Latest news with #DrMohammedIbrahimAlZadjali
Times of Oman
29-06-2025
- Business
- Times of Oman
Protecting workers from the heat: Challenges and employer responsibilities in Oman
In the Sultanate of Oman, where summer temperatures can soar well above 45°C, many workers, especially in construction and outdoor services, continue to labour through the intense heat of the day. Despite the legal safeguards enshrined in the Labour Law, the reality on the ground often reflects a gap between policy and practice. Speaking to the Times of Oman, a representative of Mohammed Ibrahim Law Firm, a leading law office in Oman, explained that according to the Article 70 of the Labour Law, workers should not be made to work more than eight actual hours a day or forty hours a week, and the continuous period of work must not exceed six hours without a rest break. Moreover, the Ministry of Labour typically issues seasonal decisions each year, suspending outdoor work during peak midday hours in the summer. However, enforcement challenges and commercial pressures sometimes push employers to keep operations running, exposing workers to significant health risks such as heatstroke, dehydration, and fatigue, said Dr. Mohammed Ibrahim Al Zadjali the founding partner of Mohammed Ibrahim Law Firm. Another spokesperson from the law firm stated that the law also emphasises the responsibility of employers to provide safe working environments, including protective measures against extreme weather. Yet, many laborers, especially expatriates, continue to endure these harsh conditions without adequate shelter, hydration, or medical care. This not only violates the legal framework but also disregards the basic human dignity of workers who build and sustain the nation's infrastructure. Protecting workers from extreme heat is not merely a regulatory requirement, it is a moral and humanitarian obligation. Authorities must strengthen inspections and ensure compliance, while employers should prioritize health over deadlines. In the face of rising global temperatures, sustainable labour practices are not optional, they are essential, the expert said. (Mohammed Ibrahim Law Firm ([email protected]), (+968 244 87 600) was established 18 years ago and is serving clients through its offices in Muscat and Sohar, as well as operating on a request basis in other areas. It offers legal representation across a wide range of practice areas that include Labour Law, Corporate, Commercial, Contracts, Banking and Finance, International Trade, Foreign Investment, Insurance, Maritime Law, Construction and Engineering Contracts, International Arbitration, Intellectual Property and more).
Times of Oman
21-06-2025
- Automotive
- Times of Oman
What you need to know about driving legally in Oman: A guide for residents and visitors
Oman's Traffic Law ensures road safety by regulating vehicle use, driver behaviour, and licensing procedures. Speaking exclusively to the Times of Oman, a representative of Mohammed Ibrahim Law Firm, a leading law office in Oman, explained that all vehicles must be registered, insured, and comply with technical standards such as functioning brakes, lights, and mirrors. Drivers are required to obey traffic signs and speed limits and must avoid reckless behavior. Pedestrians should use designated crossings, while vehicles must not block roads or park illegally. To obtain a driving license, applicants must be at least 18 years old. They must apply through the General Directorate of Traffic, pass a driving test, and pay the required fees. License types include Light for vehicles under 6 tons, Heavy for vehicles over 6 tons, as well as Motorcycle and Equipment licenses, said Dr. Mohammed Ibrahim Al Zadjali Founding Partner of Mohammed Ibrahim Law Firm. Another spokesperson from the law firm added that 'tourists and foreign residents may use valid international licenses for up to three months. Learner drivers require a permit and must train at approved driving schools. Licenses must be carried at all times while driving and renewed before expiry to avoid fines.' He added that punishments are strict to deter violations. Offenses such as driving without a license, using a phone while driving, or reckless overtaking can result in fines of up to OMR500 or imprisonment. Severe offences, such as driving under the influence (DUI), carry harsher penalties, if the DUI causes death or permanent total disability, penalties including multi-year jail terms and fines of up to OMR3,000. By adhering to these regulations, drivers not only avoid legal consequences but also contribute to safer roads for all. Vehicles may be impounded, and licenses revoked for violations such as expired registration or illegal modifications. Always renew licenses on time, follow police instructions, and ensure vehicles meet safety standards. These rules protect everyone on Oman's roads, the expert said. (Mohammed Ibrahim Law Firm ([email protected]), (+968 244 87 600) was established 18 years ago and is serving clients through its offices in Muscat and Sohar, as well as operating on a request basis in other areas. It offers legal representation across a wide range of practice areas that include Labour Law, Corporate, Commercial, Contracts, Banking and Finance, International Trade, Foreign Investment, Insurance, Maritime Law, Construction and Engineering Contracts, International Arbitration, Intellectual Property and more).
Times of Oman
14-06-2025
- Business
- Times of Oman
Will employees pay for visa, hiring costs when resigning during probation in Oman?
Many employees wonder whether they must repay visa or recruitment costs if they resign during their probation period in Oman. The answer is clear under the Omani Labour Law. Speaking exclusively to the Times of Oman, a representative from Mohammed Ibrahim Law Firm, a leading law office in the Sultanate of Oman, explained that under Article 31, employers or recruitment agencies are not allowed to charge any amount to the employee for recruitment. This includes visa fees, hiring costs, medical tests, or any other employment-related expenses. These costs are strictly the employer's responsibility. When it comes to the probation period, 'Article 37 of the Labour Law allows either the employer or the employee to terminate the employment contract during probation, if it is found that it is unsuitable to continue the employment. A minimum of seven days' notice must be given by either party. However, there is no legal requirement for the employee to repay any visa or hiring costs if they decide to resign during this period,' explained Dr. Mohammed Ibrahim Al Zadjali, Founding Partner of Mohammed Ibrahim Law Firm. Another spokesperson from the law firm added that, 'some companies may try to include clauses in employment contracts requiring the employee to pay back visa or recruitment costs if they leave early. However, according to Article 4 of the Labour Law, any clause in the employment contract that contradicts the law is invalid, even if the employee has signed it.' Omani law protects workers from being forced to repay hiring costs under any circumstances, including resignation during probation. Any attempt by employers to recover such expenses from employees is a clear violation of the law. Employees facing such demands should document and report the matter to the Ministry of Labour, as such practices are considered clear violations subject to legal penalties, the expert said. (Mohammed Ibrahim Law Firm ([email protected]), (+968 244 87 600) was established 18 years ago and is serving clients through its offices in Muscat and Sohar, as well as operating on a request basis in other areas. It offers legal representation across a wide range of practice areas that include Labour Law, Corporate, Commercial, Contracts, Banking and Finance, International Trade, Foreign Investment, Insurance, Maritime Law, Construction and Engineering Contracts, International Arbitration, Intellectual Property and more).
Times of Oman
09-06-2025
- Politics
- Times of Oman
Who can become an Omani citizen?
To become an Omani citizen, an applicant must meet specific requirements and follow the procedures established by law. Speaking exclusively to the Times of Oman, a representative of Mohammed Ibrahim Law Firm, a leading law office in Oman, explained that applicants must fulfill strict eligibility criteria based on their category. For general foreigners, this includes legally residing in Oman for at least 15 consecutive years, fluency in reading and writing Arabic, proof of good conduct, a stable income, and a formal renunciation of any existing foreign nationality. Spouses of Omani citizens follow different rules. A foreign husband of an Omani woman must have been married for at least 10 years, have at least one child with his spouse, and meet the residency and language requirements. A foreign wife of an Omani man must demonstrate eight years of marriage, have one child, and be fluent in spoken Arabic, said Dr. Mohammed Ibrahim Al Zadjali, Founding Partner of Mohammed Ibrahim Law Firm. Widows and divorcees of Omani nationals have shorter residency requirements (six years for widows, eight years for divorcees), provided they have a child from the marriage and have not remarried a non-Omani. Children of Omani mothers may also qualify under specific circumstances involving custody and residency, the founding partner said. Another spokesperson from the law firm explained that applicants for Omani citizenship must provide various documents, including proof of residency, marriage or birth certificates, health clearance, income statements, and a written pledge to renounce other nationalities. These documents are submitted to the Ministry of Interior, which holds full authority over decisions and is not obligated to provide reasons for rejection. Citizenship matters are handled solely by the Ministry and cannot be challenged in Court. Approval is granted by Royal Decree, based on the recommendation of the Minister of Interior. Dual citizenship is rarely permitted. Once approved, citizenship is permanent unless revoked for fraud or national security concerns. Children automatically qualify through their Omani father, the expert said. (Mohammed Ibrahim Law Firm ([email protected]), (+968 244 87 600) was established 18 years ago and is serving clients through its offices in Muscat and Sohar, as well as operating on a request basis in other areas. It offers legal representation across a wide range of practice areas that include Labour Law, Corporate, Commercial, Contracts, Banking and Finance, International Trade, Foreign Investment, Insurance, Maritime Law, Construction and Engineering Contracts, International Arbitration, Intellectual Property and more).
Times of Oman
31-05-2025
- Business
- Times of Oman
Know Oman: Can employers deny requests to combine holidays with annual leave?
Muscat: Employees often seek to combine official holidays with their annual leave, but whether employers can approve or deny such request based on applicable laws and workplace policies. Speaking exclusively to the Times of Oman, a representative of Muhammad Ibrahim Law Firm, a leading law office in Oman, explained that, as per Article 78, 'workers are entitled to 30 days of annual leave per year'. However, the scheduling of such leave must consider the 'interest of work', a standard that gives employers discretion in approving or rejecting the timing of leave. While the law does not expressly prohibit combining holidays with annual leave, it clearly distinguishes between the two. Article 79 guarantees paid official holidays as separate entitlements, and Article 78 requires that annual leave be scheduled through mutual agreement with the employer, said Dr. Mohammed Ibrahim Al Zadjali, Chairman Mohammed Ibrahim Law Firm. Employers retain the authority to deny employee's requests to combine official holidays with annual leave, provided such decisions align with operational needs. This legal distinction implies that combining these two types of leave is not a right, unless explicitly permitted, the chairman said. Another spokesperson of the law firm added that, 'Article 81 allows employers to divide annual leave into segments and to postpone it for up to 06 months based on business needs. Employers may lawfully reject leave combinations if such requests would disrupt operations, staffing, or continuity especially in critical roles.' Article 3 reinforces the principle that employers must uphold minimum statutory rights but are not obligated to enhance terms unless mutually agreed. If employment contracts or internal policies do not permit the combining of holidays and annual leave, employers have no legal duty to approve such requests, the spokesperson said. Combining holidays with annual leave is not legally forbidden, but it is subject to employer's approval, operational demands, and the terms of employment contracts or internal policy. Employers are encouraged to maintain clear leave policies and communicate expectations transparently to avoid conflicts and ensure lawful and fair practices, the expert said. (Mohammed Ibrahim Law Firm (Mohammed Ibrahim Law Firm ([email protected]), (+968 244 87 600) was established 18 years ago and is serving clients through its offices in Muscat and Sohar, as well as operating on a request basis in other areas. It offers legal representation across a wide range of practice areas that include Labour Law, Corporate, Commercial, Contracts, Banking and Finance, International Trade, Foreign Investment, Insurance, Maritime Law, Construction and Engineering Contracts, International Arbitration, Intellectual Property and more).
