Brunei

The State of Recruitment and Hiring in Brunei in 2025

April 9, 2025

Key Takeaways

Digital transformation is reshaping Brunei’s job market, increasing demand for tech-savvy professionals in areas like AI, cybersecurity, and cloud computing.
Government policies such as the Digital Economy Masterplan and expanded minimum wage are driving fair employment practices and future-ready workforce development.
Employers must adopt strategic hiring practices and offer competitive compensation, while job seekers should prioritize upskilling to meet evolving industry needs.

The recruitment and hiring landscape in Brunei has undergone significant changes in recent years, shaped by evolving economic conditions, shifting workforce expectations, government policies, and technological advancements.

As we move further into 2025, understanding the current state of recruitment in Brunei is not only essential for HR professionals and employers but also crucial for job seekers, policymakers, and business leaders who wish to navigate this dynamic environment effectively.

In today’s competitive and increasingly digital job market, hiring in Brunei is no longer just about filling vacancies; it’s about attracting, engaging, and retaining top talent in a sustainable and forward-thinking manner.

The intersection of local labour market trends with global economic influences has created a unique recruitment climate in the country—marked by both emerging opportunities and pressing challenges.

Brunei’s government continues to play an active role in shaping employment patterns, especially through initiatives aimed at reducing unemployment among locals, increasing private sector participation, and encouraging foreign direct investment.

Programs like JobCentre Brunei (JCB), national upskilling schemes, and incentives for companies that hire local workers have had a noticeable impact on hiring behaviours. However, questions still remain about the long-term efficacy and adaptability of such initiatives, especially amid rapid technological disruption and changing expectations from the younger workforce.

One of the most defining characteristics of recruitment in Brunei in 2025 is the shift in employer expectations and the evolving profile of job seekers.

Employers are increasingly prioritising candidates with digital literacy, adaptability, and soft skills over traditional academic qualifications.

Meanwhile, job seekers—especially younger Bruneians—are placing more importance on career development opportunities, workplace flexibility, and organisational culture, challenging companies to rethink their employer branding and employee value propositions.

Technological integration has also dramatically altered the hiring process.

Recruitment tools powered by artificial intelligence, applicant tracking systems (ATS), and data analytics are becoming more commonplace among forward-looking companies.

These tools are not only streamlining the hiring process but also providing deeper insights into talent pipelines, candidate behaviours, and hiring outcomes.

However, the digital divide and limited HR tech adoption among smaller firms remain notable barriers to inclusive recruitment practices across the board.

Furthermore, the local workforce continues to be influenced by regional labour mobility, competition from foreign professionals, and the growing role of freelance and gig work in certain sectors.

The increasing presence of remote work opportunities has also redefined what it means to participate in the Bruneian job market, opening up both risks and rewards for companies and candidates alike.

This blog will delve deep into the major recruitment trends shaping Brunei in 2025, including sector-specific hiring patterns, the role of government regulations, workforce demographics, and employer strategies for attracting top-tier talent.

We will explore how the recruitment industry is responding to macroeconomic challenges, what innovations are driving hiring decisions, and what businesses can do to build a more resilient and future-ready workforce.

Whether you are a hiring manager, a job seeker, a policymaker, or simply someone with an interest in Brunei’s economic development, this comprehensive guide aims to provide valuable insights into where recruitment stands today—and where it is heading in the near future.

By understanding the nuances of Brunei’s hiring environment, stakeholders can make better decisions, seize growth opportunities, and contribute to a more vibrant and inclusive labour market.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.

With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of The State of Recruitment and Hiring in Brunei in 2025.

If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to hello@9cv9.com.

Or just post 1 free job posting here at 9cv9 Hiring Portal in under 10 minutes.

The State of Recruitment and Hiring in Brunei in 2025

Employment and Labour Force Trends in Brunei: 2025 Outlook
Key Platforms and Agencies in 2025
Technological Advancements in Recruitment in Brunei (2025)
A Deep Dive into Pay Structures and Employee Benefits
Meeting Talent Needs in a Rapidly Evolving Economy
Government Policies and Labour Regulations Shaping Recruitment in Brunei (2025)
Challenges and Opportunities in Brunei’s Labour Market (2025)
Strategic Recommendations for Brunei’s Recruitment and Hiring Landscape (2025)

1. Employment and Labour Force Trends in Brunei: 2025 Outlook

As Brunei moves further into 2025, its employment and labour force trends offer key insights into the overall health of the nation’s labour market. Current projections and statistics from both local and international economic bodies reflect a landscape of low unemployment, modest labour force participation, and an increasingly competitive hiring environment. For employers, HR professionals, policymakers, and investors, understanding these dynamics is essential for making informed decisions in talent acquisition, workforce planning, and long-term economic strategy.

Employment and Unemployment Rates in Brunei (2025 Projections)

Labour Market Conditions Remain Tight

Unemployment in Brunei stood at 4.8% as of December 2024, the lowest rate recorded since 1991, indicating a historically strong employment climate.
Forecasts for 2025 suggest a slight uptick to approximately 4.9%, according to estimates from the International Monetary Fund and local economic indicators.
These figures highlight a sustained period of low unemployment, with the historical average hovering near 4.59%, reinforcing Brunei’s reputation for employment stability.
The economic growth forecast of 2.4% to 3.4% in 2025, as projected by the Ministry of Finance and Economy, is aligned with labour market resilience and supports continued job creation in key sectors.
Tight labour conditions signal limited availability of unemployed individuals actively seeking jobs, which leads to:
- Increased competition among employers for a small pool of talent.
- Higher expectations from job seekers in terms of benefits, work-life balance, and career progression.
- A need for more aggressive recruitment marketing and employer branding efforts to attract quality candidates.

Labour Force Participation Rate and Workforce Engagement

General Workforce Participation Trends

As of December 2023, Brunei’s overall labour force participation rate was 64.0%, reflecting the proportion of working-age individuals who are employed or actively seeking work.
This represents a slight decline from the 64.1% recorded in the previous year, suggesting stable but stagnant engagement levels in the workforce.
A moderate participation rate indicates that while a significant portion of the population is economically active, there remains room for improved engagement, particularly among underrepresented groups.

Youth Participation and Emerging Talent Gaps

The labour force participation rate for youth aged 15–24 remains notably lower than the national average:
- Reported at 38.35% in 2023, with World Bank figures showing a similar rate of 35.5%.
Several factors contribute to the lower youth participation rate:
- A growing number of young Bruneians prioritise higher education and skill development, delaying their entry into the workforce.
- There may be structural challenges in matching education outcomes with current labour market needs, including limited internship pathways, lack of job-readiness, and skills mismatch.
This gap represents both a challenge and an opportunity:
- A challenge in the sense of unrealised labour potential.
- An opportunity for employers and the government to invest in youth employment initiatives, such as vocational training, apprenticeships, and digital skill programs.

Strategic Implications for Recruitment and Hiring in 2025

Labour Market Projections and Business Considerations

Brunei’s employment outlook for 2025 is expected to remain relatively stable, with:
- Low unemployment rates continuing
- A moderate labour force participation rate
- Persistent challenges in tapping into the younger segment of the workforce
Employers in Brunei must acknowledge the tight labour conditions and respond with enhanced recruitment strategies, including:
- Offering competitive compensation packages, including health benefits, performance bonuses, and flexible working arrangements.
- Strengthening employer branding to appeal to both local and foreign talent by showcasing organisational culture, career growth opportunities, and social responsibility efforts.
- Investing in reskilling and upskilling initiatives to make existing employees more adaptable to evolving job roles.
- Tapping into underutilised talent pools, including:
  - Fresh graduates
  - Women returning to work
  - Mid-career professionals looking for industry shifts

Call for Policy and Institutional Support

Policymakers and educational institutions can support labour market resilience by:
- Aligning academic curricula with industry demands, especially in digital, technical, and service-oriented fields.
- Facilitating structured career pathways for youth, including vocational education, job placement programs, and mentorship initiatives.
- Encouraging public-private partnerships aimed at workforce development and digital transformation.

Conclusion: Labour Market Outlook in a Diversifying Economy

The labour market in Brunei in 2025 is shaped by low unemployment, stable workforce participation, and a tightening supply of available talent. While this reflects positively on the country’s economic stability, it also introduces recruitment challenges that demand more strategic, innovative, and inclusive hiring practices. Employers must adapt by expanding their reach, improving talent development pipelines, and aligning with broader national goals of digitalisation and diversification. For long-term workforce sustainability, Brunei must continue addressing gaps in youth employment, enhancing labour market participation, and fostering an environment where all segments of the population can actively contribute to the country’s economic growth.

2. Key Platforms and Agencies in 2025

As Brunei’s workforce dynamics continue to evolve in 2025, the nation’s recruitment ecosystem is adapting through a blend of local and global digital platforms, specialized recruitment agencies, and growing professional networking trends. Employers and job seekers alike are leveraging these tools to connect, hire, and navigate Brunei’s modern employment landscape. With technology driving talent acquisition strategies, the role of online job boards, recruitment consultancies, and social media platforms is more critical than ever.

Online Job Portals in Brunei: Connecting Talent with Opportunity

Online job portals remain at the forefront of recruitment in Brunei, providing accessible, data-rich, and streamlined hiring solutions for both employers and candidates.

Leading Local and Regional Job Boards

JobsBrunei.com
- A widely recognized local job portal serving large corporations and SMEs across the country.
- Offers job postings, resume submissions, and resources on Brunei’s employment legislation and labour market reports.
- Known for its strong brand trust and localized approach to recruitment.
Brurecruit
- Focuses on matching local talent with appropriate job opportunities based on educational background and work experience.
- Popular among young professionals and new graduates entering the workforce.
9cv9 Job Portal
- A growing platform with regional presence, now actively catering to Brunei’s job market.
- Connects employers with pre-screened candidates and provides advanced filtering tools based on skill sets, industry experience, and educational qualifications.
- Especially effective for startups and SMEs seeking agile hiring solutions.
FlexJobs
- While international in scope, it has relevance for Bruneian professionals seeking remote and hybrid work arrangements.
- Offers remote job listings across industries such as IT, writing, marketing, and customer support.
careers-page.com, jobadder.com, and seek.com.au
- Often used by multinational companies operating in or near Brunei.
- Provide regional job listings with greater outreach for employers looking to access talent pools across Southeast Asia.

Key Benefits of Online Job Portals

Cost-effective recruitment channel with broad reach.
Enables job seekers to access sector-specific roles in real-time.
Provides analytics and recruitment performance tracking for employers.
Promotes transparency in the hiring process and accelerates job matching efficiency.

Recruitment Agencies in Brunei: Specialized Talent Sourcing Solutions

In parallel with online job portals, recruitment agencies in Brunei continue to play a pivotal role in facilitating targeted hiring—particularly for technical, managerial, and international roles.

Local and Government-backed Recruitment Support

JobCentre Brunei (JCB)
- Operated by the Ministry of Home Affairs, it acts as the primary government-backed recruitment service.
- Employers are strongly encouraged to post openings here before approaching private or overseas agencies.
- Offers structured programs like internships, career fairs, and skills-matching initiatives.
JB Hired
- A private recruitment firm with a strong presence in sectors such as tech, finance, and management.
- Provides tailored recruitment packages for permanent and contract positions.
9cv9 Recruitment Agency
- A full-service recruitment agency serving the ASEAN region, now actively supporting hiring efforts in Brunei.
- Specialises in roles within technology, marketing, finance, and remote work sectors.
- Offers AI-enhanced talent matching, candidate vetting, and employer branding services to help Bruneian businesses hire faster and smarter.

International Recruitment Support

NES Fircroft
- Known for its stronghold in technical and engineering roles, particularly within the oil and gas sector.
- Frequently engaged by multinational companies operating in Brunei’s upstream and downstream energy segments.
Airswift
- Offers workforce and talent solutions across engineering, infrastructure, and industrial technology.
- Has a dedicated presence in Asia-Pacific and caters to large-scale engineering and energy projects.
AJEETS
- Specialises in the deployment of manpower from countries like India, Nepal, and Bangladesh.
- Active in sectors including construction, oil & gas, manufacturing, and IT.
Horizons
- Offers Employer of Record (EOR) services and global recruitment support, often utilized by businesses expanding operations in Brunei.
- Streamlines the process of hiring international professionals while remaining compliant with local laws.

Strategic Value of Recruitment Agencies

Access to curated talent pools, often with industry-specific experience.
Facilitates both local and international hiring needs.
Helps companies manage urgent and specialised recruitment drives.
Offers consultancy services for talent planning, HR compliance, and onboarding processes.

Professional Networking and Social Media Recruitment Trends

Digital networking platforms and social media are rapidly influencing how recruitment is approached in Brunei. While local data is limited, global trends are gradually reflected within the nation’s hiring strategies.

Growing Use of LinkedIn and Social Platforms

LinkedIn is increasingly used by:
- Employers to promote company culture and source passive candidates.
- Job seekers to connect with recruiters, showcase portfolios, and stay informed on job openings.
Facebook and Instagram are leveraged by some SMEs and startups to:
- Share recruitment campaigns, highlight internal culture, and engage with community-based hiring.
- Run targeted ads to attract job applicants from specific demographic and interest groups.

Benefits of Social Media in Recruitment

Enhances employer visibility and brand appeal.
Encourages two-way interaction between companies and potential candidates.
Serves as a soft screening platform by offering insights into candidates’ professional personas.
Ideal for marketing roles, creative industries, and younger demographics who engage heavily with visual and mobile-first platforms.

Conclusion: The Evolving Recruitment Infrastructure in Brunei

Brunei’s recruitment landscape in 2025 is marked by the integration of digital technologies, cross-border hiring capabilities, and adaptive sourcing strategies. From highly specialised recruitment agencies like 9cv9 and JB Hired, to government-backed resources like JobCentre Brunei, and user-friendly online platforms such as JobsBrunei.com and Brurecruit, employers have access to a diversified set of tools to meet their hiring needs. The emergence of global job portals and professional networking trends further enhances the agility of the nation’s recruitment ecosystem, ensuring that Brunei remains competitive in attracting both local and international talent.

For job seekers, these platforms and agencies present streamlined, accessible pathways to employment across sectors including energy, technology, finance, and services. As Brunei continues its economic diversification journey, the recruitment ecosystem is expected to become even more digital, data-driven, and inclusive.

3. Technological Advancements in Recruitment in Brunei (2025)

The recruitment landscape in Brunei is experiencing a significant transformation in 2025, driven by the accelerated adoption of digital technologies, data analytics, and artificial intelligence. These innovations are enabling both public and private sector employers to enhance their hiring efficiency, improve candidate experiences, and gain deeper insights into workforce planning. The ongoing digital shift aligns Brunei more closely with global recruitment trends and supports the nation’s broader digital economy objectives.

Increasing Adoption of Digital Recruitment Platforms

Brunei’s employers are embracing digital platforms as essential tools in the recruitment process, replacing many traditional hiring practices.

Key Developments:

Widespread Use of Online Job Portals
- Local portals like JobsBrunei.com, Brurecruit, and 9cv9 are now central to talent acquisition strategies across industries.
- These platforms allow companies to post job listings, access digital applicant pools, and streamline candidate screening.
Corporate Websites and Employer Branding
- Many Bruneian companies have enhanced their corporate websites with dedicated career pages.
- These portals serve dual functions: promoting company culture and simplifying the application process.
- Strong employer branding through digital content helps attract quality candidates in a competitive labor market.
Social Media Integration
- Businesses are using platforms such as LinkedIn, Facebook, and Instagram to promote job vacancies and reach younger demographics.
- Social channels also serve as real-time communication tools, allowing companies to respond to applicants and share insights about their organizational values.
Cost and Time Efficiency
- Digital recruitment methods reduce the time and cost associated with traditional advertising and manual application handling.
- The accessibility of online platforms makes them particularly valuable for Micro, Small, and Medium Enterprises (MSMEs) looking to expand their workforce efficiently.

The Emerging Role of Artificial Intelligence in Hiring

Artificial Intelligence (AI) is beginning to reshape the recruitment process in Brunei, offering advanced automation and analytical capabilities.

Notable Trends and Use Cases:

Case Study: Darussalam Assets’ AI Integration
- Successfully deployed SAP Business AI to automate job description creation and generate competency-based interview questions.
- Achieved a 75% reduction in recruitment duration, highlighting the potential for efficiency and cost savings.
AI in Candidate Screening and Matching
- AI tools are being used to:
  - Automatically parse resumes.
  - Match candidates to suitable job openings based on skills and experience.
  - Eliminate human error and bias in initial screening processes.
Conversational AI and Candidate Experience
- Tools like Paradox AI are gaining attention for their chatbot-based interactions that:
  - Answer candidate queries 24/7.
  - Automate interview scheduling.
  - Provide a seamless and responsive candidate journey.
Benefits for Employers
- Enhanced hiring speed and reduced manual workload.
- Improved consistency in candidate evaluation.
- Potential to reduce unconscious bias in recruitment.

Data-Driven Recruitment Through HR Analytics

HR analytics is emerging as a vital tool for evidence-based hiring and strategic workforce planning in Brunei.

Integration with National Digital Infrastructure:

Encouragement from National Programs
- The PENJANA scheme promotes the use of digital solutions, including HR analytics, particularly among MSMEs.
- Encourages companies to shift from reactive to proactive workforce management strategies.
Leveraging Brunei’s High Internet Penetration
- Widespread internet access supports the implementation of cloud-based HR Management Systems (HRMS).
- These platforms provide centralized dashboards for tracking recruitment performance, employee lifecycle metrics, and workforce productivity.

Key Advantages of HR Analytics:

Predictive insights into employee turnover and skill shortages.
Enhanced ability to optimize recruitment channels and hiring timelines.
Support for talent forecasting, cost allocation, and workforce diversity analysis.
Customization of hiring strategies based on real-time data and historical trends.

Technology-Assisted Adaptive Recruitment Campaigns

One of the most innovative recruitment strategies witnessed in Brunei involves adaptive recruitment, using technology for real-time adjustments and targeted outreach.

Case Study: COVID-19 Vaccine Immunogenicity Study

Digital Recruitment Through Health Records
- Utilized Brunei’s Electronic Health Record (EHR) system to identify eligible participants.
- SMS campaigns were deployed to reach selected individuals directly based on health data.
Adaptive Recruitment Tactics
- Strategy modified in real-time based on response rates and behavioral feedback.
- Leveraged insights from behavioral science to refine message timing and content for optimal engagement.

Broader Implications for Talent Acquisition:

Demonstrates the capability of Brunei’s digital systems to support large-scale, data-driven recruitment efforts.
Illustrates how cross-sector collaboration (health, tech, and HR) can yield efficient and precise hiring or participant acquisition outcomes.
Suggests a model for future specialized or volume-based hiring campaigns, particularly in public health, education, and national research projects.

Conclusion: Brunei’s Technological Leap in Recruitment

The state of recruitment and hiring in Brunei in 2025 reflects a nation actively embracing technological innovation to address workforce challenges and optimize talent acquisition. With the integration of AI, HR analytics, and adaptive recruitment strategies, Bruneian companies are becoming more agile and competitive in a globalized employment market. These developments align with Brunei’s broader digital transformation goals and ensure that the country’s recruitment ecosystem remains efficient, inclusive, and future-ready.

As more employers explore platforms like 9cv9, adopt data-driven recruitment tools, and engage with AI solutions, Brunei is poised to set a regional example for smart, scalable, and technology-enabled hiring.

4. A Deep Dive into Pay Structures and Employee Benefits

As Brunei continues its transition into a digitally empowered and knowledge-driven economy, understanding the evolving compensation landscape is critical for both employers and job seekers. In 2025, the nation’s salary structures, industry-specific remuneration packages, and employee benefits are increasingly influenced by market demand, globalization, and government policies. This section provides a detailed overview of the state of salaries and benefits in Brunei, helping readers navigate the nuances of total compensation in today’s job market.

Average Salary Levels and Income Distribution

The general salary landscape in Brunei reflects a moderate yet stable earning environment, with variations influenced by professional background, education, and sector-specific demand.

Key Insights:

National Average and Median Salary:
- As of 2025, the average monthly salary in Brunei stands at BND 2,500, equivalent to approximately USD 1,837.
- The median monthly income is also BND 2,500, suggesting a relatively balanced income distribution across the workforce.
Salary Ranges Across the Workforce:
- Lower-income brackets typically earn around BND 1,200 per month.
- High earners, especially in specialized or leadership roles, may receive up to BND 5,000 per month or more.
Influencing Factors on Salary:
- Educational attainment and years of experience remain strong predictors of earning capacity.
- Occupational field and location within Brunei also affect salary levels, with urban centers like Bandar Seri Begawan offering higher compensation due to demand and living costs.

Sector-Specific Salary Benchmarks (Emphasis on High-Demand Industries)

Brunei’s strategic push towards digital transformation and economic diversification has led to an increase in demand for tech and engineering professionals. These sectors now offer some of the most competitive salaries in the country.

Technology and Digital Roles:

Software Engineering Managers:
- Annual salaries range from BND 72,000 to BND 180,000, depending on team size and technical scope.
IT Directors:
- Executive roles in IT leadership command salaries between BND 120,000 and BND 180,000 annually.
Data Analysts and Data Scientists:
- Professionals in this space earn an average of USD 120,931, with higher-tier positions reaching up to USD 126,430 annually.
Artificial Intelligence (AI) Specialists:
- Salaries span from BND 78,000 to BND 120,000 per year, reflecting high demand for AI expertise.
Cloud Architects:
- Annual compensation ranges between BND 90,000 and BND 150,000, underscoring the importance of cloud infrastructure in Brunei’s digital growth.
Full-Stack Developers:
- Pay scales typically fall between BND 60,000 and BND 120,000 annually, influenced by experience with modern development frameworks.
DevOps Engineers:
- Specialists in continuous integration and deployment earn between BND 72,000 and BND 120,000 per year.
Principal Software Engineers:
- Senior-level roles offer BND 90,000 to BND 150,000 annually, reflecting leadership responsibilities.
Cybersecurity Professionals:
- Entry-level positions offer BND 2,500 to BND 4,000 per month, with senior roles reaching up to BND 144,000 annually.
Data Governance Specialists:
- Depending on experience, salaries range from USD 33,750 to USD 101,250 per year.

Oil and Gas Sector:

While current official salary data remains limited, community-based reports suggest:
- Engineers in the oil and gas industry may earn between BND 900 to BND 3,000 per month, depending on specialization, company, and role complexity.

Compensation Packages and Employee Benefits in Brunei (2025)

Beyond base salary, compensation in Brunei includes statutory and supplementary benefits that reflect both local regulations and competitive hiring practices.

Government-Mandated Compensation Policies:

Minimum Wage Policy:
- The statutory minimum wage remains at BND 500 per month for key sectors such as telecommunications, banking, and finance.
- Phase 2 expansion in April 2025 extends this to additional industries, including healthcare, education, financial services, and hospitality.
Annual Leave Entitlements:
- Employees receive 7 days of paid leave after one year of service, scaling up to 14 days after eight years or more.
Maternity Leave Provisions:
- First 8 weeks are paid in full by the employer.
- Next 5 weeks are paid by the government.
- An additional 2 weeks of unpaid leave is also permitted.
Social Security Coverage:
- Brunei’s social security system offers protection for old age, invalidity, survivorship, healthcare, and maternity.
- Contributions are made by both employers and employees, as per government regulations.

Supplementary Employer-Provided Benefits:

Housing and Transportation Allowances:
- Especially common for expatriates or employees who need to relocate within Brunei.
Education and Childcare Support:
- Includes tuition reimbursement or education allowances to support working parents.
Healthcare and Wellness Perks:
- Many organizations provide comprehensive medical, dental, and vision insurance, including family coverage.
Retirement and Savings Plans:
- In addition to government pension schemes, some employers offer voluntary retirement savings programs with matching contributions.
Learning and Development Opportunities:
- Includes on-the-job training, professional certification courses, and external development programs.

Strategic Importance of Competitive Packages:

In a labor market where talent retention is increasingly difficult due to regional mobility, comprehensive compensation packages are essential.
Employers in sectors like technology, oil & gas, and financial services are investing more in benefits to secure high-caliber professionals.

Conclusion: The Evolving Salary and Benefits Ecosystem in Brunei

Brunei’s compensation landscape in 2025 reflects a shift towards more transparent, data-driven, and competitive salary structures. As industries evolve and digitalization deepens, salary levels—particularly in high-growth sectors—are seeing upward pressure. Furthermore, with enhanced statutory benefits and diversified employer-provided perks, Brunei’s workforce is positioned to benefit from more holistic and attractive employment packages.

Employers who wish to stay competitive must adapt by aligning their compensation strategies with both market expectations and employee well-being. Meanwhile, job seekers should evaluate opportunities not only on salary alone but also on the total value of benefits and growth potential in their chosen field.

5. Meeting Talent Needs in a Rapidly Evolving Economy

In 2025, Brunei’s labor market is undergoing significant transformation as the nation intensifies efforts to diversify its economy and strengthen its digital capabilities. As businesses align with national goals such as the Brunei Vision 2035 and the Digital Economy Masterplan 2025, the demand for highly skilled talent is surging across both technical and non-technical domains. Understanding which competencies are in high demand is critical for job seekers aiming to stay relevant, as well as for employers seeking to build agile and future-ready workforces.

Technical Skills in High Demand

Brunei’s rapid shift toward digitalisation has dramatically increased the need for professionals with robust technical proficiencies, particularly in areas that support innovation, infrastructure, and data-driven decision-making.

Top Technical Competencies Sought by Employers:

Data Analytics & Data Science:
- Ability to extract, clean, and interpret large datasets for strategic insights.
- Familiarity with tools such as Python, R, SQL, and business intelligence software like Tableau or Power BI.
Cybersecurity:
- Expertise in network protection, threat detection, vulnerability assessment, and incident response.
- Certifications such as Certified Information Systems Security Professional (CISSP) and Certified Ethical Hacker (CEH) are highly valued.
Cloud Computing & Infrastructure:
- Proficiency in platforms such as AWS, Microsoft Azure, and Google Cloud Platform.
- Roles in high demand include Cloud Architects, Cloud Engineers, and DevOps specialists.
Software & Full-Stack Development:
- Strong programming skills in Python, C++, Java, JavaScript, and frameworks such as React, Angular, and Node.js.
- Ability to build scalable, secure, and maintainable web and mobile applications.
Artificial Intelligence (AI) and Machine Learning (ML):
- Understanding of algorithms, natural language processing (NLP), and AI model deployment.
- Applications range from smart automation to customer experience enhancement and fraud detection.
DevOps & Automation Engineering:
- Skills in integrating development and operations for continuous integration/deployment (CI/CD).
- Knowledge of containerization tools like Docker and orchestration with Kubernetes is in demand.
Network Engineering:
- Critical for maintaining digital connectivity in both enterprise and public sector infrastructures.
- Skills include configuring and securing routers, switches, and other communication devices.

Essential Soft Skills and Transferable Competencies

In parallel with technical ability, soft skills have gained prominence in hiring decisions. Employers in Brunei increasingly prioritize emotional intelligence, adaptability, and collaboration — qualities that ensure long-term organizational resilience.

Most In-Demand Soft and Transferable Skills:

Analytical and Critical Thinking:
- Capacity to evaluate problems objectively and implement effective solutions across diverse scenarios.
Systems Thinking:
- Understanding how different departments and technologies interact within a business or ecosystem.
Communication Skills:
- Clear and effective written and verbal communication to facilitate teamwork and cross-functional collaboration.
Problem Solving:
- Resourcefulness in addressing challenges, especially within dynamic or uncertain environments.
Adaptability and Learning Agility:
- Ability to quickly learn new tools, technologies, and processes to stay relevant in a fast-paced job market.
Teamwork and Leadership Potential:
- Competence in working across diverse teams and the capacity to take initiative or manage teams as required.

These soft skills are especially important in leadership roles, client-facing positions, and cross-functional teams that require consistent coordination and innovation.

Sector-Specific Talent Requirements

While the tech sector remains a major driver of talent demand in 2025, Brunei’s economy continues to rely on other critical industries such as energy, healthcare, and professional services. Each of these sectors has its own unique skill requirements.

Oil and Gas Industry:

Engineering Disciplines:
- Specialisations in mechanical, chemical, and petroleum engineering are still essential.
Operational & Technical Skills:
- High demand for professionals with knowledge in lifting operations, welding, non-destructive testing (NDT), and HSE (Health, Safety, and Environment) compliance.
Regulatory Compliance and Project Management:
- Experience in managing industrial standards and regulatory protocols is increasingly desirable.

Healthcare Sector:

Clinical Roles:
- Persistent demand for registered nurses, pharmacists, and clinical support staff to meet the growing health needs of the population.
Medical Technology Proficiency:
- Skills in operating diagnostic and imaging equipment, as well as familiarity with electronic health records (EHR).

Professional Services and Built Environment:

Architecture and Engineering Consultancy:
- Ongoing need for licensed architects, civil engineers, and urban planners, especially as infrastructure development continues.
Surveying Disciplines:
- Quantity surveyors and land surveyors remain in demand, especially with the enforcement of minimum wage policies in these professional areas starting in 2025.

These skill sets support national infrastructure development and are aligned with Brunei’s broader goals for sustainable urbanization and sectoral diversification.

Conclusion: Skills That Drive Brunei’s Workforce Forward

The job market in Brunei in 2025 is shaped by digital transformation, strategic economic planning, and evolving industry needs. Employers are not only seeking individuals with technical expertise but also professionals who can adapt, collaborate, and lead in a dynamic work environment.

To remain competitive, job seekers must focus on upskilling in emerging technologies while honing their soft skills and domain-specific expertise. At the same time, employers are urged to align their recruitment strategies with these talent demands, ensuring they can attract and retain professionals who will drive innovation, resilience, and sustainable growth.

This shift signifies more than just a hiring trend — it is a signal of Brunei’s readiness to embrace a globally integrated, future-oriented workforce.

6. Government Policies and Labour Regulations Shaping Recruitment in Brunei (2025)

As Brunei enters a new phase of economic transformation, government-driven policies are playing an increasingly strategic role in shaping the recruitment and hiring landscape across various sectors. In 2025, significant legislative, economic, and educational reforms have been introduced to strengthen workforce protections, boost local talent development, and adapt to the demands of a technology-driven global economy.

The country’s proactive stance is evident through initiatives such as the expansion of the minimum wage, regulatory controls on foreign labour, alignment of education with future job roles, and a focused digitalisation agenda — all of which are reshaping how businesses recruit and retain talent in Brunei.

Minimum Wage Expansion and Its Impact on Hiring Practices

The phased implementation of Brunei’s national minimum wage policy has had substantial implications for employers and the recruitment process in 2025.

Key Developments in Minimum Wage Legislation:

Second Phase Effective April 2025:
- The government expanded the minimum wage mandate to nine sub-industries across six key sectors:
  - Financial and Insurance Activities
  - Human Health and Social Work
  - Education (specifically private tertiary institutions)
  - Professional, Scientific, and Technical Activities
  - Administrative and Support Services
  - Accommodation and Food Services
- This follows the first phase launched in July 2023, covering Banking, Financial, and ICT sectors.
Enforcement and Compliance Measures:
- Employers are legally required to provide updated written contracts to all employees — local and foreign — reflecting the newly mandated minimum wages.
- Non-compliance can result in penalties of up to BND 3,000, imprisonment for up to one year, or both, under the Employment Order (Minimum Wage) 2025.
Implications for Recruitment:
- Companies must factor in wage adjustments during budgeting for new hires.
- The policy increases the competitiveness of roles in traditionally lower-paying industries, potentially reducing turnover and improving job satisfaction.

The Digital Economy Masterplan 2025: Shaping Future Workforce Demands

The Digital Economy Masterplan 2025 is a cornerstone of Brunei’s long-term strategy to future-proof its economy and workforce by accelerating digital transformation across both public and private sectors.

Recruitment Impacts of the Digital Economy Strategy:

Focus on Digital Skills Development:
- The government is driving initiatives to increase local capabilities in data science, cybersecurity, AI, cloud infrastructure, and IoT.
- Talent development is being supported through scholarships, public-private partnerships, and training programs.
Cross-Industry Digitalisation:
- Traditional sectors such as oil and gas, education, and finance are undergoing digital integration, thereby increasing the demand for digitally literate candidates in non-tech roles.
Job Market Trends Driven by Technology:
- The Masterplan encourages companies to adapt by hiring for emerging job roles in areas like digital marketing, fintech, robotics, and automation.
- It also fosters the development of local tech startups, creating new employment opportunities for Bruneians.

Foreign Workforce Regulations and Local Talent Prioritisation

Brunei has long maintained a structured approach to foreign labour hiring to balance the need for global expertise while prioritizing local employment.

Regulatory Requirements for Hiring Foreign Workers:

Mandatory Licensing (Lesen Pekerja Asing – LPA):
- Employers must obtain an LPA through approved employment agencies and justify the absence of suitable local candidates.
Approval Process Involves:
- Posting vacancies with JobCentre Brunei.
- Securing endorsements from relevant government bodies.
- Submitting documentation to the Department of Labour and Immigration and National Registration.
Compliance Protocols:
- All foreign workers must acquire employment visas, pass medical examinations, and abide by labour and immigration laws.
Sectoral Employment Quotas:
- Certain industries may face caps or restrictions on the number of foreign employees permitted, depending on labour market conditions and strategic sectoral priorities.
Recruitment Strategy Considerations:
- Employers must build robust pipelines for local talent and invest in training programs to reduce reliance on foreign labour over time.

Educational Alignment with Future Labour Market Needs

A forward-looking national approach to education is playing a crucial role in building a job-ready workforce in Brunei.

Strategic Education Reforms and Workforce Planning:

CSPS-Driven Forecasting:
- The Centre for Strategic and Policy Studies (CSPS) has conducted research to identify emerging job roles that will be crucial in the coming years, including:
  - Agricultural Ecologist
  - Big Data Model Designer
  - Sustainable Energy Solutions Engineer
Expanding Supply of Skilled Talent:
- Institutions such as Universiti Brunei Darussalam (UBD), Politeknik Brunei, and the Institute of Brunei Technical Education (IBTE) are increasing enrolment in high-demand programs.
- Special attention is being given to sustained-need professions such as registered nurses, pharmacists, and engineers.
STEM and Health Sector Investment:
- Significant government backing has been directed toward STEM education, with a dual focus on technical knowledge and foundational skills such as:
  - Systems Thinking
  - Analytical Reasoning
  - Communication and Collaboration
Impact on Hiring and Workforce Planning:
- These measures are designed to reduce skills mismatches in the labour market.
- Employers can increasingly tap into a more specialised and industry-ready local graduate pool.

Conclusion: The Role of Policy in Shaping Brunei’s Hiring Environment

Government policies in Brunei are having a transformative impact on recruitment and employment practices in 2025. Through strategic initiatives such as minimum wage regulation, education reform, and digital economy development, Brunei is building a labour market that is fairer, more dynamic, and globally competitive.

Employers operating in the country must remain fully aware of evolving labour laws, immigration regulations, and workforce development strategies to attract and retain the best talent while ensuring legal compliance. Meanwhile, job seekers are advised to focus on upskilling in technology, adapting to future industry needs, and leveraging opportunities created through national policy frameworks.

7. Challenges and Opportunities in Brunei’s Labour Market (2025)

Brunei Darussalam’s labour market in 2025 is shaped by a complex interplay of challenges and emerging opportunities for both employers and job seekers. As the country advances its national agenda for digital transformation, economic diversification, and workforce development, stakeholders must navigate a rapidly evolving employment landscape marked by skills gaps, demographic limitations, and shifting work expectations.

Despite the nation’s low unemployment rate, underlying structural issues continue to impact recruitment, retention, and career progression. However, the same environment is also generating promising avenues for workforce participation in new and emerging sectors, supported by proactive government policies and technological advancements.

Challenges Faced by Employers in Brunei’s Evolving Job Market

Recruiters and business owners in Brunei are encountering a number of pressing challenges in 2025 that influence their hiring strategies and talent retention efforts.

Key Employer Challenges:

Limited Local Talent Pool:
- Brunei’s small population constrains the number of available local candidates, particularly in high-demand or niche sectors.
- Specialized fields such as information technology, engineering, healthcare, and scientific research often face talent shortages.
Skills Gap in Emerging Sectors:
- Many roles in data science, artificial intelligence, and digital infrastructure require advanced technical skills that are not yet widely available in the local workforce.
- This has increased dependency on foreign talent, especially for roles demanding international certifications or highly specialized expertise.
Complex Regulatory Requirements for Foreign Hiring:
- Employers must adhere to labour and immigration regulations when hiring international workers, including obtaining Foreign Workers Licenses (LPA) and navigating sectoral quotas.
- These administrative processes can delay recruitment timelines and increase costs.
High Competition for Skilled Talent:
- With a low national unemployment rate, qualified professionals often have multiple job options, forcing employers to compete on salary, benefits, and company culture.
- Retention strategies have become just as crucial as recruitment efforts.
Evolving Workforce Expectations:
- Modern employees in Brunei, especially younger generations, are increasingly prioritizing:
  - Work-life balance
  - Flexible work arrangements
  - Opportunities for continuous learning and career advancement
- Employers who do not adapt to these preferences may struggle to attract top-tier talent.

Challenges Faced by Job Seekers in Brunei’s 2025 Labour Landscape

Although the country’s unemployment levels remain low, job seekers in Brunei continue to face several hurdles that can hinder access to meaningful and future-proof employment.

Job Seeker Challenges:

Mismatch Between Qualifications and Industry Demand:
- Graduates or professionals may find that their current qualifications are not aligned with high-growth industries, especially in fields such as cybersecurity, cloud computing, and AI.
- A lack of exposure to industry-relevant experience can limit job prospects, particularly in competitive sectors.
High Demand for Entry-Level Positions:
- There is considerable competition for jobs in popular industries such as finance, education, and healthcare, especially at the entry-level or internship stages.
- Job seekers must stand out through certifications, digital skills, or relevant project experience.
Need for Lifelong Learning and Upskilling:
- The fast pace of technological innovation requires workers to continuously upgrade their skills to stay competitive.
- Without proactive reskilling, individuals risk becoming less employable in high-demand industries.
Geographic and Mobility Constraints:
- Opportunities may be concentrated in urban areas, limiting access for individuals in more remote districts.
- Limited regional job mobility can further restrict career advancement for certain job seekers.

Emerging Opportunities in Brunei’s Labour Market in 2025

Despite the challenges, Brunei’s workforce ecosystem is also brimming with potential — driven by government initiatives, technological growth, and diversification across multiple sectors.

Opportunities for Job Seekers and Employers:

Expansion of the Digital and Tech Sector:
- With the ongoing implementation of Brunei’s Digital Economy Masterplan 2025, there is growing demand for digital professionals, particularly in:
  - Software development
  - Cybersecurity and ethical hacking
  - Data science and analytics
  - Cloud computing and DevOps
- These roles often offer competitive salaries, remote work options, and international employment potential.
Diversification of the National Economy:
- Brunei’s strategic pivot away from oil and gas dependency is fostering job creation in new sectors, including:
  - Petrochemicals
  - Renewable energy and sustainability
  - Tourism and ecotourism
  - Halal food and pharmaceutical industries
Government Investment in Workforce Development:
- Institutions such as UBD, IBTE, and Politeknik Brunei are expanding their program offerings to meet future job needs.
- National reskilling initiatives and industry-academia partnerships are preparing job seekers for future-oriented careers.
Access to Remote and Cross-Border Work:
- The growing normalization of remote work has created a dual benefit:
  - Bruneians can work for global companies without leaving the country.
  - International professionals with digital skillsets may also contribute to Brunei’s workforce, enhancing talent diversity and innovation.
Entrepreneurial and Freelance Opportunities:
- The increasing emphasis on digital platforms and e-commerce is encouraging a rise in startups, freelancing, and microenterprises.
- Government support through grants, incubators, and training is creating an enabling environment for self-employment.

Conclusion: A Labour Market in Transition

Brunei’s 2025 labour market is at a critical juncture, balancing between long-standing challenges and newly emerging opportunities. While employers contend with a constrained talent pool and shifting workforce dynamics, job seekers are tasked with adapting to a rapidly evolving employment landscape.

However, the government’s focus on digital transformation, education reform, and economic diversification is laying the foundation for a more agile, skilled, and resilient labour force. Stakeholders across the public and private sectors must collaborate to address skill mismatches, streamline hiring processes, and embrace new models of work to ensure Brunei’s continued progress and competitiveness in the global economy.

8. Strategic Recommendations for Brunei’s Recruitment and Hiring Landscape (2025)

In 2025, Brunei Darussalam’s labour market is characterised by a dynamic shift driven by economic diversification, digital transformation, and proactive government policy. While the unemployment rate remains relatively low, the competition for skilled professionals has intensified, especially in high-growth sectors such as technology, professional services, and healthcare.

To navigate this evolving environment, strategic actions must be taken by both employers and job seekers. These measures should not only address immediate talent shortages but also support long-term workforce sustainability, national digital goals, and economic resilience.

Recommendations for Employers: Strengthening Talent Acquisition and Workforce Readiness

Employers operating in Brunei in 2025 face a complex hiring environment. To remain competitive, organisations must adopt agile, forward-looking recruitment strategies and invest in internal capability building.

Key Actions for Employers:

Adopt Data-Driven Workforce Planning:
- Utilise labour market intelligence and industry forecasting tools to anticipate future talent requirements.
- Focus on building workforce capabilities in emerging domains such as data analytics, cloud computing, AI, cybersecurity, and green technologies.
Enhance Employer Branding and Value Proposition:
- Promote organisational culture, purpose-driven missions, and career advancement opportunities through multiple digital platforms.
- Build a strong digital presence on professional networks like LinkedIn to attract both local and international talent.
Establish Strong Industry-Education Linkages:
- Partner with educational institutions like UBD, Politeknik Brunei, and IBTE to develop internship programmes, talent pipelines, and sector-specific training curricula.
- Participate in government-industry roundtables to help shape future skills development initiatives.
Leverage Local and Global Recruitment Channels:
- Collaborate with reputable local and international recruitment agencies to widen access to skilled candidates, especially for hard-to-fill or specialised roles.
- Use targeted advertising on job portals and industry-specific career platforms to reach passive job seekers.
Implement Advanced Recruitment Technologies:
- Integrate AI-powered applicant tracking systems (ATS) and HR analytics to improve candidate screening and hiring efficiency.
- Explore digital interviewing tools and psychometric assessments to streamline evaluation processes.
Offer Competitive and Flexible Employment Packages:
- Provide attractive compensation structures in line with Brunei’s labour market benchmarks.
- Include non-monetary benefits such as hybrid work models, wellness programmes, and professional development subsidies.
Ensure Regulatory Compliance and Ethical Hiring:
- Stay updated on all labour regulations, including the Minimum Wage Order 2025 and procedures for employing foreign workers.
- Maintain transparent employment contracts and fair recruitment practices for both local and foreign hires.
Build Internal Upskilling and Retention Programmes:
- Invest in training, mentoring, and career progression pathways for existing employees to fill internal skills gaps.
- Launch reskilling initiatives to future-proof the workforce and improve overall staff retention.

Recommendations for Job Seekers: Maximising Employability and Career Opportunities

Job seekers in Brunei must take an active and strategic approach to their career development in 2025. The rapidly changing economy demands a blend of technical competencies, soft skills, and lifelong learning to remain competitive and adaptable.

Key Actions for Job Seekers:

Pursue In-Demand Skills and Certifications:
- Focus on high-growth sectors such as information technology, engineering, renewable energy, and professional services.
- Obtain certifications in areas like cloud services (AWS, Azure), data science, cybersecurity (CISSP, CEH), and AI/ML to enhance qualifications.
Utilise Digital Platforms and Recruitment Networks:
- Actively search and apply for jobs via platforms such as JobCentre Brunei, LinkedIn, and Glassdoor.
- Engage with recruitment consultants to explore career paths and gain insights into current hiring trends.
Take Advantage of Government-Led Skills Programmes:
- Enrol in courses and training supported by initiatives under the Digital Economy Masterplan 2025 and Manpower Planning Council (MPC).
- Monitor announcements from relevant ministries regarding scholarships, upskilling grants, and industry training schemes.
Develop Transferable and Soft Skills:
- Improve abilities in critical thinking, communication, adaptability, and collaboration—skills increasingly valued across all industries.
- Participate in workshops, volunteering, or project-based work to build practical experience.
Stay Informed and Future-Ready:
- Keep up with labour market updates, emerging job roles, and economic developments through reputable sources such as the Centre for Strategic and Policy Studies (CSPS).
- Be adaptable in considering new career directions aligned with Brunei’s diversification strategy.
Engage in Professional Networking and Mentorship:
- Attend local career fairs, industry events, and webinars to expand professional connections.
- Join relevant professional associations or online communities to access mentorship and insider job opportunities.

Conclusion: A Collaborative Path Toward Workforce Sustainability

The recruitment and hiring ecosystem in Brunei in 2025 is positioned at a transformative stage. With strategic planning, employers can strengthen their talent pipelines and build resilient organisations, while job seekers can seize emerging opportunities by upskilling and aligning with future job market needs.

For Brunei to fully realise its vision of a digital, diversified economy, continued collaboration between government, industry, and academia is essential. By implementing the right strategies today, Brunei’s workforce can be well-prepared to meet the challenges and opportunities of tomorrow.

Conclusion

The recruitment and hiring landscape in Brunei Darussalam in 2025 has entered a transformative era—marked by a delicate balance between challenges and opportunities, shaped by both domestic ambitions and global trends. With the country’s concerted push toward economic diversification, technological advancement, and human capital development, the employment ecosystem is undergoing significant and strategic changes.

Brunei’s labour market in 2025 reflects a nation in transition—moving beyond its traditional dependence on the oil and gas sector, and actively nurturing new economic pillars such as information and communications technology (ICT), finance, healthcare, professional services, and sustainable industries. This transition is guided by national blueprints such as the Digital Economy Masterplan 2025, which serves not only as a roadmap for innovation but also as a framework for workforce transformation.

Shifting Employer Priorities and Talent Demands

From the perspective of employers, the recruitment environment has become increasingly competitive. Organisations across Brunei are seeking not just qualified candidates, but professionals with the agility to adapt to digital tools, data-centric environments, and global work standards. Technical expertise—especially in fields like cybersecurity, software development, data science, and cloud computing—is highly sought after. Simultaneously, there is a growing recognition of the value of transferable soft skills such as critical thinking, adaptability, communication, and teamwork, all of which are essential in fostering productive and future-ready workplaces.

Employers are being urged to rethink their talent acquisition strategies. Proactive workforce planning, stronger partnerships with educational institutions, and investment in employer branding are becoming necessary components of successful hiring strategies in 2025. Furthermore, the use of AI-powered recruitment platforms, data analytics, and HR automation tools is streamlining recruitment processes, enabling organisations to make faster, more informed hiring decisions.

Government Policy as a Catalyst for Labour Market Modernisation

One of the defining features of Brunei’s hiring environment in 2025 is the influence of evolving government policies. Initiatives such as the Minimum Wage Order (2025) demonstrate the country’s efforts to strengthen worker protections and establish fair wage standards across a growing number of industries. These policies are improving transparency and compliance in the private sector while reinforcing Brunei’s commitment to sustainable socio-economic development.

Meanwhile, foreign workforce regulations continue to balance the country’s need for skilled international talent with a prioritisation of local employment. The procedural requirements surrounding the recruitment of foreign workers, such as securing the Foreign Worker Licence (LPA) and job market validation via JobCentre Brunei, reflect the government’s strategic intent to develop and protect the domestic talent pipeline.

The alignment of Brunei’s education system with future workforce demands—informed by insights from the Centre for Strategic and Policy Studies (CSPS)—is another crucial aspect. By reshaping curricula, investing in STEM education, and expanding the capacities of higher learning institutions, Brunei is positioning its youth for employment in emerging roles across both traditional and non-traditional sectors.

Opportunities for Job Seekers in a Digital Economy

For job seekers in Brunei, the path to success in 2025 requires adaptability, continuous learning, and an understanding of evolving industry needs. While the national unemployment rate remains low, the skills mismatch between job seekers and employer needs remains a persistent issue. Opportunities are abundant for individuals who take the initiative to upskill in high-demand areas—especially those aligned with the digital economy and professional services sectors.

Job seekers who embrace lifelong learning, participate in government-supported training programmes, and stay informed about market trends will be better positioned to seize new roles that arise from Brunei’s diversification efforts. The increasing openness to remote work models and cross-border collaboration is also creating opportunities for local talent to work with international organisations—broadening career horizons beyond domestic borders.

The Road Ahead: Workforce Resilience and National Competitiveness

As Brunei continues its journey toward becoming a Smart Nation, workforce development will remain central to the country’s economic and social progress. The future of recruitment and hiring in Brunei will be shaped by how well stakeholders—including the government, private sector, educational institutions, and job seekers—collaborate to close the skills gap, foster inclusive employment, and build a labour market that is agile, resilient, and future-proof.

For employers, this means staying responsive to market dynamics, investing in human capital, and building inclusive, innovative workplaces. For job seekers, it involves embracing continuous personal development and aligning with industries of the future. And for policymakers, it requires creating an enabling environment that supports both labour market efficiency and workforce inclusivity.

Final Thoughts: A Nation Empowering Its People

In conclusion, the state of recruitment and hiring in Brunei in 2025 offers a promising outlook—characterised by strategic growth, forward-thinking governance, and increasing alignment between industry needs and talent development. Although challenges remain, especially around specialised skill shortages and regulatory navigation, the collective momentum towards innovation and inclusion is shaping a more robust, competitive, and resilient workforce for the Sultanate.

Brunei’s success in the coming years will depend on its ability to harness the potential of its people. By fostering a culture of lifelong learning, embracing digital transformation, and nurturing inclusive employment ecosystems, Brunei is well on its way to building a workforce that not only meets today’s demands but is prepared to shape the future of work in Southeast Asia.

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The State of Recruitment and Hiring in Brunei in 2025

1. Employment and Labour Force Trends in Brunei: 2025 Outlook

Employment and Unemployment Rates in Brunei (2025 Projections)

Labour Market Conditions Remain Tight

Labour Force Participation Rate and Workforce Engagement

General Workforce Participation Trends

Youth Participation and Emerging Talent Gaps

Strategic Implications for Recruitment and Hiring in 2025

Labour Market Projections and Business Considerations

Call for Policy and Institutional Support

Conclusion: Labour Market Outlook in a Diversifying Economy

2. Key Platforms and Agencies in 2025

Online Job Portals in Brunei: Connecting Talent with Opportunity

Leading Local and Regional Job Boards

Key Benefits of Online Job Portals

Recruitment Agencies in Brunei: Specialized Talent Sourcing Solutions

Local and Government-backed Recruitment Support

International Recruitment Support

Strategic Value of Recruitment Agencies

Professional Networking and Social Media Recruitment Trends

Growing Use of LinkedIn and Social Platforms

Benefits of Social Media in Recruitment

Conclusion: The Evolving Recruitment Infrastructure in Brunei

3. Technological Advancements in Recruitment in Brunei (2025)

Increasing Adoption of Digital Recruitment Platforms

Key Developments:

The Emerging Role of Artificial Intelligence in Hiring

Notable Trends and Use Cases:

Data-Driven Recruitment Through HR Analytics

Integration with National Digital Infrastructure:

Key Advantages of HR Analytics:

Technology-Assisted Adaptive Recruitment Campaigns

Case Study: COVID-19 Vaccine Immunogenicity Study

Broader Implications for Talent Acquisition:

Conclusion: Brunei’s Technological Leap in Recruitment

4. A Deep Dive into Pay Structures and Employee Benefits

Average Salary Levels and Income Distribution

Key Insights:

Sector-Specific Salary Benchmarks (Emphasis on High-Demand Industries)

Technology and Digital Roles:

Oil and Gas Sector:

Compensation Packages and Employee Benefits in Brunei (2025)

Government-Mandated Compensation Policies:

Supplementary Employer-Provided Benefits:

Strategic Importance of Competitive Packages:

Conclusion: The Evolving Salary and Benefits Ecosystem in Brunei

5. Meeting Talent Needs in a Rapidly Evolving Economy

Technical Skills in High Demand

Top Technical Competencies Sought by Employers:

Essential Soft Skills and Transferable Competencies

Most In-Demand Soft and Transferable Skills:

Sector-Specific Talent Requirements

Oil and Gas Industry:

Healthcare Sector:

Professional Services and Built Environment:

Conclusion: Skills That Drive Brunei’s Workforce Forward

6. Government Policies and Labour Regulations Shaping Recruitment in Brunei (2025)

Minimum Wage Expansion and Its Impact on Hiring Practices

Key Developments in Minimum Wage Legislation:

The Digital Economy Masterplan 2025: Shaping Future Workforce Demands

Recruitment Impacts of the Digital Economy Strategy:

Foreign Workforce Regulations and Local Talent Prioritisation

Regulatory Requirements for Hiring Foreign Workers:

Educational Alignment with Future Labour Market Needs

Strategic Education Reforms and Workforce Planning:

Conclusion: The Role of Policy in Shaping Brunei’s Hiring Environment

7. Challenges and Opportunities in Brunei’s Labour Market (2025)

Challenges Faced by Employers in Brunei’s Evolving Job Market

Key Employer Challenges:

Challenges Faced by Job Seekers in Brunei’s 2025 Labour Landscape

Job Seeker Challenges:

Emerging Opportunities in Brunei’s Labour Market in 2025

Opportunities for Job Seekers and Employers:

Conclusion: A Labour Market in Transition