Countries
Employer of Record in Brunei
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Brunei Fast Facts
Payroll in Brunei
Wages
Minimum wage rates in Brunei are established for specific sectors. As of April 1, 2025, the minimum wage is 2.62 BND per hour, applicable to seven key industries including finance, healthcare, and hospitality.
Federally regulated industries may have specific wage benchmarks that differ slightly from sector standards. These benchmarks are set to ensure fair compensation across sectors such as transportation, telecommunications, and banking.
Salaries
The overall annual average salary in Brunei is approximately 57,360 BND per year, with monthly earnings varying significantly by position, experience, and region. The median monthly salary is estimated to be around 4,780 BND.
By gender, a wage gap exists with average annual salaries for men typically exceeding those for women. Efforts to reduce this disparity continue through targeted government initiatives and policy reforms.
Salaries by location in Brunei
Bandar Seri Begawan: Known for offering salaries above the national average, particularly in sectors such as finance, technology, and healthcare.
Kuala Belait: Offers competitive compensation in industries like oil and gas, education, and trade, with wages generally reflecting the cost of living.
As your employment partner in Brunei, we can provide you with the latest resources and insights on average employee compensation across various roles and regions, ensuring that you make competitive and compliant employment offers.
Payroll frequency
In Brunei, employees are typically paid on a monthly basis, with salaries disbursed on a fixed, predetermined date specified in the employment contract or workplace regulations. Brunei’s Employment Order mandates that remuneration must be paid at least once a month, ensuring regular income for employees.
In addition to regular monthly wages, employees may receive additional compensation such as annual bonuses or incentives. These payments are often stipulated in collective bargaining agreements or internal company policies and are disbursed according to the terms outlined therein. Employers are required to adhere to the agreed-upon schedules for these payments to maintain compliance with labor regulations.
Disclaimer: The information provided on or through this website is for informational purposes only and does not constitute legal or professional advice. Safeguard Global does not make any representations or warranties, and expressly disclaims any liability arising from or concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information and language translation. Laws and regulations may change and interpretations may vary. You are encouraged to seek professional or legal advice to address any issues, questions or matters arising from the information contained herein.
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