When the insurance began
The Social Protection Fund announced that the Sick and Unusual Leave Insurance Branch took effect on 19 July 2026 under Oman’s Social Protection Law. The branch changes how qualifying leave is financed: the employer pays the worker and the Fund compensates the employer through the official process.
The Fund said employers could submit reimbursement and contribution-settlement requests electronically from 1 August 2026, with the first settlement for July due in August. These dates describe the launch process; employers and workers should use the live SPF portal for a current claim.
Which expatriate workers are covered
For non-Omanis, the official commencement notice identifies workers in units of the state administrative apparatus and private-sector workers to whom the Labour Law applies. That is more precise than saying that every expatriate in any public or private role is automatically covered.
Non-Omani domestic workers are outside this branch because they are among workers not subject to the Labour Law. Coverage also depends on correct registration and employment data, so a worker should confirm their status with the employer or Social Protection Fund rather than rely on nationality or workplace alone.
Sick-leave pay by day range
The maximum sick-leave allowance is 182 days in a year. The employer covers days 1 to 7 at 100% of wage. The insurance branch covers days 8 to 21 at 100%, days 22 to 35 at 75%, days 36 to 70 at 50%, and days 71 to 182 at 35% of the applicable final wage.
The percentages apply to successive day ranges; they are not separate yearly allowances. A worker should compare the certified leave dates, payroll period and applicable percentage instead of multiplying the final number of absent days by one rate. Occupational injury and maternity leave are governed through their relevant branches rather than being counted as ordinary sickness under this branch.
Example of how the stepped rates work
For a certified 30-day sickness, the first seven days are paid in full by the employer, days 8 to 21 are covered at 100% through the branch, and days 22 to 30 fall in the 75% band. The example explains the sequence only; the actual calculation depends on the official contribution wage, certified dates and payroll records.
For a longer absence, later days move into the 50% and then 35% bands. Workers should not treat “182 days” as 182 days of full pay, and employers should not apply the lowest band to the entire absence.
Who pays the contribution and allowance
The employer owes a monthly contribution of 1% of the worker’s gross wage for this insurance branch, without a stated wage ceiling in the launch announcement. The worker is not charged a separate contribution for this branch.
The employer continues paying the qualifying allowance to the worker and applies to the Social Protection Fund for compensation. A delay between payroll and employer reimbursement should not be casually described to the worker as cancellation of the statutory entitlement. Employers should reconcile the SPF settlement against payroll records.
Documents and claim workflow
The SPF program guidance says the employer submits the application with supporting documents. The worker’s civil number and the accuracy of contact, residence and other information in the Royal Oman Police civil record are important to processing.
Workers should provide the medical certificate through the employer’s established process and keep a copy, the leave request or approval, payslips, attendance record and any claim reference. Employers should retain the underlying medical evidence, wage record, contribution notice, payment proof and SPF reimbursement decision.
- 1
Confirm coverage
Check that the worker’s category and employment relationship are included and that SPF registration data are accurate.
- 2
Obtain valid medical evidence
Follow the official certification and employer-notification requirements without delay.
- 3
Check the correct rate band
Separate days 1–7, 8–21, 22–35, 36–70 and 71–182 when reviewing payroll.
- 4
Track the employer claim
Keep the SPF submission or settlement reference and reconcile it with the employee’s pay record.
The branch also covers specified unusual leave
Although this guide focuses on sickness, the same branch covers defined unusual leave. Official SPF guidance includes marriage and bereavement leave and limited leave to accompany specified close relatives for treatment, each with its own duration and payment rule.
Do not apply the 182-day sickness schedule to those categories. Check the exact unusual-leave category, relationship, supporting evidence and current SPF conditions before calculating entitlement.
If pay or coverage is disputed
Ask the employer for a written breakdown showing the certified dates, wage basis, percentage band and any SPF claim reference. Correct inaccurate civil or employment data promptly through the responsible channel rather than repeatedly submitting the same claim.
An uncertified absence or delayed notice can affect payroll and employment records. For a serious, prolonged or contested case, contact the Social Protection Fund and use the competent Oman labour channel or a qualified legal professional.