Employee benefitsin Brunei

Stateless permanent residents pay BND1 registration and receive treatment under the same Ministry of Health payment scheme as Bruneian citizens. Bring identity documents when obtaining care. Permanent residents who retain foreign nationality and foreign-national spouses generally fund their own treatment under the policy effective July 2025. Exemptions cover specified ongoing treatment, mental-health patients and infectious-disease treatment; hardship cases can be referred for financial assessment. Access follows residency and health-policy rules rather than employment status.

Baiduri Bank includes healthcare coverage in its employee rewards. Medical cover helps pay for treatment under the selected employee health arrangement. The policy defines eligible treatment, covered people and any employee payment; employees should check those terms before treatment.

Baiduri Bank offers staff discount programmes and social and sporting activities. Staff discounts reduce the price of eligible purchases or services under participating arrangements, while group recreation provides opportunities to take part in activities with colleagues. Programme terms determine eligibility and any personal charges.

Baiduri Bank’s employee wellness programme includes health education. An October 2026 dementia-awareness session covered early symptoms, prevention and support for affected people and families.

The National Retirement Scheme, known locally as Skim Persaraan Kebangsaan, combines retirement savings and retirement-income protection for eligible local employees. Employees contribute 8.5% of contributable pay without a cap. Employers pay BND57.50 where monthly pay is BND500 or less; 10.5% for BND500.01–1,500, subject to the same floor; 9.5% for BND1,500.01–2,800; and 8.5% above BND2,800. Contributions use the scheme’s remuneration definition, rather than every allowance. Some older members remain in transitional arrangements.

Employees with less than 5 years’ continuous service have no statutory entitlement to retrenchment benefits under section 73 when employment ends for redundancy or reorganisation. Contractual benefits and final salary must be considered separately.

Baiduri Bank includes life cover in its employee rewards. Life insurance provides money for beneficiaries when an insured employee dies, helping family members meet expenses after the loss of income. The policy defines the insured amount, beneficiary arrangements and exclusions.

Baiduri Bank includes disability coverage in its employee rewards. Disability protection provides financial support when the insured person meets the policy’s disability definition. The employee policy determines the qualifying disability and whether payment takes the form of a lump sum or scheduled benefits.

Baiduri Bank offers employees loan and card benefits and complimentary banking services. A staff loan provides access to borrowed funds that must be repaid; it is separate from a cash grant. The lending agreement sets the interest, repayment schedule and eligibility, while staff banking terms define which services are free.

After 3 months’ service, covered employees earn 7 working days for their first year, rising by one day per completed year to 14 days. Incomplete years are prorated by completed months. Leave is employer paid at the gross rate, in addition to rest days and public holidays. It must be taken within 12 months after the service year. Dismissal other than for misconduct requires payment for untaken entitlement.

Covered employees qualify after one month’s service. Medical certification provides up to 14 days’ outpatient sick leave or 60 days including hospitalisation in a year. Where hospitalisation is under 46 days, the ceiling is 14 days plus hospital days. Employers pay the gross rate, excluding shift allowance for outpatient leave, and fund the examination. Employees must notify or attempt to notify the employer within 48 hours. Rest days, public holidays and other non-working days do not attract separate sick pay.

Eligible Bruneian citizens and permanent residents whose pregnancy ends at 24 weeks or later receive 8 weeks’ leave under the maternity provisions: 2 weeks before the confinement and 6 after. The statutory paid period is 8 weeks at the gross rate, subject to maternity-pay service and eligibility conditions.

Eligible Bruneian citizens and permanent residents receive 15 weeks’ maternity leave: 2 before childbirth and 13 after. The first 13 weeks are paid at the gross rate after at least 180 days’ service; the final 2 weeks are unpaid. Eligibility for this extended regime requires lawful marriage and employer retirement contributions. Give the employer at least one week’s notice of the leave start and report the birth as soon as practicable. Without sufficient reason, missed notice can halve maternity pay.

Under the general maternity regime, covered employees receive 9 weeks’ leave, normally 4 before birth and 5 after, with an agreed 9-week alternative starting no earlier than 28 days before birth and no later than childbirth. After 180 days’ service, 8 weeks are employer paid at the gross rate; the remaining week is unpaid. Give at least one week’s notice of the leave start and inform the employer of the birth as soon as practicable.

Covered employees receive public holidays at the gross rate of pay. Employer and employee can agree a substitute day. A holiday on a rest day shifts to the following working day; a holiday on another non-working day attracts pay or substitute leave. Required holiday work normally adds one day’s basic salary to the holiday’s gross pay, plus any contractual travel allowance. Public-service and essential-service exceptions provide substitute time off. Unauthorised absence around a holiday can remove holiday-pay entitlement.

A general thirteenth-month salary is not automatically required for every employee. An employment contract or collective agreement can provide an annual salary supplement or bonus; section 75 preserves relevant pre-existing agreements until the parties negotiate a variation. Agreed contractual payments must be distinguished from discretionary performance awards.

Baiduri Bank lists a thirteenth-month salary as an employee reward: an additional month’s salary alongside ordinary monthly pay. The employment terms determine the applicable salary basis, eligibility and payment date. This employer benefit is separate from a countrywide statutory requirement.

Baiduri Bank includes performance bonuses in its employee rewards. A performance bonus provides additional pay linked to performance rather than ordinary monthly salary. The employer’s award rules determine the performance assessment, amount, eligibility and payment date.

Baiduri Bank recognises employees for long service and performance. Recognition rewards employment milestones or employee achievements separately from ordinary salary. The employer’s programme determines the form of recognition and qualifying service or performance.

Brunei Shell Petroleum describes discussions of workplace flexibility around caregiving and employees’ life stages in its Asset Directorate. Such arrangements support staff balancing work and personal responsibilities.

Baiduri Bank provides learning, career management and talent mobility for employees. Its professional-certification framework supports staff and managers in assessing the professional value of qualifications and connects certification to employee development. Learning and development supports skills for current roles and future career opportunities.

Employment rights depend on a contract of service. The Employment Act excludes managerial, executive and confidential positions, seamen and domestic workers from its employee definition. A self-employed supplier’s commercial contract does not itself provide employee leave or overtime rights.

Employment contracts covered by the Employment Act must be written and signed, with terms addressing employment and termination. Employee and employer should retain agreed terms on pay and work. A written contract does not allow the parties to remove statutory protections.

Salary periods cannot exceed one month. Ordinary salary must be paid within 7 days after the period ends; overtime must be paid within 14 days. Final-pay deadlines depend on how employment ends.

At the employer’s request, work up to half normal hours on a rest day earns one day’s basic pay; work beyond half up to normal hours earns two days’ basic pay. At the employee’s request, those amounts are half a day and one day respectively. Hours beyond normal attract at least 1.5 times hourly basic pay on top of the applicable day payment. Specific public-service and essential-service exceptions apply.

Covered employees normally work no more than 8 hours daily or 44 weekly, with a weekly rest day. Permitted shorter-week arrangements can use 9-hour days; alternating weeks can reach 48 hours provided the fortnight stays within 88. Shift work averages at most 44 weekly over 3 weeks. Ordinary overtime is paid at least 1.5 times the hourly basic rate and normally capped at 72 hours monthly. For monthly-paid employees, the hourly basic rate is monthly basic salary × 12 ÷ (52 × 44). Specific statutory exceptions and written exemptions apply.

The contract sets notice. Without a notice clause, minimum notice is one day below 26 weeks’ service, one week from 26 weeks to under 2 years, two weeks from 2 to under 5 years, and four weeks from 5 years. Notice must be written; payment of gross salary can replace it. Resignation with notice requires final pay on termination; leaving without full notice permits payment within 7 days. Employer termination requires payment that day or, if impossible, within 3 days excluding rest days and public holidays.

Brunei does not impose personal income tax on individuals. Employer retirement contributions and immigration or insurance obligations still require separate assessment; an individual’s overseas tax obligations depend on their other jurisdictions.

Employers seeking a Foreign Worker Licence must first advertise vacancies through JobCentre Brunei for at least 2 weeks to give local candidates an opportunity. When locals apply, allow the government’s additional recruitment-review process before seeking clearance. A foreign-worker licence and the relevant immigration permissions are separate steps from agreeing an employment contract.