Minimum periodic increment for Omani workers in pvt sector
An Omani worker will be entitled to a periodic increment on January 1 of each year, provided that he has been employed in the establishment for at least 6 months, according to the result of his evaluation in the performance report (Ejada), and as a minimum, as follows:
Four percent of the basic wage if the worker receives a very good evaluation.
Two percent of the basic wage if the worker receives an acceptable evaluation.
Five percent of the basic wage if the worker receives an excellent evaluation.
Three percent of the basic wage if the worker receives a good evaluation.
The worker is not entitled to a periodic increment if he receives a (poor performance report.
Decision
The Minister of Labor issued Ministerial Resolution 317/2025 on Sunday regarding setting the minimum periodic allowance and regulating its disbursement to Omanis working in the private sector.
Based on the Labor Law issued by Royal Decree No. 53/2023, and Ministerial Resolution No. 541/2013 specifying the minimum periodic allowance for Omanis working in the private sector and the procedures and conditions for its disbursement, and based on what the public interest requires, it is decided.
Article 2
Without prejudice to any better benefit granted to the worker, the Omani worker is entitled to a periodic bonus on the first of January of each year, provided that he has been appointed for at least (6) six months in the establishment, according to the result of his evaluation in the performance report and as a minimum as follows:
- (5%) five percent of the basic salary if the worker receives an excellent evaluation.
- (4%) four percent of the basic salary if the worker receives a very good evaluation.
- (3%) three percent of the basic salary if the worker receives a good evaluation.
- (2%) two percent of the basic wage if the worker receives an acceptable evaluation.
The worker is not entitled to a periodic bonus if he receives a 'weak' performance report.
In all cases, the worker has the right to file a grievance against the results of his evaluation in the performance report with the relevant administrative division in the Ministry.
Article Three
In applying the provisions of Article (50) of the Labor Law, the establishment in which the worker spent the longest period of one year is responsible for preparing a performance report on him, and the establishment to which he is transferred is obligated to pay the periodic bonus due to him.
Article Four
The employer may reduce the periodic increment if the establishment proves that there is an economic reason, provided that the committee stipulated in Article 45 of the Labor Law approves.
Article 5
The employer may stop the periodic bonus in the following cases:
1 - If the worker is accused of committing a misdemeanor or felony within the workplace and is referred for investigation by the competent authorities, and in the event that a final judgment is issued acquitting him, the establishment shall be obligated to pay the periodic bonuses that were suspended, in accordance with the provisions of this decision.
2 - If the worker spends unpaid leave under the provisions of Articles (80, 83) of the Labor Law or is absent from work for a period exceeding (6) six months in the year in which the periodic bonus is calculated.
Article 6
The periodic increment shall continue to be paid to the worker after the reason for the reduction or suspension has been removed, under the provisions of this decision.
Article Seven
An administrative fine of RO50 shall be imposed on every employer who violates the provisions of this decision, and the fine shall be multiplied by the number of workers involved in the violation.
Article Eight
Ministerial Resolution No. 541/2013 referred to herein shall be cancelled, as shall anything that contradicts this resolution or conflicts with its provisions.
Article Nine
This decision shall be published in the Official Gazette and shall take effect from the day following the date of its publication.
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