Hiring in Oman: A Guide for International Companies

For a company hiring its first employee in Oman, the biggest question is often not simply where to find candidates.

It is:

This guide provides a practical framework.

1. Start With the Role

Before looking for candidates, define what you actually need.

Clarify:

• Job title
• Responsibilities
• Required experience
• Technical skills
• Language requirements
• Reporting line
• Working arrangement
• Expected start date
• Compensation range
• Location

A clear role makes recruitment more efficient and helps candidates understand the opportunity.

2. Understand the Local Talent Market

Recruitment should be based on the actual market rather than assumptions.

Depending on the role, companies may need to consider:

• Candidate availability
• Experience levels
• Compensation expectations
• Location
• Industry background
• Language skills
• Technical specialization

For specialized positions, market mapping and targeted outreach may be more effective than relying only on general job advertising.

3. Decide Whether You Need Recruitment Support

Some companies manage recruitment internally.

Others use an external recruitment partner.

External support may be useful when:

• The company does not have a local recruitment team.
• The role is difficult to fill.
• The company needs access to a broader market.
• The position requires specialized sourcing.
• The internal team needs additional recruitment capacity.

Candidate searches do not have to stop at the border. EmployMENA’s searches cover the Arab world, including candidates inside or outside Oman. Bringing non-Omani manpower into Oman is a different, regulated activity: from 1 January 2027, offices that recruit non-Omani manpower must be licensed by the Ministry of Labour under Ministerial Decision 390/2026. EmployMENA does not provide that service.

4. Decide How the Employee Will Be Employed

Once you identify the candidate, the next question is the employment structure.

If the company already has an appropriate Omani entity, it may be able to employ the person through its own structure.

If it does not, an Employer of Record arrangement can provide an alternative. Which structure fits depends on how many people you expect to employ, for how long, and what presence you want in the country.

When you also need to find the person, Recruit & Employ covers both steps through one partner.

6. Prepare the Employment Documentation

Once the employment structure is established, the parties need appropriate employment documentation.

The documentation should clearly reflect:

• Employer
• Employee
• Role
• Compensation
• Start date
• Working arrangement
• Applicable terms
• Relevant obligations

The contract must be in writing and in Arabic, in two copies; a contract in another language needs an Arabic copy agreed by both parties (Art. 33). Key terms set by the Labour Law include:

• Probation of up to 3 months for monthly-paid employees and 2 months for others, once per employer (Art. 37).
• Notice of 30 days for monthly-paid employees and 15 days for others, unless the contract sets longer (Art. 38).
• Working hours: up to 8 actual hours a day and 40 a week (Art. 70).
• Weekly rest: at least two consecutive paid days (Art. 77).
• Annual leave: at least 30 days on full pay, available after 6 months of service (Art. 78).
• Sick leave: up to 182 days a year, on full pay at first and reduced pay later (Art. 82).
• Maternity leave of 98 days and paternity leave of 7 days (Art. 84).

The Oman overview brings these rules together in one table.

7. Set Up Payroll

Payroll should be considered before the employee starts.

The process may involve:

• Salary calculation
• Applicable deductions
• Social protection contributions
• Payment
• Employee records
• Reporting

The employer should establish who is responsible for each part of the process.

Wages are paid in Omani rials unless another currency in legal circulation is agreed (Art. 85), by transfer to the employee’s account at a local bank or financial institution licensed by the Central Bank of Oman (Art. 87). The Wage Protection System, run by the Ministry of Labour and the Central Bank, monitors these payments in the private sector.

Payroll also covers contributions to the Social Protection Fund under the Social Protection Law (Royal Decree 52/2023). Coverage of non-Omani employees, including occupational injury insurance and a savings scheme that replaces the end-of-service gratuity, is being introduced in stages, so confirm what applies to each employee. Until the savings scheme applies, employees not covered by the Social Protection Law receive an end-of-service gratuity of at least one month’s basic wage per year of service (Art. 61).

8. Plan Employee Onboarding

Onboarding should go beyond collecting documents.

A good onboarding process should help the employee understand:

• Their role
• Their team
• Reporting relationships
• Expectations
• Communication channels
• Company policies
• Tools and systems
• First priorities

For remote employees, this becomes even more important because informal workplace interaction is reduced.

9. Clarify Who Manages What

When using an EOR or external workforce partner, responsibilities should be clearly divided.

The client company generally manages:

• Day-to-day work
• Role responsibilities
• Objectives
• Performance
• Team integration

The workforce partner may support:

• Employment administration
• Payroll
• Employee documentation
• Statutory administration
• HR support

The exact responsibilities depend on the service arrangement.

10. Think Beyond the First Hire

Your first employee may eventually become the beginning of a larger Oman team.

Consider:

• Will you hire more people?
• Do you expect a permanent local presence?
• Will you need local HR support?
• Will you establish an entity later?
• Will your payroll requirements become more complex?
• Will you need recruitment support for specialized roles?

Your initial employment structure should fit your immediate needs while leaving room to adapt.

Common Hiring Scenarios

Scenario 1: “We already found someone.”

You may not need recruitment.

Your immediate requirement may be EOR or another employment structure.

Scenario 2: “We need to find someone.”

Start with recruitment.

Once you select the candidate, address the employment structure.

Scenario 3: “We need to build a team.”

You may need recruitment plus EOR or your own local employment structure, depending on your plans.

Scenario 4: “We already employ people but need support.”

Workforce management, payroll or HR administration may be more relevant.

Hiring Omani vs. Non-Omani Talent

The process can differ depending on the employee’s nationality.

For Omani employees, the focus may primarily be on the employment relationship, payroll and applicable statutory requirements.

For non-Omani workers, a work permit is required before starting any work (Art. 28), and the employer needs a Ministry of Labour authorisation to recruit non-Omani manpower (Art. 27).

Employers apply for work permits through the Ministry of Labour’s electronic services, so employers should verify the current requirements before employment begins.

How EmployMENA Can Support International Companies

EmployMENA brings together three connected workforce needs:

Recruit

Find and evaluate talent.

Employ

Employ selected candidates through an EOR arrangement in Oman where appropriate, or combine both steps through Recruit & Employ.

Manage

Support payroll, HR administration and workforce needs.

This allows companies to choose the support they need rather than committing to a one-size-fits-all service. The Oman overview brings these options together.

Frequently Asked Questions

Can an international company hire in Oman without a local entity?

An EOR may provide an alternative employment structure for companies that do not have their own local employing entity, subject to applicable requirements.

Should I recruit before setting up the employment structure?

The order can depend on your situation. If you already have a candidate, employment structure may be the immediate priority. If you do not, recruitment comes first.

Can I hire one employee in Oman?

Companies can explore employment arrangements for individual employees, subject to the applicable requirements and structure.

Do foreign employees need work permits?

Yes. A non-Omani employee needs a work permit before starting any work in Oman (Art. 28). Current requirements should be verified with the Ministry of Labour.

Should I use an EOR or establish my own company?

The decision depends on your workforce size, business activities, expected duration, desired local presence and long-term plans.

Can recruitment and EOR be combined?

Yes. Recruitment can help identify the candidate while EOR can support the subsequent employment arrangement.

Can candidates come from outside Oman?

Yes. A search can cover candidates inside or outside Oman. A non-Omani employee needs a work permit before starting work, and recruiting non-Omani manpower into Oman is a licensed activity that EmployMENA does not provide.

Must the employment contract be in Arabic?

Yes. The contract must be written in Arabic, or have an Arabic copy agreed by both parties if it is written in another language.

How are salaries paid in Oman?

In Omani rials, by transfer to the employee’s account at a local bank or licensed financial institution, with payments monitored by the Wage Protection System.