Labor Lawyer in Oman for Employment Cases and Disputes
An employment dispute varies according to the employment contract, the reason the relationship ended, the entitlements claimed, and the steps taken by the employee or employer before the dispute began. Legal handling therefore starts by reviewing the facts and documents and identifying the route that applies to the case.
The labor cases service at Dr. Sarhan & Dr. Said Al-Risi Law Firm & Legal Consultancy covers reviewing the dispute and representing employees and employers at the stages that apply to it, from settlement procedures to litigation and enforcement where necessary.
Licensed branch: Sohar
Civil law firm — Registration No. 374 | Commercial Registration 1335487 (Active) | Head office: Al Udhaybah North, Bawshar, Muscat Governorate.
Verifiable Legal Details
Dr. Sarhan & Dr. Said Al-Risi Law Firm & Legal Consultancy holds a certificate of incorporation as a civil law firm, Registration No. 374, issued by the Ministry of Justice and Legal Affairs / Lawyers Admission Committee; the certificate shows a licence period from 28 August 2025 to 27 August 2028. The Oman Business record also shows Commercial Registration No. 1335487 as active, with the registered activity being law offices.
Labor Case Services for Employees and Employers
For Employees and Staff
Reviewing an employee’s case starts by identifying the claim and its basis, then reviewing the employment contract, correspondence, wage records and any termination decision or resignation. The service may cover disputes relating to termination of the employment contract, late wages and entitlements, end-of-service gratuity, leave, resignation, and work injuries where their provisions apply to the facts.
- Termination of the employment contract, dismissal and related entitlements.
- Claiming wages, allowances and benefits whose entitlement is established.
- End-of-service gratuity under the system applicable to the employee.
- Resignation and the rights or obligations arising from it.
For Companies and Employers
The service covers reviewing employment contracts, termination procedures, warnings, penalties and claims submitted by employees, as well as the legal aspects HR departments face when applying the Labour Law and internal regulations. Each measure is reviewed before adoption according to the type of relationship, the facts and the available documents.
- Drafting and reviewing employment contracts and their key clauses.
- Reviewing dismissal or termination procedures before the decision is taken.
- Reviewing warnings, investigations and disciplinary penalties.
- Responding to claims and complaints and representing the establishment in the dispute.
The Labour Law on the Ministry of Labour website sets out specific obligations for establishments, including preparing work regulations in the cases defined by the law.
Know Your Rights Before Taking Action
This page explains the scope of the service and how a dispute is handled, while the general provisions on the employment contract, wages, leave, termination and penalties are covered in detail by the Omani Labour Law. Review the legal framework where needed before moving to a specific topic or requesting an appointment.
How Does an Employment Dispute Begin?
Identifying the type of claim and preparing the key information about the employment relationship.
Using the channel provided by the Ministry of Labour to submit a complaint or a settlement request according to the type of case, then following up on the settlement procedures.
If no settlement is reached, the dispute moves to the competent court under the procedures set by the Labour Law.
The Ministry of Labour provides an official service called Submitting Labour Complaints for Individuals, and explains that the way a complaint is handled differs by type: some types are scheduled for sessions, while others are referred to the competent department for study.
Dismissal and Termination of the Employment Contract
A dispute relating to dismissal or termination of the employment contract requires reviewing the reason for termination, the type of contract, previous notices and any disciplinary procedures. The Labour Law sets different routes for termination and dismissal, and allows an employee who has been dismissed to submit a complaint to the competent authority within 30 days of being notified of the decision.
The official legal text can be accessed through the Ministry of Justice and Legal Affairs (Arabic) or the Ministry of Labour.
Reason for termination
Notice
Investigation, if any
The contract
Correspondence
Wages, Entitlements and End-of-Service Gratuity
A dispute may include late wages, an allowance, a contractual entitlement or rights arising from the end of service. Each claim is therefore separated from the others and its basis reviewed in the contract, the law and the available documents, rather than grouping all amounts under one description.
Wages
Entitlements at the end of service
End-of-service gratuity
The calculation method varies according to the employee’s status and the applicable system.
For the savings scheme covering end-of-service gratuity for non-Omanis, refer to the Savings Programme at the Social Protection Fund.
Resignation and Ending the Relationship at the Employee’s Request
Resignation does not mean that all financial and procedural matters end automatically. The way it was submitted, its date, the notice period and any outstanding entitlements must be reviewed, distinguishing between the consequences of resignation and the cases in which the law allows an employee to leave work for specific reasons.
- The form of the resignation.
- Its date.
- The notice.
- Settlement of entitlements.
What Documents Help Assess the Dispute?
Documents vary by type of claim, but when reviewing a dispute it helps to gather what relates directly to the employment relationship and the facts in dispute, such as:
- The employment contract and any later amendments.
- Termination or resignation decisions, if any.
- Wage statements or transfers related to the claim.
- Correspondence, warnings and investigations related to the dispute.
- Medical or work-injury documents if they form part of the case.
The Ministry of Labour labour complaints service states that the electronic service does not require documents as a general requirement, while providing a stage for attaching documents within the complaint form; the list above is therefore not presented as uniform submission requirements.
How Is the Case Reviewed at the Firm?
Understanding the facts
Identifying the parties to the dispute, the claim and the deadlines that may affect the right.
Reviewing the documents
Reviewing the contract, correspondence, decisions and relevant documents.
Identifying the legal route
Determining whether the case is at the settlement, litigation or enforcement stage, and what procedure that stage requires.
Carrying out the agreed procedure
Carrying out the agreed scope of work and following up on documents and procedures without promising the outcome of the case.
Service Locations
Details of the published and approved locations can be found on our offices page. Only locations that have met the publication requirements are presented, without adding an address, hours or branch description that has not been verified.
Frequently Asked Questions About Labor Cases in Oman
Must a complaint be filed with the Ministry of Labour before filing a lawsuit?
Article 9 of the Labour Law regulates the settlement route for disputes relating to rights established by the law or the employment contract before moving to the competent court. The type of dispute and the applicable channel must therefore be identified before filing a lawsuit, and the official service provided by the Ministry of Labour for submitting and following up complaints should be reviewed.
What is the deadline for a dismissed employee’s complaint?
The Labour Law allows an employee who has been dismissed to submit a complaint to the competent authority within 30 days of being notified of the dismissal decision. This is not the only deadline in all disputes; other deadlines may apply depending on the type of right and procedure.
Can rights be claimed after the employment contract ends?
Rights may remain due after the contract ends, but claiming them is linked to legal deadlines, the nature of the right and its due date. The Labour Law sets a period after which claims for the rights it regulates lapse, so it is not advisable to delay reviewing the dispute after the employment relationship ends.
How is the end-of-service gratuity calculated?
There is no single formula that suits every employee without knowing their legal status and the system that applies to them. Treatment varies according to the length of service, the wage the law relies on, and the employee’s status within the social protection system or savings scheme, so these details must be determined before calculating any amount.
Does the service cover both employees and employers?
Yes. The labor cases service covers representing employees, employers and companies according to the nature of the dispute. The legal interest, documents and procedures differ for each party, so the facts are reviewed first and then the appropriate scope of work is defined rather than using one route for all cases.
Request an Appointment About a Labor Case
If the dispute concerns termination of employment, wages, entitlements, the employment contract, or a claim submitted by an employee or employer, you can contact the firm to request an appointment and review the nature of the case and the available documents before deciding the next step.
Disclaimer
The content of this page is for general awareness and explains the scope of the service; it does not constitute legal advice for an individual case, and no lawyer–client relationship is created by reading it. The outcome and procedures vary according to the facts of each case, the documents and the applicable law.