF enrollment for each expatriate worker to confirm reimbursement eligibility.

How many days of annual leave are employees entitled to in Oman?

Employees in Oman are entitled to 30 calendar days of annual leave per year at full pay, under Article 78 of Royal Decree No. 53/2023. This entitlement begins after completing six months of continuous service.

Carry-forward is capped at 30 days. Employees must take at least 30 days of leave once every two years.

How many public holidays does Oman observe each year?

Oman observes 13 or more public holidays annually. These include fixed national holidays such as New Year's Day on January 1 and National Day on November 18.

Islamic holidays, including Eid al-Fitr and Eid al-Adha, shift each year with the lunar calendar. Their exact dates are confirmed subject to moon sighting.

Is paternity leave statutory in Oman?

Yes. Royal Decree No. 53/2023 (Article 84(1)) introduced 7 calendar days of paid paternity leave. The child must be born alive, and the leave must be taken within 98 days of birth.

If the mother dies during childbirth or while on maternity leave, the father inherits the remaining maternity leave entitlement.

How does sick leave pay work in Oman and who funds it?

Sick leave runs up to 182 days per year under Article 82 of Royal Decree No. 53/2023. Pay is tiered: 100% for days 1-21, 75% for days 22-35, 50% for days 36-70, and 35% for days 71-182.

The employer pays the first 7 days in full. From day 8 onward, the Social Protection Fund (SPF) reimburses the employer upon submission of a valid claim.

What is the maternity leave entitlement in Oman's private sector?

Female employees in the private sector are entitled to 98 days of paid maternity leave under Article 84(10) of Royal Decree No. 53/2023. Up to 14 days may be taken before birth; the remainder follows. There is no cap on the number of pregnancies covered.

The Social Protection Fund (SPF) maternity insurance branch funds 100% of the wage during leave. Employers contribute 1% of each employee's monthly wage to this branch.

Can unused annual leave be cashed out in Oman?

During employment, unused annual leave may be paid out only with the employee's written consent. Payment is calculated at the basic wage, not the comprehensive wage, per Article 81 of Royal Decree No. 53/2023.

On termination, the employee receives the comprehensive wage for any unused annual leave balance, regardless of the reason for termination.

Do expatriate employees in Oman receive the same leave entitlements as Omani nationals?

From July 2024, Royal Decree No. 52/2023 (Social Protection Law) extended Social Protection Fund-funded entitlements, including sick leave, maternity leave, and paternity leave, to non-Omani workers.

Some entitlements, such as caregiver and patient accompaniment leave, may still apply only to Omani nationals. Employers managing expatriate staff, including those from countries with distinct statutory frameworks like leave policy in India, should verify each leave type's applicability before processing requests.