In Oman, the labor law outlines the regulations for standard working hours for employees. The key aspects are as follows:

• An employee cannot be required to work for more than eight actual working hours per day.
• The maximum working week is set at 40 actual working hours.

During the holy month of Ramadan, the maximum working hours for Muslim employees are reduced:

• The maximum working hours for Muslim employees are reduced to six hours per day during Ramadan.
• This translates to a maximum of 30 working hours per week for Muslim employees during Ramadan.

It's important to note that these regulations establish the maximum working hours. Individual employment contracts or company policies may dictate specific working hours within these legal limits.

Oman's labor law outlines the rules and compensation for overtime work. Any hours exceeding the standard 8 hours per day are considered overtime. There are two overtime rates based on the time worked:

• Regular Daytime Overtime: For exceeding 8 hours in a day, employees are entitled to base salary + 25% for each overtime hour.
• Night Shift Overtime: Work between 9 PM and 4 AM qualifies for night shift overtime. Here, employees receive base salary + 50% for each overtime hour.

In exceptional circumstances, if overtime is required on a rest day, employees are entitled to compensatory time off in lieu of cash payment or double base salary for the rest day worked, unless compensated with another day off within the following week.

The total working hours, including overtime, cannot exceed 12 hours per day. The Oman Labor Law acts as a minimum requirement. Employers and employees can agree on a higher overtime pay rate. Instead of cash compensation, employers can offer time off in exchange for overtime work, with the employee's written consent.

This information is intended as a guide and should not be substituted for legal advice. It's recommended to consult the official Oman Labor Law for complete and up-to-date regulations.

Oman's labor law guarantees rest periods and breaks for employees to ensure their well-being and productivity. Here's a breakdown of their entitlements based on Oman's Labour Law:

Daily Breaks

• Minimum Break: Employees working for more than six continuous hours are entitled to a minimum break of at least 30 minutes.
• Flexibility: This break can be divided into one or more intervals for rest and meals.

There seems to be some ambiguity regarding whether this break time is included within the maximum working hours. Legal resources recommend consulting legal counsel for clarification.

Weekly Breaks

• Number of Days: Employees are entitled to a minimum of two consecutive rest days per week after working five continuous working days.
• Exceptions: Accumulation of rest days up to a maximum of eight weeks may be permitted by the Ministry of Manpower (MOM) only if both employer and employee agree in writing.
• Compensation: Weekly rest days must be paid.

Breaks During Ramadan

• Reduced Working Hours: During the holy month of Ramadan, the maximum working hours for Muslim employees are reduced to six hours a day or 30 hours a week.

These are the minimum requirements mandated by Oman's labor law. It's important to note that employers can offer more generous break times or additional rest days as part of their employment contracts.

Oman's labor law provides specific regulations for night shift and weekend work, ensuring fair treatment and compensation for employees.

Night work is defined as hours falling between 6:00 PM and 6:00 AM. Night shift workers are entitled to overtime pay. The base rate is the regular salary for the worked hours, with an additional 50% premium.

Oman's workweek follows a Friday-Saturday weekend. The regulations for working weekends are as follows: Working on a designated weekend day entitles the employee to double their regular salary for that day. Alternatively, the employer can offer a compensatory day off within the following week.

It's important to note that these regulations are generally applicable. However, exceptions might exist for specific sectors or job types. In such cases, a Ministerial Decision might outline the applicable rules. For comprehensive and up-to-date information, it's recommended to consult the official Oman Ministry of Labour.