Diamond Stone Platform: HR in Full
Date: 2026-11-11. Revision 1. Status: draft for the owner, with sixteen points to confirm
with a public relations officer (PRO) or lawyer (section 9). Screens: "HR, in full" and
the HR screens under "More of each role's work" in docs/ui-shell-mockup.html. Role:
docs/ROLES.md section 9. Payroll accounting: docs/ACCOUNTS.md. AI in HR: docs/AI.md.
The legal points come from Oman's Labour Law (Royal Decree 53/2023) as read in an unofficial English translation, and from law-firm and press summaries, on 11 November 2026. No Ministry of Labour, police or Social Protection Fund page was read directly. Every rule here is a setting to be confirmed before it becomes the app's behaviour.
1. Was every part of HR covered? The audit
| Area | Before | Now |
|---|---|---|
| Staff records, documents with expiry | Planned | Planned and drawn (Renewals) |
| Attendance | Planned | Drawn; hours and overtime added |
| Leave | Annual leave only | All leave kinds with their own rules and counters (section 3) |
| Payroll, salary file, payslip | Planned | Drawn; legal deadlines and caps added |
| End of service | Formula only | Both systems: gratuity now, the savings scheme from July 2027 |
| Expenses, advances | Planned | Drawn |
| Contracts | Missing | Terms, probation, renewal, registration, bilingual copy |
| Joining | A line | A checklist with every step and who does it |
| Leaving | Drawn | Final pay deadline, repatriation, access removal added |
| Work permits, resident cards, medicals | "Documents" | Each as its own renewal with lead times and fees |
| Omanisation | Missing | Headcount by nationality, the one-Omani rule, restricted jobs, the yearly plan |
| Working-time rules | Missing | Daily and weekly limits, Ramadan hours, midday ban, overtime rates |
| Yearly review and Omani increment | Missing | A light yearly review, because a performance-linked rise for Omanis is now required |
| Discipline and grievances | Missing | A dated note on file with the legal clocks; no scoring |
| Health and safety | Missing | First aid, protective equipment issued, incidents, driver and truck checks |
| Health insurance | Missing | Policy and renewal per person |
| Letters | Listed | Drawn; made from the record |
| Employee data protection | Missing | Notice, consent, access rules, retention |
| HR compliance calendar | Part of the company calendar | Its own list (section 6) |
| Recruitment, training plans, appraisals in depth | Later | Still later; not needed at this size |
2. A person's life in the company
Each stage is a checklist. Every step has an owner, a due date and a reminder, and most are filled by photographing a document.
| Stage | Steps | Automatic |
|---|---|---|
| Before the first day | Labour authorisation and work permit (expatriates); contract in Arabic, with English alongside; contract registered with the Ministry; medical; resident card; health insurance; bank account for pay; registered with the Social Protection Fund | Each paper read from a photograph and its expiry date turned into reminders. The Fund must be told within 14 days of joining |
| First day | App invitation; equipment, vehicle and keys issued and signed for; safety briefing and protective equipment; work rules read and acknowledged | The invitation, the acknowledgement and the issued items are recorded on the person |
| Probation | Up to three months for monthly-paid staff | A reminder two weeks before it ends: confirm, or end with seven days' notice |
| Working | Attendance, leave, pay, expenses, renewals, yearly review | Sections 3 to 5 |
| Changes | Pay, role, hours | A pay change updates the registered contract and tells the Fund within 14 days; the person sees the new terms |
| Leaving | Notice; final pay; leave owed; end of service; advances recovered; company items returned; access removed; visa cancelled; journey home for an expatriate | Final pay is due at once (within seven days if they simply left). Repatriation within 60 days. Access ends on the last day by itself |
3. Time and leave
Hours. Recorded by the app: check in and out for office staff; first and last job of the day for drivers. Shown weekly for approval.
| Rule (to confirm) | The app |
|---|---|
| 8 hours a day, 40 a week; at least an hour's rest; two rest days a week | Flags a day or week over the limit before it happens |
| Ramadan: 6 hours a day or 30 a week for Muslim staff | Switches the limits for the month |
| Overtime needs the person's agreement; total hours capped at 12 a day; paid at +25 % by day, +50 % by night, +100 % on a rest day or holiday, or time off instead | Overtime is a request, approved, then priced by the rule into payroll |
| No outdoor work 12:30 to 3:30 pm, 1 June to 31 August | Deliveries and yard work are not scheduled in that window; a warning if a job would fall in it |
Leave. Each kind has its own entitlement, counter and proof.
| Kind | Entitlement (to confirm) | The app |
|---|---|---|
| Annual | 30 days a year, after six months; up to 30 days carried forward; must be taken at least every two years; paid out only by written agreement, or on leaving | Balance as a ring; a warning before days are lost; the liability shown to the owner |
| Sick | Up to 182 days a year: days 1–21 full pay, 22–35 at 75 %, 36–70 at 50 %, 71–182 at 35 % | A counter per year; the right rate applied in payroll; the certificate photographed. From July 2026 the Fund repays the employer from day 8: the claim is prepared |
| Maternity | 98 days, paid through the Fund | Dates, claim, and the nursing hour for a year afterwards |
| Paternity | 7 days | |
| Marriage | 3 days | |
| Bereavement | 10 days for a spouse or child; 3 for a parent, grandparent or sibling; 2 for an uncle or aunt | A choice of relation sets the days |
| Hajj | 15 days, once, after a year's service | Marked as used |
| A widow's waiting period | 130 days (Muslim), 14 days (other) | |
| Exams; accompanying a patient | Up to 15 days a year each (Omani staff) | |
| Unpaid | By agreement | Pay, the Fund and end of service adjusted for the period |
Asking takes one screen: kind, dates, days left after, who else is away, who approves. Approval is one tap. The team calendar shows everyone.
4. Pay
| Rule (to confirm) | The app |
|---|---|
| Wages are paid only by bank transfer, through the Wage Protection System, within 3 days of the period's end | Payroll is prepared before month end; the bank file is made in the system's format; a countdown; "paid on time" recorded. Penalty: about OMR 50 a worker |
| Social Protection Fund for Omanis: employer 14.5 %, employee 8 %, paid by the 15th | Worked out in payroll; a ring on the 15th. (One source totals the employer share as 13.5 %; the branches listed add to 14.5 %. Confirm.) |
| For expatriates: maternity and, since July 2026, sick-leave branches (about 1 % each, employer) | Included per person by nationality |
| Deductions: damage recovery at most a quarter of a month's pay; fines at most five days' pay a month; no interest on staff loans | Payroll refuses a deduction above the cap |
| Omani staff: a yearly rise of 2 to 5 % of basic pay, tied to a performance rating | The yearly review produces the rating; the rise is proposed for the owner. Confirm the tiers and date |
| Minimum wage for Omanis (reported OMR 325) | A warning below it |
| End of service for expatriates: a month's basic pay per year of service | Accrued monthly; shown per person |
| From 19 July 2027: 9 % of basic pay each month into a savings scheme instead, for future service. Service before that date is kept and paid at exit, paid out, or transferred | Both methods per person, with the changeover date. The owner chooses what happens to the earlier amount |
Payroll is prepared by HR, approved by the owner, paid by a person uploading the file to
the bank, and posted by the accountant (docs/ACCOUNTS.md). Each person sees their own
payslip. Nobody sees another's pay without the right.
5. Papers that must not lapse
One board, "Renewals", shows every paper by person on a timeline. Reminders go at 60, 30 and 7 days to HR and to the person, and into the owner's Halo once inside 30 days.
| Paper | Notes (to confirm) |
|---|---|
| Work permit | 24 months. Late renewal about OMR 10 to 20 a month. Reported: no renewals for expatriates over 60 |
| Resident card; medical | The medical comes first, so its reminder is earlier |
| Passport | The company may not hold a passport without the person's written consent. The app stores a photograph, never the booklet |
| Contract | A fixed term of up to five years; if work continues past the end without renewal it becomes open-ended |
| Health insurance | Whether it is compulsory for private employers yet is unverified; without it the employer pays treatment costs |
| Driving licence; professional driver's card | By class and expiry. A lapsed licence blocks assigning that driver |
| Vehicle registration, insurance, inspection | On the truck record |
| Training and safety certificates |
6. What the company itself must keep up
| When | What | The app |
|---|---|---|
| Monthly | Wages within 3 days; the Fund by the 15th | Countdown rings |
| Within 14 days of any joiner, leaver or pay change | Tell the Fund; update the contract | A task created by the change itself |
| January | The register of Omani staff and the Omanisation plan | A prepared list to file |
| Yearly | Reviews for Omani staff before the rise; Ramadan hours; the midday ban | Dated reminders |
| Always | At least one Omani per commercial registration older than a year; some jobs are reserved for Omanis (sales representative, marketing specialist and others, phased to 2027) | Headcount by nationality on the overview; a warning when a new hire's job may be reserved. Confirm which roles |
| Per case | Discipline: written charge and hearing; no action more than 30 days after discovery | Clocks on the note |
| Per case | A data breach: tell the regulator within 72 hours | A checklist |
| On request | An inspection | One "inspection pack": contracts, wage proofs, permits and cards, Fund receipts, leave and overtime records, the Omani register |
Rules that start at a larger size (written penalty rules at 25 staff, work regulations and a grievance procedure at 50, a quota at 40) are noted and switched on by headcount.
7. Sensitive matters
- Reviews. Once a year, short: three things that went well, one to improve, a rating. Written by the manager, read by the person, signed by both. No scores from AI and no ranking of people.
- Notes on file (a warning, an incident, a commendation). Dated, written by a named person, seen by the employee, with the legal clocks shown. Never suggested by AI.
- Grievances. A private message to the owner or a named person; a reply promised by a date.
- Employee data. People are told what is kept and why and agree to it; they can see their own file; health papers are seen only by HR; nothing personal is sent to a service abroad until the legal basis is confirmed (
docs/AI.mdsection 7). A person named as responsible for data protection. - Records are kept at least a year after someone leaves, and longer where tax or commercial law requires.
8. Automation, reminders and help
| Without anyone asking | |
|---|---|
| Reads a card, passport, licence, visa or receipt from a photograph and fills the form | A person confirms the dates; reminders are then set |
| Reminds before every expiry, probation end, contract end, leave about to be lost | To the person and to HR |
| Works out pay, overtime, sick-pay tier, the Fund, end of service, leave owed | By rule, in code; never by a model |
| Prepares the bank file, the Fund figures, letters, the final settlement, the inspection pack | For a person to send |
| Blocks what the law caps | An over-limit deduction, a lapsed driver, a job in the midday ban |
| Answers "how many days do I have?", "what is the rule?" | From the company's rules and the person's own record |
| Tells the owner | Headcount, nationality mix, pay total, end-of-service liability, leave owed, anything about to lapse |
What it never does: decide a hiring, a rise, a warning or a dismissal.
9. To confirm with a PRO or lawyer
- Deadlines for registering contracts.
- Whether "emergency leave" still exists.
- The yearly rise for Omanis: tiers, eligibility, date.
- The make-up of the Omani minimum wage.
- Wage Protection System coverage rules.
- Whether health insurance is compulsory yet.
- Resident card and medical validity, fees and fines.
- Transfer between employers and absconding reports.
- Which roles (driver, storekeeper, purchasing, sales) are reserved for Omanis, the percentage for trading companies, and how the one-Omani rule applies.
- Permits for expatriates over 60.
- Work-injury cover for expatriates before 2028.
- Safety rules in detail and the current midday-ban fine.
- Data protection: an officer for a very small company; permits for health data.
- Drivers: the professional licence and what is needed to cross into the UAE.
- When the new permit fees apply.
- How long HR records must be kept.
10. Settings
Under Settings → People. Every figure in sections 3 to 6 is a setting with a default and a date it applies from: leave kinds and days; working-time limits; overtime rates; Ramadan dates; midday-ban dates; the Fund's rates; deduction caps; reminder lead times for each paper; pay day; the bank's file format; who approves leave, overtime and payroll; which rules switch on at which headcount. A change needs a second person and never alters a payroll already approved.
11. Sources
Read directly on 11 November 2026: the Labour Law, Royal Decree 53/2023, in decree.om's English translation; KPMG on the Wage Protection System and on restricted professions; DLA Piper on the Social Protection Law changes and permit penalties; Oman Observer on the savings scheme, the one-Omani rule, permits and the midday ban; decree.om's note on the yearly increment; Times of Oman and Gulf News on sick-leave insurance; Middle East Briefing on Fund contributions; CMS on the data protection law; EY on permits for the over-60s. Driver rules, health insurance status and several fees are from search summaries only and are unverified.
Currency (added 11 November 2026)
Pay is in rials. A travel expense in another currency is claimed in that currency and
converted at the receipt's or card's actual rate (docs/CURRENCY.md section 10).