The Bureau of Emigration and Overseas Employment of Pakistan has issued labor rights guidelines for Pakistani workers employed in Oman, highlighting annual leave entitlements, leave arrangements, travel benefits and end-of-service payments.
The guidelines explain the provisions of Oman’s Labour Law, promulgated under Royal Decree No. 53/2023, which guarantees employees at least 30 days of annual leave with full pay under Article 78.
Employees can take annual leave after completing at least six months of service with their employer.
They may carry forward up to 30 days of unused leave, although this limit may be exceeded if work requirements prevent them from taking their leave. Annual leave periods may also be combined by mutual agreement.
The law provides an additional benefit for non-Omani workers, entitling them to return air tickets during annual leave to travel to their home country and back to their workplace after the leave period.
It also states that employees cannot waive their right to annual leave. However, an alternative leave arrangement may be introduced in sectors specified by the Minister of Labour, provided it offers greater benefits to workers.
Article 81 sets out further rules governing annual leave.
Employers may divide annual leave into separate periods according to operational requirements, although this provision does not apply to young workers.
Where work demands require it, employers may postpone an employee’s annual leave for up to six months.
The law also seeks to ensure that workers receive adequate rest, requiring every employee to take at least 30 days of annual leave once every two years.
In certain circumstances, employers may compensate workers financially for unused annual leave, calculated based on their basic wage, provided the employee gives written consent.
If employment ends before a worker has used their accumulated annual leave, the employer must pay compensation equivalent to the employee’s full wage for the outstanding leave days.