Friday 26 / April / 2024
Muscat: Oman’s Human Rights Commission has issued the guide for expatriates working in Oman.
The right of non-Omani Manpower in the private sector are secured based on the Omani Labour Law Promulgated by the Royal Decree No. 35/2003, and the Executive Regulation issued by Ministerial Order No. 1/2011, which obligates Non-Omani Labor Recruitment agencies to conclude a contract between the employee and the employer.
The following section, summarizes the rights and responsibilities of non-Omani work force based on existing Laws and regulations.
Labour rights of expatriate workers:
1- Remuneration for work and any allowances or benefits stated in the contract.
2- Paid weekly rest (two days for establishments or according to contract)
3- Paid annual Leave for 30 days.
4- Worker's probation period shall not exceed three months. (The contract may be terminated during this period after 7-day notice)
5- Return ticket at employer's expenses given at the end of the contract and during annual leave.
6- Necessary health insurance at the expenses of the employer in accordance with Article 33 of the Labor Law.
7- End of service benefits of fifteen days for each service year of the first three years and one month for each of the following years.
8- Financial compensation in cases of death or total disability while at work in accordance with Article 32 of the Law on the Compensation of Occupational Injuries and Diseases issued by Royal Decree No. 40/77.
9- The right to review work regulations and Sanctions in the establishment and the procedures of their enactment.
10- The right to know work risks, safety procedures, means of prevention taken and protection from health harms and machinery hazards.
11- Not to work at noon time (12:30 - 3:30) during the months of June, July and August on construction sites that are open and directly exposed to the sun heat and oppressive temperature unless for a short period time.
12- Not to perform work not agreed upon in the contract, unless it was necessary and a temporary period and that the work assigned is not substantially different from the nature of the original work.
13- Exemption from litigation fees in legal cases brought by workers or their beneficiaries.
14- Joining labour syndicates and unions in the Sultanate.
15- Joining the licensed diaspora communities in the Sultanate.
16- Allowing the worker in case of exclusion to Liquidate and finalize personally or through an attorney all financial and materialistic issues in accordance with Article 33 of the Foreigners’ Residence Law No. 16/1995.
