Your employment contract is the cornerstone of your relationship with your employer, outlining your rights, responsibilities, and the terms of engagement. In Oman, employment contracts are regulated by the Omani Labour Law, which establishes a legal framework to ensure equitable and transparent employment practices. In this blog, we delve into key aspects of your employment contract, as specified in Part 3 of the Labour Law.
1. Contract Must be in Writing in Arabic
In order to ensure your clarity and understanding of the terms and conditions, article 21 of the Omani Labour Law requires that employment contracts are documented in writing and in Arabic. You should receive two copies of the contract, or if it is in a language other than Arabic, at least one copy in Arabic must be attached. Without a written contract, alternative means of proof may be used, so it’s crucial for you to have a receipt for any deposited papers or certificates. This way, you can protect your rights and ensure a clear understanding of your employment agreement.
2. Must-Have Details
Article 23 of the Labour Law specifies the essential details that must be included in your employment contract. These details typically encompass:
– Your employer’s name, address, and establishment details.
– Your own name, date of birth, qualifications, job or profession, residence, and nationality.
– The nature, type, and duration of your employment contract.
– Your basic wage, allowances, benefits, or gratuities.
– The method and date of your wage payment.
– The notice period for termination, which should meet or exceed the period specified in the law.
– Any other information required by law.
In addition, it is important for you to acknowledge your compliance with work terms, respect for Islam, adherence to the country’s laws and social customs, and your commitment to refrain from engaging in activities that harm national security.
3. Probation Period
Article 24 allows employers to employ workers on probation for a specific duration. The probation period should be clearly stated in your employment contract. During this time, either party may terminate the contract by providing a minimum notice period of seven days.
4. Scope of Responsibilities
Under article 25, employers are prohibited from assigning tasks that were not originally agreed upon, unless necessitated by temporary circumstances. Any additional work should not significantly deviate from your original responsibilities.
5. Employee File
To ensure proper record-keeping, Article 26 requires employers to create a file for each worker. This file should contain relevant information such as your personal details, job qualifications, wage details, leaves taken, penalties, and reasons for the end of service. These records should be maintained for at least one year from the employee’s termination date.
Conclusion
The items highlighted above of the Labour Law provide valuable insights into your employment contract. However, it is essential to familiarise yourself with the complete Omani Labour Law for a comprehensive understanding. By studying the law, you can protect your rights, make informed decisions, and navigate your employment journey confidently. You can read the Labour Law in full in English on the link below.
