# Hiring in Oman: employment costs, payroll and compliance

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> Statutory data last updated: 2026-02-23. Every figure below carries its own source year.

## Country

| Field | Value |
|---|---|
| Region | Asia |
| Currency | OMR (Omani Rial) |

## Pay & working time

| Field | Value | Source year |
|---|---|---:|
| Minimum wage | OMR 325 | 2024 |
| 13th-month salary | none | 2026 |

## Employer cost & tax

| Field | Value | Source year |
|---|---|---:|
| Employer social security | 13.5% | 2024 |
| Employee social security | 8% | 2024 |
| Corporate tax rate | 15% | 2025 |

## Termination

| Field | Value | Source year |
|---|---|---:|
| Notice period | 4.3 weeks | 2023 |
| Severance pay | 23.1 weeks | 2023 |

## Leave & time off

| Field | Value | Source year |
|---|---|---:|
| Maternity leave | 14 weeks | 2026 |
| Paternity leave | 1 week | 2026 |

## Labour market

| Field | Value | Source year |
|---|---|---:|
| Unemployment rate | 3.3% | 2025 |
| GDP per capita | $20,285 | 2024 |

## Overview

Oman's employer social security contribution sits at 13.5% of gross salary, and that one figure is the starting point for any honest cost conversation. Add the statutory minimum wage of 325 OMR per month and a corporate tax rate of 15%, and you have a reasonably predictable cost structure compared to many markets in the region.

Hiring through an Employer of Record (EOR) in Oman means the EOR handles payroll, social insurance registration, and compliance with Oman's Labour Law on your behalf. The workforce is relatively small at just under 2.85 million, unemployment sits at around 3.3%, and the government's Omanisation quotas mean sector-specific rules on the ratio of local to expatriate staff are a real operational factor you need to plan around from the start.

## Cost context

The employer cost in Oman above gross salary is driven primarily by the social insurance contribution of 13.5% of gross. There are no additional itemised statutory employer levies in the data record beyond that figure, but end-of-service gratuity for expatriate employees is a separate statutory obligation that accrues over time and should be treated as a real liability in your total employment cost planning.

## Things to watch

A few things in Oman can catch foreign employers off guard if they are not built into the budget early.

- Omanisation quotas: The government sets minimum percentages of Omani nationals that must be employed in various sectors. These quotas vary by industry and are actively enforced, so your hiring plan needs to account for them before you post a single role.

- Employer social security at 13.5%: This contribution applies on top of gross salary and is non-negotiable. At scale, it adds up quickly, so factor it into every headcount model from day one.

- Employee-side deduction at 8%: Employees contribute 8% of gross to social insurance. This affects take-home pay and can influence salary negotiations, especially for candidates comparing Oman to zero-contribution Gulf markets.

- Expatriate versus national rules: Social insurance obligations and end-of-service gratuity rules differ depending on whether the employee is an Omani national or an expatriate. An EOR that knows the distinction will save you from costly misclassification.