Muscat – The amendments to the previous Labour Law, issued by Royal Decree No. 74/2006, permitted the formation of trade unions in Oman and provided for the establishment of the General Federation of Oman Workers (GFOW). They also authorised the then Ministry of Manpower to issue decisions regulating the formation, registration and operation of trade unions and the GFOW. Accordingly, the GFOW was established on 15 February 2010 as the legal entity responsible for representing Oman’s workers before official authorities and in local, regional and international forums.

In 2018, the then Minister of Manpower issued Ministerial Decision No. 500/2018 concerning the system for the formation, registration and operation of trade unions, trade union federations and the GFOW. This Decision represented a further step in regulating trade union work in Oman. Subsequently, the new Labour Law issued by Royal Decree No. 53/2023 reaffirmed workers’ right to form trade unions and sectoral unions, thereby reinforcing the legislative foundation for trade union activity.

Building on this legislative framework, Ministerial Decision No. 284/2026 concerning the formation, operation and registration of trade unions, sectoral unions and the GFOW was issued to further regulate and develop the various aspects of trade union work. The Decision maintains the existing trade union structures, their governing bodies, and the Board of Directors of the GFOW until the expiry of their respective terms, in accordance with the transitional provisions contained therein.

It is worth noting that the trade union movement in Oman, whose legal rights the Omani legislator has continuously sought to strengthen, as outlined above, has become one of the leading examples at the regional level. The number of trade unions reached 340, while the number of sectoral unions reached 8 by the end of 2025.

The latest Ministerial Decision establishes a comprehensive regulatory framework covering various aspects of trade union work. It regulates the formation and registration of trade unions and sectoral unions, their acquisition of independent legal personality, membership and election rules, the powers of general assemblies and governing bodies, and the mandates of trade unions, sectoral unions and the GFOW. It also regulates collective bargaining and social dialogue, union secondment, legal guarantees for the exercise of trade union rights, and provisions relating to financial management and governance. In addition, it addresses cases of termination of membership, the dissolution of trade union structures, and the continuity of their operations, thereby providing an integrated institutional framework governing the various stages of trade union activity in Oman.

The Decision includes a number of provisions that strengthen trade union rights. Article (22) prohibits forcing a worker to join or withdraw from a trade union, or preventing them from exercising trade union activities. Article (6) prohibits an employer from transferring a member of the governing body of a trade union or sectoral union from the workplace adopted by the trade union as its headquarters or designated for the exercise of trade union activities, except with the member’s approval. Article (35) obliges employers to provide the necessary facilities for the performance of trade union activities. Articles (66) and (69) oblige employers to approve the secondment of members of the governing bodies of trade unions, sectoral unions and the GFOW to undertake trade union activities, while retaining all their rights to wages, promotions and periodic allowances, as specified by the Decision. Article (7) also provides for the establishment of a Legal Protection Committee for trade union members, responsible for examining alleged violations and decisions taken against members of the governing bodies of trade unions, sectoral unions and the GFOW.

The new Decision also reinforces the independence of trade union structures. Article (9) provides that trade unions and sectoral unions shall enjoy legal personality, while Article (15) affirms the financial independence of trade union structures and requires them to maintain separate bank accounts.

First: Right to Form and Join Trade Unions

The Decision establishes an institutional framework for trade union work in Oman by defining trade union structures at three levels. These comprise trade unions, which represent workers at the enterprise level; sectoral unions, which bring together trade unions operating within the same economic sector; and the GFOW, as the national trade union structure comprising sectoral unions and trade unions operating in sectors where no sectoral union exists. The Decision also sets out the mandates of each level and the mechanisms governing their operations.

To regulate the establishment of these trade union structures, the Decision sets out the procedures for their formation and registration. It specifies the composition of the founding committee and its responsibilities for registering the trade union structure and preparing its draft founding regulations. It also establishes a preparatory committee responsible for taking the necessary measures to convene the first general assembly meeting, prepare for the election of the first governing body, and supervise the election procedures. In addition, it specifies the period prescribed for electing the first governing body following registration and sets out the procedures for filling vacant seats during the electoral cycle.

Moreover, the Decision stipulates that trade unions, sectoral unions and the GFOW shall enjoy independent legal personality, enabling them to exercise their mandates, undertake legal transactions, litigate, and own movable and immovable property. It also requires each trade union and sectoral union to have founding regulations, while the GFOW shall have a constitution specifying the structure’s name, headquarters, objectives, membership conditions, members’ rights and obligations, the mandates of the general assembly and governing body, rules governing financial management, procedures for amending the regulations, accountability provisions, termination of membership, and dissolution of the trade union structure.

In addition, the Decision regulates the administrative aspects of trade union structures by defining the composition of general assemblies, governing bodies, and the Board of Directors of the GFOW, their respective terms, and the mandates of each. It also sets out the mechanisms for electing the chairs and deputy chairs of governing bodies, secretaries and treasurers, procedures for filling vacant seats, and the continuation of existing governing bodies in exercising their mandates until new bodies are elected.

The Decision further addresses specific cases related to the continuity of trade unions in the event of workers’ transfers or enterprise mergers. It provides that a trade union shall be deemed automatically registered if at least 25 members of the general assembly of a trade union transfer to an enterprise where no trade union exists, or in the event of the merger of one or more enterprises with a trade union into an enterprise where no trade union exists, provided that the number of workers in the enterprise after the transfer or merger exceeds 50 workers. It also provides for the transfer of these members to the trade union’s general assembly and the election of a governing body for the trade union if one has not already been established, in accordance with the provisions set out in the Decision.

The Decision includes transitional provisions ensuring the continuity of existing trade union structures upon its entry into force. It maintains the registered trade union structures, as well as the continuation of the governing bodies and the Board of Directors of the GFOW, until the expiry of their electoral terms, while repealing the previous Decision issued under Ministerial Decision No. (500/2018).

Second: Legal Protection and Trade Union Guarantees

The Decision regulates a number of provisions relating to legal protection and guarantees established for the exercise of trade union activities. It includes specific provisions on the protection of workers’ representatives, the regulation of trade union membership, procedures related to the exercise of trade union activities, and the representation of workers in enterprises where no trade unions exist.

In this regard, the Decision establishes a Legal Protection Committee for trade union members, responsible for examining complaints relating to measures or decisions taken by employers or their representatives against members of the governing bodies of trade unions, members of the boards of directors of sectoral unions, members of the Board of Directors of the GFOW, members of founding committees and preparatory committees, as well as workers’ representatives, in accordance with the mandates and procedures stipulated in the Decision.

The Decision also regulates the protection of members of governing bodies while carrying out their trade union duties. It stipulates that a member of the governing body of a trade union or sectoral union may not be transferred from the workplace adopted as the trade union’s headquarters, or from the location designated for the exercise of its trade union activities, except with the member’s approval.

The Decision also regulates procedures for holding members of governing bodies accountable. Before taking any action against a member, the Decision requires that the member be notified of the alleged violations, given access to the relevant information, and allowed to present their defence. The accountability process shall be determined in accordance with the procedures stipulated in the founding regulations or constitution of the trade union structure.

The Decision also regulates trade union membership. It provides that workers have the right to join or withdraw from a trade union at any time and prohibits forcing any worker to join a trade union structure, remain a member of it, or withdraw from it. It also provides for exempting persons with disabilities or workers who have sustained a work-related injury, during their period of absence from work, from joining fees and membership subscriptions in the trade union, in accordance with the provisions set out in the Decision.

The Decision further regulates the protection of the membership of workers’ representatives when the employment relationship ends due to a disputed dismissal. It provides that the dismissal of a member of the governing body of a trade union or sectoral union shall not result in the termination of their membership of the governing body if they submit a labour complaint within 30 days from the date they are notified of the dismissal. Their membership shall continue until a final court judgment is issued confirming the validity of the dismissal decision, or until the complaint is concluded through a settlement stipulating that they shall not be reinstated.

In enterprises where no trade union exists, the Decision regulates the procedures for selecting workers’ representatives. It allows workers to select between three and five representatives from among themselves to represent workers in applying the provisions of this Decision, the provisions on the settlement of collective labour disputes, and the provisions on strikes and lockouts stipulated in the Labour Law. It also allows them to seek the assistance of the GFOW in selecting their representatives.

The Decision also prohibits employers or their representatives from taking any measure or undertaking any action that would hinder the exercise of trade union activities. It further regulates trade union secondment and the facilities provided to trade union structures, in accordance with the provisions set out in the Decision.

Third: Right to Representation, Social Dialogue and Collective Bargaining

The Decision sets out provisions regulating the mandates of trade unions as the trade union structures representing workers at the enterprise level. It defines their roles in representing their members, defending their rights, safeguarding their professional, economic and social interests, and working to improve terms and conditions of work, in accordance with the provisions stipulated in their regulations.

In the area of rights protection, the Decision permits trade unions to initiate legal proceedings to defend the collective rights of workers. It also allows them to represent their members in claiming their individual rights before the competent judicial authorities, based on a written request from the member concerned and in accordance with the legally prescribed procedures. Their mandates also extend to participating in the preparation and review of work regulations and providing their views thereon, in accordance with the relevant provisions. To enable them to exercise their mandates, the Decision allows trade unions to access administrative and financial data relating to workers’ rights within the limits necessary for the performance of their functions, while maintaining confidentiality.

As part of monitoring the implementation of labour legislation, the Decision authorises trade unions to monitor the application of the provisions of the Labour Law and related legislation within enterprises. Where a violation is identified, they may notify the employer to address it. If the violation is not remedied, they may refer the matter to the Ministry of Labour for the necessary legal action.

With regard to collective bargaining, the Decision regulates the role of trade unions in representing workers in negotiations with employers, concluding collective labour agreements, and following up on their implementation, in accordance with the provisions governing this area under the Labour Law.

In terms of awareness-raising, the Decision assigns trade unions the responsibility of promoting trade union awareness, raising awareness of labour legislation, and informing workers of their rights and obligations. It also tasks them with contributing to the development of their members’ professional, cultural and social capabilities, as well as encouraging training and capacity building.

To enhance cooperation among trade union structures, the Decision permits trade unions to work towards settling disputes among their members when requested to do so. It also allows them to cooperate and coordinate with other trade unions, sectoral unions and the GFOW on matters of common interest, in accordance with the relevant provisions.

Fourth: Mandates of Sectoral Unions

The Decision establishes provisions regulating the mandates of sectoral unions as trade union structures comprising trade unions operating within the same economic sector. It defines their mandates in representing member trade unions, coordinating their activities, and following up on common issues related to workers within the sector, in accordance with the provisions stipulated in the Decision.

In the area of sectoral representation, the Decision authorises sectoral unions to represent affiliated trade unions before government authorities, employers and other relevant entities on matters of a sectoral nature. It also authorises them to follow up on common issues of concern to workers in the economic sector they represent and to coordinate positions among member trade unions on matters of common interest.

The Decision also regulates the role of sectoral unions in collective bargaining at sectoral level. It permits them to participate in collective negotiations concerning common issues, contribute to the settlement of collective labour disputes, and coordinate among affiliated trade unions on matters related to labour relations, in accordance with the provisions governing this area under the Labour Law. Their mandates also extend to coordinating among member trade unions, exchanging information and expertise, and working to unify efforts on common issues related to their mandates at the economic sector level.

The Decision further authorises sectoral unions to participate in committees, meetings and events related to the economic sector they represent, and to coordinate with relevant entities on matters related to labour relations at the sectoral level.

In terms of awareness-raising, the Decision assigns sectoral unions the responsibility of promoting trade union culture, raising awareness of labour legislation, promoting awareness of workers’ rights and obligations, encouraging cooperation among affiliated trade unions, and organising joint efforts in areas related to trade union work within the sector.

Fifth: GFOW’s Mandates

The Decision sets out provisions regulating the mandates of the GFOW as the national trade union structure. It defines its roles in representing trade union structures, coordinating their activities, participating in matters related to work and workers, building trade union capacities, and developing cooperative relations with national entities and Arab, regional and international trade union entities.

With regard to representation, the Decision authorises the GFOW to represent trade unions and Oman’s workers before national entities on matters related to labour and workers, and to participate in national committees, teams and relevant meetings. It also regulates the representation of trade union structures before Arab, regional and international trade union bodies, their participation in trade union conferences, meetings and events, and the development of cooperation and exchange of expertise with trade union entities.

In the area of institutional coordination, the Decision assigns the GFOW responsibility for coordinating the activities of sectoral unions and trade unions, working to unify efforts on matters of common interest, preparing model templates for founding regulations and internal regulations, and providing technical and organisational support to trade union structures within the scope of its mandates.

With regard to social dialogue, the Decision regulates the participation of the GFOW in matters related to work and workers, as well as its coordination with the tripartite partners on issues related to labour relations, in accordance with the mandates established under this Decision and relevant legislation.

In the area of collective bargaining and the settlement of collective labour disputes, the Decision regulates the role of the GFOW in supporting trade union structures, representing them in procedures regulated by the Labour Law, and coordinating among them on matters related to collective bargaining and the settlement of collective labour disputes, in accordance with the relevant provisions.

The mandates of the GFOW also extend to organising training and capacity-building programmes, holding conferences, seminars and workshops, preparing studies, research and publications related to labour issues and trade union organisation, and establishing centres or institutions concerned with trade union training and capacity building, in accordance with the provisions set out in the Decision.

In terms of awareness-raising, the Decision assigns the GFOW responsibility for issuing newsletters, publications and awareness materials, promoting trade union culture, raising awareness of labour legislation, and encouraging the exchange of expertise among trade union structures.

To enable it to exercise its mandates, the Decision permits the GFOW to establish permanent and temporary committees and working teams, engage experts and specialists, and prepare studies and proposals related to trade union work. It also authorises the GFOW to determine the maximum limits for joining fees and membership subscriptions applicable to trade unions, in accordance with the provisions set out in the Decision.

Sixth: Regulation of Collective Bargaining and Social Dialogue

The Decision sets out provisions regulating the role of trade union structures in collective bargaining and defines the mandates of each level of trade union organisation in this area, in accordance with the provisions governing collective bargaining and the settlement of collective labour disputes stipulated in the Labour Law.

At the level of trade unions, the Decision authorises trade unions to represent workers in collective negotiations with employers, conclude collective labour agreements, and follow up on their implementation. It also authorises them to participate in addressing matters related to labour relations, in accordance with the provisions and procedures established under the Labour Law.

At the level of sectoral unions, the Decision regulates their participation in collective negotiations concerning common issues at the level of the economic sector, as well as their participation in sessions for examining and settling collective labour disputes when invited by the Ministry or requested by one of the trade unions affiliated with them. It also provides for coordination among trade unions on matters related to labour relations, in coordination with the GFOW, in accordance with the provisions established under this Decision and the Labour Law.

With regard to the GFOW, the Decision authorises it to represent workers, trade unions and sectoral unions in sessions for the settlement of labour disputes and the conclusion of collective labour agreements. It also assigns the GFOW the role of coordinating among trade union structures and supporting them on matters related to collective bargaining, in accordance with the mandates stipulated in the Decision.

The Decision also regulates the monitoring of monitoring the implementation of collective labour agreements. The Decision assigns trade union structures the responsibility of following up on the implementation of agreements they conclude, verifying compliance with their provisions, and addressing any issues that may arise regarding their application, in accordance with the relevant provisions.

In the area of social dialogue, the Decision regulates the participation of trade union structures, each within the scope of its mandates, in councils, committees, meetings, programmes and matters related to work and workers, as well as their coordination with relevant entities, in line with the mandates established for each level of trade union structure.

Seventh: Regulation of Union Secondment and Facilities Allocated to Union Structures

The Decision sets out provisions regulating trade union secondment and the facilities allocated to trade union structures. It defines the cases and forms of secondment, the employment rights arising from it, and the facilities that employers are required to provide to enable trade union structures to exercise their mandates.

In this regard, the Decision obliges employers to grant secondment to members of trade union structures to undertake trade union activities. It regulates cases of secondment for members of the governing bodies of trade unions, sectoral unions and the GFOW, including the performance of trade union duties, attendance at meetings, participation in training courses and trade union activities, as well as cases where members are summoned by the Ministry of Labour, competent authorities, committees or the judiciary, in accordance with the provisions set out in the Decision.

The Decision also regulates partial and full secondment for members of the governing bodies of trade unions. It provides for the secondment of one member of the governing body for 30 working days per year where the number of members of the general assembly is fewer than 100 members, and for 90 working days where their number exceeds 100 members and reaches up to 300 members. It also permits full secondment where the number of members of the general assembly exceeds 300 members.

The provisions on secondment also extend to sectoral unions. The Decision permits full secondment for the chair of the governing body and two members selected by the governing body. It also permits full secondment for the Chair of the Board of Directors of the GFOW, the Deputy Chair and their assistants.

The regulation is not limited to members of governing bodies; it also covers members of the general assemblies of trade unions, sectoral unions and the GFOW. It permits their secondment to attend meetings of their general assemblies and activities carried out by their trade union organisations or conducted in cooperation with them.

To regulate the employment implications of secondment, the Decision stipulates that a seconded trade union member shall retain all employment rights, including the total wage, promotions, periodic allowances and other rights established under the laws, regulations and internal regulations of the enterprise. It also exempts members on full secondment from performance evaluations for the purposes of periodic allowances and promotions, while taking into account the latest performance evaluation or the average performance evaluation during the previous three years, whichever is more favourable. It considers the period of secondment as part of the actual period of service and the days of secondment as paid working days.

With regard to facilities allocated to trade union structures, the Decision obliges employers to provide transport for a trade union member if the trade union assignment requires travel to an area located more than 150 kilometres from the headquarters of the trade union, sectoral union or the GFOW, provided that the enterprise is notified at least five days before the assignment. This requirement excludes cases that are urgent by nature.

The Decision concludes these provisions by prohibiting employers or their representatives from taking any measure or undertaking any action that would hinder the exercise of trade union activities.

Eighth: Regulation of Governance and Financial Management of Union Structures

The Decision sets out provisions regulating the governance and financial management of trade union structures. It regulates founding regulations and constitutions, the management of financial resources, the preparation of budgets and final accounts, financial oversight, and the maintenance of records and documents, thereby enhancing the orderly operation of trade union structures in accordance with the provisions established in the Decision.

In this regard, the Decision requires each trade union and sectoral union to have founding regulations, while the GFOW shall have a constitution specifying the name of the structure, its headquarters, objectives, membership conditions, members’ rights and obligations, the mandates of its capacities, rules governing financial management, mechanisms for amending its provisions, accountability procedures, and other provisions necessary for regulating its operations.

From a financial perspective, the Decision requires trade union structures to open independent bank accounts into which all their financial resources shall be deposited. It also specifies the sources of these resources, which include members’ subscriptions, returns from the investment of funds, donations, grants and bequests accepted in accordance with applicable legislation, as well as other resources permitted under the Decision.

The Decision also permits trade union structures to own, manage and invest movable and immovable property within the limits established under the Decision. It further permits the GFOW to invest its funds in a manner that achieves its objectives and ensures financial adequacy and sustainability, while remaining consistent with the objectives of trade union work.

To strengthen financial oversight, the Decision regulates the preparation of draft annual budgets, final accounts, and administrative and financial reports. It also requires the appointment of an approved auditor responsible for reviewing the accounts and preparing a report thereon.

The governance provisions also extend to the management of records and documents. The Decision requires trade union structures to maintain membership registers, minutes of meetings of general assemblies and governing bodies, financial records, and documents related to their activities, thereby ensuring the proper documentation of their work and the preservation of their institutional records.

The Decision also addresses a number of financial provisions of a regulatory nature, including determining the maximum limits for joining fees and membership subscriptions applicable to trade unions and sectoral unions, and regulating the management of financial resources and expenditure, in accordance with the provisions set out in the Decision.

Ninth: Capacity Building and Institutional Development

The Decision sets out a number of mandates related to capacity building and institutional development for trade union structures and assigns their implementation to the GFOW within the scope of its mandates stipulated in the Decision.

In this regard, the Decision authorizes the GFOW to develop training and capacity-building programmes and implement them for members of trade union structures, as well as to organise conferences, seminars, workshops and educational programmes related to work and trade union structure.

The Decision also permits the preparation of specialised studies, research and publications on labour and trade union issues, the issuance of newsletters, publications and awareness materials, the promotion of trade union culture, and raising awareness of labour legislation.

These mandates also extend to the establishment of specialised centres or institutions for trade union training and capacity building, the formation of permanent and temporary committees and working teams, and the engagement of experts and specialists to prepare studies, initiatives and proposals related to trade union work, in accordance with the provisions set out in the Decision.

The Decision also regulates the development of cooperation and the exchange of expertise with trade union entities at the national, Arab, regional and international levels, within the limits of the mandates assigned to the GFOW.

Conclusion

Against this backdrop, this Decision forms part of the ongoing legislative development process taking place within Oman’s labour system and serves to complement the provisions established by the Labour Law issued under Royal Decree No. (53/2023). It strengthens an integrated institutional framework for trade union work based on freedom of association, the independence of trade union structures, and social dialogue among the tripartite partners.

The Decision is also consistent with the guarantees and mechanisms established by the Labour Law to strengthen trade union rights and collective labour relations, most notably the Social Dialogue Committee, which serves as an institutional platform for enhancing consultation among the tripartite partners, as well as the mechanisms and committees for the settlement of collective labour disputes, which aim to address labour disputes through amicable and legal means. These mechanisms contribute to achieving a balance between the interests of workers and employers, consolidating constructive partnership among the tripartite partners, and enhancing stability in the labour market.

In addition to the guarantees provided by the Decision for freedom of association, the protection of workers’ representatives, the promotion of collective bargaining, trade union secondment, and the financial and administrative independence of trade union structures, it contributes to building a more stable and balanced work environment. It also supports an approach based on dialogue and consensus in addressing labour issues, in line with Oman’s economic and social development objectives.