لخّصلي

Employee dissatisfaction in Oman stems from inadequate working conditions, insufficient compensation, and limited avenues for redress. The 2023 labor law, while new, fails to sufficiently protect migrant and domestic workers, leaving them vulnerable. Low wages (OMR 325 minimum, OMR 820 average) struggle to meet the cost of living, and long working hours exceeding the legal 45-hour maximum are common. Job satisfaction is further eroded by limited promotion opportunities, poor work relationships, and the lack of protection against discrimination and harassment, all contributing to high turnover. Essentially, weak labor protections and inadequate compensation, coupled with a climate of fear, fuel widespread dissatisfaction.

In Oman, employee dissatisfaction arises from several critical factors related to working conditions, compensation, and overall job satisfaction. Weak labor protections for migrant workers persist despite a new labor law introduced in 2023, which inadequately addresses the needs of domestic workers. Additionally, employees face restrictions on expressing dissatisfaction regarding their work conditions or government policies, creating a climate of fear that discourages voicing concerns. Compensation issues also contribute, as the minimum wage of OMR 325 often fails to cover the rising cost of living, with many workers struggling on an average wage of OMR 820. Furthermore, while the legal maximum workweek is 45 hours, many employees report dissatisfaction with actual conditions, including long hours and inadequate breaks. Research indicates that factors such as pay, promotion opportunities, and work relationships significantly impact job satisfaction, with poor working conditions linked to higher turnover rates. Lastly, the new labor law inadequately addresses workplace discrimination and harassment, contributing to a hostile environment for many employees. Collectively, these factors foster dissatisfaction among workers, significantly affecting their job satisfaction and retention.