Oman Leave Laws and Holidays

Employees are entitled to 30 days of annual leave upon completion of one year of continuous service with the employer.

Employees must provide advance notice when planning to take annual leave, the exact duration of which is typically specified in the employment contract or by company policy.

Annual leave requires approval from the employer, and the timing can be subject to business needs.

Additional annual leave beyond the standard quota is not commonly granted but may be negotiated with the employer under special circumstances.

Annual leave accrues monthly but is often only accessible after the completion of one year of service.

A limited amount of annual leave can be carried over to the next year, dependent on company policy. Excess leave may be forfeited if not used.

Unused annual leave is paid out upon termination of employment.

There is generally no end of year payout for unused annual leave; it is either carried over or forfeited according to the company’s policy.

Additional rules regarding annual leave are dictated by company policy and must comply with local labor laws.

Fathers are entitled to 3 days of paternity leave with full pay to be taken at the time of childbirth.

Fathers are required to notify their employer as soon as possible about the expected childbirth to arrange paternity leave.

Paternity leave requires notification and is subject to approval based on the timing of the childbirth.

Additional paternity leave is not typically available beyond the three days unless specified by the employer under extraordinary circumstances.

Paternity leave is not accrued but is granted per childbirth event.

Paternity leave cannot be carried over; it must be used at the time of childbirth.

There is no payout for unused paternity leave upon termination, as it must be used at the time of childbirth.

End of year payout does not apply to paternity leave as it is intended for use specifically at the time of childbirth.

Paternity leave is specifically intended for use at the time of childbirth to support the spouse and must be taken then.

Employees are entitled to sick leave of up to 10 weeks in a year. The first two weeks are typically paid in full, the next two weeks at half pay, and subsequent weeks may be unpaid.

Employees must notify their employer immediately in the case of sickness and provide a medical certificate as soon as possible.

Sick leave does not usually require prior approval, but submission of a medical certificate is necessary to validate the leave.

Additional sick leave beyond the standard quota can only be granted with appropriate medical justification and employer's discretion.

Sick leave does not accrue and is available as needed, subject to the limits and conditions set by the law.

Unused sick leave does not carry over to the next year; it is reset at the start of each calendar year.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave is not paid out at the end of the year.

Sick leave must always be supported by a medical certificate, and abuse of sick leave can lead to disciplinary actions.

Women employees are entitled to 50 days of maternity leave with full pay, which can be taken before and after childbirth.

The employer should be notified of the expected date of childbirth as soon as it is reasonably possible.

Maternity leave does not require approval, but timely notification and submission of medical documentation are required.

Additional maternity leave is not standard and would need to be agreed upon with the employer, potentially without pay.

Maternity leave entitlement is not based on accrual but is granted per occurrence of childbirth.

Carry over does not apply to maternity leave as it is event-based.

There is no payout for unused maternity leave upon termination as it is granted per childbirth event.

There is no end of year payout for maternity leave as it must be used for each childbirth event.

During maternity leave, women are protected from termination of employment except in cases of gross misconduct.

Employees are entitled to 3 days of bereavement leave in the event of the death of an immediate family member.

Employees must inform their employer immediately in the event of the death of an immediate family member to arrange for bereavement leave.

While bereavement leave is a right, it requires immediate notification and acknowledgement from the employer.

Additional bereavement leave is not typically available beyond the three days unless offered by the employer under special circumstances.

Bereavement leave is not accrued but is granted as needed per event.

Bereavement leave cannot be carried over; it is intended to be used immediately following the death of an immediate family member.

There is no payout for unused bereavement leave upon termination, as it must be used at the time of the bereavement event.

End of year payout does not apply to bereavement leave as it is intended for immediate use during a bereavement event.

Bereavement leave is applicable only in the event of the death of immediate family members, typically including spouses, children, parents, and siblings.

Employees are entitled to take Hajj leave once during their employment, provided they have completed at least two years of service with the same employer.

Employees must submit a written request for Hajj leave at least 30 days before the intended departure. The notice period allows the employer time to manage work arrangements.

Hajj leave requires prior approval from the employer. The employer can deny the leave if operational requirements are not met, but they must justify the decision.

Employees are only entitled to one instance of Hajj leave during their employment, and no additional leave can be accumulated or granted.

Hajj leave is not accrued like annual leave. It is a one-time leave entitlement available to employees who meet the eligibility criteria.

Since Hajj leave is a one-time entitlement, it must be taken in the year it is granted and cannot be carried over to the next year.

Hajj leave cannot be converted into financial compensation upon termination, as it is a non-accumulative, one-time leave type.

Unused Hajj leave will not be paid out at the end of the year as it is a non-accumulative leave with a one-time entitlement.

Hajj leave is only available to employees who have completed at least two years of continuous service with the same employer. The employer may approve or deny the request based on operational needs.

Military leave is granted to employees who are called for mandatory or voluntary military service. The duration of leave depends on the service requirements.

The notice period for military leave is dependent on the nature of the military service. Employees are required to inform their employers as soon as they receive their call-up, but the timing of notice may vary.

While military leave is a legal right, employees must still inform and seek approval from their employer. The employer has the right to request proof of military duty before granting the leave.

Military leave is granted based on the official requirements of the military service, and no additional leave can be accumulated beyond the actual period of service.

Military leave is not typically accrued like annual leave, unless it is mandated by official military duty. The duration of leave is based on the specific military obligations.

Military leave is granted based on specific, non-recurring service periods. It is not carried over and must be taken within the period the military service is required

Unused military leave cannot be paid out upon termination, as it is a form of statutory leave linked to the employee's military obligations.

As with other non-accumulative leave types, military leave is not subject to payout at the end of the year.

Employees must provide official documentation or orders for military service to qualify for military leave. Employers are required to grant this leave to eligible employees as per national laws.