Omanization in 2026: What It Means for Expat Job Seekers

Oman tightened expat employment significantly in 2026: companies that miss Omanization quotas now pay double work-permit fees while compliant firms get a 30% discount, more professions were closed to expats, the age-60 work-permit limit was reinstated in August 2026, and all companies must register on the Tawteen platform.

Oman still hires expats — especially in skilled, technical, and specialist roles — but job seekers should target sectors and professions where expat hiring remains open, verify their profession is not on the restricted list, and expect employers to scrutinize the cost of each expat hire.

Under Ministerial Decision No. 602/2025, effective from the end of January 2026, Oman links work-permit fees directly to Omanization compliance. Companies meeting or exceeding their quotas ('Green Category') receive a 30% reduction on expatriate work-permit and professional-licence fees.

Companies falling short face doubled fees for the same permits. This 'carrot and stick' design makes every expat hire a deliberate financial decision for employers — and means compliant, well-run companies are the best targets for your applications.

The same framework extended non-Omani work practice licences from 15 to 24 months and lets employers upgrade a worker's professional category on an existing licence by paying the difference, without a new permit application.

Oman expanded its list of professions restricted exclusively to Omani nationals, with bans covering 200+ specific professions implemented in early 2026. A phased rollout added IT and technical roles: systems analysts and network specialists from January 2025, computer programmers, computer engineers, and computer operators from January 2026, and website designers and operations analysts from January 2027.

Existing permits in affected professions run until expiry, but no new permits or renewals are granted to expats once each restriction takes effect. The resolution is published in Oman's Official Gazette and is legally binding.

Practical advice: before investing in an Oman job search, confirm your profession is not on the restricted list. IT professionals, in particular, should note the 2026–2027 phase-ins — generalist IT support and programming roles are closing while specialist and senior technical roles remain open.

In August 2026, Oman reinstated the 60-year age limit for expatriate work-permit renewals, reversing a 2022 policy that had abolished the ceiling. Employers can no longer renew permits for workers over 60, and new work visas for over-60s have been stopped.

This particularly affects long-serving expats who stayed on under the 2022 rules. Without a valid work permit, residency becomes invalid — so workers approaching 60 should plan their timeline carefully and discuss options with their employer well before their permit expires.

If you are over 55 and considering Oman, weigh this rule into your decision: a two-year contract starting at 59 may not be renewable, regardless of performance.

As of February 2026, all companies in Oman must register on the Tawteen platform — the Ministry of Labour's digital ecosystem connecting job seekers with opportunities and tracking Omanization compliance. Enforcement focuses on government-project companies and regulated sectors, but registration is mandatory for all.

Looking ahead, Ministerial Decision No. 390/2026 (effective 1 January 2027) raises the bar for recruitment agencies: a RO 5,000 financial guarantee, recruitment completed within 45 days, a two-year service guarantee, standardized contracts, and a prohibition on charging workers recruitment fees. For job seekers, this is good news — it squeezes out exploitative intermediaries.

Sector targets for 2026 show where expat demand concentrates: hotels and restaurants carry a 30% Omanization target (excluding specialist culinary roles), meaning 70% of roles can still be expat-held, while banking targets run as high as 60–90%.

Target the right segments: specialist and technical roles, hospitality (where expat hiring remains substantial), healthcare, and senior positions where Omani supply is thin. Avoid restricted professions and generalist roles with high Omanization pressure.

Apply to compliant employers: companies meeting their quotas hire expats more cheaply and more willingly. During interviews, ask about the company's Omanization standing — it signals you understand the market and helps you gauge job security.

Keep documents immaculate: attested certificates, a clean police clearance, and medical fitness. In a market where each expat hire costs the employer a deliberate decision, the candidate with ready, verified documents wins the tie-break.

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