From 2 year service guarantees to mandatory insurance and clearer refund rules, Oman has introduced a new framework for non-Omani recruits.
Oman has issued a new set of rules governing the recruitment of non-Omani workers, including domestic workers, with the changes set to take effect from January 1, 2027.
The Ministry of Labour’s new regulation replaces the previous framework and introduces tighter requirements for recruitment offices, clearer protections for employers and workers, and more detailed rules around refunds, insurance, trial periods and recruitment timelines.
A Two-Year Service Guarantee For Domestic Workers
One of the biggest changes is the introduction of a two-year service guarantee for domestic workers and similar categories.
If certain specified situations arise during the guarantee period, the recruitment office must refund all or part of the service amount within 15 days, unless both sides agree in writing to provide a replacement worker instead.
During the first 90 days, the service amount is refunded in full in qualifying cases.
After 90 days and up to two years, the refund is calculated based on the remaining period of the employment contract.
Qualifying cases include situations such as the worker leaving without a legal reason, being medically unfit to carry out the work, certain serious health conditions, assault against the employer or a family member where officially proven, natural death during the employment period, or disability caused by a health condition that developed after arrival in Oman.
Recruitment Contracts Must Be Insured
Recruitment offices will also be required to provide insurance coverage for each service contract.
The insurance must cover compensation to the employer in the cases specified by the regulation, as well as the cost of the worker’s return flight. The recruitment office must give the employer a copy of the insurance policy when the service contract is signed.
Recruitment Offices Have 45 Days To Bring The Worker
Once a service contract is signed, the recruitment office must bring the worker to Oman within 45 days, unless the two sides agree to a shorter period.
If the office fails to meet that deadline, the employer can cancel the contract or agree in writing to an extension of up to 30 days. The employer may also be entitled to compensation equal to 5% of the service amount if the office fails to recruit the worker within the required period.
Where the contract is cancelled, the recruitment office must return the amounts collected, along with any applicable compensation, within 15 days.
Workers Can Be Placed On A Seven-Day Trial
For workers brought in under a temporary work permit, the regulation allows a seven-day trial period with a prospective employer before their services are officially transferred.
The aim is to allow the employer to assess the worker’s professional ability and conduct, while also giving the worker an opportunity to assess the working environment.
A worker can spend a maximum of 28 days in total on trial periods, with no more than four employers, and cannot be placed on trial with the same employer more than once.
Workers Waiting At Recruitment Offices Must Receive An Allowance
The new rules also introduce financial obligations for recruitment offices when workers enter Oman under temporary work permits but have not yet been transferred to an employer.
For the first 60 days, the worker must receive a monthly allowance equal to 60% of the salary listed in the job offer.
From day 61 until day 180, the allowance increases to 100% of the stated monthly salary. The office must also provide accommodation, food and healthcare at no cost to the worker.
The temporary work permit itself is valid for 180 days and cannot be renewed, with a maximum of 25 such permits per branch.
Recruitment Offices Cannot Charge Workers Recruitment Fees
Recruitment offices are prohibited from collecting money or fees from workers in return for recruiting or employing them.
They are also not allowed to hold a worker’s passport or official documents unless the worker gives written consent.
Offices must also explain the worker’s rights and duties, Oman’s customs and traditions, and how to contact the recruitment office or authorities in the event of a dispute, abuse or violence.
Employers Must Give Accurate Details About The Job
Before a worker is recruited, they must receive a written job offer signed by the employer explaining the nature of the role, working conditions and salary.
The worker must agree to the offer before the recruitment office can proceed with the service contract.
The official domestic worker job offer template goes into significant detail, including daily working hours, rest periods, weekly rest, annual leave, required duties, the location and type of accommodation, household size and whether there are children or other domestic workers in the home.
Recruitment Offices Face Stricter Licensing Requirements
The new regulation also sets detailed requirements for recruitment offices themselves.
Among them, owners, partners and authorised signatories must be Omani, the business must be registered with the Small and Medium Enterprises Development Authority, and the owner or managing partner must meet minimum education or industry experience requirements.
A RO5,000 financial guarantee and RO300 licensing fee are also required.
Recruitment offices must operate from premises of at least 80 square metres and provide suitable, separate accommodation for male and female workers that meets occupational health and safety requirements.
What Happens If Offices Break The Rules?
The regulation includes a long list of administrative penalties, ranging from warnings and fines to suspension or cancellation of a recruitment licence. Repeat violations can result in doubled fines.
A licence may also be suspended where five or more complaints involving proven breaches are recorded within one month, and may be cancelled where 20 or more such complaints are recorded within six months.
The new regulation was issued through Ministerial Decision No. 390/2026 and comes into force on January 1, 2027. Existing licences will remain valid until they expire, after which renewal will be handled under the new rules.
#Trending
