By Shuja Ahmad | MakeMyCompany | Updated: Feb 2026
Securing an Oman work visa involves a multi-stage government process that spans the Ministry of Labour, the Royal Oman Police (ROP) Directorate General of Passports and Residence, and, depending on the sector, additional regulatory bodies, including the Ministry of Health or the Ministry of Education. Whether you are an Omani employer preparing to sponsor foreign staff or a foreign national navigating the employment visa process for the first time, this guide covers every stage, cost, document, and compliance obligation you need to know in 2026. If you are still in the process of establishing your company, see our complete guide to Business Setup in Oman before proceeding with any visa applications.
What Is an Oman Work Visa and How Does It Differ from an Employment Visa?
The terms work visa and employment visa are used interchangeably in everyday conversation, but they refer to distinct stages of the same process under Omani immigration law.
A work visa (also called a labour visa or an entry permit for employment purposes) is the initial authorisation issued to allow a foreign national to enter Oman to take up employment. It is issued after the employer receives a labour clearance from the Ministry of Labour, and the entry permit is approved through the ROP portal.
An employment visa, as used on most government portals, typically refers to the residence card (Iqama) issued upon arrival in Oman, after the worker completes a medical fitness examination and registers with the authorities. This card is what legally authorises the worker to reside and work in Oman throughout the duration of their contract.
In practice, the full journey from the employer’s initial quota request to the employee holding a valid residence card is what most people mean when they say “getting a work visa in Oman.”
Who Can Sponsor a Foreign Worker in Oman?
Under Oman’s kafala-adjacent sponsorship system, the sponsorship burden rests entirely on the registered employer (the sponsor). Individual sponsorship of employees by private persons is not permitted for standard employment relationships.
To legally sponsor foreign employees for a work visa in Oman, the employer must:
- Hold a valid Commercial Registration (CR) issued by the Ministry of Commerce, Industry and Investment Promotion (MOCIIP)
- Maintain an active establishment card with the Ministry of Labour
- Have an approved foreign labour quota for the relevant job category
- Be compliant with the Omanization (Tawteen) ratio requirements applicable to their sector
- Have no outstanding violations or fines with the Ministry of Labour
Employers who have recently registered their company in Oman and are sponsoring their first batch of foreign employees must complete the quota approval step before any visa can be processed.
Step-by-Step: Oman Work Visa Process in 2026
Step 1: Employer Obtains or Confirms Foreign Labour Quota
Before the work visa process begins, the employer must hold an approved allocation of foreign labour positions from the Ministry of Labour. This quota is granted based on the company’s size, sector, activity, and compliance with the Omanization ratio requirements.
Quota applications are submitted through the Musaned portal (for domestic workers) or through the Tasdeer system under the Ministry of Labour’s online services for commercial establishment employees. The Ministry assesses whether the requested positions are appropriate for foreign recruitment or whether local candidates should be considered first.
Processing time for quota approval: 5 to 15 working days, depending on the sector and completeness of the submission.
Step 2: Employer Obtains Labour Clearance
Once the quota is confirmed, the employer must apply for labour clearance (also called a labour permit or work permit approval) for each foreign worker they intend to hire. This clearance certifies that the employer is authorised to bring in a specific foreign national for a specific job role.
Documents required at this stage include:
- Valid commercial registration and establishment card
- Copy of the employee’s passport (minimum 18 months’ validity recommended)
- Employee’s educational certificates (attested where applicable)
- Job offer letter or employment contract
- Employer’s Omanization compliance record
Step 3: Entry Permit (Work Visa) Issuance via ROP
With labour clearance in hand, the employer or their authorised PRO (Public Relations Officer) submits the entry permit application through the Royal Oman Police e-services portal. The entry permit is the document that allows a foreign worker to travel to Oman for employment.
Fee for entry permit: OMR 5 (standard). Processing time: 3 to 7 working days.
The entry permit is typically valid for 30 days from the date of issue. The employee must arrive within this window. Once issued, you can track progress through the government portal or refer to our guide on Oman Visa Status Check for step-by-step tracking instructions.
Step 4: Employee Arrives and Undergoes Medical Fitness Examination
Upon arrival in Oman, the foreign worker must undergo a medical fitness examination at a government-approved health centre or hospital. This examination screens for communicable diseases and is a mandatory precondition to residence card issuance.
Approved medical centres are listed on the ROP website and vary by governorate. The medical report is typically ready within 1 to 3 working days.
Step 5: Biometrics Registration and Residence Card Application
Following clearance from the medical examination, the employer or their representative submits the residence card (Iqama) application at the ROP Passports and Residence Directorate. The employee must be present for biometric data capture (fingerprints and photograph).
Documents required at this stage:
- Valid passport with an entry stamp
- Approved labour clearance
- Medical fitness certificate
- Recent passport-sized photographs
- Employment contract (Arabic copy or certified translation)
- Employer’s commercial registration and establishment card
Residence card validity: Typically 2 years, renewable before expiry.
Step 6: Residence Card Issued
Once all documents are verified and fees paid, the residence card is printed and issued. The employee is now legally authorised to reside and work in Oman. They must carry the residence card at all times or have access to the digital version through the ROP mobile application.
Oman Work Visa Cost Breakdown 2026
Transparency around costs is critical for employers budgeting for foreign recruitment. The following figures are based on standard government fee structures as of early 2026. Third-party PRO service fees and professional consultancy charges are additional.
| Fee Item | Amount (OMR) |
|---|---|
| Labour clearance / work permit fee | OMR 10 to 20 (varies by job category) |
| Entry permit (work visa) issuance | OMR 5 |
| Medical fitness examination | OMR 15 to 25 (facility-dependent) |
| Residence card issuance (2-year) | OMR 50 |
| Residence card renewal (per year) | OMR 25 to 30 |
| Establishment card renewal (employer) | OMR 10 to 15 |
| Labour card / work permit card | OMR 6 |
Total estimated government fees per employee (first-time): OMR 86 to 106
Employer-side costs such as recruitment agency fees, attestation of certificates, and translation charges vary considerably depending on the source country and profession.
Oman Work Visa Processing Timeline
| Stage | Estimated Duration |
|---|---|
| Quota approval | 5 to 15 working days |
| Labour clearance approval | 3 to 10 working days |
| Entry permit (ROP) | 3 to 7 working days |
| Medical fitness examination | 1 to 3 working days |
| Residence card issuance | 2 to 5 working days |
| Total end-to-end | 14 to 40 working days |
Timelines are subject to variation during peak periods such as the beginning and end of the Hijri calendar year, national public holidays, and periods of regulatory change. Applications with incomplete documentation or employer compliance issues take significantly longer.
Documents Required for an Oman Work Visa: Full Checklist
Employer Documents
- Valid commercial registration (CR)
- Establishment card (valid)
- Ministry of Labour quota approval
- Company bank details and tax card (for some categories)
- Omanization compliance report
Employee Documents
- Passport valid for at least 18 months
- 2 recent passport-sized photographs (white background)
- Educational qualification certificates (attested by the Oman Embassy in the source country and the Ministry of Foreign Affairs in Oman)
- Professional licences or experience certificates (for regulated professions)
- Medical fitness certificate (obtained in Oman after arrival)
- Employment contract (in Arabic or with certified Arabic translation)
- Residential address details in Oman
How Long Is an Oman Employment Visa Valid?
The residence card issued at the end of the work visa process is valid for 2 years from the date of issuance. Renewal must be completed before the card expires to avoid overstay fines, which are charged at OMR 1.5 per day for the first two months and escalate thereafter.
The entry permit (the visa allowing initial entry) is typically valid for 30 days from the date of issue, and the worker must arrive in Oman within this period.
How to Renew an Oman Work Visa
Renewal of the residence card follows a similar documentation process to initial issuance. The employer initiates the renewal through the ROP portal at least 30 days before the card’s expiry date. Key renewal requirements include:
- Updated employment contract
- Valid medical fitness certificate (typically required every 2 years)
- No outstanding fines or violations
- Employer’s valid CR and establishment card
- Biometric re-registration may be required if the initial card is more than 2 years old
Renewals processed on time attract no penalty. Late renewals incur the daily overstay fine in addition to the standard renewal fee.
Sponsorship Responsibilities of the Employer in Oman
Taking on foreign employees in Oman carries ongoing legal obligations for the sponsoring employer throughout the employment relationship.
Financial Obligations
The employer is responsible for the employee’s repatriation costs if the employment ends for any reason, including termination, resignation, or the employee’s inability to work due to illness or injury. This obligation exists regardless of which party initiates the end of the contract.
Legal Obligations
- The employer must ensure the employee’s residence card remains valid at all times. Allowing it to lapse constitutes a violation subject to fines from the Ministry of Labour.
- The employer cannot require the employee to perform work outside the approved job category stated in their labour clearance.
- The employer must not confiscate the employee’s passport. This is prohibited under Omani law and Oman’s commitments to international labour standards.
- The employer must provide the employee with a written employment contract that complies with the Labour Law (Royal Decree No. 35/2003 and its amendments).
- The employer is responsible for registering eligible foreign employees with the PASI (Public Authority for Social Insurance).
Transfer of Sponsorship
If an employee wishes to transfer to a different employer, the process is managed through the Ministry of Labour’s transfer-of-sponsorship mechanism. Both the current and new employers must consent, and specific waiting periods and conditions apply depending on the length of service and nature of the contract.
Omanization Compliance and Its Impact on Work Visa Approvals
Omanization, the national policy of increasing Omani nationals’ participation in the private sector workforce, directly affects every employer’s ability to sponsor foreign workers. Each commercial sector has a mandated minimum percentage of Omani employees, and companies that fall short of their target quota may find their foreign labour clearance applications delayed or refused.
Sectors with higher Omanization targets include banking and finance, retail, telecommunications, and tourism. Sectors with lower targets or exemptions include construction, certain industrial activities, and specialised technical roles where local talent is demonstrably unavailable.
Employers should maintain their Omanization ratio proactively and file accurate headcount data with the Ministry of Labour to avoid having their foreign recruitment requests blocked at the clearance stage.
Can I Convert a Visit Visa to a Work Visa in Oman?
This is one of the most frequently asked questions, and the answer requires care. In-country status changes from a tourist or visit visa to a work visa are not permitted under standard immigration rules in Oman. A foreign national who is present in Oman on a tourist visa cannot simply change their status without departing the country.
The correct process is:
- The employer obtains labour clearance and the ROP entry permit from outside the country.
- The employee departs Oman (if already in the country on a different visa category).
- The employee re-enters Oman specifically on the work entry permit.
There are limited exceptions and grace provisions in certain circumstances, but these are subject to discretionary approval and should not be relied upon for standard recruitment planning. Attempting an in-country status change without proper authorisation can result in fines and deportation for the employee, as well as penalties for the employer. Senior investors and professionals may alternatively qualify for long-term residency under the Golden Visa in Oman programme, which operates under a separate and distinct application pathway.
Common Mistakes Employers Make in the Oman Work Visa Process
1. Starting recruitment before the quota is confirmed. Many employers make job offers and even pay overseas recruitment fees before confirming they have an available foreign labour quota. This creates delays, disputes, and, at times, stranded candidates.
2. Underestimating certificate attestation timelines. Educational certificates must be attested in the employee’s home country before arriving in Oman. This process can take 4 to 8 weeks in some countries and is frequently overlooked until it delays the entire process.
3. Allowing residence cards to lapse. Overstay fines accumulate quickly and are the employer’s responsibility if the lapse occurred due to administrative neglect rather than the employee’s fault.
4. Incorrect job category on the labour clearance. Assigning a worker to a job title that does not match their actual role is a compliance violation with serious penalties.
5. Failing to register employees with PASI. Smaller employers often fail to register eligible foreign employees for social insurance. Visit pasi.gov.om to verify current registration requirements.
6. Not accounting for medical fitness turnaround. Employers sometimes plan an employee’s start date without factoring in the 1 to 5 working days required for medical examinations and clearance, resulting in idle time upon arrival.
What Happens If a Work Visa Application Is Rejected?
Rejection can occur at multiple stages: the labour clearance stage, the entry permit stage, or the medical examination stage.
Common rejection reasons include:
- Employer is non-compliant with Omanization targets
- The employer has pending violations or fines with the Ministry of Labour
- The requested job category does not match the employee’s qualifications
- The employee’s passport has insufficient validity
- Medical fitness failure (communicable disease detected)
- Incomplete or improperly attested documentation
Steps to take after rejection:
- Request a written statement of the reason for rejection from the relevant authority.
- Correct the underlying issue (resolve employer violations, resubmit documentation, address Omanization ratio).
- Reapply through the standard channel once the issue is resolved.
- For medical rejections, the employee is typically allowed to seek treatment and retest, depending on the condition.
There is no formal appeals process in the traditional legal sense for most labour and immigration rejections in Oman. Resubmission after corrective action is the standard path.
Regulatory Compliance and Legal Penalties for Employers
Non-compliance with Oman’s work visa and labour regulations carries significant financial and operational consequences. Key penalties under the Ministry of Labour and ROP frameworks include:
- Employing a foreign worker without a valid labour clearance: Fines starting at OMR 500 per worker, with potential suspension of the employer’s establishment card
- Allowing residence cards to expire: OMR 1.5 per day overstay fine (employer-liable if negligence is established)
- Employing a worker in a category other than their approved designation: Ministry of Labour fines and blacklisting risk
- Passport confiscation: Criminal liability under the Oman Penal Code provisions
- Failure to repatriate an employee at the end of the contract: Ministry of Labour enforcement action and potential ban on future foreign recruitment
The Ministry of Labour conducts periodic inspections of commercial establishments to verify compliance with labour law, Omanization ratios, and documentation requirements. Employers found in violation face escalating penalties and, in repeat violation cases, suspension of their right to sponsor foreign labour entirely.
2026 Regulatory Updates: What Employers Should Know
Oman’s labour and immigration framework continues to evolve under the government’s Vision 2040 economic diversification agenda. Key developments relevant to employers and foreign workers as of early 2026 include:
- Digital-first processing: The Ministry of Labour has significantly expanded its online services platform, with labour clearance applications, renewal requests, and Omanization reporting now processed primarily through digital portals. Paper submissions at ministry offices are being phased out for most standard procedures.
- Enhanced Omanization monitoring: Real-time compliance monitoring through integrated ministry systems means that quota applications are now automatically cross-checked against an employer’s registered headcount, reducing the window for ratio discrepancies.
- Labour market reforms: Oman continues to implement gradual reforms to the sponsorship system in line with its commitments under the ILO labour standards. Employers should monitor Ministry of Labour circulars for updates on transfer of sponsorship regulations and end-of-service entitlements for foreign workers.
- Increased attestation enforcement: Stricter verification of educational certificates and professional qualifications is being enforced, particularly in the health, engineering, and education sectors. Employers sponsoring workers in regulated professions must ensure full attestation compliance before the workers arrive.
FAQ: Oman Work Visa 2026
1. What is the difference between a work visa and an employment visa in Oman?
A work visa (an entry permit for employment) allows a foreign worker to enter Oman. In practical terms, the employment visa refers to the residence card issued upon arrival, medical clearance, and biometric registration. Both terms are commonly used to describe the same overall process.
2. How long does the Oman work visa process take from start to finish?
End-to-end, the process takes between 14 and 40 working days, accounting for quota confirmation, labour clearance, entry permit issuance, medical examination, and residence card issuance. Delays occur when documentation is incomplete or when employer compliance issues need to be resolved first.
3. What are the costs involved in getting a work visa in Oman?
Government fees total approximately OMR 86 to 106 per employee for the issuance of a first-time work visa, covering labour clearance, an entry permit, a medical examination, and a 2-year residence card. Additional costs include recruitment fees, attestation, translation, and any professional service charges.
4. Can a foreign worker on a tourist visa convert to a work visa inside Oman?
No. Oman does not permit in-country status changes from tourist or visit visa to work visa under standard procedures. The correct approach is to obtain an entry permit abroad, depart Oman if already present on a different visa, and re-enter on the work entry permit.
5. How long is the Oman work visa (residence card) valid?
The residence card is valid for 2 years and must be renewed before expiry to avoid daily overstay fines.
6. Who is responsible for renewing the employee’s residence card?
The sponsoring employer is legally responsible for ensuring the employee’s residence card remains valid. While the employee must cooperate with the process, the legal and financial obligations for compliance rest with the employer.
7. What happens if a work visa application is rejected in Oman?
There is no formal appeals tribunal for standard labour and immigration rejections. The employer should obtain the rejection reason in writing, address the underlying issue (compliance violation, documentation gap, Omanization ratio), and reapply. Medical rejections may allow for treatment and retesting depending on the diagnosis.
8. What are the Omanization requirements, and how do they affect work visa approvals?
Each commercial sector has a mandated minimum percentage of Omani nationals in the workforce. Employers who fall short of their Omanization target may have their foreign labour clearance applications refused or delayed until their ratio is restored to compliance.
9. Can an employer legally confiscate an employee’s passport in Oman?
No. Passport confiscation by employers is prohibited under Omani law. Employers who confiscate employees’ passports face criminal and administrative penalties.
10. What are the employer’s obligations at the end of an employment contract?
The employer is responsible for paying end-of-service gratuity in accordance with the Labour Law, cancelling the employee’s residence card and labour permit, and bearing the cost of repatriation to the employee’s home country. For a detailed walkthrough of the cancellation procedure, refer to our guide on Oman Visa Cancellation Rules.
Final Compliance Checklist for Employers
Before submitting any work visa application, verify the following:
- Commercial registration and establishment card are valid and active
- The foreign labour quota is confirmed and sufficient for the intended hire
- Omanization ratio is at or above the required percentage for your sector
- All outstanding fines or violations with the Ministry of Labour are settled
- The employee’s passport is valid for at least 18 months
- Educational and professional certificates are attested and ready
- Employment contract is prepared in Arabic or with a certified translation
- Recruitment has not commenced for positions without a confirmed quota
- PASI registration obligations are understood and planned for
Need Help with the Oman Work Visa Process?
For employers managing multiple hires or handling company setup in Oman for the first time, the work visa process has numerous stages and compliance requirements that can cause costly delays if any step is mishandled. MakeMyCompany, based in Muttrah, Muscat, handles the full employer-side process, including quota applications, labour clearance, ROP submissions, and residence card renewals. If you need a clear picture of what your specific hiring situation requires, reach out to the team directly.
This guide reflects Oman’s work visa procedures as understood at the time of publication in January 2026. Immigration regulations are subject to change. Always verify current requirements with the Ministry of Labour and the Royal Oman Police Passports and Residence Directorate before proceeding.
