Public Holidays in Oman (2026)

Oman’s public holidays reflect the Sultanate’s Islamic heritage, its deep-rooted traditions, and its modern national identity. In 2026, the calendar is highlighted by significant religious observances such as Eid Al Fitr and Eid Al Adha, alongside national milestones like the Sultan’s Accession Day and National Day.

As many of these holidays are based on the lunar Islamic calendar, the exact dates are subject to official moon sightings confirmed by the Ministry of Endowments and Religious Affairs.

This guide outlines the official public holidays in Oman and key considerations for businesses to help manage payroll and operational planning effectively.

Official Public Holidays in Oman (2026)

In 2026, Oman will observe a total of 13 days of public holidays. Following a recent policy move by the Council of Ministers to enhance institutional planning, the Ministry of Labour now announces fixed national and religious dates in advance at the start of the year, providing greater predictability for the private sector.

The following table provides the expected dates for public holidays in the Sultanate for the 2026 calendar year.

*Note: Islamic holiday dates are tentative and depend on moon sightings. Government-mandated holidays often include compensatory days if the event falls on a weekend.

Under Royal Decree 53/2023 (The Oman Labour Law), these holidays are mandatory for both public administrative units and the private sector. Private enterprises are legally required to grant employees these days as fully paid leave. You may request staff to work if operational needs dictate, provided statutory compensation or compensatory time off is granted.

Major Holidays in Oman 2026

Eid Al Fitr

Marking the end of the Holy Month of Ramadan, Eid Al Fitr is a time of joy, charity, and community. In Oman, the celebration is characterized by "Habta" markets, traditional communal prayers, and the preparation of festive meals. In 2026, the break is expected to be an extended five-day period starting around March 19th, providing residents ample time for family gatherings.

Eid Al Adha (The Feast of Sacrifice)

This is the second of the two major Islamic holidays, commemorating the devotion of Prophet Ibrahim. For Omanis, this is a peak cultural period featuring the preparation of Shuwa (slow-cooked marinated meat), which is often buried in communal ovens for days. The 2026 holiday is projected for late May, typically offering another significant multi-day break for the workforce.

Oman National Day

Celebrated on November 18th annually (with public holidays usually observed on November 25th–26th in 2026), National Day honors the Sultanate’s independence and the birthday of the late Sultan Qaboos bin Said. The country is decorated in the national colors—red, white, and green—with spectacular drone shows, military parades, and camel races held across the governorates.

Payroll and Operational Implications for Employers

Under the Oman Labour Law (Royal Decree 53/2023) and the Social Protection Law (Royal Decree 52/2023), employers must navigate several rigorous compliance and payroll requirements. Failure to adhere to these can result in blocking of the company's file in the Ministry of Labour system.

1. Holiday Pay and Overtime Calculations

According to Article 72 of the Labour Law, if an employee is required to work during a weekly rest day or a public holiday, the employer must provide a written directive. The financial implications are as follows:

• Statutory Premium: The worker is entitled to a cash payment equivalent to 200% of their basic wage for that day, in addition to the regular day's salary.
• Alternative Compensation: By mutual agreement, the employer may instead provide two days of paid rest for every one day worked during a holiday period.
• Calculation Base: It is critical to note that for holiday overtime, the calculation is typically performed on the Basic Salary rather than the Gross Salary (which includes allowances), unless the employment contract specifies otherwise.

2. Social Protection Fund (SPF) Contributions

The new Social Protection system (Royal Decree 52/2023) is currently in an active implementation phase. While holiday pay is mandatory, it does not exempt the employer from statutory monthly contributions.

• Omani Nationals: Total contributions are approximately 24.5% of the gross salary (Employer: 10.55, Employee: 7%, Government: 7%). These must be calculated and remitted even during months with high holiday frequency.
• Expatriates (In Transition): The Law stipulates that non-Omanis will be integrated into a new "Savings Fund" by July 2026 (three years from the law's issuance). Until this fund is fully operational for your specific sector/entity, the End of Service Gratuity (EOSG) remains the active legal requirement. This is calculated as one full month's basic salary for each year of service, pro-rated to the employee's final day.

3. Wages Protection System (WPS) Requirements

Oman mandates that all private sector salaries be paid through the Wages Protection System (WPS).

• Deadline: Salaries must be transferred to the bank within 7 days of the end of the pay period.
• Holiday Adjustments: During months like March and May 2026 (Eid periods), companies must ensure that holiday overtime and reduced Ramadan hours are correctly coded in the WPS file to avoid "wage mismatch" alerts from the Ministry of Labour.

4. Seasonal Adjustments and Procedural Pauses

Navigating the Omani labor landscape requires an understanding of how religious observances and national breaks fundamentally alter standard business operations.

Beyond simple closures, these periods introduce temporary statutory mandates that impact daily shift lengths and the calculation of legal notice periods.

• Reduced Ramadan Hours: During the Holy Month of Ramadan (February 19 – March 20, 2026), working hours for Muslim employees are capped at 6 hours per day (30 hours per week). Any work performed beyond these 6 hours must be compensated as overtime, regardless of whether it falls within the employee's standard (non-Ramadan) shift.
• Legal Notice Periods: Per Article 7 and Article 61, official notice periods for resignation or termination are effectively "paused" during public holidays. The count only resumes on the first official working day following the holiday period as announced by the relevant authorities.

Streamline HR and Payroll Compliance in Oman with Experts

As an employer, navigating the intersection of the Gregorian and Hijri calendars is critical for payroll accuracy and local compliance. To help you streamline operations in the Middle East, our partner, RecruitGo, offers specialized Employer of Record (EOR) and Payroll Management services in Oman.

By partnering with us, you get to ensure:

• Labour Law Compliance: Employment contracts and internal regulations that fully adhere to the latest Omani Royal Decrees.
• Accurate Wage Protection (WPS): Automated holiday pay calculations and social protection contributions (Social Protection Fund) processed through the mandatory Wages Protection System.
• Simplified Expansion: Hire Omani nationals or expatriate talent without the administrative burden of setting up a local subsidiary.

Learn more about our EOR and payroll solutions in Oman. Fill out the form below to schedule a free consultation with our advisors today.