Oman will introduce a new regulatory framework for recruiting non-Omani workers from 1 January 2027, requiring recruitment offices to obtain licences, meet financial and operational conditions, and comply with new obligations covering employment contracts, recruitment procedures and worker protection.
The Ministry of Labour issued Ministerial Decision No. 390/2026, establishing the Regulation Governing the Practice of the Activity of Recruiting Non-Omani Manpower under the Labour Law promulgated by Royal Decree No. 53/2023. The decision repeals the previous regulation issued under Ministerial Decision No. 1/2011.
Dr Mohammed Ibrahim Al Zadjali, chairman of Mohammed Ibrahim Law Firm, told Times of Oman, “the Regulation makes a licence from the Ministry of Labour mandatory for recruitment offices.”
Eligibility conditions include Omani ownership by the owner and partners, Omani authorised signatories, registration with the Small and Medium Enterprises Development Authority, and a financial guarantee of OMR5,000. Recruitment offices must also meet prescribed requirements for their premises and workers’ accommodation.
Recruitment offices face new compliance requirements
Licensed recruitment offices must use prescribed forms for job offers and service contracts. They are also required to provide employers with workers’ personal details, skills and experience, conduct pre-entry medical examinations, and obtain insurance coverage for each service contract.
“Licensed offices must use prescribed forms for job offers and service contracts. They must give employers workers’ personal details, skills and experience, conduct pre-entry medical examinations, and provide insurance coverage for each service contract,” Al Zadjali said.
Recruitment offices must use external agencies accredited by the relevant diplomatic mission in Oman, with the required documentation attested by the Ministry of Foreign Affairs. Recruitment from countries without a diplomatic mission in Oman requires coordination with the Ministry of Foreign Affairs and the Royal Oman Police.
The regulation also prohibits recruitment offices from charging recruited workers fees or other amounts for recruitment or employment. They cannot retain workers’ passports or official documents without their written consent.
“They must not collect any amounts or fees from recruited workers for recruitment or employment, and must not retain workers’ passports or official documents except with their written consent,” Al Zadjali said.
Recruitment offices must recruit workers within 45 days of signing a service contract, unless a shorter period has been agreed.
Refunds and guarantees for recruited workers
The regulation establishes conditions under which recruitment offices must refund employers or, where agreed in writing, provide replacement workers.
Al Zadjali said recruitment offices must provide refunds or replacement workers in specified circumstances, although employers may lose their entitlement to a refund in certain cases.
These include misrepresenting working conditions, failing to pay wages for more than two consecutive months or three non-consecutive months within a year, and subjecting workers to harassment or violence.
The prescribed service guarantee period is two years for domestic workers and equivalent categories, while workers recruited for establishments are covered for 90 days from the commencement of work.
“Under the prescribed contract forms, the service guarantee period is two years for domestic workers and their equivalents, and 90 days for workers recruited for establishments, calculated from the commencement of work,” he said.
Temporary labour authorisations will be valid for 180 days and cannot be renewed.
Non-compliance could lead to fines or licence cancellation
Recruitment offices that fail to comply with the regulation may face warnings, administrative fines, suspension or cancellation of their licences. These measures do not preclude criminal penalties under Oman’s Labour Law.
“Existing licences remain valid until expiry, provided that they are renewed in accordance with the Regulation,” Al Zadjali said.
The framework introduces updated licensing, contractual and operational requirements for recruitment offices, setting out obligations covering recruitment timelines, worker documentation, insurance, service guarantees and employer remedies ahead of its implementation in January 2027.