The Sultanate of Oman has enacted a significant new legislative framework aimed at strengthening the rights, protection, and integration of persons with disabilities through Sultani Decree No. 92 of 2025 promulgating the Law on Persons with Disabilities (the “Disabilities Law”). The Disabilities Law was issued on 27 October 2025, published in the Official Gazette on 2 November 2025, and entered into force on the day following publication. It repeals and replaces the previous law issued under Sultani Decree No. 63 of 2008.
The Disabilities Law represents a positive fundamental shift in Oman’s pro-active approach to disability rights and inclusion and has wide‑ranging implications for both private and public sector employers, particularly in relation to workplace accessibility, non‑discrimination, reasonable accommodation, and mandatory employment quotas.
Key Employment‑Related Obligations for Employers
The Disabilities Law expressly prohibits disability‑based discrimination, including any exclusion, restriction, or deprivation of reasonable accommodation that impairs the enjoyment of employment rights on an equal basis with other employees. Employers are therefore required to ensure that recruitment, employment conditions, promotion, training, and termination decisions are free from discriminatory practices.
This position is aligned with Oman Labour Law (Sultani Decree No 53 of 2023, as amended), which provides under Article 12 that the termination of an employment contract by the employer shall be deemed arbitrary if it is based, among other reasons, on disability. Where it is found that such reasons for termination exist, the Labour Court can award compensation of between 3 – 12 months’ salary or reinstatement of the employee.
A central pillar of the Disabilities Law is the obligation to provide reasonable accommodation. This is defined broadly and includes adjustments to the workplace, working hours, equipment, tools, assistive technologies, and other necessary modifications that enable persons with disabilities to perform their roles effectively.
Mandatory Employment Quotas
Of particular importance to employers is the introduction of a statutory employment quota.
Under the Disabilities Law:
- Government entities are required to appoint 5% of their workforce from among qualified persons with disabilities.
- Private sector employers employing 40 or more employees are likewise required to appoint at least 5% of their workforce from among qualified persons with disabilities nominated by the Competent Authority (being defined as every governmental or non-governmental entity entrusted with implementing any of the provisions of the Disabilities Law).
The Disabilities Law further provides that the Competent Minister (being the Minister of Labour) may issue a decision increasing the prescribed quota percentage.
Employees appointed pursuant to the quota must enjoy the same rights and benefits as other employees, without discrimination, and employers are required to provide reasonable accommodation to ensure that such employees are able to perform their job duties effectively.
Failure to comply with the quota requirements may expose employers to financial penalties, with fines ranging from OMR 500 to OMR 1,000 per affected individual, doubled in cases of repeat offences.
Reduced Working Hours and Caregiver Accommodations
Another key employment protection introduced is the entitlement to reduced working hours. Employees with disabilities, as well as employees caring for a parent, child, or spouse with a moderate or severe disability, are entitled to a two‑hour reduction in daily working hours without loss of pay. This entitlement may be extended to other categories by way of any ministerial decision published from time to time in the future.
Accessibility and Facility
Employers are required to provide an appropriate work environment and suitable workplace facilities for employees with disabilities. This includes removing environmental and structural barriers and ensuring accessibility to buildings, facilities, information systems, and workplace services.
Increased Enforcement and Penalties
The Disabilities Law introduces enhanced enforcement mechanisms, including the designation of judicial officers responsible for monitoring compliance. Employers may be held criminally liable for violations committed by their representatives, with financial penalties and sanctions increasing in cases of recidivism.
What Employers Should Do Now
In light of the Disabilities Law, employers operating in Oman should consider taking the following steps:
- Review and update HR policies, recruitment practices, and employment contracts to ensure compliance with non‑discrimination and reasonable accommodation requirements.
- Assess workforce numbers to determine quota applicability and develop compliance strategies.
- Conduct workplace accessibility audits and implement necessary adjustments.
- Update internal policies on working hours and caregiving accommodations.
- Monitor the issuance of the executive regulations to the Disabilities Law, which will provide further procedural detail.
The introduction of the Disabilities Law reflects Oman’s broader commitment to social inclusion and workforce participation for persons with disabilities. Employers therefore should take proactive steps to align their practices with this evolving legal framework.
How can Al Tamimi help?
If you require assistance assessing the impact of the Disabilities Law on your workforce, updating HR policies, or navigating compliance requirements, please do not hesitate to contact them.
Key Contacts
Sabrina Streeton, Partner, S.Streeton@tamimi.com
Wassim Mahmoud, Legal Advisor, W.Mahmoud@tamimi.com