New non-Omani labour recruitment rules: What offices, employers and workers need to know
The framework seeks to bring recruitment offices under a clear legal structure, improve professionalism across the sector and establish a more transparent relationship between recruitment offices, employers and workers
12 October, 2026
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Oman’s Ministry of Labour has unveiled a new regulatory framework governing the recruitment of non-Omani manpower, introducing stricter licensing requirements, financial guarantees and contractual obligations aimed at improving service quality and protecting the rights of employers and workers.
The framework seeks to bring recruitment offices under a clear legal structure, improve professionalism across the sector and establish a more transparent relationship between recruitment offices, employers and workers. It is also intended to curb unregulated practices and support stability in the Sultanate’s labour market.
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Dr Saif bin Mohammed Al Busaidi, adviser to the Minister of Labour for Labour Welfare, said the framework represents an important regulatory step towards developing the non-Omani manpower recruitment sector, improving service quality and strengthening the reliability of recruitment offices, according to an Oman News Agency report.
Clearer contracts and stronger protections
Al Busaidi said the new rules establish a clearer framework for the rights and obligations of all parties through unified contracts and forms, defined recruitment timelines and procedures, financial guarantees and mechanisms for resolving disputes.
These measures are intended to protect the interests of employers and workers while reducing irregularities in recruitment practices. The framework also strengthens oversight of recruitment offices and introduces requirements designed to improve professionalism and service standards.
Al Busaidi emphasised that recruitment offices must comply with the prescribed regulations, noting that adherence to the controls would contribute to better services and greater stability in the labour market.
The framework introduces several requirements for businesses engaged in recruiting non-Omani manpower. These include restricting recruitment activities to offices licensed by the Ministry of Labour, adopting standardised contracts and forms, and establishing a register of licensed offices.
The register is intended to improve transparency and help organise relationships between recruitment offices, employers and workers, while the standardised documentation provides greater clarity on the obligations of each party.
OMR5,000 financial guarantee for recruitment offices
The new framework sets out specific eligibility conditions for obtaining a recruitment licence. The establishment’s owner, partners and authorised signatories must be Omani nationals. In addition, the owner or at least one partner must be dedicated full-time to managing the activity and registered with the Ministry of Labour as an employer.
Applicants must also register with the Authority for Small and Medium Enterprises Development and submit a financial guarantee of OMR5,000, to be deposited into an account held by the Ministry of Labour.
The financial guarantee is designed to strengthen the credibility of recruitment offices and provide funds that can be used to fulfil their contractual obligations. It also serves as a safeguard for employers and workers if an office fails to meet its commitments.
Beyond the financial requirements, recruitment offices must provide suitable premises for conducting their activities and appropriate accommodation for workers. They are also required to comply with occupational safety and health standards, supporting better service delivery and more reliable recruitment practices.
These requirements form part of the ministry’s broader effort to strengthen accountability across the sector and ensure that licensed offices operate within established regulatory standards.
45-day recruitment deadline and two-year guarantee
The framework introduces standardised recruitment contracts approved by the Ministry of Labour, with provisions intended to give employers greater certainty when hiring non-Omani workers.
Recruitment offices must provide a guarantee covering the recruitment service for two years. The rules also establish a clear recruitment period of no more than 45 days, setting a defined timeframe for completing the process.
The measures are intended to clarify contractual responsibilities, improve the efficiency of recruitment procedures and provide employers with greater certainty about the services they receive.
By introducing standardised agreements and specified timelines, the framework seeks to reduce ambiguity in recruitment arrangements and establish clearer expectations for both recruitment offices and employers.
Stronger safeguards for workers
Protecting workers’ rights is another central element of the new framework. Recruitment offices are prohibited from collecting any sums from workers in exchange for recruitment services.
Offices must also provide accommodation and care for workers during the period they remain in their custody. In addition, a job offer must be in place before recruitment, specifying the worker’s wages and the nature of the work.
These provisions are intended to ensure that workers have clearer information about their prospective employment and are protected against recruitment-related charges.
The framework also prohibits licensed recruitment offices from promoting or offering the services of non-Omani workers. The restriction forms part of the ministry’s efforts to regulate recruitment activities, protect workers’ rights and preserve the integrity of the labour market.
Dispute resolution and regulatory oversight
The new rules establish a framework for resolving disputes between the parties involved in recruitment arrangements. Employers, workers and recruitment offices may refer disputes to the Ministry of Labour for settlement.
The framework specifies timeframes for handling disputes and provides for the fulfilment of financial obligations between the parties. These measures are intended to speed up the resolution of disagreements, strengthen contractual relationships and reduce uncertainty when obligations are not met.
The ministry will also strengthen monitoring of licensed recruitment offices to ensure compliance with the rights of employers and workers. Regulatory procedures will be used to address violations, reinforcing accountability and encouraging offices to adhere to the new requirements.
The enhanced oversight provisions complement the licensing and financial guarantee requirements, creating a framework intended to improve compliance and build confidence in recruitment services.
Lower licensing fees and more opportunities for offices
Alongside the stricter regulatory requirements, the framework introduces several measures intended to facilitate business operations for recruitment office owners.
The licensing fee has been reduced to OMR300 for a two-year period. The framework also increases the number of temporary licences to 25 and allows recruitment offices to open branches after one year from the date their licence is obtained.
Any new branch must have an Omani manager, according to the framework.
The ministry will also distribute the assessment of applications for activity licences according to the geographical areas covered by its directorates and labour departments. The approach is intended to help organise licensing and facilitate the procedures required to conduct recruitment activities.
The combination of reduced licensing costs and clearer operating requirements is intended to make the licensing process more accessible while maintaining regulatory oversight.
Supporting labour market stability
The framework represents a broader effort by the Ministry of Labour to raise professionalism and reliability in the non-Omani manpower recruitment sector.
Through standardised contracts, defined recruitment timelines, financial safeguards and stronger monitoring, the ministry aims to improve service quality and establish a fairer, more transparent relationship between recruitment offices, employers and workers.
The measures are also intended to strengthen confidence in recruitment services, protect the interests of the parties involved and support a more stable labour market.
By combining stricter compliance requirements with lower licensing fees and provisions to facilitate business expansion, the framework seeks to balance the need for effective regulation with the operational needs of recruitment offices.
The ministry’s implementation of the framework is expected to place greater emphasis on accountability, contractual clarity and the protection of rights throughout the recruitment process.
