An Overview of Oman’s New Domestic Workers Law

20 min read

Jump to summary - Scroll to section
Oman recently enacted a new Domestic Workers Law, marking the first major regulation in this sector in over two decades. The law, which came into effect on 12 October 2025 under Ministerial Resolution No. 574/2025 - Opens in new tab, establishes key employment conditions for domestic workers, including provisions on working hours, end-of-service benefits, weekly rest days, and annual leave. These rights were previously either entirely absent from legislation or only weakly reflected in the standard employment contract - Opens in new tab, which had limited to no binding effect.

Among the most significant reforms introduced—and a first for the region—are inspection mechanisms for domestic workers’ workplaces and residences.

Domestic workers continue to be excluded from the labour law, which provides for more comprehensive protections. The new law’s provisions are also not aligned with international standards for domestic work, such as ILO Convention No. 189, which Oman has not ratified.

Still, its enactment has generated fierce public debate on social media, with media figures criticizing provisions such as an off-day and the prohibition against passport confiscation. These reactions underscore the longstanding marginalisation and undervaluation of labour in this sector.

Oman’s domestic work sector was loosely regulated by Ministerial Resolution No. 189/2004, which provided some of the weakest protections in the Gulf region. The sparse regulations, their lack of enforcement, alongside - Opens in new tab i - Opens in new tabrregular recruitment channels and the unequal power dynamics entrenched by the Kafala system, exposed domestic workers to substantial abuse, including forced labour.

Oman is both a transit and destination state for trafficking in the region, particularly across the porous border with the UAE. In recent years, it has faced criticism for inaction in the face of widespread reports of abuse. The United States Trafficking in Persons (TIP) Reports have repeatedly identified - Opens in new tab labour trafficking involving migrant domestic workers as one of the most prevalent forms of human trafficking in the country.
Several international and human rights organizations have urged Oman to protect domestic workers' rights. In 2024, the UN Committee on the Elimination of Discrimination against Women (CEDAW) expressed - Opens in new tab concern that weak regulations exposed domestic workers in Oman to economic and physical abuse and exploitation. The Committee called on Oman to extend the Labour Law to migrant domestic workers and to adopt a specific law governing domestic employment.

The new Domestic Workers Law forms the latest in a series of labour and immigration reforms introduced by Oman in recent years, including a new Labour Law, a new Anti-Human Trafficking Law, - Opens in new tab Social Protection Law - Opens in new tab, the implementation of Wage Protection System.

The following section provides abrief overview of the key provisions of the new Domestic Workers Law that has been translated by MRRORS from its - Opens in new tab Arabic original - Opens in new tab.

Definition of domestic work

The new Law provides a much clearer definition of domestic work than previous regulations, specifying twelve professions that fall under its scope:

Domestic worker
Child caregiver
Private driver
Gardener
Agricultural worker
Residential building guard
Home health aide
Private nurse
Home cook
Camel herder
Livestock herder
Horse groomer

The inclusion of agricultural and farmworkers is notable: they are now both explicitly included in the Domestic Workers Law and explicitly excluded from the Labour Law, even though their work is often not performed within private households – a key criterion in the ILO’s definition of domestic work. According - Opens in new tab to Oman’s National Centre for Statistics and Information, there were 87,101 migrant workers employed in agriculture, livestock, and hunting occupations in 2024.

Employment Contract

The new Law establishes a more comprehensive employment contract compared to previous regulations, which mainly required that the contract specify the worker’s salary (Oman has no minimum wage for domestic workers), provide suitable food and accommodation, and medical care.

Chapter 3 of the new law requires the contract to include, among other details: the type and nature of the work assigned, the start date and probationary period, workplace details, working hours and rest periods, the monthly wage and its payment date, and any other conditions necessary due to the nature of the work.

The law also shortens the probationary period from three months to a maximum of 15 days, starting from the first day of work. During this period, either party may terminate the contract if the work is found unsuitable, provided the other party is given seven days’ notice. If the employment continues beyond the contract’s expiry, it is considered automatically renewed under the same terms, including its tenure. If either party does not wish to renew, they must notify the other party at least two months before the contract expires.

Additionally, employers are now required to register the contract electronically. In cases where no written contract existed before this law – a common practice – the worker may establish their rights using any valid means of proof. It remains unclear whether mechanisms are in place to ensure that the contract submitted electronically by the employer matches the agreement actually signed with the worker, nor what entails "valid proof."
However, Article 3 of the new law makes it clear that the rights prescribed in the law constitute the minimum entitlements of the worker, and that any contractual condition contravening these provisions shall be deemed null and void. The law allows employment contracts to include terms that are more favourable to the worker.

Working Conditions under the New Law

The new law introduces several critical working condition provisionsrelated to working hours, end-of-service benefits, and sick leave. While these basic working condition provisions are a long-overdue and welcome development, they remain significantly weaker than those afforded to private-sector workers under the Labour Law. Moreover, key labour rights such as comprehensive occupational safety and health standards, protection against arbitrary dismissal, and the right to organise or join unions are absent from the new law. Neither the Domestic Workers Law nor the Labour Law explicitly protects against gender-based violence in the workplace.

Additionally, the law allows several terms, such as overtime working hours and days off, to be modified or extended through a written agreement between the worker and the employer. Given the control employers have over workers under the Kafala system, and the particular imbalance of power between employers and workers who live in their homes, these seemingly flexible practices are ripe for exploitation. Employers can pressure domestic workers into signing documents they may notfully understand, as workers lack practical support or meaningful access to complaint mechanisms.

Maximum Working Hours

A maximum of 12 working hours per day, with one or more breaks for rest and meals (Article 22).

Overtime

If the worker agrees in writing, they may perform up to two additional hours of overtime per day in return for extra pay equivalent to their regular hourly wage for those additional hours (Article 22).

Rest Periods

Workers must be granted a minimum continuous rest period of eight hours per day. Rest periods are not counted as part of working hours (Article 22).

Weekly Day Off

Domestic workers are entitled to one paid day off each week, unless the contract provides for a longer interval between rest days by mutual agreement. However, the law allows the worker to waive this weekly rest day through a written agreement, in exchange for either additional pay equivalent to one day’s wage or an alternative day of rest (Article 23).

Paid Sick Leave

Domestic workers who can prove illness with a certificate issued by an accredited medical authority are entitled to paid sick leave of up to 30 days per year, whether consecutive or separate. The law also provides that the employer may exempt the worker from performing duties during sick leave (Article 24).

Annual Paid Leave

Workers are entitled to 21 days of paid annual leave for each year of service with the employer. The leave may be divided, and its timing and location may be agreed upon between the parties. If the worker’s service ends before taking their leave, they are entitled to payment in lieu of the unused balance. Under the 2011 Standard Employment Contract, workers were previously entitled to 30 days of paid leave only after two years of continuous service. All leave entitlements of the new law shall be counted as part of the worker’s period of service (Article 25).

End-of-Service Benefits

For the first time, domestic workers are entitled to end-of-service benefits. Upon termination of employment after at least two years of service, the worker is entitled to half a month’s wage for each completed year of service. The gratuity also applies proportionally to fractions of a year (Article 31).

However, the worker forfeits their entitlement to this benefit if the contract is terminated due to serious misconduct, such as violating legal or contractual obligations, breaching the sanctity of the workplace, assaulting the employer or their family members, or absconding from work for three consecutive days or more than seven separate days within a single year (Article 35).

Protections Against Exploitation and Abuse

The new Domestic Workers Law introduces a range of protections that were absent or only weakly reflected in earlier regulations.

Forced Labour and Abuse

Employers are prohibited from imposing any form of forced or compulsory labour on workers, or from subjecting them to any form of violence or harassment (Article 4).

While the inclusion of this prohibition is an important step, similar provisions already exist under Oman’s Anti-Human Trafficking Law. However, these have not effectively combatted forced labour and exploitation, due to the persistent inequality entrenched by the Kafala system and the lack of effective enforcement mechanisms.

Passport Confiscation

Employers may not retain a worker’s passport or personal documents except with the worker’s written consent (Article 5).

Previously, passport confiscation was addressed only through Ministerial Circular No. 2 of 2006, which was weakly codified and poorly enforced. The new law offers stronger legal language against this widespread practice. However, by allowing employers to keep passports with the worker’s “written consent,” the law still leaves room for manipulation or coercion, particularly given the power imbalance inherent to domestic work.

Recruitment Costs

Employers are prohibited from charging or collecting any fees from the worker to cover the costs of recruitment, employment, or transfer of services to another employer (Article 7).

Such a provision is important if properly enforced, as many employers charge domestic workers seeking to change their sponsorfor a no-objection certificate to recoup recruitment costs.

Advertising Workers and Discrimination

Employers are prohibited from advertising or promoting domestic workers based on creed or colour, or in any manner that undermines their human dignity for the purpose of transferring their services to other employers (Article 10).

The new Law only addresses discriminatory acts in the context of advertising and worker transfer. It does not extend protections against discrimination as part of the workers’ conditions in the workplace, leaving no legal safeguards against discriminatory treatment between domestic workers in terms of pay or working conditions on the job, for example.

Inspection Mechanisms and Awareness

One of the most significant provisionsof the new Law is Article 12, which authorises the inspection of the domestic workers’ workplaces and residences. It also empowers the Ministry of Labour to summon domestic workers for awareness workshops or to sothe Ministry’s offices when a complaint is filed. Ministry officials may also visit a worker’s workplace or residence, after obtaining permission from the Public Prosecution, though it is unclear if their authority extends to the employer’s private home—where most domestic workers are employed and reside—or only to separate worker accommodations.

While implementation remains to be seen, the establishment of inspection mechanisms and awareness workshops sets Oman apart from other Gulf countries.

Additionally, Article 38 of the law states that recruitment offices may notify the Ministry of Labour on behalf of workers it has assigned if the employer has breached any of their rights, in accordance with procedures determined by the Ministry. It is unclear if the recruitment office has an obligation to do so.

Occupational Health and Safety

Domestic workers are not covered by Oman’s Occupational Safety and Health (OSH) regulations, which apply only to private and public sector workers. However, the new Law includes some vague provisions concerning health and safety:

Safety and Health Care

Employers must treat workers fairly and in a manner that preserves their dignity, safety, and health. They must provide the necessary supplies for performing the agreed work and prohibits assigning workers any hazardous tasks that may endanger their safety or health, or undermine their human dignity (Article 13).

Employers must also provide health insurance coverage for domestic workers (Article 16).

The law makes no mention of work injury or disability benefits, which are available to private sector workers. Domestic workers also remain excluded from Oman’s Social Insurance Law. In 2023, Oman introduced a new Social Insurance Law extending universal work injury insurance to non-Omani workers, which will take effect in 2028. The issue of work injuries among domestic workers remains critical across the Gulf, as their exclusion from injury compensation means that many who suffer serious injuries and become unable to work are repatriated without receiving any form of compensation.

Accommodation

While the previous regulation only required employers to provide “suitable accommodation,” Article 14 of the new law specifies that domestic workers’ accommodation must meet the following requirements:

Be well-ventilated, well-lit, and air-conditioned
Have doors, windows, and ceilings shall be in sound condition
Equipped with proper bedding and a suitable wardrobe for the safekeeping of the worker’s personal belongings
Include a hygienic bathroom in sound condition, well-ventilated, and well-lit

The worker is required to maintain the cleanliness of their accommodation and all its contents. Furthermore, Article 15stipulates that the employer is required to provide transportation for the worker to and from the workplace free of charge if the worker resides outside the employer’s home.

It is also unclear to what extent the accommodation provisions of the new law will be enforced. Many domestic workers in Oman and across the Gulf are often forced to live in small rooms, commonly referred to as “maid rooms - Opens in new tab," within their employers’ homes. These spaces are frequently poorly equipped, lacking proper bedding, windows, ventilation, or air conditioning. Employers are not required to prove they can provide suitable housing prior to the hiring of domestic workers.

In the case of agriculture and farmworkers, accommodation is usually on the site of their work, and also have limited amenities.

Salary Deductions

Article 29 stipulates circumstances under which employers are allowed to deduct wages from workers, which may open the door to manipulation and exploitation by employers. The circumstances include:

If the worker deliberately or negligently causes the loss or damage of tools, machinery, or products owned by the employer that were in his custody or under his control.
Deductions necessary to recover debts and fines pursuant to a judicial ruling or administrative decision issued against the worker.
A loan obtained by the worker from the employer, provided that a written agreement exists between the parties. In such a case, the employer may not charge any interest on the loan.

In all cases, deductions must not exceed one quarter of the worker’s wage. However, it is unclear whether this limit applies each month or over the duration of the contract. The article also does not include any specific mechanism for disputing issues related to deductions, aside from regular labour dispute mechanisms.

Contract Termination

Chapter 5 of the new Domestic Workers Law introduces detailed provisions on the termination of contracts by either party. Article 30 stipulates that a contract may be terminated in the following, among other, cases:

Termination of the contract by either the employer or the worker in accordance with the provisions of the law.
Mutual agreement between the employer and the worker to terminate the contract.

However, it remains unclear whether domestic workers are permitted to terminate their contracts without reaching a mutual agreement with the employer. It is also unclear what is considered “in accordance with the provisions of the law,” as the legislation does not specify a notice period or provide clear procedures for workers to terminate or change employment on their own accord.

Payment of Entitlements

Upon termination of the contract, the employer is required to pay the worker all entitlements due under the provisions of the law or the employment contract. Payment must be made within five days from the worker’s last working day if both parties have agreed to transfer the worker’s services to another employer, and within three days prior to departure if the worker is set to return to their home country (Article 32).

Repatriation

Employers must cover the cost of workers' repatriation to their home country following the end of the contract, within a maximum period of 30 days from the expiry of the employment contract, unless the worker’s services have been transferred to another employer (Article 34).

If the worker refuses to travel, the competent authority is tasked with repatriating the worker at the expense of the Ministry of Labour, with the costs later recovered from the employer.

Conditions for Termination by the Worker

There are five conditions under which a worker may terminate their employment without being bound by the regular termination procedures outlined above, while still retaining the right to all due compensation (Article 36). The worker must notify the employer if any of the following situations apply:

The employer fails to pay the worker’s full wage for more than two consecutive months, or breaches obligations under the Domestic Workers Law or the employment contract.
The employer or their representative commits fraud during the conclusion of the contract regarding the terms of employment.
The employer or any member of their family commits an act of indecency towards the worker.
The employer or any member of their family assaults the worker in a manner that harms their body, life, or dignity.
There exists a serious hazard threatening the worker’s safety or health, and the employer was aware of the hazard but failed to eliminate it.

However, the law does not clarify or outline a mechanism through which a worker can change employment without the employer’s consent following termination of the contract for any of the above reasons. Domestic workers are required to obtain a no-objection certificate (NOC) from their employer to change jobs, and it remains to be seen whether this requirement will be waived in such cases.

Labour Disputes and Penalties

Article 37 of the new law introduces a dispute resolution mechanism modelled on the redress procedures outlined in the Labour Law. It stipulates that labour-related lawsuits claiming rights will not be accepted by the competent court unless a settlement application has first been submitted to the relevant administrative division within the Ministry, which must attempt to reach an amicable settlement within 30 days from the date of submission.

If no settlement is reached between the parties, the competent administrative division must refer the dispute to the competent court within seven days from the date of the final settlement session. Furthermore, the right to claim any entitlement expires one year after the date on which it becomes due.

Employers face an administrative fine ranging from no less than OMR50 to no more than OMR500 for each violation of the provisions of this Regulation. The fine is multiplied by the number of workers affected by the violation (Article 39)

Oman’s new Domestic Workers Law is long overdue, formally codifying key basic working conditions for workers in this sector.

The introduction of inspections to domestic workers places of work and residence is a commendable step forward that must be followed with robust implementation mechanisms. Global domestic workers’ movements have longed called for inspection mechanisms for the sector, but their demands consistently receive pushback. Domestic workers’ workplaces are generally households that are considered the employer and family’s inviolable private sphere.

However, as is the case in other Gulf countries, provisions on paper do not necessarily translate into practice. This is particularly the case in the absence of robust enforcement mechanisms to ensure that all domestic workers benefit from the protections established by the law. While the new Law introduces mechanisms for awareness-raising and workplace inspection, it remains uncertain to what extent these measures will be effectively implemented to ensure compliance.

Recommendations

Include domestic workers in the Wage Protection System
Use the new law as a stepping stone towards full coverage under the Labour Law and Social Insurance Law
Ratify ILO’s Domestic Workers Convention No.189
Ensure workers have access to personal communication devices
Introduce a minimum living wage
Introduce greater oversight of recruitment agents
Establish drop-in shelters for both male and female domestic workers
Remove the No-Objection Certificate (NOC) requirement for workers seeking to change jobs
Allow domestic workers to form and join labour unions

Summary Table

Provision

Previous Regulations

New Domestic Workers Law

Legal Basis

Ministerial Resolution No. 189/2004 & Standard Employment Contract 2011

Ministerial Resolution No. 574/2025

Employment Contract

Required basic details (salary, food, accommodation, medical care).

Requires a more comprehensive contract including the type of work, start date, probation, working hours, wage, rest, and any job-specific conditions.

Contract Registration

No requirement.

Mandatory electronic registration with the Ministry of Labour.

Probation Period

3 months.

Maximum 15 days, with 7 days’ notice for termination.

Renewal & Expiry

Not explicitly defined.

Auto-renewal unless terminated; 2 months’ notice required for non-renewal.

Maximum Working Hours

No limit.

12 hours per day with rest/meals breaks.

Overtime

Not addressed.

Up to 2 extra hrs/day with written consent and equal hourly pay.

Daily Rest

Not defined.

Minimum 8 consecutive hrs/day.

Weekly Rest

One day off per week after two years’ service (rarely enforced).

One paid day off per week; can be waived for extra pay or alternate rest day.

Annual Leave

30 days after two years’ continuous service.

21 days per year of service, pro-rated.

Sick Leave

Not provided.

Up to 30 days paid per year with medical certificate.

End-of-Service Benefits

None.

½ month’s wage per completed year after 2 years’ service.

Forced Labour & Abuse

Implicitly covered under Anti-Trafficking Law; not in domestic regulations.

Explicitly prohibited (Article 4) alongside harassment and violence.

Passport Confiscation

Prohibited by weak 2006 circular.

Prohibited unless worker gives written consent.

Recruitment Fees

Not clearly addressed.

Explicitly prohibits charging workers any recruitment or transfer costs.

Discrimination / Advertising

Not addressed.

Bans discriminatory advertising based on creed or colour (Art. 10).

Accommodation

“Suitable accommodation” requirement only.

Detailed standards: ventilation, lighting, bathroom, furniture, wardrobe, etc.

Transportation

Not covered.

Employer must provide transport if worker lives outside home.

Health & Safety

Not mentioned.

Articles 13 & 16 require fair treatment, safe tasks, and health insurance.

Inspection Mechanisms

None.

Article 12 introduces workplace inspection and awareness sessions (with Public Prosecution permission).

Recruitment Agency Oversight

Not clearly defined.

Agencies can notify MoL of employer violations (Art. 38).

Salary Deductions

Not specified.

Permitted in limited cases (damage, debts, loans), capped at ¼ wage.

Contract Termination

The employer may terminate the employment contract, provided that the worker is notified one month prior to the termination date or is paid wages in lieu of the notice period.

Article 30–32 detail termination by either party; 5-day pay deadline for transfer, 3-day before departure.

Worker-Initiated Termination

Workers may terminate the contract provided that they notify the employer one month before the intended termination date. The worker may terminate the contract immediately if it is proven that the employer or a member of the employer’s family has assaulted them.

Workers may terminate for non-payment, assault, fraud, or health/safety risks and retain entitlements.

Repatriation

Employer pays return ticket; timeframe not fixed.

Employer must repatriate within 30 days of contract expiry.

Dispute Resolution

Mandatory administrative settlement attempt within 2 weeks by the competent labour dispute division, if no settlement or non-implementation by either party, referral to court within 2 weeks, accompanied by a memorandum summarizing the dispute and parties’ arguments.

As per Article 9 of the Labour Law, mandatory administrative settlement attempt within 30 days; referral to court if unresolved.

Penalties

Minimal or absent.

Administrative fine – 50 to 500 OMR per violation, multiplied by affected workers.

Coverage of OSH & Social Insurance

Excluded.

Still excluded; limited to employer-provided health insurance.

Have you had a similar experience?

Please reach out, we would love to hear from you relating to your experience on this topic.
Your anonymity is important to us and all personal information will remain private.