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From
$249/month
$49/month
2% of gross salary / month
The tiny Asian nation of Brunei has an exceptionally high GDP, high levels of education, and rapidly diversifying economy, all of which make it an excellent place to do business.
If your organization is planning a move to Brunei, then it’s important to understand that the expansion process can be complex and delays are possible. You may need to account for language barriers, complicated business and employment legislation, drawn-out administrative procedures, and more.
At Horizons, we specialize in helping organizations expand internationally, including into Brunei. Our employer of record, and payroll outsourcing services provide everything necessary to expand your business into Brunei, whether or not you have registered an entity there already.
Our in-house recruitment team can also find, recruit, and onboard your local employees, and take care of any ongoing HR administration. Our team will provide everything you need to expand into Brunei more efficiently, potentially saving you thousands in expansion costs.
Note, a Brunei Employer of Record is also known as a Brunei Professional Employer Organization (PEO).
Hire in Brunei, and pay employees through our platform or app.
Our EOR solution can help you benefit from cost savings of up to 82%, without the need to establish a Brunei entity.
Simplified Brunei salary & payroll processing, including any tax, withholdings, and any other required contributions.
Utilize the relevant provision for all types of Bruneian labor contracts, whether a fixed-term or open-ended contract.
Full support for Brunei-specific contract renewals, terminations, annual leave management, HR, and strategic guidance.
We ensure that employment contracts are fully compliant and adhere to Brunei’s labor laws and best practices.
Employers in Brunei are legally required to provide formal contracts of employment for all employees. These contracts should always cover the relevant details of the employment, such as termination and severance agreements, salary/wage, and so on. All contracts should be written in Malay and reference the local currency of the Brunei dollar.
The typical working week is up to 44 hours long, and days are generally eight hours. Work beyond this is paid at overtime rates of 1.5x normal pay, and a working day cannot exceed 12 hours in most circumstances.
Employees in Brunei are entitled to several public holidays each year.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 27 Jan 2025 | Isra and Mi’raj (Tentative Date) |
| 29 Jan 2025 | Chinese New Year |
| 23 Feb 2025 | Brunei’s National Day |
| 24 Feb 2025 | Brunei’s National Day Holiday |
| 3 Mar 2025 | First Day of Ramadan |
| 18 Mar 2025 | Nuzul Al-Quran |
| 31 Mar – 2 Apr 2025 | Hari Raya Aidil Fitri |
| 31 May 2025 | Royal Brunei Armed Forces Day |
| 7 Jun 2025 | Hari Raya Aidil Adha (Eid al-Adha |
| 27 Jun 2025 | Muharram (Muslim New Year) (Tentative Date) |
| 28 Jun 2025 | Day off for Muharram (Muslim New Year) (Tentative Date) |
| 15 Jul 2025 | His Majesty the Sultan’s Birthday |
| 5 Sep 2025 | Mawlid (Prophet Muhammad’s birthday) |
| 6 Sep 2025 | Mawlid Holiday (Prophet Muhammad’s birthday) |
| 25 Dec 2025 | Christmas Day |
The mandatory minimum vacation leave allowance for employees in Brunei varies depending on their length of service. Employees with at least one year of service are entitled to seven days of paid leave, increasing by one day every year. After eight years of service, employees are entitled to 14 days.
After working for an employer for at least six months, employees in Brunei are entitled to a minimum of 14 days of sick leave as outpatients and 60 days of hospital leave.
The parental leave regulations in Brunei vary depending on whether workers are Bruneian citizens or foreign workers. For local Bruneians, the maternity allowance is 15 weeks (13 paid), with two weeks to be taken before the birth date and 13 after. The employer must cover the initial eight weeks of leave (some of which can be claimed back in many cases), after which the state pays any necessary compensation.
For most types of terminations, the amount of mandatory notice depends on the employee’s length of service. For under six months of service, the notice period of one day. This rises to one week beyond six months of service, two weeks for between two and five years of service, and four weeks for five or more years of service.
For most types of terminations, the amount of mandatory notice depends on the employee’s length of service. For under six months of service, the notice period of one day. This rises to one week beyond six months of service, two weeks for between two and five years of service, and four weeks for five or more years of service.
There is no personal income tax in Brunei, so employers do not need to withhold anything from employee salaries. The corporate tax rate in Brunei is 18.5%.
Brunei’s healthcare system is publicly funded, so employers do not need to offer private medical insurance to employees.
There is no mandatory minimum wage in Brunei, so salaries/wages should always be negotiated on a case-by-case basis when hiring employees.
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Holiday Schedule in Brunei [2025]
