来源：安理律师
发布日期：2026年01月13日
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前 言
随着全球化深入发展，企业在多国拓展业务时，跨境劳动合规已成为最复杂严峻的挑战之一。为帮助企业系统应对这一难题，我们携手全球50余个主要司法管辖区的顶尖劳动法律师（均获钱伯斯、The Legal 500或同等机构推荐），共同编撰了超过100万字的中英文劳动用工合规指南，将持续更新相关要点。
With the deepening of globalization, when enterprises expand their business in multiple countries, cross-border labor compliance has become one of the most complex and severe challenges. To help enterprises systematically address this issue, we have collaborated with top labor lawyers from over 50 major jurisdictions worldwide (all recommended by Chambers, The Legal 500, or equivalent institutions) to jointly compile a Chinese-English labor & employment compliance guide exceeding 1 million words, and we will continuously update relevant key points.
本文刊载了截至2025年9月的 阿曼 劳动用工合规要点。
This article publishes the key points of labor & employment compliance by September 2025 in Oman .
01
劳动法体系概述
Overview of the Labor Law System
1.法律体系 Legal System
阿曼施行大陆法系，其法律主要通过皇家法令编纂成文。相较于普通法系国家，司法判例的作用较为有限。阿曼的劳动关系几乎完全由成文法管辖，并辅以行政法规和部级决定。
Oman operates under a civil law system, with legislation codified primarily through Royal Decrees. Judicial interpretation plays a limited role compared to common law jurisdictions. Employment relationships in Oman are governed almost exclusively by statutory law, supplemented by executive regulations and ministerial decisions.
2.资源与机构 Resources and Agencies
关于雇佣的主要法律法规包括：《劳动法》《社会保护法》、由劳工部发布的部级决定、即将颁布的《职业安全与健康条例》、以及特定行业的特别规定。
The main statutes and regulations relating to employment are the Labour Law, the Social Protection Law, Ministerial Decisions issued by the Ministry of Labour, Occupational Safety and Health Regulations (to be issued), and special regulations for specific sectors.
02
就业资格与分类
Employment Qualifications and Classification
1.就业年龄 Employment Age
法定最低工作年龄为15周岁。
The minimum legal working age is 15 years.
15至18周岁的未成年人仅可在保护性条件下被雇佣：
Juveniles between 15 and 18 may be employed only under protective conditions:
• 禁止从事夜间工作及危险职业。
Prohibited from night work and hazardous occupations.
• 每日工作时长限制为6小时，且须安排强制休息时间。
Limited to 6 hours per day with mandatory rest breaks.
• 不得安排加班。
Overtime is not permitted.
2.就业资格条件 Qualifications for Employment
外国企业若未在阿曼设立任何形式的合法经营实体，则不得直接招聘员工。
Foreign businesses cannot directly hire staff without a legal presence, one way or the other, in Oman.
3.雇佣关系的分类 Classification of Employment
《劳动法》认可以下合同形式：
The Labour Law recognises the following contractual forms:
• 固定期限合同
Fixed-term contract
• 无固定期限合同
Indefinite contracts
• 临时性合同、兼职合同及远程工作合同
Temporary, part-time, and remote work
4.外国劳动者 Foreign Workers
雇主在雇佣外籍员工前，必须向劳工部申请取得工作许可。工作许可的获批需满足本土化配额要求，且需缴纳相关费用。外籍员工本人亦须取得合法的入境签证，且签证需由雇主提供担保。部分岗位仅限阿曼本国人任职。
Employers must obtain a work permit from the MOL before hiring. Permits are subject to Omanisation quotas and fees. The worker must also obtain a legal entry visa, and sponsorship by the employer. Certain jobs are reserved exclusively for Omanis.
03
招聘与劳动合同
Recruitment and Employment Contracts
1.背景审查 Background Examination
阿曼法律中并无专门针对入职前背景调查的单行成文法，但《劳动法》、移民法规及一般民事、刑事法律中的若干条款，间接规范了雇主在背景调查方面可实施的行为与禁止实施的行为。雇主可自主核实求职者是否胜任目标岗位，但相关操作必须遵守尊重隐私、人格尊严及非歧视原则。
Omani law does not contain a single statute dedicated to pre-employment background checks, but several provisions of the Labour Law, immigration regulations, and general civil and criminal laws indirectly govern what employers can and cannot do. Employers are free to verify a candidate’s suitability for a role, but this must be done with respect for privacy, dignity, and non-discrimination principles.
2.劳动合同类型 Contract Types
《劳动法》第33条明确规定，阿曼境内的所有劳动合同均须采用书面形式且以阿拉伯语拟定。合同可同时制作双语版本，但存在争议时以阿拉伯文本为准。劳动合同需一式两份，由合同双方签字后各执一份，且必须向劳工部办理登记备案手续。
Article 33 of the Labour Law makes it very clear that all employment contracts in Oman must be in writing and in Arabic. While a bilingual version may be used, the Arabic text always prevails in case of conflict. The contract must be signed in duplicate, with each party keeping a copy, and it must be registered with the Ministry of Labour.
3.试用期 Probationary Period
试用期制度在阿曼应用广泛，但其时长与相关条款受到严格管控。根据《劳动法》第37条的规定，试用期必须在劳动合同中明确载明。对于月薪制员工，试用期不得超过三个月；对于按周、按日或按时计薪的员工，试用期最长为两个月。
Probationary periods are widely used in Oman, but their length and terms are strictly regulated. Under Article 37, a probationary period must be clearly stated in the employment contract and cannot exceed three months for employees who are paid monthly. For employees paid on a weekly, daily, or hourly basis, the maximum probationary period is two months.
04
工作标准
Working Standards
1.报酬与法定福利 Remuneration and Statutory Benefits
阿曼的薪资结构简明清晰但监管严格，旨在保障劳动者权益。薪资支付币种须为阿曼里亚尔，除非劳动合同中明确约定以其他货币支付。
Oman’s wage structure is straightforward but highly regulated to protect workers. Wages must be paid in Omani Rials unless the contract expressly provides for payment in another currency.
2.社会保障与雇佣税费 Social Security and Employment Taxes
阿曼2023年出台的《社会保障法》对本国的社会保障体系进行了现代化改革。雇主与雇员均需按月向社会保障基金缴纳费用，雇主的标准缴费比例约为雇员总薪资的11.5%，雇员个人缴费比例约为7%。该社保体系的保障范围涵盖退休金、伤残补助金、失业救济金及工伤事故保险。
Oman’s Social Protection Law, introduced in 2023, modernized the country’s social security system. Employers and employees are required to make monthly contributions to the Social Protection Fund. The standard employer contribution is approximately 11.5% of the employee’s gross wage, while employees contribute around 7%. Coverage includes retirement pensions, disability benefits, unemployment support, and insurance for work-related injuries.
3.工作时间 Working Hours
根据《劳动法》第70条的规定，阿曼的标准工作周为每日最多8小时、每周最多40小时。在神圣的斋月期间，穆斯林员工的工时可相应缩短，调整为每日6小时、每周30小时。缺少至少1小时的休息及用餐时间时，员工连续工作时长不得超过6小时。
The standard working week in Oman consists of a maximum of eight hours per day and 40 hours per week, according to Article 70. During the holy month of Ramadan, Muslim employees are entitled to reduced hours of six hours per day and 30 hours per week. Continuous work may not exceed six hours without at least one hour for rest and meals.
4.休息与休假 Rest and Leave
根据《劳动法》第77条的规定，雇员每周享有至少连续两天的带薪休息日，通常为周五与周六。年假福利十分优厚：雇员连续服务满六个月后，每年可享受30天带薪年假。
Employees are entitled to a minimum of two consecutive paid rest days per week under Article 77, typically Friday and Saturday. Annual leave entitlements are generous: 30 days of paid leave per year, accruing after six months of continuous service.
05
职业健康与特别保护
Occupational Health and Special Protection
1.职业健康与安全 Occupational Health and Security
阿曼高度重视工作场所安全及雇员健康保护。根据《劳动法》规定，雇主负有法定责任，需确保工作环境安全可靠，并采取充分防范措施以避免雇员发生工伤或罹患职业病。《劳动法》第104条明确要求，在雇员入职前，雇主必须告知其工作岗位存在的各类职业危害，并说明所需采取的防护措施。
Oman places a strong emphasis on workplace safety and the protection of employees’ health. Under the Labour Law, employers have a legal duty to ensure that working environments are safe and that adequate precautions are taken to prevent injury or illness. Article 104 specifies that before a worker begins employment, the employer must inform them of any occupational hazards and explain the protective measures required.
2.特殊保护 Special Protection
• 未成年人：法定最低就业年龄为15周岁。对于存在职业危害的行业，该年龄限制可由部委决定另行提高。
Juveniles: The minimum age for employment is 15, although this may be raised for hazardous industries by ministerial decision.
• 女性：女性依法享有平等权利，法律明确禁止因怀孕、分娩或哺乳等事由对女性雇员实施歧视或不公平解雇。
Women: Women enjoy equal rights under the law and are explicitly protected against discrimination and unfair dismissal due to pregnancy, childbirth, or breastfeeding.
• 残障人士：雇佣雇员人数达到40人及以上的雇主，必须按照一定比例雇佣阿曼籍残障人士，为其安排与其能力相匹配的岗位。
Persons with disabilities: Employers with 40 or more employees are required to hire a certain percentage of Omani workers with disabilities in roles suited to their abilities.
06
个人信息与隐私
Personal Information and Privacy
1.一般规则 General Rules
阿曼《劳动法》及相关法规中，载有关于雇员隐私保护的若干强制性义务。雇主必须对其收集的所有雇员个人数据严格保密，涵盖身份证件信息、健康档案、财务数据及绩效考核结果等内容。
There are certain obligations regarding employee privacy which are embedded in the Labour Law and related regulations. Employers are explicitly required to maintain the confidentiality of all personal data collected about their employees. This includes identity documents, health records, financial information, and performance evaluations.
2.跨境数据转移 Transnational Transfer
劳工部可能要求某些与雇佣相关的数据需在阿曼境内保持可访问状态，尤其是为了方便合规检查。因此，即使信息在境外处理，雇主也应保留所有关键记录的本地副本。
The Ministry of Labour may require that certain employment-related data remain accessible within Oman, particularly for compliance inspections. Employers should therefore maintain local copies of all key records even if information is processed abroad.
07
反歧视与反骚扰
Anti-Discrimination and Anti-Harassment
1.一般规定 General Rules
阿曼法律强调工作场所中的人格尊严保护。《劳动法》明确禁止雇主基于一系列受保护特征终止劳动合同或采取其他不利措施，包括性别、出身、宗教、社会地位、残障状况以及工会成员身份。雇主同样不得对提出申诉或参与工会活动的雇员实施报复行为。
Omani law emphasizes respect for human dignity in the workplace. The Labour Law explicitly prohibits employers from terminating employment contracts or taking other adverse actions based on a range of protected characteristics, including gender, origin, religion, social status, disability, and union membership. Employers are also prohibited from retaliating against employees who file complaints or participate in union activities.
2.受保护特征 Protective Characters
《劳动法》明确保护雇员免受基于以下各类事由的歧视或解雇：
The Labour Law explicitly protects employees from discrimination or dismissal on the basis of:
• 性别及孕期状况
Gender and pregnancy status
• 宗教及信仰
Religion and creed
• 社会地位或残障状况
Social status or disability
• 工会会员身份或参与工会活动
Union affiliation or activity
08
内部政策
Internal Policies
1.适用范围 Applicability
雇主应当通过明确的内部政策对雇员进行管理，对于大型机构而言尤为如此。凡雇佣人数达到50名或以上的公司，必须制定一份全面的内部劳动规章，内容需涵盖权利与义务、晋升制度、薪资结构以及惩戒程序。
Employers are expected to manage employees through clear internal policies, particularly larger organizations. Companies with 50 or more employees must develop a comprehensive internal work regulation document, covering rights, duties, promotion systems, wage structures, and disciplinary procedures.
2.效力 Validity
内部政策若要具备法律效力，必须以阿拉伯语撰写并经劳工部批准。若劳工部在两个月内未予答复，则该政策视为自动获批。雇主必须向每位雇员提供一份最终获批的规章文本。
For internal policies to be legally enforceable, they must be written in Arabic and approved by the Ministry. If the Ministry does not respond within two months, the policies are deemed automatically approved. Employers must provide each worker with a copy of the final, approved regulations.
3.举报制度 Whistleblowing
阿曼目前没有专门的举报人保护法。然而，雇员可以向劳工部报告违规行为，而不必担心被解雇或报复。雇主应建立保密报告机制，以便在矛盾升级至政府部门之前，在公司内部处理此类披露事项。
There is no dedicated whistleblower protection law in Oman. However, employees may report violations to the Ministry of Labour without fear of dismissal or retaliation. Employers should establish confidential reporting mechanisms to handle such disclosures internally before matters escalate to the authorities.
09
交易事项
Transactions
1.劳动关系 Employment Relationship
当公司被出售、合并或以其他方式转让时，《劳动法》规定劳动合同持续有效并对继任雇主具有约束力。这意味着雇员连同其权利、福利及工龄自动转入新雇主。继受者对任何未履行的义务（如欠付的工资或福利）与原雇主承担连带责任。
When a company is sold, merged, or otherwise transferred, the Labour Law provides that employment contracts remain valid and binding on the successor employer. This means employees automatically transfer to the new owner with their rights, benefits, and seniority intact. The successor is jointly liable with the previous employer for any outstanding obligations, such as unpaid wages or benefits.
2.补偿与待遇 Compensation
法律并未规定仅因所有权变更或重组就必须向雇员支付补偿金。但是，如果交易导致裁员，则适用常规的解雇规则，包括通知期及离职补偿金。
There is no statutory obligation to pay employees compensation solely because of a change in ownership or restructuring. However, if redundancies occur as a result of the transaction, the normal termination rules apply, including notice periods and severance pay.
10
劳动关系的终止
Termination of Employment
1.解除原因 Termination Grounds
劳动关系不得被任意终止。雇主必须具备正当理由，例如表现不佳、经济必要性或重组。《劳动法》列出了允许立即辞退且无需通知的具体情形，包括严重失职、欺诈、反复旷工或刑事犯罪。
Employment cannot be ended arbitrarily. Employers must have a legitimate reason, such as poor performance, economic necessity, or restructuring. The Labour Law lists specific cases where immediate dismissal without notice is allowed, including serious misconduct, fraud, repeated absences, or criminal conviction.
2.解雇程序 Termination Procedure
标准解雇流程要求书面通知：
Standard termination requires written notice:
• 对于按月计薪的雇员，通知期为30天
30 days for employees paid monthly
• 对于以其他方式计薪的雇员，通知期为15天
15 days for employees paid otherwise
3.解雇保护 Termination Protection
特定雇员受到解雇保护。例如，基于怀孕、工会成员身份或提起投诉的终止合同行为被严格禁止，并被视为任意解雇。
Certain employees are protected from dismissal. For instance, termination based on pregnancy, union membership, or complaint filing is strictly prohibited and deemed arbitrary.
4.解雇补偿与赔偿 Severance and Compensation
对于未纳入社会保障基金覆盖范围的雇员，离职补偿金按每服务一年支付一个月基本工资计算。对于社会保障体系内的雇员，离职补偿金由退休金和保险福利取代。
For employees not covered by the Social Protection Fund, severance pay is calculated at one month’s basic wage for each year of service. For employees within the Social Protection system, severance is replaced by retirement and insurance benefits.
5.不当解雇 Wrongful Termination
如果法院认定解雇行为违法，可以判令恢复劳动关系或支付补偿金。补偿金金额取决于雇员的具体情况和服务年限，范围为最低三个月至最高十二个月的总薪资。
If a court finds a dismissal to be unlawful, it may order reinstatement or compensation. Compensation ranges from a minimum of three months’ gross salary to a maximum of twelve months, depending on the employee’s circumstances and length of service.
6.集体解雇与裁员 Mass termination and Layoffs
因经济困难而缩减规模需要事先获得劳工部的批准。雇主必须提前三个月发出通知，并证明裁员的必要性。在批准终止合同之前，必须先考虑缩减工作时间或临时无薪休假等替代方案。
Downsizing due to economic hardship requires prior Ministry approval. Employers must provide three months’ notice and demonstrate the necessity of reductions. Alternatives such as reduced hours or temporary unpaid leave must be considered before terminations are approved.
11
保密、竞业限制和禁止招揽
Confidentiality, Non-Compete, and Non-Solicitation
1.保密义务 Confidentiality
保密义务兼具法定性与约定性。《劳动法》明确禁止雇员在任职期间及离职后泄露雇主的商业秘密。
Confidentiality obligations are both statutory and contractual. The Labour Law explicitly prohibits employees from disclosing an employer’s trade secrets during and after employment.
2.竞业限制与禁止招揽 Non-Compete and Non-Solicitation
竞业禁止协议是允许签订的，但必须具备合理性。《劳动法》将此类条款的最长期限限定为两年，且地理范围须与雇主的经营区域直接相关。若雇主无正当理由终止劳动合同，则不得主张竞业禁止协议的效力。雇主可就违反协议行为要求赔偿，但如索赔金额过高且被认定具有胁迫性质，则该索赔无效。
Non-compete agreements are permitted but must be reasonable. The Labour Law limits such clauses to a maximum duration of two years and a geographic scope directly related to the employer’s area of operation. Employers cannot enforce a non-compete if they terminated the employee without cause. Compensation may be sought for violations, but excessive claims are void if deemed coercive.
非招揽条款虽未在法律中明确规定，但在阿曼通常适用与竞业禁止协议相同的原则，若条款具备合理性则可强制执行。
Non-solicitation clauses, while not specifically addressed in the law, are generally treated under the same principles as non-competes and are enforceable if reasonable.
12
员工代表与工会制度
Work Representation and Trade Unions
1.员工代表制度 Work Representation
阿曼法律允许组建工会以代表劳动者的利益。此类工会可协商签订集体协议、代表雇员参与劳动争议解决，并与雇主及政府机构开展社会对话。
Omani law permits the formation of trade unions to represent workers’ interests. These unions may negotiate collective agreements, represent employees in disputes, and participate in social dialogue with employers and government bodies.
2.工会制度 Trade Unions
阿曼《劳动法》在第七章中引入了关于工会的全面规定。该框架通过注册和部长级监督，在促进工人代表权的同时，也平衡了雇主的利益。
Oman's Labour Law introduces comprehensive provisions on trade unions in Chapter Seven. This framework promotes worker representation while balancing employer interests through registration and ministerial oversight.
13
劳动争议解决
Dispute Resolution
1.程序与执行 Procedures & Enforcement
《劳动法》确立了两步式的劳动争议解决流程。雇员必须首先向劳工部提交申诉，劳工部需在30日内尝试进行调解。若调解失败，相关争议需在7日内移交至有管辖权的法院处理。
The Labour Law establishes a two-step dispute resolution process. Employees must first file a complaint with the Ministry of Labour, which will attempt mediation within 30 days. If mediation fails, the matter is referred to the competent court within seven days.
2.权利放弃与执行 Waiver & Enforcement
雇员在法律上不得放弃自身的法定权利。任何旨在限制或剥夺《劳动法》所赋予权利的协议均属无效，但协议条款对雇员明显更有利的情形除外。
Employees cannot legally waive statutory rights. Any agreement that seeks to limit or eliminate rights provided by the Labour Law is void unless it is clearly more favorable to the employee.
14
其他事项
Others
1.最新动态与发展趋势 Latest Development & Trends
有几项趋势正在重塑阿曼的劳动力市场格局：
Several trends are shaping Oman’s labor landscape:
• 阿曼化
Omanisation
• 数字化合规
Digital compliance
• 健康与安全
Health and safety
2.文化与宗教考量 Cultural and Religious Considerations
伊斯兰教在日常生活及职场实践中占据核心地位：
Islam plays a central role in daily life and workplace practices:
• 斋月期间调整工时，以符合缩短工时的相关要求。
Adjust working hours during Ramadan to comply with reduced-hour requirements.
• 尊重祈祷时间，并为宗教礼拜提供专属场地。
Respect prayer times and provide space for worship.
• 制定性别友好型政策，尤其要关注相关设施配置与着装规范。
Ensure gender-sensitive policies, particularly around facilities and dress codes.
* 为避免歧义，以上内容不视为正式法律意见。
To avoid ambiguity, this article should not be regarded as legal advice.
作者简介
作者/Authors
亚辛·乔杜里 是BSA Law律师事务所马斯喀特办公室律师。亚辛的专业领域包括商业、企业并购和监管合规，在房地产、休闲和酒店业拥有深厚的行业知识。他经常为知名国际公司在阿曼的业务提供咨询，并协助大型零售品牌在该地区开展业务。
Yasin Chowdhury is an associate of BSA Law Muscat office. Yasin’s areas of expertise include commercial, corporate & M&A and regulatory & compliance, as well as deep industry knowledge in real estate and leisure & hospitality. He frequently advises leading international companies in their operations in Oman and has assisted major retail brands to set up their businesses in the region.
译者/Translator
周昊 ，法学硕士，安理律师事务所律师助理。专业领域：劳动法、争议解决、ESG合规。
Zhou Hao, Master of Laws, Associate at Anli Partners. Areas of expertise: Labor Law, Dispute Resolution, ESG Compliance.
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罗凯天
北京/上海办公室 合伙人
罗律师擅长劳动法、ESG、合规、供应链与工商业人权等法律服务及相关争议解决业务，先后为上百家世界500强等国内外知名企业和机构提供法律服务。罗律师研究劳动用工问题并提供咨询意见累计超过15年，曾参与司法部、全国总工会、商务部、人力资源和社会保障部、最高人民法院等部委有关劳动用工课题及政策征询等工作。
罗律师现为安理劳动法与ESG专业中心主任，担任北京律协跨境投资并购专业委员会秘书长，中国社会法学研究会、中国仲裁法学研究会、“一带一路”律师联盟劳动争议专业委员会、泛太平洋律师协会（IPBA）成员，入选北京律协涉外法律人才库，并是北京大学和中国劳动关系学院兼职导师。先后获得The Legal 500、律商联讯、GRCD、ALM等知名机构在中国劳动法与合规领域的推荐及相关奖项。
罗律师是中国政法大学第一位社会法学博士，获得美国加州大学伯克利分校和对外经济贸易大学中美两个法学硕士学位，本科毕业于中国劳动关系学院。他还持有国际劳工组织国际劳工标准高级别项目以及人权尽责调查项目证书。
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