By Oman’s Ministry of Labour has said remote work is not just about changing where people work, but also about how they deliver results, according to the Oman Observer. The ministry said remote work enhances creativity, efficiency, and responsibility, and offers flexibility in performance, trust in talent, and achievements that transcend geographical boundaries.
The statement, reported on 20 October 2026, follows a ministerial decision issued in September 2025 regulating remote work in the Sultanate. The ministry framed the policy as paving the way toward a more innovative and sustainable future of work.
What the September 2025 decision actually requires
The ministerial decision sets out a framework that employers in Oman must follow when offering remote or hybrid arrangements. Remote work may be partial or full, provided duties are performed using information and communication technology tools within Oman. Contracting for remote work outside the Sultanate is strictly prohibited.
Employers must prepare official lists of remote workers, supply necessary ICT tools, and provide electronic systems for supervision and performance monitoring while ensuring workers’ privacy is not violated. The decision also states that establishments must avoid misusing personal data or monitoring systems beyond work purposes.
Workers have obligations too. They must personally perform duties during agreed working hours, maintain confidentiality of work-related data, return ICT tools when requested, and immediately report technical difficulties. Employees may disconnect from an employer’s system if it infringes on their privacy.
Full remote work contracts must be in writing, outlining job conditions, remuneration, ICT responsibilities, working hours, and performance monitoring mechanisms. Employers can require employees to return to on-site work if information security is threatened, company policies are breached, or agreed working hours are not met. Remote employees enjoy the same rights and obligations as under the Labour Law issued by Royal Decree 53/2023.
How remote work began as traffic relief
Remote work in Oman did not start as a creativity initiative. It began in 2023 as a temporary traffic-relief measure during Ramadhan, when congestion on Muscat’s main roads, including Sultan Qaboos Street and the Muscat Expressway, became severe. The government permitted remote work where the nature of the job allowed, in both public and private sectors.
The results were measurable. Staggering start times and enabling remote work dispersed peak traffic volumes, resulting in smoother flows and reduced pressure on infrastructure. Many government-sector employees reported improved work-life balance due to reduced time spent on roads.
What began as a temporary measure has now been institutionalised. The September 2025 ministerial decision formalises remote work as a standing option, not an emergency response. The Ministry of Labour’s framing around creativity and flexibility signals a shift from viewing remote work as a congestion tool to seeing it as a productivity and innovation policy.
What this means for HR and payroll teams
For HR and payroll leads in Oman, the September 2025 decision creates specific compliance obligations. The requirement to maintain official lists of remote workers means payroll and HR systems must track who is remote, whether the arrangement is partial or full, and what equipment has been issued.
The decision does not change core employment terms. Remote employees retain the same rights and obligations under the Labour Law. Payroll frequency, working hours, and leave entitlements remain governed by existing rules. According to Rivermate, an employer of record provider, standard working hours in Oman are 45 hours per week and payroll runs monthly.
The practical challenges are operational. Employers must decide how to monitor performance without violating privacy rules. The decision allows employees to disconnect from monitoring systems that infringe on privacy, which means HR teams need clear policies on what monitoring is acceptable and what crosses the line.
The Ramadhan rule that at least 50 to 60 percent of employees must remain physically present where remote work is permitted gives employers a useful benchmark for hybrid staffing. It suggests the government expects most roles to retain a meaningful on-site presence even when flexibility is offered.
Comparing Oman’s approach with the wider region
Oman’s remote work framework is more prescriptive than some neighbouring Gulf states. The prohibition on contracting for remote work outside the Sultanate is a notable restriction. It means an employer in Oman cannot hire someone to work remotely from another country under an Omani remote work contract. This differs from approaches in the UAE and Saudi Arabia, which have introduced specific visa categories and frameworks for cross-border remote work in certain cases.
The requirement that full remote work contracts be in writing with specified clauses is consistent with broader Omani labour law, which places heavy emphasis on written contracts. HR teams should treat the remote work contract as a distinct document, not an informal side agreement.
The Ministry of Labour’s language about creativity and flexibility is significant because it frames remote work as a talent strategy rather than a concession. For employers, this suggests the government expects remote work to be used thoughtfully, with attention to outcomes rather than presenteeism.
Practical steps for employers
Employers considering remote work under the new framework should start with a review of existing contracts and policies. The ministerial decision requires written contracts for full remote work, so verbal or informal arrangements are not compliant.
Next, assess which roles can support partial remote work without breaching the Ramadhan presence threshold or operational needs. The decision gives employers the right to approve or reject partial remote work requests based on work requirements, so the decision remains with the employer.
Finally, review monitoring and data protection practices. The decision’s privacy provisions mean employers should document what systems are used for supervision, what data is collected, and how it is protected. Employees have the right to disconnect from systems that infringe on privacy, so policies should define acceptable monitoring clearly.
The Muscat Expressway Project is expected to begin in the coming weeks, and a plan to avoid congestion, including traffic diversions and adjusted working hours, has been submitted to the Council of Ministers for approval. A study is underway on the possibility of adjusting working hours of certain institutions. These developments suggest remote work will remain a live policy issue in Oman for the foreseeable future.
Sources: Oman Observer
Photo: Remote work - Ergonomia by Claudia Carpinelli, CC BY 4.0
