Oman’s reformed Labour Law, issued under Royal Decree No. 53 of 2023, provides 30 calendar days of paid annual leave — but with a shorter qualifying period than most Gulf peers. Employees become eligible after just six months of continuous service, and the law includes a distinctive requirement that every employee must take at least 30 consecutive days of leave once every two years.

This guide explains the six-month eligibility threshold, the 30-day flat entitlement, the carry-forward cap, the mandatory two-year leave rule, and the return-ticket entitlement for non-Omani employees.

Key takeaways

Oman’s Labour Law entitles private-sector employees to 30 calendar days of paid annual leave per year.
The first-year entitlement begins after six months of continuous service — the shortest qualifying period in the GCC.
Unused leave can be carried forward up to 30 days, unless the carry-over is due to employer requirements.
Every employee must take at least 30 consecutive days of leave once every two years — a mandatory rest provision.
Non-Omani employees are entitled to a return ticket to their home country for their annual leave period.

The statutory entitlement: 30 days after six months

Article 78 of Royal Decree No. 53 of 2023 sets the annual leave floor at 30 calendar days per year for all private-sector employees. The entitlement is a flat figure with no tenure-based tier — once the employee qualifies, they receive the full 30 days.

The qualifying period is six months of continuous service, which is shorter than the nine-month threshold in Kuwait and the full-year requirement in Saudi Arabia, Qatar, and the UAE. This makes Oman one of the most employee-friendly Gulf jurisdictions for new joiners.

For a regional comparison, see how Saudi Arabia’s 21-to-30-day tiered scale, Qatar’s 21-to-28-day structure, and the UAE’s 30-day flat entitlement compare with Oman.

Eligibility and pro-rated leave

First-year entitlement

An employee who has completed six months of continuous service is entitled to a pro-rated portion of the 30-day entitlement based on the period actually worked. The standard formula is: (months of service ÷ 12) × 30 days.

An employee who has not yet completed six months has no statutory annual leave entitlement. However, many employers grant leave on a pro-rata basis from the start of employment as a contractual benefit.

The mandatory two-year rule

Article 78 includes a provision that is unique among Gulf jurisdictions: every employee must take at least 30 consecutive days of annual leave once every two years. If an employee has not taken their full 30-day entitlement within any two-year window, the employer must schedule the leave.

This is not merely a recommendation — it is a statutory obligation. An employer who allows an employee to accumulate more than two years’ worth of leave without taking a 30-day block is technically in breach of the law.

Carry-forward and accumulation

The carry-forward rules in Oman are more structured than in some Gulf peers:

An employee who does not use their annual leave can carry forward up to 30 days to the following year.
If the employer required the employee to postpone leave due to work requirements, the carry-forward limit of 30 days does not apply — the employee may retain the full unused balance.
Annual leave from different entitlement periods may be combined by mutual agreement between employer and employee.
Leave cannot be waived for cash except in special cases approved by the Minister of Labour.

The distinction between voluntary and employer-required carry-over is important. If the employer prevented the employee from taking leave, the 30-day cap does not constrain the carry-forward. Document the reason for any excess carry-over in writing.

Pay during annual leave

Annual leave is paid at the employee’s gross wage — the salary including all allowances that form part of the contractual package. The term “gross wage” in the Oman context is broader than the “basic wage” used in the UAE, and includes fixed allowances alongside the base salary.

The leave wage must be paid before the leave begins. This is consistent with the advance-payment requirement across the GCC, though Oman’s statute uses the term “gross wage” rather than “basic wage” or “full wage.”

Return ticket for non-Omani employees

A provision specific to Oman: non-Omani employees are entitled to a return ticket to their home country for the purpose of spending their annual leave. The employer must provide this ticket or its cash equivalent.

This entitlement applies once per year and is separate from the leave wage. It does not apply to Omani nationals. For employers with a mixed Omani and expatriate workforce, the return-ticket obligation adds a budgetary line item that does not exist in other Gulf jurisdictions.

Employer obligations

A compliant Oman annual leave policy needs to deliver on six core obligations:

Grant 30 calendar days of paid annual leave per year once the employee completes six months of service.
Pay the gross wage during annual leave, including all contractual allowances.
Pro-rate leave for fractions of the year based on actual service.
Ensure the employee takes 30 consecutive days of leave at least once every two years.
Provide a return ticket (or cash equivalent) for non-Omani employees.
Pay out unused accrued leave on termination of employment.

Employee rights

The corresponding rights for private-sector employees in Oman are:

The right to 30 calendar days of annual leave per year after six months of service.
The right to be paid the gross wage during annual leave.
The right to a return ticket for non-Omani employees.
The right to a paid leave payout on termination for any accrued, unused balance.
The right to take 30 consecutive days of leave at least once every two years, even if the employer prefers otherwise.

Public holidays

Oman observes approximately 13 public holidays per year, including Eid al-Fitr, Eid al-Adha, National Day (18 November), Renaissance Day (23 July), and Islamic occasions. Public holidays falling during an annual leave period are not counted as leave days.

For broader context on how public holidays sit alongside annual leave, see our overview of main types of leave employers manage.

Common pitfalls

Oman-based and multinational employers tend to fall into the same four traps when administering annual leave.

1. Using a 12-month qualifying period instead of six months

Oman’s threshold is six months, not twelve. An employer who grants annual leave only after one year of service is under-entitling employees who have completed six months but not yet twelve.

2. Ignoring the mandatory two-year rule

The requirement that every employee take 30 consecutive days of leave once every two years is a statutory obligation, not a best-practice recommendation. An employer who allows unlimited accumulation without ensuring a 30-day block within each two-year window is technically in breach.

3. Applying the 30-day carry-forward cap to employer-required postponements

If the employer prevented the employee from taking leave, the 30-day carry-forward cap does not apply. Applying the cap indiscriminately — including in cases where the employer was responsible for the postponement — creates exposure at termination.

4. Forgetting the return-ticket obligation for non-Omani employees

The return-ticket entitlement is separate from the leave wage and applies to every non-Omani employee once per year. Omitting this from the off-boarding or leave-pay process creates a gap that surfaces at termination or inspection.

Frequently asked questions

How many days of annual leave do Oman employees get?

Private-sector employees are entitled to 30 calendar days of paid annual leave per year. The first-year entitlement begins after six months of continuous service. Pro-rated leave accrues for fractions of the year.

Is there a mandatory leave rule in Oman?

Yes. Article 78 requires every employee to take at least 30 consecutive days of annual leave once every two years. The employer must ensure this happens, even if the employee prefers to accumulate.

Can unused annual leave be carried forward in Oman?

Yes, up to 30 days can be carried forward. However, if the employer required the employee to postpone leave, the 30-day cap does not apply and the full unused balance may be retained.

Do non-Omani employees get a return ticket?

Yes. Non-Omani employees are entitled to a return ticket to their home country for their annual leave period, provided once per year. The employer may provide the ticket or its cash equivalent.

What happens to unused annual leave when an employee leaves?

Accrued, unused annual leave must be paid out on termination of employment. This applies whether the employee resigns, is dismissed, or reaches the end of a fixed-term contract.

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Putting it into practice

If you employ staff in Oman, the practical to-do list is short:

Confirm employment contracts state the 30-day annual leave entitlement clearly, noting the six-month eligibility threshold.
Configure your HR or payroll system to accrue leave from the six-month mark.
Build a two-year leave tracker that flags employees who have not taken 30 consecutive days within the window.
Budget for the non-Omani return-ticket obligation as a separate leave-cost line item.
Pay the gross wage (including allowances) during leave, not just the basic salary.
Keep accurate leave records aligned with the Ministry of Labour’s requirements.

A modern leave management system handles the six-month eligibility check, the two-year mandatory block, and the return-ticket entitlement automatically — so the next time an employee resigns at month eight with 20 days banked, the final settlement is correct without anyone having to dig through Royal Decree No. 53/2023 by hand.