The Conditions of Domestic Workers in Oman

Domestic workers face significant challenges in performing their daily duties, including harsh working conditions, marginalisation, and being required to undertake multiple tasks without additional financial compensation. Many are deprived of their fundamental right to rest and leave – whether daily, weekly, or monthly – as employers treat them as perpetual instruments of labour with no entitlement to cease work while their services are required.

The International Domestic Workers’ Day, observed annually on 16 June, brings increasing attention to domestic workers’ plight and the violations they endure in some Arab countries. The International Labour Organization (ILO) defines domestic workers as “those who perform work in or for a private household or households.” The organisation notes that domestic workers’ responsibilities may include tasks such as cleaning, cooking, laundry and ironing, childcare, care for elderly or sick family members, gardening, house security, chauffeuring, and even pet care.

The ILO estimates there are over 75 million domestic workers worldwide. Yet many remain unprotected or invisible within labour policies, with over 80% working in the informal sector, typically without social protection or job security. These workers often endure extremely demanding labour while earning just 56% of average wages.

Legal vulnerability remains one of the most pressing challenges facing this group. In countries like Oman, where the kafala (sponsorship) system remains in force, domestic workers—particularly female migrant workers from Ethiopia, Nigeria, Bangladesh, and other countries—continue to fall outside adequate legal protections against the aforementioned abuses. This legal gap stems from the Omani legislature’s failure to include domestic workers under the Labour Law, despite repeated government declarations of intent to abolish the kafala system, with no substantive steps taken thus far. This exclusion is justified under the pretext that the employment relationship in this context is established with individuals rather than institutions, further marginalizing this group and denying them even the most basic legal and social rights.

In February 2024, the UN Committee on the Elimination of Discrimination against Women (CEDAW) expressed concern that Oman’s current Labour Law does not apply to migrant domestic workers, the majority of whom are women, leaving them vulnerable to exploitation and economic and physical abuse. The committee urged Oman to expedite the inclusion of migrant domestic workers under the existing Labour Law, while also calling for the adoption of specific legislation to regulate domestic work that guarantees necessary protections against violence, mistreatment, and exploitation.

Despite Oman’s ratification of several ILO conventions, it has neither signed nor ratified ILO Convention No. 189 concerning Decent Work for Domestic Workers (C189), meaning it is not legally bound to implement its provisions. This omission underscores the persistent lack of commitment to ensuring fundamental labor protections for this vulnerable workforce.

Although the Omani Human Rights Commission‘s guide on the rights and duties of non-Omani workers outlines certain protections for domestic workers, it fails to address the specific challenges faced by female domestic workers or establish clear mechanisms for complaint resolution. Notably, the guide omits any clarification regarding legal or precautionary measures the Commission might take in such cases.

While the guide—based on Ministerial Decision No. 189/2004 of the Labour Ministry—does stipulate a domestic worker’s right to a return air ticket if their job differs from the agreed terms, it overlooks a critical reality: most workers originate from economically vulnerable nations and remain trapped in Oman due to crippling recruitment debts that preclude voluntary return.

Furthermore, while the Commission has acknowledged reports of abuse against domestic workers of certain nationalities in Oman, its responses have been inadequate. By attributing violations primarily to conditions in workers’ countries of origin, the Commission has neglected to specify: (1) actions against fraudulent recruitment agencies, or (2) whether workers have access to legal aid or direct channels to relevant authorities.

Legal Exclusion of Domestic Workers in Oman’s Labour Framework:

Article 5 of Oman’s new Labour Law (Royal Decree No. 53/2023) explicitly prohibits forced labour by employers. However, Article 2 crucially excludes domestic workers from these protections, stating the law “shall not apply to those whose employment is regulated by special laws or regulations.” This legal loophole persists despite Oman’s ongoing failure to ratify the ILO Discrimination (Employment and Occupation) Convention (C111).

Policy Recommendations for Legislative Reform

To address this institutionalised marginalisation, particularly affecting female migrant domestic workers, the following measures require urgent implementation:

Abolition of the Kafala System

• • Recognised as a contemporary form of indentured labour, this sponsorship mechanism perpetuates power imbalances.

24/7 Emergency Reporting Mechanism

• • Establishment of a toll-free hotline with guaranteed:
    • Immediate protection protocols
    • Confidential case documentation
    • Multilingual support services

Contractual Autonomy & Working Conditions

• • Unrestricted right to terminate employment
  • Regulated working hours (max 8-10 hours/day)
  • Mandatory weekly rest periods (minimum 24 consecutive hours)
  • Statutory annual leave provisions
  • Government-inspected accommodation meeting WHO housing standards

Regulation of Recruitment Agencies

• • Mandatory licensing with biometric tracking of:
    • Placement fees
    • Contract compliance
    • Wage disbursements
  • Criminal penalties for human trafficking violations under UN Protocol standards

Standardised Employment Contracts

• • Bilingual (Arabic/worker’s language) contracts requiring:
    • ILO-compliant job descriptions
    • Transparent wage structures
    • Grievance redress mechanisms

Ratification of ILO C189

• • • • Formal adoption of the Domestic Workers Convention (2011) to ensure:
        • Social security inclusion
        • Right to collective bargaining
        • Access to labour courts