Oman Labour Law Changes: Expat Job Ban in 200+ Professions
Oman has embarked on a transformative overhaul of its labour market, unveiling a sweeping policy that prohibits expatriates from working in more than 200 professions, including roles traditionally held by foreign workers in sectors from hospitality to management. Announced in January 2026 by the Ministry of Labour, the bold directive is part of a broader “Omanisation” push designed to prioritise employment for Omani nationals across key industries.The decision has far-reaching implications for Omani citizens, foreign residents, employers and travellers, raising questions about workforce dynamics, economic growth, tourism quality and Oman’s evolving identity as a destination and business hub in the Gulf.
What the Oman labour ban entails: Expatriates out, nationals in
Under the new policy, expatriates will no longer be permitted to hold work visas for over 200 specified professions. The list is broad and includes critical functions like human resources, public relations, customer service, tourism roles, managerial positions and other expert or specialist jobs that have traditionally relied heavily on foreign talent.
Oman has restricted expatriate hiring across 200+ professions through multiple Ministry of Labour decrees, most notably Resolution 235/2022 and Resolution 501/2024. The policy blocks new work visas for expatriates in these roles while existing workers may stay until permit expiry. High-skill IT and digital roles are being restricted gradually, with final phases extending into 2027.Oman professions restricted for expatriate workers –
| Sector | Profession (Restricted / Reserved) | Implementation Status | Official / Credible Source |
|---|---|---|---|
| Hospitality & Tourism | Hotel Reception Manager | Enforced | Oman Ministry of Labour via Times of Oman |
| Travel Agent | Enforced | Times of Oman | |
| Tourist Agent | Enforced | Times of Oman | |
| Room Service Supervisor | Enforced | Times of Oman | |
| Lifeguard | Enforced | Times of Oman | |
| Management & Administration | Quality Control Manager | Enforced | Ministry of Labour Decree 501/2024 via Times of Oman |
| Marketing Specialist | Enforced | Times of Oman | |
| Labour Supervisor | Enforced | Times of Oman | |
| Administrative Officer | Enforced | HRME | |
| Sales & Commercial | Commercial Promoter (Sales Representative) | Enforced | Times of Oman |
| Commercial Broker | Enforced | Times of Oman | |
| Goods Arranger | Enforced | Times of Oman | |
| Transport & Logistics | Driver (Water Transport) | Enforced | Ministry of Labour via Times of Oman |
| Driver (Medical & Refrigerated Transport) | Enforced | Times of Oman | |
| Forklift Operator | Enforced | Times of Oman | |
| Flatbed Crane Operator | Enforced | Times of Oman | |
| Technical & Maintenance | Electrical Technician (General Maintenance) | Enforced | Ministry of Labour Resolution 235/2022 |
| Mechanical Technician (General Maintenance) | Enforced | Resolution 235/2022 | |
| Quality Officer | Enforced | Times of Oman | |
| Energy & Industrial | Drilling Supervisor | Enforced | Times of Oman |
| Drilling Fluid Engineer | Enforced | Times of Oman | |
| Drilling Measurements Engineer | Enforced | Times of Oman | |
| Aviation & Marine | Aircraft Loading Supervisor | Enforced | Times of Oman |
| Ship Mooring Worker | Enforced | Times of Oman | |
| Marine Traffic Controller | Enforced | HRME | |
| IT & Systems (Phased) | Information Systems Analyst | Phased Restriction | EY Oman Labour Alert |
| Network Specialist | Phased Restriction | EY Oman Labour Alert | |
| Computer Maintenance Technician | Phased Restriction | EY Oman Labour Alert | |
| Software & Digital (Future Ban) | Computer Programmer | From Jan 2026 | EY Oman Labour Alert |
| Computer Engineer | From Jan 2026 | EY Oman Labour Alert | |
| Computer Operator | From Jan 2026 | EY Oman Labour Alert | |
| Website Designer | From Jan 2027 | EY Oman Labour Alert | |
| Operations Analyst | From Jan 2027 | EY Oman Labour Alert |
This is not an isolated move. It builds on a series of reforms that have expanded restrictions on foreign workers over the past few years. For example, earlier government resolutions had already added roles such as marketing specialists, quality control managers, electrical technicians and tourism agents to the list of professions reserved for Omani nationals.These changes stem from a long-term vision articulated in Oman’s labour strategy, known as Omanisation, aimed at reducing dependence on expatriate labour and advancing local participation in the economy. The policy builds on decades of incremental tightening, including earlier bans on expat hiring in select professions and requirements for local hiring quotas in foreign-owned companies.
Why Oman is shifting gears
Oman’s push cannot be separated from the broader economic and demographic dynamics shaping the Sultanate:
- Prioritising Local Employment – The objective is clear: catalyse employment for Omani citizens in professions where they have historically been underrepresented, especially in mid- and high-skill roles. Government sources describe the ban as a proactive measure to ensure that Omani nationals increasingly fill key jobs, contributing to both economic participation and career development.
- Supporting Long-Term Economic Reform – As part of Vision 2040, Oman is seeking to transform its economy from reliance on hydrocarbons to a diversified, sustainable model. Encouraging local employment, especially in sectors like tourism, services and management, is central to this plan, particularly in reducing youth unemployment and aligning workforce skills with national needs.
- Addressing Skill Gaps and National Identity – By reserving roles for citizens, Oman hopes to cultivate a national workforce that is both skilled and competitive, while reinforcing sovereign control over key sectors. This reflects differing labour market priorities in the Gulf, where nations vary in how quickly they reduce reliance on expatriate labour.
Oman labour ban impact on expat communities
For decades, Oman’s private sector and specialised industries have depended heavily on expatriate labour, from customer service staff to engineers, IT specialists and hospitality workers. This ban now presents significant challenges:
- Foreign professionals in affected roles will not be eligible for new work visas in those occupations.
- Some expatriates may have to explore alternative sectors or consider relocation if their profession transitions to an Omanised category.
- For existing expat employees, the policy is expected to phase in over time but the overall trend signals shrinking opportunities for foreign workers in Oman’s regulated jobs landscape, especially outside highly technical or niche fields where exceptions might apply.
Industry observers note that a ban of this scale could spark workforce shifts, with expats seeking opportunities in neighbouring Gulf states where regulations remain comparatively open. It may also prompt employers to invest more in training Omani workers to fill roles previously staffed by foreign talent.
Will the Oman ban hurt tourism?
One of the most pressing concerns emerging alongside the ban relates to Oman’s rapidly growing tourism sector. With its stunning landscapes, cultural richness and world-class hospitality offerings, Oman has positioned itself as a rising travel destination in the Middle East.According to travel industry analysts, many essential tourism roles historically staffed by expatriates such as tour guides, customer service personnel, ticketing agents and hospitality managers are now on the restricted list. This has triggered questions from hoteliers, tour operators and international travel stakeholders about whether tourists will encounter service gaps or slower service delivery, especially during peak travel seasons.However, officials are pushing back against alarmist predictions. The Oman Tourism Board and Ministry of Labour have emphasised that:
- This policy is not designed to restrict tourism access or visitor experience but to enhance local employment.
- Training programmes and upskilling initiatives are underway to equip Omani nationals with the language skills, cultural competency and professional expertise needed for tourism roles.
- Competitive salaries and career growth pathways are being offered to attract citizens into tourism and hospitality careers.
If Oman is successful in rapidly training and deploying local talent into these roles, the tourism sector may transition without major disruptions. However, experts caution that timely implementation and skills matching will be crucial to avoiding service bottlenecks.
Business and investor reaction to Oman labour ban
The private sector’s response has been mixed. Some businesses fear labour shortages, particularly in niche fields where expatriates historically filled gaps. Employers highlight that training local hires in specialised skills takes time and rapid workforce localisation could strain service levels and operational continuity.Other firms view the policy as a catalyst for investment in local talent development, providing Omanis with sustainable career paths. Employers who have already invested in upskilling and college-industry partnerships see opportunities to bolster their brand as engines of national workforce development.Multinational firms and foreign investors are also watching closely, as this trend could influence decisions about locating regional headquarters and operations centres in Oman versus neighbouring markets.
What tourists need to know amid Oman labour ban
Despite the nature of the ban, Oman’s government has reassured travellers and tourism partners that:
- The tourism experience will remain unchanged and visitors can expect the same level of hospitality, services and welcoming culture.
- Tourist visas, visitation rights and travel ease are not affected by the expat labour ban.
- Oman continues to invest in tourism infrastructure, digital services and visitor amenities to boost accessibility and service quality.
Tourists should simply be aware that they may increasingly interact with Omani nationals in front-line tourism roles, reflecting the broader shift toward local employment. Oman is not alone in tightening job restrictions for expatriates as neighbouring Gulf Cooperation Council (GCC) countries have also been experimenting with labour localisation.Saudi Arabia’s Saudisation and the UAE’s Emiratisation policies similarly prioritise national employment through quotas and incentives. Policies like mandatory hiring of Omani citizens within foreign-owned firms have parallels elsewhere, reflecting a wider GCC focus on balancing economic competitiveness with local job growth.
What happens next?
The coming months will be a litmus test for how effectively Oman can manage the transition:
- Implementation timelines and enforcement details will determine how smoothly the labour shift unfolds.
- Training and certification initiatives will be vital for preparing Omani nationals for roles in sectors like tourism, management, IT and hospitality.
- Business adaptation strategies, from wage structures to recruitment pipelines, will shape how firms retain competitiveness while complying with the new rules.
If executed thoughtfully, Oman’s ban on expat employment in targeted professions could deepen national participation in the economy and spark innovation in workforce development. If mishandled, however, it may create temporary labour gaps or slow growth in sectors that rely on specialised or multilingual talent.In short, Oman’s historic decision to ban expatriates from over 200 professions, part of a long-standing Omanisation agenda, marks a defining moment in the nation’s labour and economic policy. It underscores a strategic shift toward empowering local talent, safeguarding long-term employment opportunities for citizens and realigning the workforce with evolving national priorities. For foreign residents and employers, this change ushers in challenges and opportunities alike; for tourists, daily travel experiences are expected to proceed smoothly, even as the face of customer service and hospitality becomes increasingly Omani.The success of this ambitious labour reform will hinge on training, transition management and collaborative engagement between government, industry and local professionals. Go to Source