Published on and written by Cyril Jarnias
The Sultanate of Oman has long relied on foreign labor to support its development. Today, the country is shifting its model: economic diversification, new labor legislation, stricter “Omanization” policies. For expatriates, the landscape is becoming more complex, but far from closed, especially for skilled professionals.
This article is based on recent data concerning the economy, salaries, cost of living, and employment policies to provide a nuanced analysis of current professional opportunities in Oman for foreign workers.
A Changing Economy That Remains Open to Foreign Talent
Oman is located at the southeastern tip of the Arabian Peninsula, at the junction of the Gulf of Oman, the Arabian Sea, and the Strait of Hormuz. Its position makes it a natural hub between the Middle East, Africa, and Asia, an asset the country is increasingly leveraging in logistics, trade, and services.
The economy is still driven by oil and gas – approximately one million barrels of crude per day, with rising gas production – but the authorities have clearly initiated a shift. The “Vision 2040” roadmap sets the direction: diversify the economy, develop non-hydrocarbon growth, build a knowledge-based economy, and strengthen human capital.
Oman’s GDP per capita in purchasing power parity, in US dollars, ranking the country among high-income economies.
This dynamic is accompanied by a strong need for skills. Expatriates still represent approximately 68% of the total workforce and nearly 86% of the private sector workforce. In certain technical fields, Oman clearly relies on foreign workers due to an insufficiently large or trained local pool.
However, this picture must be weighed against a major challenge: nearly half the population is under 24 and youth unemployment was around 48.7%. Hence, a proactive policy to prioritize employment for nationals.
Omanization: Understanding the New Situation for Foreigners
Since the late 1980s, the government has applied a strategy called “Omanization”, which involves reserving an increasing number of positions for citizens. In the last decade, this policy has intensified, with a series of decrees and increasingly specific sectoral quotas.
Recruitment of an expatriate is only permitted if no Omani can fill the position and in compliance with sectoral quotas. Many professions (HR, public relations, administrative support, sales, tourism, certain IT and supervisory functions) are now closed to foreigners for new visas.
The table below illustrates the general logic, without detailing the long list of positions prohibited to expatriates, but summarizing trends by sector.
| Sector / Job Family | Trend for Expatriates | Main Comment |
|---|---|---|
| Administrative, HR, Customer Support | High restriction, many reserved positions | Expatriates rarely eligible for new visas |
| Sales, Retail, Front Office | High restrictions | Advanced Omanization |
| Basic IT (Support, Operators, Technicians) | Progressively restricted | Increasing reservation for nationals |
| Advanced IT (Data, Cybersecurity, Architecture) | Still open, but monitored | Skilled positions still in demand |
| Engineering, Energy, Major Projects | Open for experienced profiles | Shortage of local skills for specialized profiles |
| Healthcare (Doctors, Specialists) | High dependence on expatriates | Slow but encouraged Omanization |
| Higher Education, Training | Open, especially in private and international sectors | Need for professors, trainers, experts |
| Tourism & Hospitality (Management) | Still openings, but rising quotas | Growing preference for Omani managers |
The new labor law (Royal Decree 53/2023) has further strengthened this framework. Companies with 25 employees or more must now present a detailed annual Omanization plan (workforce, salaries, gender distribution, vacant positions), approved by the Ministry of Labor. All companies must be registered on the national “Tawteen” platform dedicated to quota monitoring.
Since 2024, any foreign-owned company operating in Oman is required to hire at least one Omani citizen within one year of its establishment. Non-compliance with this rule exposes the company to sanctions. Compliance is verified by dedicated committees, which can restrict the company’s activity via the government’s Oman Business platform in case of non-compliance.
For expatriates, this does not mean the closure of the market, but a clearer hierarchy of opportunities: highly skilled, rare, or technical positions remain accessible, while generalist and mid-level functions are gradually closing.
Which Sectors Remain Promising for Foreigners?
Despite the pressure of Omanization, several sectors continue to offer real potential for foreign workers, especially those with rare skills or solid experience.
Energy, Oil and Gas: Still the Market’s Backbone
The oil and gas industry remains the backbone of the economy. It displays high Omanization rates (80 to 90% in some segments), but retains a strong appetite for highly specialized foreign profiles: reservoir engineers, complex project managers, LNG experts, drilling engineers, high-level HSE specialists.
Salaries here are among the most attractive in the country. The average estimated ranges for 2025 position the sector significantly above the national average.
| Position (Oil & Gas) | Estimated Monthly Salary (OMR) |
|---|---|
| Field Technician | 1,200 – 2,000 |
| General Engineer | 3,000 – 3,800 |
| Petroleum Engineer | 4,500 – 5,500 |
| Senior Project Manager | 7,000 – 10,000 and more |
In this sector, the most experienced expatriates continue to play a key role, including in large-scale projects like LNG terminals or major energy and petrochemical infrastructure projects.
Information Technology: The Lever for Digital Transformation
The government has adopted a broad digitalization strategy (National Broadband Strategy, modernization of public services, cybersecurity, e-government). The demand for IT skills exceeds local supply, particularly for specialized roles: data scientists, data engineers, cybersecurity specialists, cloud architects, full-stack developers, AI and machine learning experts.
Salaries in the information technology (IT) sector are competitive on a regional scale, although they remain slightly lower than those in cities like Dubai or Doha.
| IT Position | Estimated Monthly Salary (OMR) |
|---|---|
| Software Developer | 1,500 – 2,500 |
| Junior Data Engineer | 1,700 – 2,300 |
| Senior Data Engineer | 3,500 – 5,300 |
| Data Scientist | 2,900 – 3,300 |
| IT Manager | 3,500 and more |
However, the sector is still subject to Omanization: some support or intermediate-level roles are progressively reserved for nationals. The most technical positions remain, for now, largely open to expatriates.
Healthcare, Education, Tourism: Three Pillars on the Rise
The Vision 2040 strategy makes healthcare, education, and tourism priority areas. In these three fields, the demand for skilled labor still exceeds the national training capacity.
In healthcare, public and private hospitals recruit general practitioners, specialists, dentists, experienced nurses, pharmacists, and technicians. Remuneration varies significantly by specialty and seniority but is clearly above the national average for doctors.
| Healthcare Profession | Estimated Monthly Salary (OMR) |
|---|---|
| Nurse | 800 – 1,500 |
| General Practitioner | 2,200 – 2,800 |
| Dentist / Pediatrician | 2,800 – 4,500 |
| Specialist Doctor (Cardiology, etc.) | 4,000 – 5,000 and more |
In education, the growth of private and international institutions creates opportunities for experienced teachers, educational coordinators, and academics, particularly in English, sciences, engineering, and management. Salaries in the private sector often range between 900 and 1,500 OMR per month, and can be higher in high-level international schools.
Oman’s tourism and hospitality sector, a pillar of economic diversification, offers positions accessible to expatriates, notably in hotel management, revenue management, restaurant management, and digital marketing. Projects include coastal developments, luxury resorts, and niches like ecotourism. A hotel manager can earn a monthly salary of 2,000 to 2,800 OMR, often supplemented by benefits in kind (housing, meals, vehicle).
Logistics, Ports, and Industrial Zones: The Geographic Leverage Effect
With its ports (Sohar, Duqm, Salalah) and its strategic position on major shipping routes, Oman is heavily investing in logistics. Supply chain, transport, port management, maritime engineering, or warehouse management roles are in high demand, especially in special economic zones and free zones that apply more flexible Omanization quotas.
Functions like supply chain manager, port operations manager, international logistics expert, or infrastructure project manager still find takers in the expatriate market, often at remuneration levels comparable to those in traditional engineering.
What to Expect in Terms of Salaries?
Oman offers a comfortable standard of living on a regional scale, with salaries lower than major hubs like Dubai or Doha, but often higher than in many expatriates’ home countries, particularly in South Asia. The Omani particularity lies in the absence of personal income tax until 2028, resulting in a relatively high real purchasing power for foreigners.
Available data allows for a fairly precise picture of remuneration.
Average Levels and General Ranges
The average monthly salary in the country is around 1,800 OMR, with a median of 1,500 OMR. The spectrum is wide: monthly incomes range from about 450 OMR for entry-level positions to over 2,800 OMR for experienced profiles, and up to 5,000 OMR and more beyond the 90th percentile, notably for senior executives and certain technical specialties.
The table below summarizes the main benchmarks.
| Remuneration Indicator | Monthly Amount (OMR) |
|---|---|
| National Average Salary | ≈ 1,800 |
| Median Salary | ≈ 1,500 |
| 25th Percentile | ≈ 800 |
| 75th Percentile | ≈ 3,000 |
| 90th Percentile and above | 5,000 and above |
| General Range (majority of cases) | 450 – 2,850 |
Expatriates, depending on their profile, are often positioned between 800 and 3,000 OMR, with significant increases for senior executives and technical experts (up to 4,500 OMR and more).
Differences Between Nationals and Expatriates
A counterintuitive point for many foreign candidates: on average, for equivalent positions in the private sector, Omani citizens earn more than expatriates, sometimes up to double, especially in low or medium-skilled jobs (sales, administrative, construction). This differential stems in particular from alignment with public sector pay scales, the absence of a legal minimum wage for foreigners, and the overabundance of expatriate candidates for certain functions.
Some examples to visualize the gap between different situations or concepts
Comparison between the Earth-Moon distance (384,400 km) and the Earth’s circumference (approx. 40,075 km)
Comparison between the size of an atom and that of a soccer ball
Comparison between a second and a century, to illustrate geological timescales
Comparison between the energy of an AA battery and the energy released by lightning
| Position (Private) | Omani (OMR) | Expat (OMR) | Approximate Gap |
|---|---|---|---|
| Store Salesperson | 1,000 | 600 | ~ 67 % |
| Administrative Assistant | 1,200 | 700 | ~ 71 % |
| Civil Engineer | 2,800 | 2,200 | ~ 27 % |
| Software Developer | 2,500 | 2,000 | ~ 25 % |
In highly skilled professions (engineering, finance, IT), the gap narrows significantly: expatriates sometimes compensate for a slightly lower base with a richer benefits package (housing, school, air tickets, etc.).
Factors Influencing Salary
Several variables determine remuneration in Oman:
Main elements determining remuneration levels in the Omani private sector, based on statistical and regulatory data.
Beyond 10 years of seniority, salaries can be twice as high as for a profile with less than 5 years of experience.
A university graduate earns on average 33% more than a college diploma holder, who themselves earn about 38% more than a high school level.
The oil and gas, IT, finance, and healthcare sectors are significantly above the national average.
Salaries in Muscat exceed the rest of the country by 15 to 30%, with an estimated average salary around 2,000 OMR per month in the capital.
Royal decree imposing a minimum annual increase of 3% for private sector employees with at least six months of seniority and satisfactory performance.
Examples by Key Professions
To get a concrete idea, here are some approximate figures for skilled positions, across all sectors.
| Position | Approximate Monthly Salary (OMR) |
|---|---|
| Financial Analyst | ≈ 3,000 |
| Civil Engineer | ≈ 2,500 |
| Software Developer | ≈ 2,000 |
| General Practitioner | ≈ 2,500 |
| Specialist Doctor | ≈ 5,000 |
| IT Director | ≈ 4,946 |
| CEO | ≈ 5,191 |
| Call Center Manager | ≈ 4,463 |
These amounts remain indicative: expatriate packages can include a significant proportion of non-monetary benefits that substantially alter the actual standard of living.
Expatriate Packages: Much More Than a Salary
In Oman, as in many Gulf countries, foreign remuneration often relies on a “package” broken down into several components. For skilled positions, it is not uncommon for the total value (salary + benefits) to represent two to three times the base salary.
Among the most frequent components:
Overseas positions, particularly in the Middle East, often come with a substantial set of benefits in addition to base salary. Here are the main elements to consider.
Allowance or provided housing, often representing 25 to 35% of the base salary. May cover an apartment or villa depending on the position and location.
Monthly allowance or company car with a fuel card provided by the employer.
An annual round-trip ticket to the home country for the employee and, often, for family members.
Comprehensive private medical coverage for the employee and family, sometimes including dental and optical.
Contribution to international school fees, generally between 1,000 and 3,000 OMR per child per year.
Approximately 30 days of paid leave + 9 to 12 public holidays. End-of-service benefit (‘gratuity’) calculated based on seniority.
Coverage of moving costs, temporary accommodation, and assistance with visas and residence permits.
As salaries are paid with no income tax for individuals (until the expected limited tax comes into effect in 2028), the savings capacity of expatriates remains significant, provided they manage their cost of living.
Cost of Living: Muscat, Salalah, and Elsewhere
To evaluate a job offer in Oman, it must be put into perspective with the cost of living, which remains softer than in most other Gulf countries. Thus, Oman is generally less expensive than the United Arab Emirates or Qatar, even though Muscat is significantly more expensive than the rest of the country.
Comparisons of cost of living between the capital and the city of Salalah, the country’s second major urban area, are instructive.
| Expense Item | Muscat (OMR) – Approximate Range | Salalah (OMR) – Approximate Range |
|---|---|---|
| 2-Bed Apartment City Center | 500 – 800 | significantly lower (≈ 98 – 240 for 1 bed.) |
| 1-Bed Apartment Outside Center | 81 – 157 | lower than in Muscat |
| Inexpensive Restaurant Meal | ≈ 2 | ≈ 2 |
| Monthly Transportation Pass | 21 – 25 | comparable |
| Monthly Fixed Internet | 26 – 29 | similar level |
| Overall Cost of Living | High reference | 16 to 23.5% cheaper than Muscat |
Monthly budget estimates indicate:
The maximum estimated monthly budget for a family of four living comfortably in Oman, including housing, schooling, and leisure.
Note that rents can weigh heavily on the budget in Muscat: a villa can rent for between 800 and 1,500 OMR per month; a two-bedroom apartment, between 500 and 800 OMR. The presence of a housing allowance in the package then becomes a key factor in the decision-making process.
Taxation and Social Protection: Advantages and Developments
For expatriates, one of the major attractions of Oman lies in its very light personal taxation.
Until 2028, no tax on personal income is applied: no tax on salary, capital gains, wealth, or inheritance. Remuneration is therefore received “net” of any tax deduction, subject to possible mandatory contributions which, in practice, mainly concern employers and Omani employees (social contributions, job security fund).
A 5% income tax will be introduced in 2028, applicable only to annual incomes exceeding 42,000 OMR. According to the government, this measure would affect only about 1% of the population. The vast majority of expatriates will therefore not be affected or will be very minimally impacted due to the very high tax threshold.
Regarding social contributions, the rules clearly distinguish between nationals and non-nationals:
For Omanis, social contributions (employer + employee) exceed 20% of the salary and cover pension, work accident insurance, and the job security fund. For expatriates, there is no mandatory social contribution entitling them to a local pension. However, a 5% tax is levied on work permit fees to fund the job security fund for nationals.
Expatriates, however, benefit from an end-of-service benefit provided for by the labor law, calculated in days of salary per year of service, and covered by the employer.
In addition, there is a 5% VAT on most goods and services, implemented gradually since 2021. This rate remains low by international standards and only moderately affects purchasing power.
Working Conditions and Rights of Foreign Employees
Working conditions in Oman are governed by a modernized labor law, which applies to both nationals and expatriates, with some differences on the social protection aspects already mentioned.
Working Hours, Overtime, Leave
The standard working time in the private sector is now limited to 8 hours per day and 40 hours per week, with at least half an hour break during the day. In practice, many companies work 40 to 45-hour weeks, sometimes six days a week in certain sectors.
Overtime must result in premium pay, higher at night, on weekends, and public holidays. On the ground, these hours are sometimes compensated with time off rather than pay, especially for expatriates.
Leave entitlements have significantly improved:
Summary of main paid leave entitlements and their conditions according to current regulations.
30 calendar days (or 20 working days depending on contract terms).
98 paid days, with no limit on the number of maternity leaves. Includes one daily paid hour for breastfeeding.
7 paid days.
Up to 182 days per year. Degressive salary maintenance: 100% (first 21 days), then 75%, 50%, and 35%.
Specific rules reduce working hours during the month of Ramadan (6 hours per day for Muslims, and often, by extension, for some employees), and prohibit working in direct sunlight during the hottest hours of summer on outdoor worksites.
Job Security and Contract Termination
The new law clarifies contract termination conditions, including for economic reasons (drop in activity, closure, recurring losses) or professional inadequacy. An employer wishing to dismiss for economic reasons must obtain the approval of an ad hoc committee from the Ministry of Labor. For performance inadequacy, a six-month improvement period, after written notification, is required.
For expatriates, contract termination is accompanied by the payment of the end-of-service benefit (gratuity). In case of dismissal deemed abusive (discrimination, pregnancy, union activity, non-compliance with disciplinary procedure), courts can award compensation of up to 12 months’ salary (minimum of 3 months).
An employee, whether Omani or foreign, has the right to terminate their employment contract without notice if their employer has not paid them for two consecutive months.
Visas and Professional Mobility
Working legally in Oman requires a work visa sponsored by a local employer, generally valid for two years and renewable. The visa is nominal: it only authorizes work for the sponsoring company.
The classic process:
1. Formal job offer issued by a registered company. 2. Work permit application filed by the employer with the relevant ministry. 3. Visa issuance by the Royal Oman Police. 4. Medical examination and issuance of residence card upon arrival.
Historically, changing employers was very complicated: without a no-objection certificate (NOC), an expatriate had to leave the country for two years before working there again. This constraint has been largely relaxed. Now, certain situations – for example the absence of registration of the new contract within 30 days following a permit renewal – allow for an employer change under conditions, even though the practice still requires careful handling. The rules remain strict and evolving; therefore, it is crucial to refer to updated information from the Ministry of Labor and your embassy.
Gender Disparities and Women’s Employment
Oman legally displays a clear principle: equal pay for equal work, without discrimination between men and women. The basic laws and labor legislation explicitly provide for this equal remuneration.
In the reality of the market, the gender pay gap persists, mainly due to:
Women remain underrepresented in management positions and the highest-paying sectors (engineering, finance, IT), while they are overrepresented in less remunerative fields like education and healthcare, especially for non-medical functions. Furthermore, in some regions, social norms continue to limit their access to certain professions.
The female labor force participation rate was about 31% in 2020, far behind that of men (nearly 90% for Omanis). However, ongoing reforms and pressure to create local jobs could open more doors for women, especially Omani women, as companies seek to diversify their recruitment to meet Omanization requirements.
For expatriate women, these realities translate into a professional environment that is progressing, but where management positions remain dominated by men, especially in traditional sectors. However, international companies and certain sectors like healthcare, education, or IT are more open to diversity.
How to Position Yourself as an Expatriate?
Faced with this attractive yet constraining context, the key for a foreign candidate is to position themselves where they bring obvious added value compared to the local pool.
Several trends emerge.
Bet on Rare and Certified Skills
The sectors most open to expatriates are those suffering from a deficit of national skills:
– complex engineering (oil & gas, LNG, renewable energy, major works);
– advanced IT (cybersecurity, data science, cloud architecture, AI);
– medical specialization, surgery, highly skilled medical professions;
– higher education, high-level professional training, pedagogical leadership;
– international logistics, port management, strategic supply chain.
In some sectors, Omani authorities authorize the recruitment of international profiles to meet specific needs. This openness is accompanied by a long-term objective: to train and qualify the Omani workforce to ensure, in the long run, a transfer of skills and localization of jobs.
Understand the Limits Imposed by Omanization
Conversely, administrative support, sales, customer service jobs, or even some intermediate functions in tourism and catering are blocked or heavily restricted for expatriates. The lists of professions prohibited to foreigners exceed 200 titles and are expanding through decrees.
Certain positions, such as receptionist, HR agent, public relations officer, or salesperson, are often reserved for Omani citizens. The law also prohibits employers from replacing an Omani employee with an expatriate in a corresponding position.
Adjust Career Expectations
Highly skilled expatriates still find long-term career prospects, but must accept the idea that intermediate management or supervisory positions will increasingly be entrusted to Omanis over time. The role of the expatriate then tends to focus on:
– skills transfer;
– transformation missions;
– management of technically intensive projects;
– expertise functions rather than purely hierarchical management.
For more junior profiles, the market is more competitive. Without strong specialization or experience in an international environment, it becomes difficult to justify granting a work visa compared to a local candidate.
Oman in the Regional Landscape of Expatriate Destinations
Compared to other Gulf countries, Oman occupies an intermediate position. Salary levels are generally lower than in the United Arab Emirates, Qatar, or sometimes Saudi Arabia, but the quality of life is often considered better by those who prioritize a calmer, less ostentatious, and more “authentically” Arab environment.
Purchasing power comparisons show:
– average salaries, in purchasing power parity, are approximately 81% lower than in the United States, 69% lower than in Germany, 57% lower than in the United Kingdom;
– but significantly higher than in several expatriates’ home countries: about 70% higher than India, 75% higher than the Philippines, for example.
A senior IT manager can earn up to 6,000 OMR in Dubai, the highest salary mentioned in the Gulf for this profession.
Expatriate satisfaction surveys regularly place Oman in the upper middle of destinations for working abroad, although some consider that, to maintain a “Western” family standard of living, an “all-inclusive” salary of 3,000 OMR may be seen as just enough but not comfortable for everyone, especially if school and housing fees are not fully covered by the employer.
Conclusion: A More Selective Market, but Still Rich in Targeted Opportunities
The Omani labor market is going through a phase of profound transformation. On one hand, the country remains highly dependent on foreign labor, especially in technical sectors and highly skilled professions. On the other hand, demographic pressure, youth unemployment, and the ambition of Vision 2040 compel authorities to prioritize citizen employment through quotas, job prohibitions, and strict visa regulation.
For expatriates, generalist employment opportunities or support positions are becoming scarcer. The country now favors highly specialized profiles, whose rare expertise is immediately useful and contributes to skills transfer objectives.
Foreign candidates wishing to project themselves there must:
To recruit effectively in Oman, it is crucial to: precisely target high-demand sectors like energy, advanced IT, healthcare, education, and logistics; carefully position salary packages by integrating all benefits (housing, schooling, air tickets, insurance); anticipate administrative constraints related to visas, Omanization, and mobility restrictions; and, above all, favor candidates ready to evolve in an environment where trust, understanding of the cultural context, and respect for local sensitivities are as important as technical mastery.
Within this framework, Oman remains an interesting destination for building an international career, particularly for engineers, doctors, IT experts, complex project managers, and qualified teachers. Provided one enters the country with a clear vision: opportunities exist, but they are now won based on merit, experience, and the ability to fit into the Sultanate’s transformation trajectory rather than on its margins.
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Cyril Jarnias is an independent expert in international wealth management with over 20 years of experience. As an expatriate himself, he is dedicated to helping individuals and business leaders build, protect, and pass on their wealth with complete peace of mind.
On his website, cyriljarnias.com, he shares his expertise on international real estate, offshore company formation, and expatriation.
Thanks to his expertise, he offers sound advice to optimize his clients' wealth management. Cyril Jarnias is also recognized for his appearances in many prestigious media outlets such as BFM Business, les Français de l’étranger, Le Figaro, Les Echos, and Mieux vivre votre argent, where he shares his knowledge and know-how in wealth management.
