By The Royal Oman Police (ROP) arrested more than 65 foreign nationals in Muscat Governorate for violating the Labour Law and the Foreigners’ Residence Law, according to a report by Times of Oman dated Wednesday 04 November 2026. The Police Command in Muscat Governorate carried out the operation in cooperation with the Special Operations Police Unit in Seeb.
The ROP said 69 individuals of Asian and African nationalities were detained. The violations included engaging in acts contrary to public morals and decency and, in some cases, conducting unlicensed commercial activities. Those activities covered selling alcoholic beverages and tobacco products, as well as preparing and selling food at locations that fail to meet basic health and safety requirements. The ROP stated: “Legal procedures are being completed against them in coordination with the relevant authorities.”
What the arrests mean for employers in Oman
For HR and payroll teams in Oman, the case is a reminder that immigration status and work authorisation are not static. An employee who held a valid labour card and residence permit at onboarding can fall out of compliance if their role, sponsor or commercial activity changes. Under Omani labour law, foreign workers are tied to a sponsoring employer and to the job described in their work permit. Working outside that scope, including any side business, can breach both the Labour Law and the Foreigners’ Residence Law.
The mention of unlicensed commercial activity is significant. Selling goods or preparing food without a licence is not a minor administrative issue in this context. It can trigger arrest, detention and removal, and it can expose the sponsoring employer to questions about supervision and compliance. Employers should treat any indication that a sponsored worker is trading independently as a serious risk, not a private matter.
Payroll records are often the first place violations surface
Payroll teams hold evidence that can either support compliance or reveal problems. Salary payments that do not match the wage stated in the labour contract, unexplained absences, or patterns of overtime that suggest a second activity can all point to a worker operating outside their permit. In many enforcement cases, authorities review payroll records, bank transfers and contract terms together.
The practical step for HR is to run a periodic reconciliation between the labour card, the residence permit, the employment contract and the actual payroll record. Any mismatch should be escalated before an inspection or enforcement action, not after. This is especially relevant in sectors with high numbers of sponsored workers, such as construction, cleaning, food service and retail.
What the law covers and where employers should confirm details
The Labour Law in Oman sets out the framework for work permits, sponsorship and the obligations of both employer and worker. The Foreigners’ Residence Law governs entry, stay and exit. Enforcement sits with the Royal Oman Police and the Ministry of Labour, often working together. The ROP statement in this case said legal procedures were being completed in coordination with the relevant authorities, which is the standard pattern for cases involving both labour and residence violations.
Employers should not assume that a single rule applies in every situation. The specific penalties, the process for cancelling a permit and the employer’s liability can depend on the nature of the violation, the worker’s role and the timing of the breach. HR teams should confirm the current rules with the Ministry of Labour or a qualified Omani legal adviser before taking action on a suspected violation.
Steps HR should take after an enforcement action
When a case like this is reported, the immediate question for employers is whether any of their own sponsored workers could be involved. The names and nationalities in the ROP statement are not enough to identify individuals, so HR should not speculate. Instead, the sensible response is an internal review.
A short checklist can help. First, verify that every sponsored worker’s residence card and labour card are current and match the employer’s records. Second, check that no worker is listed in a role or location different from the one approved on the permit. Third, review any reports of workers selling goods, preparing food or running a side activity. Fourth, confirm that payroll records match the contract and the wage protection system requirements. Fifth, document the review so there is a record if questions arise later.
| Check | What to verify | Why it matters |
|---|---|---|
| Labour card | Role, sponsor and expiry date match records | Work outside the permit is a Labour Law breach |
| Residence permit | Valid and tied to the same sponsor | Residence and labour status are linked |
| Payroll record | Wage and hours match the contract | Mismatches can signal undeclared activity |
| Side activity | No unlicensed selling or food preparation | Cited directly in the ROP statement |
Common mistakes that lead to violations
One common mistake is treating a sponsored worker’s side activity as a private matter. Under the laws cited in this case, it is not. Another is failing to update records when a worker changes location or duties. A worker moved from one site to another without a permit update can be out of compliance even if the employer considers the change minor. A third mistake is relying on the worker to manage their own residence permit. The sponsor has obligations too, and enforcement action can affect the employer’s ability to sponsor other workers.
The Oman case does not change the law, but it shows that enforcement is active and that unlicensed commercial activity is being treated seriously alongside residence and labour violations. HR and payroll teams should use it as a prompt to review their own records and confirm the current rules with the relevant authorities.
Sources: Times of Oman
Photo: Police making arrest at "Marsch der Entschlossenen" (18406701643) by sebaso from Berlin, Germany, CC0
