Muscat: The Ministry of Labour (MoL) has published Ministerial Decision No. 317/2025 pertaining to the establishment of the minimum periodic bonus and the regulation of its distribution to Omani workers in the private sector.
Article Two:
An Omani employee is eligible for a regular bonus on January 1 of each year, provided that they have been working at the firm for at least six months, without prejudice to any greater advantages given to them. The minimum payment for this bonus, which is determined by the results of their performance review, is as follows:
5% of the base wage if the employee receives an 'Excellent' performance review.
If the employee receives a 'Very Good' evaluation, 4% of their base salary.
3 percent of the base income if the employee receives a "Good" evaluation.
if the worker receives a rating of "Acceptable," 2% of their base salary.
If an employee gets a 'Poor' performance review, they are not eligible for a regular bonus.
Regardless of the outcome of their performance review, the employee retains the right to contest the findings to the appropriate administrative department inside the Ministry.
Article Three:
The performance report must be prepared by the firm where the employee has worked the longest throughout the course of a year in accordance with the terms of Article 50 of the Labour Law. The regular bonus due must be paid by the institution to which the employee is moved.
Article Four:
If the committee mentioned in Article 45 of the Labour Law gives its consent, the employer may lower the recurring bonus if the company can provide an economic rationale for doing so.
Article Fifth:
In the following situations, the employer may stop paying out the regular bonus:
1. In the event that an employee is accused of engaging in criminal conduct or a felony in the workplace and is sent for investigation by the appropriate authorities, the company must pay the withheld periodic bonuses in accordance with the terms of this ruling if the employee is found innocent by a court of law.
2. If the employee is away from work for more than six months during the year in which the regular bonus is calculated, or if the employee takes unpaid leave in accordance with the terms of Articles 80 and 83 of the Labour Law.
Article Six:
In accordance with the terms of this ruling, the employee shall continue to receive the periodic bonus once the cause for its reduction or suspension has ended.
Article Seven:
Any employer who breaks the rules of this decision will be subject to an administrative fee of OMR 50. The penalty will be determined by multiplying the amount by the number of workers who were impacted by the infraction.
