Key Takeaways
- Oman’s Recruitment and Employment Growth: Oman’s workforce reached 2.67 million in 2025, with 51,482 employment and training opportunities recorded, exceeding the government’s annual target by 14%.
- Omanisation and Workforce Trends: Expatriates account for 67.65% of Oman’s workforce, while Omanisation policies and private sector hiring initiatives are accelerating employment opportunities for Omani nationals.
- Oman Hiring Outlook for 2026–2030: Oman targets 300,000 new jobs by 2030, with growing recruitment opportunities in technology, tourism, manufacturing, renewable energy, and logistics under Oman Vision 2040.
Oman’s recruitment market in 2026 reflects growing employment opportunities, stricter Omanisation policies, and rising demand for skilled workers. With a workforce of 2.67 million and 51,482 employment and training opportunities recorded in 2025, Oman targets 300,000 new jobs between 2026 and 2030, driven by economic diversification and private sector expansion.
Oman’s recruitment landscape is undergoing a significant transformation in 2026, driven by ambitious economic diversification initiatives, evolving labour market regulations, increasing private sector participation, and the government’s commitment to creating sustainable employment opportunities for Omani nationals. As the Sultanate advances its Oman Vision 2040 strategy and implements its Eleventh Five-Year Development Plan (2026–2030), understanding the latest recruitment statistics, employment trends, hiring patterns, and labour market data in Oman has become increasingly important for employers, HR professionals, recruitment agencies, investors, and job seekers.
Also, read some of our top articles here:
Top 10 Best Recruitment Agencies in Oman
How to Find and Hire Employees in Oman
With a workforce of approximately 2.67 million employed individuals as of July 2025, Oman’s labour market presents a distinctive combination of opportunities and structural challenges. According to data from the National Centre for Statistics and Information (NCSI), Omani nationals accounted for approximately 863,932 workers, representing 32.35% of total employment, while expatriate workers comprised approximately 1.81 million, or 67.65%. This substantial reliance on foreign labour highlights the importance of Omanisation policies, workforce localisation strategies, and initiatives designed to strengthen the participation of Omani citizens across the country’s public and private sectors.
One of the most encouraging developments in Oman’s employment market has been the government’s progress in creating new job opportunities. In 2025, Oman reportedly generated 51,482 employment and training opportunities, exceeding its annual target of 45,000 by approximately 14%. This included 25,207 private sector opportunities and 11,206 government sector opportunities, demonstrating continued efforts to expand employment pathways for Omani nationals. Furthermore, the number of Omanis employed in the private sector reached 429,392 by November 2025, representing a 7.2% year-on-year increase and signalling a gradual shift towards greater private sector participation.
Looking ahead, Oman’s Eleventh Five-Year Development Plan introduces even more ambitious employment objectives. The government aims to generate approximately 300,000 new jobs between 2026 and 2030, equivalent to an average of 60,000 opportunities annually. These targets are closely linked to investments in manufacturing, tourism, logistics, renewable energy, technology, and other non-oil industries. The expansion of these sectors is expected to create growing demand for qualified professionals, technical specialists, engineers, digital talent, and skilled workers, reshaping recruitment priorities across the Sultanate.
However, despite these positive developments, Oman’s labour market continues to face important challenges. While the country’s overall unemployment rate stood at approximately 3.16%–3.20% in 2024, unemployment among younger workers and women remains considerably higher. Youth unemployment among individuals aged 15–24 was estimated at 14.07% in 2023, highlighting persistent difficulties in transitioning from education into meaningful employment. Skills mismatches, graduate salary expectations, limited private sector opportunities in certain occupations, and disparities in workforce participation continue to influence recruitment outcomes.
Omanisation remains one of the most influential factors shaping recruitment trends in Oman in 2026. Government policies increasingly encourage businesses to employ Omani nationals, develop local talent pipelines, and reduce dependence on expatriate workers in designated occupations. Sector-specific employment quotas, restrictions on certain professions, and evolving compliance requirements are changing how companies approach workforce planning, recruitment budgets, employee training, and long-term talent development.
At the same time, expatriate workers continue to play an essential role in supporting Oman’s economic activities. Industries such as construction, wholesale and retail, manufacturing, hospitality, and technical services employ substantial numbers of foreign nationals. Bangladesh, India, and Pakistan remain the leading sources of expatriate labour, collectively accounting for more than 80% of the foreign workforce. For employers operating in Oman, balancing Omanisation requirements with the availability of international talent represents a central recruitment challenge.
Salary trends and employment costs are also becoming increasingly important considerations for businesses and professionals. Oman’s private sector minimum wage for eligible Omani nationals stands at OMR 325 per month, while the dataset estimates average gross monthly earnings at approximately OMR 850 across the broader labour market. Compensation varies considerably between industries, with finance, oil and gas, information technology, and healthcare generally offering higher salaries. Changes to annual salary increment regulations taking effect in 2026 further underscore the importance of understanding employment legislation, compensation benchmarks, and workforce retention strategies.
Beyond traditional industries, Oman’s growing digital economy presents substantial opportunities for future employment. The country’s National Digital Economy Program aims to increase the digital sector’s contribution to GDP to 10% by 2040, while the Eleventh Five-Year Development Plan targets digital economy growth of approximately 10.8% in 2026. These developments are expected to accelerate demand for professionals specialising in artificial intelligence, cybersecurity, software development, cloud computing, data analytics, and digital transformation.
For recruitment agencies, human resource managers, and business leaders, these developments highlight a fundamental shift in Oman’s hiring environment. Recruitment strategies increasingly need to account for national employment policies, industry-specific talent shortages, workforce demographics, compensation expectations, and the changing skills required by an increasingly diversified economy.
Understanding these developments through reliable employment statistics and historical labour market data can help organisations make better hiring decisions, anticipate workforce challenges, improve talent acquisition strategies, and identify emerging opportunities in Oman’s evolving economy.
This comprehensive guide to the Top 102 Recruitment Statistics, Data & Trends in Oman in 2026 examines the most important figures and developments shaping the country’s employment landscape. Drawing on statistical releases, government employment initiatives, economic projections, and labour market research, the article explores workforce composition, unemployment rates, youth employment, female labour force participation, Omanisation regulations, expatriate employment, salaries, sector-specific hiring trends, and future job creation targets.
Whether you are an employer planning to expand operations in Oman, a recruitment agency seeking insights into hiring demand, an HR professional developing workforce strategies, an investor evaluating economic opportunities, or a job seeker exploring career prospects, these 102 Oman recruitment statistics for 2026 provide a comprehensive foundation for understanding the opportunities, challenges, and long-term trends influencing the Sultanate’s labour market.
As Oman continues its transition towards a more diversified, competitive, and knowledge-based economy, staying informed about the latest hiring statistics and employment trends will be essential for navigating the country’s changing recruitment landscape and preparing for the future of work.
Before we venture further into this article, we would like to share who we are and what we do.
About 9cv9
9cv9 is a business tech startup based in Singapore and in Asia, with a strong presence all over the world.
With over ten years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has access to some of the best talents in the world.
If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Email us at hello@9cv9.com.
Top 102 Recruitment Statistics, Data & Trends in Oman in 2026
🔢 OVERALL WORKFORCE SIZE & COMPOSITION
1. Total Workforce (July 2025): 2,670,614
Oman’s total employed workforce reached 2.67 million in July 2025, according to NCSI’s Monthly Statistical Bulletin, reflecting a broadly stable and marginally growing labour market underpinned by both public and private sector activity.
2. Omani Nationals in Workforce: 863,932 (32.35%)
Omani nationals represent roughly one-third of the entire employed workforce, a figure that highlights the ongoing structural reliance on expatriate labour — a dynamic the government is actively working to rebalance through Omanisation policies.
3. Expatriate Workers: 1,806,682 (67.65%)
Expatriates comprise nearly two-thirds of Oman’s workforce, reflecting the enduring dependence on foreign talent, particularly in low-to-mid-skilled private sector roles — a challenge that lies at the heart of the country’s labour reform agenda.
4. Q1 2025 Total Labour Force: 1,808,451
The NCSI reported 1.81 million total workers in Q1 2025, a marginal 0.2% increase year-on-year, suggesting labour market stability rather than rapid expansion during that period.
5. November 2025 Omani Employment: 884,714 (total Omani workers)
Omani employment rose 4.2% year-on-year to nearly 885,000 by November 2025, driven primarily by private sector growth which outpaced government sector gains.
6. Omani Private Sector Workers (Nov 2025): 429,392 (+7.2% YoY)
Private sector employment of Omani nationals surged 7.2% year-on-year by November 2025, now accounting for 48.5% of all Omani employment — a significant and positive shift in the structure of national employment.
7. Government Sector Omani Workers (Nov 2025): 392,531 (+2.2% YoY)
Government sector Omani employment grew by 2.2% year-on-year to nearly 393,000, reflecting continued but more modest public sector hiring compared with the faster-growing private sector.
8. Expats in Private Sector: 1,420,587
More than 1.4 million expatriates are employed in Oman’s private sector alone, according to GPA.net data, underlining the sector’s near-total dependence on foreign workers in many industries.
9. Expats in Government Sector: 40,874–42,300
Approximately 41,000–42,000 expatriates remain in government roles, a number the civil service has been progressively reducing — down 4% in H1 2025 — in favour of Omani graduates.
10. Omani Family/Household Work: 62,307
Over 62,000 Omanis are engaged in family or household-based economic activities, reflecting the importance of the informal and micro-enterprise segment as an absorber of national labour.
📋 EMPLOYMENT TARGET & ACHIEVEMENT
11. 2025 Employment Target: 45,000 jobs
The Ministry of Labour set an annual employment and training target of 45,000 opportunities for 2025, covering job placements, training-linked schemes, and replacement initiatives across both sectors.
12. 2025 Jobs Achieved: 51,482 (114% of target)
Oman surpassed its 2025 target by 14%, with 51,482 total employment opportunities created — a performance the Ministry attributed to strong public-private collaboration and qualitative programmes.
13. Government Sector Jobs (2025): 11,206 (target was 10,000)
The government sector exceeded its 10,000-job target, recording 11,206 first-time employment and replacement opportunities — a 12% overachievement reflecting a deliberate hiring push in the civil service.
14. Private Sector Jobs (2025): 25,207 (target was 24,000)
The private sector also beat its target, generating 25,207 opportunities — reflecting corporate compliance with Omanisation directives and government wage support programmes.
15. Training Placements (2025): ~11,000
Approximately 11,000 of the total 51,482 opportunities were training-linked placements, designed to upskill job-seekers before formal employment and reduce the skills-gap between graduates and employer needs.
16. 2026 Annual Job Target: ~45,000
The Ministry of Labour plans to create approximately 45,000 job opportunities again in 2026, including 24,000 private sector roles, 10,000 government positions, and 11,000 training placements — continuing the momentum from 2025.
17. Record High National Recruitment in H1 2025: 26,000 Omanis hired
Some 26,000 Omanis found employment in the first half of 2025, up 3% from H1 2024 — the highest six-month recruitment figure in three years — driven largely by a major civil service push.
18. Government Sector National Hiring (H1 2025): 16,800 (+4% YoY)
The government sector led recruitment in H1 2025, hiring 16,800 Omani nationals — a 4% increase year-on-year, demonstrating the state’s continued role as a primary absorber of new graduates.
📈 UNEMPLOYMENT RATES
19. Overall Unemployment Rate (2024): 3.16–3.20%
Oman’s official unemployment rate stood at 3.16–3.20% in 2024, according to the World Bank and Trading Economics, which is significantly below the global average of 6.8% — a figure that masks underlying structural challenges.
20. Unemployment Rate (January 2025): 3.6%
The national unemployment rate rose to 3.6% in January 2025 from 3.3% in December 2024, according to CEIC data — a modest uptick that raised attention given restructuring at Oman Air, which laid off ~1,000 workers.
21. Job-Seekers Rate (May 2025): 4.0%
The job-seekers rate — a broader measure tracking those actively looking for employment — stood at 4.0% in May 2025, with the highest concentration among young people aged 15–24 and degree holders.
22. Average Unemployment Rate (2018–present): ~2.8%
Since monthly records began in 2018, Oman’s average unemployment rate has held at approximately 2.8%, making it one of the lowest in the MENA region and globally — though structural youth and female unemployment remain serious concerns.
23. All-Time Unemployment Peak: 5.0% (February 2023)
Oman’s unemployment rate hit a recorded all-time high of 5.0% in February 2023, likely reflecting post-pandemic labour adjustments and the impact of Omanisation enforcement pressures on the private sector.
24. Youth Unemployment Rate (15–24, 2023): 14.07%
Youth unemployment among the 15–24 age group stood at 14.07% in 2023, a significant improvement from 14.98% in 2022, yet still four times the national overall rate — indicating structural barriers for young job-seekers entering the market.
25. Youth Unemployment (18–24 age group): 15.8% (2022)
The NCSI reported a 15.8% youth unemployment rate for the 18–24 cohort in 2022, reflecting a deep mismatch between the academic output of universities and the skills demanded by private sector employers.
26. Youth Unemployment Under 25 (2024): ~11%
According to the Ministry of Manpower, youth unemployment among Omanis under 25 was approximately 11% in 2024, a pressing policy concern given that approximately 50% of Oman’s population is under 25 years old.
27. 25–29 Age Group Unemployment: 6.8% (2022)
Unemployment among Omanis in the 25–29 age bracket was 6.8% in 2022, significantly lower than the 18–24 bracket but still elevated compared to the national average, suggesting that skills development takes time to translate into employment.
28. Female Youth Unemployment (18–24): 32.7%
Female youth unemployment in the 18–24 age group reached 32.7%, more than double the 12.5% rate for males of the same age — a stark reflection of gender barriers to workforce entry in Oman.
29. Male Youth Unemployment (18–24): 12.5%
Male youth unemployment in the 18–24 cohort was 12.5% in 2022, substantially lower than the female rate, but still above the overall national unemployment rate — underscoring persistent structural issues for young men too.
30. Female Unemployment (25–29): 26.7%
Women aged 25–29 face a 26.7% unemployment rate versus just 2.1% for men the same age — one of the most striking gender disparities in Oman’s labour market, rooted in social norms, limited flexible work options, and sector biases.
👩 FEMALE & GENDER LABOUR DATA
31. Female Labour Force Participation (25+, 2023): 37%
Female labour force participation for women aged 25 and above was 37% in 2023, up from 36% in 2018, and above the regional MENA average — reflecting incremental progress driven by government efforts and expanding service sector employment.
32. Overall Female Labour Force Participation (2023): ~32%
Oman’s overall female labour force participation rate stood at approximately 32% in 2023, indicating that a significant majority of working-age women remain outside the formal workforce — a gap with major economic implications for Oman Vision 2040.
33. 35% of Young Women are NEET (Not in Education, Employment, or Training)
In the 15–24 age group, 35% of young women in Oman are NEET, compared with only 8% of young men — a critical social and economic inequality that undermines the country’s human capital development goals.
34. 20% of Youth (15–24) are NEET overall
Approximately one in five Omani youth aged 15–24 is neither in employment, education, nor training, pointing to a substantial pool of untapped potential that needs to be addressed through policy reform, vocational training, and job creation.
💰 WAGES & SALARIES
35. Minimum Wage (Omani Nationals): OMR 325/month
The minimum wage for Omani nationals in the private sector has remained OMR 325 per month (comprising OMR 225 basic + OMR 100 allowance) since 2013, with no formal revision — though a raise to OMR 400 has been under discussion.
36. Minimum Wage for Expatriates: None
There is no statutory minimum wage for expatriate workers in Oman, creating a dual-wage dynamic that makes it financially attractive for employers to hire foreign workers — a key structural driver of low Omanisation in many sectors.
37. Average Gross Monthly Salary (Oman, 2026): OMR 850 (~USD 2,208)
The average gross monthly salary in Oman is approximately OMR 850 as of early 2026, according to NCSI-sourced data on wage.is — though this figure masks wide sectoral and demographic disparities.
38. Median Monthly Income: OMR 450 (~USD 1,169)
The median monthly income in Oman is OMR 450, significantly below the mean average of OMR 850, reflecting the highly skewed distribution of wages — with a small number of high earners in oil, banking, and senior management pulling up the average.
39. IMF-Estimated Median Salary: OMR 1,500/month
The IMF’s selected issues paper on Oman estimates median salaries at OMR 1,500/month (a broader measure including public sector) with an average overall income of OMR 1,800/month (~USD 4,675) — significantly higher than private sector averages alone.
40. Mandatory Annual Salary Increment for Omanis: Minimum 3%
Under Ministerial Decision No. 541/2013, Omani workers in the private sector are entitled to a mandatory annual salary increment of at least 3%, payable each January — a protection mechanism designed to prevent real wage erosion.
41. New Salary Increment Provisions (2026): 2–5% based on performance
Ministerial Decision No. 317/2025, effective January 2026, introduced new annual salary increment provisions of 2–5% for Omani employees, tied to performance ratings — aligning wage growth more closely with productivity.
42. Average Monthly Salary in Finance: ~OMR 3,000
Financial analysts and banking professionals in Oman earn average monthly salaries of approximately OMR 3,000, making finance one of the highest-paying sectors — particularly for Omanis employed in multinational or large local institutions.
43. Average Monthly Salary in Oil & Gas: ~OMR 2,800
Oil and gas sector workers in Oman earn among the highest wages — approximately OMR 2,800/month on average — owing to the strategic and technically demanding nature of roles in this sector.
44. Average Monthly Salary in IT/Tech: ~OMR 2,200
IT and technology professionals command salaries of approximately OMR 2,200/month in Oman, reflecting growing demand for digital talent and a relative shortage of skilled local professionals in the sector.
45. Average Monthly Salary in Healthcare: ~OMR 1,800
Healthcare professionals earn around OMR 1,800/month on average in Oman, a competitive wage that reflects the sector’s growing importance under Vision 2040’s social development pillar.
46. Muscat Average Estimated Salary: ~OMR 2,000/month
Workers in Muscat, Oman’s capital and commercial hub, earn approximately OMR 2,000/month on average — significantly higher than workers in inland governorates such as Al Dakhiliyah, where wages can be 15–30% lower.
47. Employer Payroll Tax Contribution: ~20.5%
Employers in Oman are required to contribute approximately 20.5% in payroll taxes, covering social security, healthcare, and other statutory benefits — an important cost consideration for businesses hiring Omani nationals.
48. Overtime Premium (Regular Days): 125% of hourly rate
Omani labour law mandates that daytime overtime be compensated at 1.25 times the regular hourly rate, while night-time and holiday overtime attract 1.5 times the regular rate, ensuring workers are fairly compensated for extra hours.
49. No Personal Income Tax
Oman does not levy personal income tax on employment income — a major draw for both Omani and expatriate professionals, as employees retain 100% of their gross earnings (minus minimal social security deductions).
50. GDP per Capita (PPP-adjusted): ~USD 41,740
Oman’s GDP per capita on a purchasing power parity basis is approximately USD 41,740 — situating it firmly in the high-income economy category and providing context for its competitive wage environment relative to Asia and Africa.
🏢 ENTERPRISE & SECTOR EMPLOYMENT
51. Micro-Enterprises (under 5 workers) Share: 37.5% of employment
Micro-enterprises employing fewer than five workers accounted for the largest single share of employment in Q1 2025 at 37.5% (677,860 workers), highlighting the critical role of micro-businesses in Oman’s labour absorption.
52. Small Enterprises (5–49 workers): 29.7% of employment (537,079 workers)
Small enterprises represented 29.7% of Oman’s employed workforce in Q1 2025, reinforcing the significance of the SME sector as the backbone of private sector employment and a key target for Omanisation incentives.
53. Large Enterprises: 24.3% of employment (438,212 workers)
Large enterprises employing 100+ workers accounted for nearly a quarter of all employment, typically offering higher wages and more structured Omanisation compliance than smaller firms.
54. ~1,000 Large Firms: Employ ~200K Omanis + 245K Expats (44% Omanisation)
Approximately 1,000 large corporations maintain a 44% Omanisation rate — close to the Vision 2040 overall target — averaging 200 Omani workers per company alongside 245 expatriates.
55. ~19,000 Mid-Sized Firms: Below 17% Omanisation
Around 19,000 establishments employ 60,000 Omanis and 300,000 expatriates, resulting in an Omanisation rate below 17% — a critical compliance gap that new Ministry of Labour regulations are specifically targeting.
56. 245,000+ Businesses With Zero Omani Employees
Most strikingly, over 245,000 businesses in Oman employ no Omani nationals whatsoever, despite collectively depending on more than 1.1 million foreign workers — a pattern the government is now actively penalising.
57. Expatriates in Construction: 442,916
The construction sector employs the largest number of expatriates at nearly 443,000, making it the most expatriate-dominated industry and the most challenging sector to Omanise given the nature of physical labour roles.
58. Expatriates in Wholesale & Retail: 273,537
The wholesale and retail trade sector employs 273,537 expatriates, the second-highest concentration — a sector where Omanisation policy pressure is growing, with the government now requiring gradual replacement of foreign retail workers.
59. Expatriates in Manufacturing: 182,148
Manufacturing employs 182,148 expatriate workers, reflecting the sector’s reliance on foreign technical and semi-skilled labour — though new Vision 2040 industrialisation projects are deliberately designed to integrate Omani workers.
60. Expatriates in Accommodation & Food Services: 130,090
The accommodation and food services sector employs approximately 130,000 expatriates, reflecting the hospitality sector’s historical reliance on foreign staff — a reality the government is pushing to change through tourism-sector Omanisation targets.
🧩 OMANISATION POLICY & QUOTAS
61. Banking & Finance Omanisation Requirement: Minimum 60%
Banking and finance carries the highest mandatory Omanisation rate at 60%, with the Central Bank of Oman (CBO) requiring banks to comply with detailed cadre-specific targets on top of the overall 60% minimum.
62. Government / Public Sector Omanisation Rate: 80–90%+
The public sector has achieved Omanisation rates well above 80–90%, far exceeding most private sector benchmarks and reflecting the traditional preference of Omanis for stable, well-remunerated government employment.
63. Retail Sector Omanisation Minimum: 20%
The retail sector has one of the lowest mandatory Omanisation thresholds at just 20%, acknowledging the sector’s heavy reliance on expatriate labour while still pushing for gradual localisation.
64. Transport & Logistics Omanisation Targets (2025): 20–50%
The Ministry of Transport set Omanisation targets for the transport and logistics sector ranging from 20% to 50% starting in 2025, with annual escalation until reaching 100% — one of the most ambitious sectoral localisation roadmaps.
65. Accounting Roles: 75% Omanisation by 2025, 100% by 2027
Accounting functions in certain sectors face a phased Omanisation schedule: 75% national staffing by 2025 and full 100% Omanisation by 2027 — giving companies time to train replacements while avoiding operational disruption.
66. Vision 2040 Overall Omanisation Target by 2025: 42%
Vision 2040 set a target of 42% overall Omanisation across the private sector by 2025, a figure that has been “largely achieved” according to industry analysis, though sector-specific disparities remain wide.
67. Vision 2040 Omanisation Target by 2030: 50%+
The 2030 target rises to above 50%, requiring a significantly more aggressive replacement of expatriate workers with trained Omanis — particularly in technical, digital, and managerial roles.
68. Annual Omanisation Fine: OMR 500–1,000 per employee
Employers who fail to meet Omanisation quotas face fines of OMR 500–1,000 (approximately USD 1,300–2,600) per employee who should have been an Omani national — with repeat violations triggering higher penalties and licence revocation.
69. May 31, 2026: Omanisation Compliance Deadline for Government Contracts
Companies tendering for government contracts face a hard deadline of May 31, 2026 to comply with sector-specific Omanisation quotas — or face exclusion from government procurement processes worth billions of OMR.
70. Occupations Reserved Exclusively for Omanis (Post-Sept 2024 Expansion)
As of September 2024, the Ministry of Labour expanded the list of occupations restricted to Omani citizens, including all HR manager/officer positions, PRO roles, reception/front desk, security guards, commercial drivers, customs clearance officers, and insurance sales agents.
👥 EXPATRIATE WORKFORCE DETAILS
71. Bangladeshi Workers: 656,789 (down 9.1% from prior year)
Bangladeshis remain the largest single expatriate nationality in Oman at 656,789 workers, though numbers are declining — down 9.1% — partly reflecting Omanisation enforcement in construction and domestic services.
72. Indian Workers: 507,956 (broadly stable)
Indian nationals are the second-largest expatriate group at ~508,000, with numbers remaining broadly stable — suggesting the Indian workforce is embedded in professional, technical, and managerial roles that are harder to replace.
73. Pakistani Workers: 314,997 (+8.8% YoY)
Pakistani workers surged 8.8% year-on-year to nearly 315,000, reflecting strong demand in construction, retail, and services — the fastest-growing major nationality group in Oman’s expatriate workforce.
74. Filipino Workers: 44,891
Filipino workers number approximately 44,891 in Oman, primarily concentrated in healthcare, hospitality, and domestic services — sectors where their language skills, professional qualifications, and work ethic are highly valued.
75. Sri Lankan Workers: 25,260
Sri Lankan nationals number approximately 25,260, employed mainly in domestic services, healthcare support, and manufacturing — a relatively small but stable presence in Oman’s diverse expatriate workforce.
76. Top 3 Nationalities = 80%+ of Expatriate Labour Force
Bangladeshis, Indians, and Pakistanis collectively represent more than 80% of Oman’s entire expatriate labour force — a degree of concentration that creates both economic interdependency and policy complexity.
🏗️ SECTORAL EMPLOYMENT & IN-DEMAND ROLES
77. Tourism Sector Jobs (2023): ~191,500 (+15% YoY)
Tourism employment reached approximately 191,500 jobs in 2023, a 15% year-on-year increase — driven by new hotel openings, eco-tourism infrastructure, and a recovery in international visitor arrivals.
78. Tourism Sector GDP Contribution (2024): OMR 2.12 Billion (USD 5.51B)
Tourism contributed OMR 2.12 billion to Oman’s economy in 2024, with the government targeting a rise from the current ~2.7% share of GDP to 5% by 2030 and 10% by 2040 under Vision 2040.
79. Hotel Revenue Growth (H1 2025): +18%
Revenues from 3–5 star hotels grew by 18% in the first half of 2025, reflecting strong demand from both international visitors and a buoyant domestic tourism market.
80. Domestic Tourism Trips (2024): ~13.6 million (+5% from 2023)
Omanis made approximately 13.6 million domestic tourism trips in 2024, demonstrating the emergence of a strong internal tourism market that is creating sustained employment demand across the hospitality sector.
81. Oil & Gas Sector: ~68% of Expatriate Employed Labour Force
According to the IMF, expatriate workers make up 68% of Oman’s overall employed labour force and 86% of private sector employment — with oil and gas among the sectors still heavily reliant on foreign technical expertise.
82. Omanis in Tourism, Construction, Real Estate: Under 15% each
Omanis represent less than 15% of the workforce in tourism, construction, and real estate — among the lowest sectoral representation figures and a key focus area for Omanisation enforcement and incentive programmes.
83. Wage Support Scheme Beneficiaries: 1,300+ Establishments (4,600+ Omanis hired)
Over 1,300 private sector establishments have benefited from government wage support schemes, resulting in the recruitment of more than 4,600 Omani citizens — representing a targeted but still limited intervention in a market of nearly half a million firms.
📐 GRADUATE & SKILLS PIPELINE
84. Annual Graduates Entering Workforce: ~55,000
Approximately 55,000 young Omanis graduate from schools and colleges every year to enter the workforce, according to the Ministry of Manpower — a figure that substantially exceeds the current rate of private sector job creation for nationals.
85. By 2030: ~40,000 new youth job-seekers per year (aged 15–24)
UNICEF projects approximately 40,000 young people aged 15–24 will enter Oman’s labour market annually by 2030 as first-time job-seekers — requiring significant structural expansion in private sector employment to prevent rising unemployment.
86. Highest Unemployment: Diploma and Bachelor’s Degree Holders
Counterintuitively, the highest unemployment levels are observed among holders of higher diplomas and bachelor’s degrees — pointing to a persistent mismatch between academic output and the practical, technical skills that private sector employers actually need.
87. New Graduate Minimum Salary Expectation: ORR 600/month (average)
The average new Omani graduate is reportedly unwilling to accept less than OMR 600/month, significantly above the national minimum wage of OMR 325 — creating a structural tension with private sector employers who find this too expensive relative to expatriate labour.
📅 11TH FIVE-YEAR PLAN (2026–2030) TARGETS
88. 300,000 New Jobs Planned (2026–2030)
Oman’s Eleventh Five-Year Development Plan (2026–2030) targets 300,000 new job positions across public and private sectors — nearly double the 175,000 generated under the previous Tenth Plan (2021–2025).
89. 60,000 Jobs Per Year (Annual Rate)
The 11th Plan translates into an annual job creation rate of 60,000 opportunities — comprising 10,000 government posts and 50,000 private sector roles — a 33% increase over the 2025 annual target of 45,000.
90. OMR 15.6 Billion Additional Investment Required
The plan requires approximately OMR 15.6 billion ($40.6 billion) in additional investment directed toward key economic and social sectors to sustain the targeted 4% GDP growth and employment outcomes.
91. GDP Growth Target 2026: 4%
Oman projects 4% GDP growth at constant prices in 2026, representing a meaningful acceleration from the estimated 3.1% growth in 2025 — underpinned by non-oil sector expansion and a gradual relaxation of OPEC+ output restrictions.
92. Digital Economy GDP Contribution Target: 10% by 2040 (from 2%)
The National Digital Economy Program aims to grow the digital economy’s share of GDP from approximately 2% today to 10% by 2040 — a five-fold increase that will require massive hiring in IT, AI, cloud computing, and digital services roles.
93. Digital Economy Sector Growth Target (2026): 10.8%
The 11th Plan projects the digital economy sector to grow at 10.8% in 2026 — the fastest of all sectors — reflecting the government’s prioritisation of technology-led diversification as the primary engine of future employment.
94. Manufacturing Sector Growth Target: 5.9%
Manufacturing is targeted to grow at 5.9% in 2026 under the 11th Plan, with the Oman Investment Authority (OIA) having already launched $2.4 billion in manufacturing, tourism, and digital economy projects in early 2026.
95. OIA’s $2.4 Billion Investment Creates 1,850+ Jobs (2026)
The OIA’s four inaugural 11th Plan projects — including the OMR 700 million ($1.8 billion) United Solar polysilicon plant in Sohar Freezone — are projected to create 1,850+ direct job opportunities in engineering, manufacturing, and technical services.
96. United Solar Project: 1,012 Direct Jobs
The United Solar Polysilicon plant in Sohar alone is projected to create 1,012 direct jobs in engineering, manufacturing, maintenance, and technical services — representing one of the single largest individual job-creation investments in Oman’s clean energy sector.
97. Non-Oil Real GDP Growth (2025): 3.1% (World Bank)
The World Bank estimates Oman’s non-hydrocarbon GDP grew at 3.1% in 2025, driven by construction, manufacturing, and services — a positive signal that economic diversification is generating real employment outside the oil sector.
98. FDI Growth (Q1 2025): +20.6%
Foreign direct investment grew by 20.6% in Q1 2025, according to the World Bank — a strong indicator of investor confidence in Oman’s economic reform agenda and a key driver of future private sector job creation.
99. Renewable Energy Investments Signed: $14 Billion
Oman has signed renewable energy agreements worth more than $14 billion over five years, covering solar, wind, and hydroelectric power — investments that will progressively generate skilled employment in engineering, project management, and operations.
100. Inflation Rate (Oman, 2025): ~0.8–1.5%
Oman’s inflation rate remained one of the lowest in the world at approximately 0.8–1.5% in 2025, creating stable real wage purchasing power and making the country an attractive destination for both employers and skilled workers.
101. Moody’s Upgrade: Baa3 (Investment Grade)
Moody’s upgraded Oman’s long-term sovereign ratings to Baa3 (investment grade) in 2025 — signalling improved fiscal health and increasing foreign investor confidence, with positive downstream effects on private sector expansion and hiring.
102. Over 200,000 Total Opportunities Created (2021–2025)
Between 2021 and October 2025, Oman created over 200,000 job and training opportunities — 68,000+ in public sector, 81,000+ in private sector for nationals, ~51,000 training placements, and 161,000+ rotation placements in the private sector.
Conclusion
Oman’s recruitment and employment landscape in 2026 reflects a nation undergoing significant economic transformation, workforce restructuring, and labour market modernisation. As the Sultanate accelerates its Oman Vision 2040 objectives and implements the Eleventh Five-Year Development Plan (2026–2030), the country’s hiring environment is increasingly shaped by economic diversification, Omanisation policies, private sector expansion, technological advancement, and growing demand for skilled professionals.
The Top 102 Recruitment Statistics, Data & Trends in Oman in 2026 highlight both the progress achieved in strengthening the country’s labour market and the challenges that employers, recruitment agencies, HR professionals, and job seekers must navigate in the coming years.
With approximately 2.67 million employed workers as of July 2025, including 863,932 Omani nationals and 1.81 million expatriates, Oman’s workforce remains heavily dependent on international talent. Expatriate workers account for approximately 67.65% of total employment, demonstrating the importance of foreign labour in supporting industries such as construction, manufacturing, retail, hospitality, and professional services.
However, the government’s commitment to workforce nationalisation is gradually changing this employment structure. Omanisation initiatives, sector-specific employment quotas, restrictions on designated occupations, and incentives for hiring Omani citizens are encouraging businesses to strengthen local recruitment strategies and invest in workforce development.
One of the most significant findings from Oman’s latest recruitment statistics is the country’s progress in generating employment opportunities. In 2025, Oman recorded 51,482 employment and training opportunities, exceeding its annual target of 45,000 by approximately 14%. Private sector employment among Omani nationals also increased by 7.2% year-on-year, reaching 429,392 workers in November 2025.
These developments suggest that private sector organisations are playing an increasingly important role in supporting national employment objectives, although continued investment in skills development, competitive compensation, and employee retention will be necessary to sustain this momentum.
Looking ahead, the government’s ambition to create 300,000 new jobs between 2026 and 2030 represents a major opportunity for Oman’s recruitment industry. Under the Eleventh Five-Year Development Plan, the country is targeting an average of 60,000 employment opportunities annually, supported by investments in manufacturing, tourism, logistics, renewable energy, technology, and other emerging sectors.
If these targets are achieved, they could significantly expand employment opportunities for Omani nationals, stimulate private sector hiring, and increase demand for recruitment services, professional training, and specialised talent acquisition solutions.
Nevertheless, several structural challenges remain.
Despite relatively low overall unemployment, youth unemployment, female workforce participation, and graduate employability continue to require attention. The reported youth unemployment rate of 14.07% in 2023 highlights the difficulties many young Omanis face when entering the workforce, while differences between academic qualifications and employer requirements continue to influence hiring outcomes.
Addressing these challenges will require closer collaboration between government institutions, educational organisations, employers, and recruitment agencies to improve vocational training, strengthen industry-relevant skills, and create sustainable career pathways.
Salary trends and employee compensation will also remain central to recruitment strategies in Oman in 2026. With the private sector minimum wage for Omani nationals standing at OMR 325 per month and estimated average gross monthly salaries varying substantially across industries, employers must carefully balance competitive remuneration with operational costs and regulatory obligations.
Higher-paying sectors such as finance, oil and gas, information technology, and healthcare are likely to remain important destinations for skilled professionals, while emerging industries may create new opportunities for technical specialists and younger workers.
Meanwhile, technological transformation is expected to become an increasingly influential driver of recruitment demand.
Oman’s ambition to increase the digital economy’s contribution to GDP to 10% by 2040, alongside its targeted digital sector growth of 10.8% in 2026, signals growing opportunities in artificial intelligence, cybersecurity, cloud computing, software development, data analytics, and digital infrastructure.
For businesses and recruitment professionals, this transition reinforces the importance of identifying future skills requirements, developing talent pipelines, and adopting more efficient, technology-enabled hiring processes.
Key Implications for Employers, Recruiters, and Job Seekers in Oman
The recruitment statistics and employment trends examined in this article point towards several important priorities for stakeholders in Oman’s labour market.
For employers and businesses, successful recruitment strategies will increasingly depend on balancing Omanisation compliance with business productivity, investing in employee training, offering competitive compensation, and identifying talent in high-growth industries. Organisations that proactively develop local talent pipelines and align their workforce planning with national economic priorities may gain a competitive advantage.
For recruitment agencies and HR professionals, Oman’s evolving employment landscape presents opportunities to support workforce nationalisation, specialised recruitment, graduate hiring, executive search, and skills-based talent acquisition. Understanding sector-specific employment regulations, demographic changes, and emerging occupational demand will be essential for delivering effective recruitment solutions.
For job seekers and graduates, the expansion of non-oil industries, digital transformation initiatives, and government-supported employment programmes could create new career pathways. Developing practical technical skills, obtaining industry-recognised qualifications, and adapting to changing employer expectations will be increasingly important for improving employability.
For international investors and expatriate professionals, Oman continues to offer opportunities across established and emerging sectors. However, understanding Omanisation requirements, occupation restrictions, employment regulations, and sector-specific hiring conditions will be critical when evaluating workforce needs and long-term career prospects.
Final Thoughts: Oman’s Recruitment Outlook Beyond 2026
The future of recruitment in Oman will depend not only on the number of jobs created but also on the quality, sustainability, and accessibility of those opportunities.
Oman’s ambitious employment targets, expanding private sector, infrastructure investments, and commitment to economic diversification provide a foundation for continued labour market development. At the same time, persistent challenges involving youth unemployment, gender disparities, skills mismatches, and dependence on expatriate labour demonstrate that meaningful workforce transformation will require sustained policy implementation and cooperation between public and private stakeholders.
The country’s success in achieving its employment objectives will depend on how effectively it can connect Omani talent with emerging industries, improve workforce productivity, encourage private sector participation, and develop the specialised skills required by a modern economy.
For organisations operating in the Sultanate, recruitment is becoming more than a process of filling vacancies. It is increasingly a strategic function that supports regulatory compliance, organisational competitiveness, economic diversification, and long-term business growth.
Ultimately, the 102 recruitment statistics, employment data points, and hiring trends in Oman for 2026 demonstrate that the Sultanate is entering an important phase of labour market development.
While many of the employment and economic growth figures represent government targets rather than guaranteed outcomes, they provide valuable insights into the direction of Oman’s workforce policies and future hiring priorities.
As Oman progresses towards Vision 2040, businesses, recruitment agencies, HR leaders, and job seekers that remain informed, adaptable, and proactive will be better positioned to navigate the evolving employment landscape.
Understanding Oman’s recruitment statistics and labour market trends in 2026 is therefore essential for making informed hiring decisions, identifying emerging career opportunities, strengthening workforce planning, and preparing for the future of employment in the Sultanate.
If you find this article useful, why not share it with your hiring manager and C-level suite friends and also leave a nice comment below?
We, at the 9cv9 Research Team, strive to bring the latest and most meaningful data, guides, and statistics to your doorstep.
To get access to top-quality guides, click over to 9cv9 Blog.
To hire top talents using our modern AI-powered recruitment agency, find out more at 9cv9 Modern AI-Powered Recruitment Agency.
People Also Ask
What are the latest recruitment statistics in Oman for 2026?
Oman’s workforce reached approximately 2.67 million workers in July 2025, including 863,932 Omani nationals and 1.81 million expatriates. The government aims to create approximately 45,000 employment and training opportunities in 2026.
What is the unemployment rate in Oman in 2026?
Oman’s unemployment rate was approximately 3.16%–3.20% in 2024, rising to 3.6% in January 2025. These figures provide historical context for the 2026 labour market, although a confirmed full-year 2026 unemployment rate is not yet available.
How many people are employed in Oman?
Oman recorded approximately 2,670,614 employed workers in July 2025. This included 863,932 Omani citizens and 1,806,682 expatriate workers, highlighting the significant contribution of international labour to the country’s economy.
What are the biggest recruitment trends in Oman in 2026?
Major recruitment trends in Oman include stronger Omanisation enforcement, expanding private sector employment, digital transformation, increasing demand for skilled professionals, and job creation in manufacturing, tourism, logistics, and renewable energy.
What is Omanisation, and how does it affect recruitment in Oman?
Omanisation is a government policy designed to increase employment opportunities for Omani nationals. It influences recruitment through sector-specific employment quotas, restrictions on certain occupations, local talent development, and workforce nationalisation requirements.
How many jobs will Oman create in 2026?
Oman’s 2026 employment and training target is approximately 45,000 opportunities, including 24,000 private sector roles, 10,000 government positions, and 11,000 training placements. These are planned opportunities rather than confirmed employment outcomes.
What is the average salary in Oman in 2026?
The dataset estimates Oman’s average gross monthly salary at approximately OMR 850 in early 2026. Actual earnings vary significantly depending on industry, qualifications, experience, nationality, and whether employees work in the public or private sector.
What is the minimum wage in Oman in 2026?
The minimum monthly wage for eligible Omani nationals working in the private sector is OMR 325, comprising OMR 225 in basic salary and OMR 100 in allowances. Oman does not have a general statutory minimum wage for expatriate employees.
How many expatriate workers are employed in Oman?
Oman employed approximately 1,806,682 expatriate workers in July 2025, representing 67.65% of its total workforce. Expatriates remain particularly important in construction, manufacturing, retail, hospitality, and technical services.
What percentage of Oman’s workforce consists of Omani nationals?
Omani nationals accounted for approximately 32.35% of the country’s employed workforce in July 2025, representing 863,932 workers. Government Omanisation initiatives aim to increase national employment, particularly within private sector industries.
Which industries are hiring the most workers in Oman in 2026?
Construction, manufacturing, tourism, logistics, healthcare, technology, and renewable energy are important employment sectors in Oman. Economic diversification initiatives are expected to support additional recruitment across these industries.
What are the most in-demand jobs in Oman in 2026?
Oman’s economic development priorities suggest growing demand for software developers, cybersecurity specialists, engineers, healthcare professionals, logistics specialists, renewable energy technicians, and skilled manufacturing workers.
How many Omani nationals work in the private sector?
Approximately 429,392 Omani nationals worked in the private sector in November 2025, representing a 7.2% year-on-year increase. Private sector employment accounted for approximately 48.5% of total Omani employment.
What is the youth unemployment rate in Oman?
Oman’s youth unemployment rate among individuals aged 15–24 was approximately 14.07% in 2023. Youth unemployment remains an important labour market challenge, particularly for graduates entering the workforce and seeking suitable private sector opportunities.
What is the female labour force participation rate in Oman?
Female labour force participation in Oman was estimated at approximately 32% in 2023, while participation among women aged 25 and above reached 37%. Expanding employment opportunities for women remains an important workforce development priority.
How does Oman Vision 2040 influence recruitment and employment?
Oman Vision 2040 promotes economic diversification, workforce nationalisation, digital transformation, and private sector development. These priorities are expected to create employment opportunities and increase demand for specialised skills across emerging industries.
How many jobs does Oman plan to create by 2030?
Oman’s Eleventh Five-Year Development Plan targets approximately 300,000 new jobs between 2026 and 2030. This represents an average of 60,000 employment opportunities annually, supported by public and private sector investment.
What are the Omanisation requirements for employers in 2026?
Omanisation requirements vary by industry and occupation. Employers must consider applicable national employment quotas, restricted professions, and Ministry of Labour regulations when hiring Omani nationals or expatriate workers.
What are the penalties for failing to meet Omanisation requirements?
The dataset reports Omanisation-related fines of approximately OMR 500–1,000 per affected employee, with potentially greater consequences for repeated violations. Employers should verify current penalties and compliance requirements with Oman’s Ministry of Labour.
Which nationalities make up the largest expatriate workforce in Oman?
Bangladeshi, Indian, and Pakistani nationals form Oman’s three largest expatriate worker groups. The dataset records approximately 656,789 Bangladeshi workers, 507,956 Indian workers, and 314,997 Pakistani workers.
What are the highest-paying industries in Oman?
Finance, oil and gas, information technology, and healthcare are among Oman’s higher-paying industries. The dataset estimates average monthly salaries of OMR 3,000 in finance, OMR 2,800 in oil and gas, and OMR 2,200 in technology.
How is digital transformation affecting recruitment in Oman?
Digital transformation is increasing the importance of technology-related skills in Oman. The country’s digital economy growth target of 10.8% for 2026 signals potential recruitment opportunities in artificial intelligence, cybersecurity, cloud computing, and software development.
What are the main recruitment challenges facing employers in Oman?
Employers in Oman face challenges involving Omanisation compliance, skills shortages, graduate employability, salary expectations, expatriate workforce dependence, and competition for qualified professionals in specialised industries.
How many graduates enter Oman’s workforce annually?
Approximately 55,000 young Omanis graduate from schools and colleges annually, according to the dataset. This creates significant demand for graduate recruitment programmes, vocational training, internships, and sustainable entry-level employment opportunities.
What is the employment outlook for Oman’s tourism industry in 2026?
Tourism remains an important source of employment growth in Oman. The sector supported approximately 191,500 jobs in 2023, while continued investment in hotels, tourism infrastructure, and hospitality services could create additional recruitment opportunities.
How important is the construction industry to Oman’s labour market?
Construction is one of Oman’s largest employers of expatriate workers, with approximately 442,916 foreign employees recorded in the dataset. Infrastructure development and industrial investment continue to support demand for construction and engineering professionals.
Are there salary increment regulations in Oman for 2026?
The dataset reports that Ministerial Decision No. 317/2025 introduced performance-based annual salary increments of 2%–5% for Omani employees, effective January 2026. Employers should confirm the applicable provisions when planning compensation adjustments.
What opportunities exist for recruitment agencies in Oman in 2026?
Recruitment agencies in Oman can support employers through local talent sourcing, graduate recruitment, specialised hiring, workforce planning, Omanisation compliance support, and recruitment for growing industries such as technology, manufacturing, and logistics.
How is Oman’s private sector contributing to job creation?
Oman’s private sector recorded 25,207 employment opportunities in 2025, exceeding its target of 24,000. Continued private sector expansion is central to the country’s employment strategy and efforts to reduce dependence on government sector hiring.
What is the future of recruitment and hiring in Oman beyond 2026?
Oman’s recruitment outlook is shaped by its target of 300,000 new jobs between 2026 and 2030, stronger Omanisation policies, and economic diversification. Technology, manufacturing, tourism, renewable energy, and logistics are expected to influence future workforce demand.
Sources
Muscat Daily
AGBI
Oman Observer
Omanet
International Monetary Fund (IMF)
Arabian Business
Ministry of Finance Oman
HRKatha
CEIC Data
Trading Economics
World Bank
UNICEF Oman
Statista
Wage.is
RemotePeople
Hyring
Fast Company Middle East
Paul Hastings
Versus Inc
Futura Law
GPA
Qureos
Middle East Briefing
Economy Middle East
9cv9 Blog
Playroll
