Your Trusted Partner for Recruitment in Brunei

To better fulfill your recruitment needs, we at Remote People are here to help you find top talent in Brunei more effectively than recruiting on your own. Our team understands the local language, customs, and the intricacies of the Bruneian talent market, giving you a significant advantage in securing the right candidates.

We know where to advertise your job openings to ensure maximum exposure and attract the best talent. Additionally, we assist in designing competitive, locally-appropriate compensation packages that not only appeal to top candidates but also help you optimize costs. 

Get in touch with us to navigate Brunei’s recruitment landscape with confidence and ease.

Key takeaways

  • Brunei’s economy is mainly driven by the oil and gas sector and services industry.
  • Sectors where jobs are highest in demand in Brunei include public administration, sales, education, health, and technology.
  • Companies may use recruitment agencies that specialize in temporary, permanent, executive, or industry-specific employment.
  • When choosing an agency, companies should prioritize the agency’s experience and expertise in recruiting candidates for specific industry roles.
Table of Contents show

Brunei Darussalam, commonly known as Brunei is a small country situated on the island of Borneo. Despite two difficult years during the Covid-19 pandemic, Brunei’s economy has recovered impressively quickly with GDP increasing by 1.4% in 2023. Owing to oil and gas sector outputs, the economy is expected to remain strong in the coming years with a 2.7% growth in GDP forecasted in 2024.

Though the oil and gas sector accounts for approximately 50% of the country’s GDP, government-led plans to diversify the economy and encourage FDI have also produced exciting new recruitment and investment opportunities in the aerospace, construction, energy, and environmental technologies industries. The Darussalam Enterprise (DARe), under the Ministry of Finance and Economy is responsible for collaborating with government agencies to implement investment in the aforementioned industries.

Brunei’s lack of export, income and sales tax, in addition to its highly educated 338 thousand strong workforce, makes the nation a highly attractive location for business expansion and international recruitment.

Overview of Brunei Recruitment Industry

Brunei’s workforce comprises both local and foreign employees and has steadily grown over the last decade, increasing by 3.0% between 2022 and 2023. Mainly driven by increases in public sector employment, labor force participation also increased from 62.7 thousand in 2022 to 65.6 thousand in 2023. 

The government in Brunei is the country’s second largest employer, employing a total of 66.9 thousand employees. The majority of these workers are involved in public administration and government services including: education, energy, and health. Private sector work continues to dominate the economy, employing a total of 149.2 thousand employees in 2023.

Despite economic diversification and a strong public and private sector, the informal sector still remains a prominent player in Brunei’s recruitment industry, accounting for 7.4% of the country’s total employment.

As the government continues its efforts to expand Brunei’s economy, there has been a noticeable shift in employment from retail and trade to health and education amongst local workers. This national shift has created many employment opportunities within the services sector whilst simultaneously generating a demand for new employees to fill the gaps left by former retail workers.

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What are the Benefits of Recruiting in Brunei?

Brunei is home to a large skilled labor pool comprising both local and foreign workers, many of which speak English as their second language. The majority of foreign employees tend to work in the public sector due to incentives such as bonuses, housing allowances and interest free loans. However, as Brunei does not levy income or sales tax, there are also many advantages to be found within private sector employment.

The government’s openness and positivity towards FDI and foreign employment is reflected in the legal action it has taken to ease doing business in Brunei. Owing to the Business License Act (Amendment) 2016, the waiting time between registration and commencing business operations, including recruiting employees, has been significantly reduced. The country is also known for its highly sophisticated infrastructure and transparent investment regime, which guarantees both efficiency and legal security for businesses operating and recruiting in Brunei.

The non-oil and gas sector is emerging as a prominent sector for employment in Brunei. In 2023, the non-oil and gas sector grew by 4.5%. Strong industries in this sector include: agriculture, services, IT, health, environmental technologies, and education. Professionals skilled in environmental technology, energy distribution and renewable energy are also in high demand in Brunei as the country begins its transition to a green economy.

In an effort to increase sustainability and limit the country’s reliance on oil and gas exports, Brunei has set a target to lower its greenhouse gas emissions by over 50% and increase its share of renewable energy to 30% of the country’s total capacity by the year 2035. In order to sustain these efforts and meet the agreed targets, the government has created jobs in the construction, and energy sector.

What Legal Considerations Apply when Recruiting in Brunei?

The Brunei Employment Information Act (1974), Employment Agencies Order (2004), and Employment Order (2009) governs working conditions and employer obligations in Brunei. 

Contracts

There are two common types of employment contracts in Brunei: fixed-term contracts and part-time contracts. All employment contracts must specify the duration of employment, working hours, employer expectations, leave entitlements and termination conditions. All mandatory benefits specified in the contract will be determined by the Employment Order 2009.

 

A fixed term-contract refers to an employment arrangement with a set end-date. Fixed-term contracts usually do not exceed three years and employers have the option to renew these contracts. Part-time contracts may also be arranged by employers in Brunei. These contracts lay out the terms and conditions for temporary or part-time work.

Working hours & overtime

The standard working hours for both shift workers and non-shift workers is 44 hours per week divided into 8 hours per day for non-shift workers, and a maximum of 12 hours per day for shift-workers. Time exceeding these maximums will be classed as overtime and should be compensated at 1.5 times the employee’s hourly wage. Employees are not allowed to work more than 12 hours per day including overtime.

The annual leave awarded to an employee depends on the length of their employment. Employees who have been in service for one year are entitled to seven days of annual leave. The number of days of annual leave increases by one day per year of service. Employees may also receive compensation for outpatient sick leave for a maximum of 14 days. In the case of hospitalization leave, the amount of leave an employee is permitted to take is capped at 60 days, including the initial 14-day outpatient leave. Employees may only receive sick leave if they have worked for a minimum of six months within the same organization.

Parental leave

Female employees are entitled to paid maternity leave. However, the amount of maternity leave awarded varies depending on the status of the employee. Citizens of Brunei (local employees) are entitled to 15 weeks of maternity leave whilst foreign employees are entitled to nine weeks of maternity leave. In the case of local employees, the employer will pay for eight weeks of leave and the government will compensate for five weeks of leave. Conversely, foreign employees are only entitled to eight paid weeks of leave.

Employee Trust Fund 

In 1993, Brunei established the Employee Trust Fund (TAP). TAP is a contributory pension fund that provides financial protection to both public and private sector employees. Employees and employers are expected to contribute to TAP at a rate of 8.5% of the employee’s wage. Of their total contribution, 5.0% will go towards the Employee Trust Fund, and 3.0% will go towards the Supplemental Contributory Pension Scheme (SCP).

What are the Downsides of Recruiting in Brunei?

Though Brunei has benefited from increases in oil and gas prices as a result of Russia’s invasion of Ukraine, this sector of the economy remains vulnerable to external shocks. As the world shifts to sustainable and renewable energy solutions, Brunei must ensure that its policies and practices remain up-to-date with the evolving global agenda.

Although this is decreasing, Brunei is still somewhat reliant on foreign low-skilled workers to fill low-paid positions. In 2023, the number of low-skilled foreign workers in Brunei accounted for 25% of the total workforce, which is a significant proportion of the country’s talent pool. As a result, it is crucial that employers carefully vet and screen their candidates to ensure that they source and hire only the most qualified and skilled individuals.

How to Choose a Recruitment Agency in Brunei

When choosing a recruitment agency, companies must consider the agency’s track record. They can evaluate the competence and reliability of the agency by reviewing previous client testimonials and assessing both the quality and quantity of past employee placements.

Companies must additionally consider the feasibility of the service offered by the provider. Allowing potential clients to view the agency’s pricing structure proves the provider’s commitment to transparency and honesty, thus affording companies the legal security they require when recruiting internationally. 

Companies must ensure that the service provided aligns with their long-term goals. Employees within an organization play a crucial role in facilitating, contributing to and enhancing the success of a business. It is therefore crucial that employers are connected with individuals best suited to the company and their organizational ambitions. The agency will need to work closely with the company to discuss and understand their specific hiring needs. The knowledge gained from this dialogue will then be used to inform and drive the company’s recruitment strategies.

It is imperative that the recruitment agency has a strong understanding of Brunei’s employment laws. The agency will need to be experienced in helping businesses navigate a foreign recruitment climate whilst ensuring they avoid all and any non-compliance penalties.

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Navigating the complexities of hiring and workforce management across different countries can be challenging. Partnering with a reliable recruitment agency ensures you stay compliant with local labor laws, streamline the hiring process, and secure top talent. Learn how Remote People can help you recruit in the following countries:

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