Oman expat labour law encompasses essential regulations that businesses and companies in Oman must follow to fulfil their obligations toward expat workers, avoid penalties, and maintain a strong presence and an excellent reputation in the market. Therefore, the Oman expat labour law is the source of onboarding rules that guide businesses in their hiring procedures and other related processes.
Keep on reading to get a practical understanding of the labour law in Oman for expatriates, step-by-step guidance on expat employee onboarding, and our recommendations for easier regulatory compliance.
Oman Expat Labour Law: A Practical Brief
The labour law in Oman for expatriates regulates local employment procedures, serving as the primary reference for all companies hiring foreign employees in the country. This law focuses on the employers’ and workers’ rights and obligations, covering various aspects of the employer–employee relationship, some of which are as follows:
- Hiring and onboarding processes.
- Employment contracts.
- Working hours.
- Salary payment.
- Leave entitlements.
- Various employee benefits.
- Working conditions.
- Termination process.
That being said, adhering to the Oman expat labour law is essential for companies and businesses to remain compliant with the local regulations, to maintain smooth, long-term operations, to facilitate hiring procedures with ease and efficiency, and to keep up a strong reputation.
With this in mind, what is the role of the Oman labour law for expatriates in onboarding? What are the exact steps of the expat onboarding process for companies in Oman?
According to the Oman Expat Labour Law: Steps of Employee Onboarding
The labour law in Oman for expatriates provides the foundational framework for companies regarding onboarding procedures and processes. Generally speaking, the Oman expat labour law requires companies to fulfil various requirements, so the onboarding process remains smooth, transparent, and compliant.
Adhering to the labour law during onboarding is essential for companies to avoid regulatory risks and ensure proper documentation. It also helps prevent misunderstandings between the employer and expatriate employees from the start, supporting stronger employee retention and fostering positive, long-term relationships between the company and its staff.
To remain compliant with the Oman expat labour law, companies in Oman follow a series of structured steps to onboard foreign employees correctly and efficiently, and they are as explained below:
Step One: Obtaining a Residency Visa and Work Permit
The first step to onboarding in alignment with the Oman expat labour law is to secure a residency visa and work permit for the employee. This process generally calls for the relevant applications with official authorities and ministries, and it typically includes a medical test and a security clearance.
This step is considered to be part of the activities prior to the actual onboarding process, yet it is crucial to be completed timely and properly. Workers can begin to work in Oman only after proper documentation is done, which allows them rightful entry to the workforce.
Step Two: Considering Qualifications and Compliance
When recruiting expatriates, companies must ensure that candidates possess the necessary technical and professional qualifications for the role. Simultaneously, recruitment should align with Oman’s Omanisation policies and comply with all Oman expat labour law requirements, guaranteeing both regulatory compliance and the right skill match.
It is worth noting that the labour law in Oman for expatriates was introduced to address the large presence of foreign workers, ensuring their needs are met while outlining their obligations. This same scenario led to the development of Omanisation, a national strategy designed to boost the participation of Omani citizens in the workplace. As a result, employers must adhere to the quotas set by official authorities, maintaining the right balance between hiring expatriates and locals.
Step Three: Providing the Employment Contract
Employment contracts for expatriate employees must follow the Oman labour law to properly outline the workers’ rights and obligations, ensuring fair treatment and protection. Just like with local employees, contracts can either be finite or infinite, and both types must clearly state the terms of employment, such as job duties, working hours, probation, salary, benefits, and termination conditions.
Step Four: Cultural Integration
Cultural integration, also known as cultural orientation, is a crucial aspect of the onboarding process for expatriates in companies based in Oman. It involves familiarising expatriate employees with Omani customs and values, enhancing their understanding of the local society and culture, particularly in a business context. This step is an excellent opportunity for employers to bridge any gaps between the expat’s culture and the local workplace culture, ensuring smooth integration and reducing misunderstandings.
Employers can offer a cultural integration programme to support this aim, which may be paired with job-specific training or courses. The process can begin before the expatriate’s first day, continue on their official start date, and ideally extend beyond their joining to ensure a smooth adjustment. Such cultural integration helps establish clear communications regarding the expats’ rights and responsibilities, aligning with the Oman expat labour law.
Step Five: First Day Orientation
Orientation on the first day is intended to integrate the employee smoothly into the company. So it must cover the mission, vision, and values of the business to give a clear picture of the organisation. Employers must also brief the new hires on key policies and procedures, such as attendance, dress code, and code of conduct.
Additionally, orientation includes a guided tour of the workplace and introductions to key team members as well, helping newcomers feel comfortable and connected. Finally, any remaining administrative formalities, such as social security registration, should be completed to ensure compliance with local regulations.
Step Six: Stay Informed About Regulatory Changes
Companies must stay updated with the Oman expat labour law, since new changes are introduced whenever needed by the official authorities and related ministries. Updated regulations can cover leaves, benefits, end-of-service for expatriate employees, and other aspects. Staying up-to-date with such changes ensures long-term regulatory compliance and the fulfilment of employee rights.
These steps are in line with the Oman expat labour law, and they serve as your foundation for efficient and smooth onboarding, which your employees will deeply appreciate. So, how can companies remain easily compliant with these regulations and others?
Regulatory Compliance Tips for Companies in Oman
Here are some simple tips to help you remain compliant with the official regulations, like the Oman labour law:
- Regularly review company policies to stay aligned with the latest labour law updates.
- Keep HR staff informed about changes affecting employment.
- Track visa expirations, permit renewals, and Omanisation quotas to avoid compliance issues.
- Seek professional guidance for complex employment situations or disputes.
- Keep records of orientation and integration programmes to show proactive compliance.
FAQs about the Oman Expat Labour Law
Below are some frequently asked questions about the labour law in Oman for expatriates.
What is the Labour Law for Expats in Oman?
The Labour Law for expatriates in Oman governs all employment matters pertaining to expatriate employees working in companies across the country.
What is the New Oman Labour Law?
The new Oman labour law is the collection of official regulations issued by the Ministry of Labour, aimed at enhancing expatriate employees’ working conditions.
What Types of Employment Contracts are Recognised under the New Oman Labour Law?
The officially recognised employment contracts include the finite (fixed-term) contract and the infinite (open-ended) contract.
Regulatory Compliance with Bondoni: Work with a Trusted Local Partner Today
Adhering to Omani regulatory rules must be high on each company’s priority list. Whether it is to be compliant with the labour law in Oman for expatriates or any other law, you should work with a trusted local partner in company formation and business support like Bondoni to help you follow applicable laws and remain up-to-date on all kinds of changes.
With Bondoni, you will work with a dedicated team of experts, providing you with regulatory compliance services and support to ensure that your business is in line with the regulatory requirements and framework set by the official authorities and ministries.
Rest assured that Bondoni’s team has comprehensive insights into the local business scene—covering the regulatory framework and all updates taking place, which ultimately provides you regulatory compliance with ease and efficiency. Partner with Bondoni today so you can focus on core business activities while the experts handle regulatory requirements and other back-office operations.
Contact Bondoni now to get started.