From Blueprint to Burnout: The Cost of Neglecting Brunei’s Workforce

🛠️ From Blueprint to Burnout

🎓 Trained.

💼 Retrenched.

📦 Replaced.

Brunei promised Vision 2035 - a future driven by a skilled, thriving workforce. But hundreds of locals are now out of work, misaligned, or underused.

Why are policies that look perfect on paper failing real people on the ground?

👉 Read the full investigation. The window is still open - but only if we act now.

By Malai Hassan Othman

BANDAR SERI BEGAWAN, 20 JUNE 2025: When Brunei unveiled Vision 2035, it promised a future of prosperity powered by a highly educated, skilled, and resilient workforce. 

Today, that vision is being quietly tested by a series of grim realities. Despite significant investments in education and manpower planning, underemployment, job mismatch, and mass retrenchment in the oil and gas sector have emerged as national concerns.

"They called it a golden handshake, but to many of us, it felt more like a gentle shove," said one former BSP engineer, recently retrenched after nearly two decades in the industry. 

He is one of over 200 employees who accepted early retirement packages at Brunei Shell Petroleum in 2024 as part of strategic cost-cutting efforts. What happens when a country built on hydrocarbons starts shedding the very people who helped sustain its economy?

In theory, the Manpower Blueprint 2020 and Vision 2035 should have cushioned the blow. These policies called for continuous learning, upskilling, and strategic manpower transition. 

But on the ground, many affected workers say there is little more than silence. Some have turned to delivery gigs. Others are searching LinkedIn for overseas jobs. A few have simply given up.

At the heart of this unfolding crisis is a recurring theme: Brunei's human capital is undervalued. 

"Our manpower policies look good on paper. But there is no bridge connecting planning to practice," said a private HR consultant who helps retrenched workers. 

JobCentre Brunei and i-Ready programs were created to absorb local talent, but many applicants report little progress, outdated databases, or placement in mismatched roles. Critics argue that the system does not reflect real-time labour market needs.

Meanwhile, education remains misaligned with economic priorities. A significant number of graduates hold business or ICT degrees - sectors that offer limited local jobs. 

TVET and blue-collar tracks are still viewed as second-class paths, despite the demand for skilled tradespeople. Even the private sector, which the government hopes will be the primary employer of the future, remains dominated by foreign hires. 

This isn't always due to preference but to readiness. "Employers are unsure if our locals are trained for immediate deployment," said one manager. 

What results is a paradox: qualified Bruneians without jobs, and jobs without Bruneians.

Now, with oil and gas jobs shrinking, the time for reform is critical. And yet, no formal strategy for transitioning retrenched O&G workers into renewables, logistics, or manufacturing has been made public. 

It is this void that stirs public frustration. Citizens see investment in mega-projects, but little focus is on the people meant to benefit from them. Without real absorption, training, or support, Brunei risks becoming a place where talent is either exported or wasted.

The Manpower Planning and Employment Council (MPEC) was set up to align talent with market needs, but much of its work remains behind closed doors, with few measurable outcomes visible to the public. 

There is a growing call for transparency and a public audit of how the Blueprint has fared. "Brunei’s employment crisis is a structural failure in our economic planning… 

But what if just 10–15 per cent of the national budget was used for job-creating initiatives?" asked one LinkedIn commentator.

Official unemployment stands at 4.8 per cent in late 2024, down slightly from 5.2 per cent the year before. But this fails to capture the broader crisis of underemployment. 

Many degree holders are working in part-time retail or gig jobs, far below their qualifications. This is not just an economic issue - it is a national dignity issue.

Other countries in the region have moved more decisively. Singapore, for instance, created the "SkillsFuture" initiative to offer every citizen credits for lifelong training and upskilling. 

Malaysia's "PenjanaKerjaya" program includes wage subsidies for companies that hire retrenched locals. Even Vietnam has streamlined technical education to match booming sectors like electronics and logistics. 

Brunei could adapt these models to its context, but with a clear commitment to transparency and local participation.

The success of a national vision lies not only in GDP or project completions but in whether the people themselves are thriving. Underlying all this is a broader question: Does Brunei truly treat its people as national assets? 

Because a nation that fails to invest in its people, not just in education, but in continuous development, job transitions, and mental well-being, is a nation preparing for obsolescence.

Vision 2035 remains a noble goal. But goals require guardians. And at this critical juncture, Brunei must decide whether to protect its vision with actions or watch it falter through inaction. 

For the hundreds already retrenched, the answer may come too late. But for the next generation, the window is still open - if we act now. (MHO/06/2025)

 

 

 

BRUNEI OIL EXIT: THE FOURTH WAVE OF PUBLIC RECKONING

Voices are growing stronger. So are the questions.”
Bruneians are speaking up—not out of anger, but out of hope.
Hope for fairness. Hope for change. Hope that someone is listening.
Explore the fourth wave of public response to the oil sector layoffs—and why it matters more than ever.

#BruneiOilExit #ListeningToBruneians #HopeInHardTimes

📉 The momentum intensifies: New voices, sharper questions, deeper unrest.

By Malai Hassan Othman

BELAIT, 16 June 2025: Public reaction to the downsizing of Brunei’s oil sector has entered a new phase - more assertive, urgent, and undeniably consequential. 

If the third wave represented a reckoning, the fourth signals a clear demand: What now? And who will respond? 

Comments across TikTok, WhatsApp groups, Reddit forums, and kopi-shop conversations have shifted from emotional outcries to pointed scrutiny. 

The message is unmistakable: people want action, not just another white paper or aspirational blueprint. 

“Don’t give us goals. Give us results,” said one reader. “We’re tired of seeing locals let go while expats stay.” 

The tension between national loyalty and employment fairness is escalating. 

Reactions to the third article have intensified calls to re-evaluate the effectiveness of localisation efforts, especially in light of repeated job cuts affecting Bruneian workers. 

For many, this issue transcends economics; it’s about identity. One laid-off engineer remarked: “We’re not just losing jobs. We’re losing the belief that the system truly values us.”

The Department of Energy (formerly known as the Ministry of Energy), once seen as a beacon of industrial promise, is now being looked to for clearer communication and reassurance about Brunei’s industrial future. 

Meanwhile, the Manpower Planning and Employment Council (MPEC) is being asked: Where is the impact of the Brunei National Manpower Blueprint 2020–2025?

“There are no consequences when companies sideline local succession planning,” wrote a former HR officer. “We need MPEC to strengthen its enforcement and accountability mechanisms.” 

A major public concern is the ongoing practice of laying off locals while retaining foreign consultants or regional staff under fly-in-fly-out arrangements. 

“Why are we laying off locals and keeping expats?” echoed another reader. “Is this policy or complacency?” Public suggestions are becoming more targeted and policy-driven: 

• Review contractor practices under the Local Business Development (LBD) framework.

• Disclose actual headcounts and localisation ratios.

• Establish an independent oversight body involving civil society and technical experts.

“We’re tired of NDAs and hush-hush dismissals,” said one technician. “We want sunlight, not shadows.” 

Labour representation is another pressing issue. While BOWU - Brunei’s oil workers’ union - has a collective agreement with BSP and BLNG, it only covers a small subset of staff. 

Thousands of contract workers remain without representation. In contrast, Sarawak’s KAPENAS union recently gained attention for confronting Petronas over its workforce restructuring. Their public stance has resonated with many Bruneians. 

“We don’t need protest,” one reader noted, “but we do need a voice.” 

The national conversation is evolving from mere complaints to constructive proposals: 

·       Move into carbon trading and * aquaculture

·       Prepare oil workers for green energy and tech * sectors

·       Reform technical training to align more closely with real industry demands

“We can’t keep thinking it’s still 2004,” said another reader. “We need a new Brunei for a new economy.” 

The Brunei Economic Outlook 2025 by CSPS projects just 1.0% growth, citing vulnerabilities such as low productivity, oil dependence, and labour market mismatches. 

These systemic risks are what many on the ground have warned about for years. 

As this fourth wave of public response gains momentum, one message is clear: Bruneians are no longer waiting - they’re stepping forward. (MHO/06/2025)

 

BRUNEI OIL EXIT: THE THIRD WAVE OF PUBLIC RECKONING

The oil is still flowing.

But the people who kept it flowing? Quietly cast adrift.
What happens when loyalty is met with silence?

And the future of Brunei’s workforce lies in question?

🛢️ Read the third wave of #BruneiOilExit now.
#InvestigativeReport #BruneiWorkforce #OilAndGas #PolicyWatch #Localisation

Follow-up to the viral investigative series by Malai Hassan Othman

BANDAR SERI BEGAWAN, 11 JUNE 2025: The tremors from the downsizing of the oil sector continue to resonate throughout Brunei.

Public reactions have intensified, TikTok debates have gone viral, and comments across various platforms now reflect a mosaic of pain, uncertainty, and cautious hope. 

Following our second report on silent retrenchments and regional contractors reducing their operations in Brunei, more voices have emerged. 

These voices are not only concerned about job losses but also about the broader implications for national direction, youth aspirations, and succession planning.

Videos tagged with #BruneiOilExit have surged on TikTok, garnering thousands of views. 

In a widely shared clip, a former oil and gas employee reflects on his sudden departure after 15 years of service, referring to it as part of a “restructuring” and stating he was told to be “grateful for the package.” 

The pain in his voice resonates in the comments, with hundreds expressing solidarity and others sharing similar experiences. One concerned reader wrote in response to our coverage:

"In this current job layoff situation, individuals who are released need to be financially prepared to face challenges and may have to accept lower-paying roles just to stay afloat. Still, I remain optimistic about new contracts leading to rehiring. It's troubling that contractors are releasing locals while retaining regional and expatriate workers to manage the company. They are denying locals the succession plans they deserve."

This sentiment is widely shared. Many readers have echoed frustrations that while Bruneians are being let go, regional staff and expatriates are being retained in managerial or operational positions. 

A recurring question emerges: Where is the long-promised localisation?

Compounding this tension is a shifting economic reality. Many laid-off individuals have taken lower-paying jobs in retail or private service sectors just to survive. 

One TikTok user shared, “Yesterday, I was managing drilling logistics. Today I’m selling coffee.” This stark comparison struck a nerve.

Meanwhile, cautious optimism persists. Hopes for new contracts and potential rehiring remain, though they are tinged with doubt. 

A recent discussion on LinkedIn noted, “If there’s no clear roadmap to rebuild local capacity, the exodus will only worsen.” 

The third wave of the Brunei Oil Exit is no longer just about job numbers—it is about dignity, equity, and direction.

Public calls for policy intervention have grown louder. Among the popular suggestions are strengthening the Local Business Development framework, enforcing localisation quotas, and demanding transparency from contractors. 

However, deeper questions arise: What can and should the Energy Department do in this situation?

The Ministry of Energy, as per its official mission, aims to “sustainably manage Brunei Darussalam’s energy sector for long-term economic growth and prosperity.” 

Yet, amid these exits, it must address whether enough has been done to uphold the localisation strategy and protect the national talent pool.

Equally important is the role of the Manpower Planning and Employment Council (MPEC). 

Its Brunei National Manpower Blueprint 2020–2025 outlines a vision to future-proof Bruneians for a dynamic economy. 

But today, as highly skilled locals are quietly removed from key roles, questions arise regarding the effective implementation of this blueprint - or whether it is merely aspirational. 

There are growing calls for MPEC to take a more proactive stance - holding companies accountable for succession planning, introducing workforce transition programs, and ensuring collaboration between industries and educational institutions.

Notably, while Brunei Shell Petroleum (BSP) has a formal Labour Union to represent its permanent employees, the same cannot be said for contract workers employed through third-party contractors. 

These contractors typically do not provide union representation, leaving their workers without structured platforms to negotiate or voice grievances. This gap in representation further exacerbates the vulnerabilities faced during downsizing.

In contrast, in neighbouring Sarawak, the oil workers' union KAPENAS recently criticised Petronas for overlooking local manpower in its “right-sizing” initiatives. 

The union raised concerns that Sarawakian workers were being displaced while outsiders were retained, highlighting the potential for unfair labour practices and erosion of state employment rights. 

This bold union advocacy has ignited discussions in Brunei: Should Brunei’s own labour voice be louder and broader?

If action is not taken, the fear is that more skilled and trained Bruneians will seek opportunities abroad, resulting in a loss of talent and trust among the younger generation. (MHO/06/2025)

Editor’s Note: This article is the third in our ongoing series. The first two reports sparked widespread attention and national dialogue. We thank our readers for continuing to share their voices.

 

The Great Exit: Silent Retrenchments Send Shockwaves Across Brunei’s Oil Economy

The Great Exit Continues…Behind Brunei's quiet oilfields, louder questions are emerging. Golden handshakes, silent retrenchments—who’s next? Is this the end of stability… or the start of something deeper?

📉 Read the latest chapter that has Brunei talking.

By Malai Hassan Othman

BANDAR SERI BEGAWAN, 09/06/2025: Weeks after our initial investigative report, "Brunei Oil Exit," stirred national awareness, a second wave of concern is quietly emerging. 

The departure of over 200 employees from Brunei Shell Petroleum (BSP), along with additional retrenchments by several key contractors, is triggering a reckoning that extends beyond company walls. 

In coffee shops, WhatsApp groups, and on TikTok, Bruneians are piecing together the implications. 

Quiet layoffs, golden handshakes, and unannounced contract terminations are no longer mere whispers—they have transformed into public anxiety.

According to multiple industry insiders, at least 10 to 15 per cent of staff in some oil and gas firms are being quietly reduced.

While BSP presents its cost-cutting measures as strategic OPEX reductions, the human impact is anything but subtle. 

An anonymous engineer characterised the so-called "mutual separation scheme" as a velvet-glove layoff: "They called it a golden handshake, but to many of us, it felt more like a gentle shove." 

Employees offered exit packages reportedly received compensation equivalent to up to 24 months' salary, depending on their seniority and years of service. 

Although the packages are financially appealing, many are left questioning their future in an economy with limited job creation.

For some, the offer was difficult to decline. Rising living costs and family obligations made a lump sum payout seem like a welcome relief. Yet, what happens when the money runs out? 

Industry veterans caution that this exodus is not an isolated incident. 

Several firms within the oil and gas supply chain are also implementing significant reductions, downsizing teams as upstream activities stagnate. 

This situation transcends a simple human resources narrative; it reflects a structural upheaval in Brunei’s largest economic pillar. 

Oil has long represented stability - now, it signifies both transition and growing uncertainty.

Some experts view these changes as a necessary step in BSP’s drive for efficiency. 

“You need to offload excess baggage, or the ship will sink,” noted one consultant. 

However, amidst global price volatility - Brent crude recently fluctuating between USD 60 and 65, with signs of pressure - and increasing competition from regional producers, questions about Brunei’s resilience arise. 

The government’s long-standing partnership with Shell, renewed in 2019, is set to expire in 2039. 

As national ambitions for economic diversification lag, public anxiety intensifies. 

TikTok videos analysing the oil layoffs have gone viral, with young professionals and students expressing disbelief and concern. 

One TikTok user lamented, “What’s the point of studying engineering if you’ll end up redundant at 30?” - a sentiment echoed across comment threads. Brunei’s changing demographic profile adds complexity to the situation. 

An increasing number of graduates are entering a contracting job market, making the oil sector's downturn more than just symbolic; it is systemic.

“What’s our Plan B?” questioned one LinkedIn user. 

"We need to know where we’re heading, or people will keep leaving." 

As public trust erodes, many are turning to social media to demand answers. This follow-up report continues to track the quiet exits - and the louder questions they raise. (MHO/06/2025)

Editor’s Note: This is the second instalment in a special series following our widely read report, "Brunei Oil Exit," which garnered thousands of views and extensive public commentary online.

Disclaimer: This report reflects public sentiment and analysis based on publicly available and anonymised sources. It does not represent any formal position or allegation against named or unnamed entities.

 

The Great Exit: Is Brunei’s Oil and Gas Sector Running on Empty?

Over 200 staff have quietly exited BSP. 

Projects paused. Revenues shaken. 

Is this the beginning of Brunei’s oil reckoning? Or just the calm before a larger storm?

📍Kopi Talk with MHO reveals the deeper story:

🛢️ The Great Exit: Is Brunei’s Oil and Gas Sector Running on Empty?

By Malai Hassan Othman

BELAIT, 03 JUNE 2025: A quiet exodus is underway at Brunei Shell Petroleum (BSP). More than 200 employees have taken generous early retirement packages, sparking a wave of farewell posts on social media.

This isn’t a routine wave of retirements. It’s a strategic move to cut Operating Expenditures (OPEX) - including salaries, asset upkeep, and operational overheads. With oil prices hovering between $60 and $65 per barrel, BSP is under pressure to stay financially viable while managing ageing fields and declining output.

In 2006, Brunei produced over 221,000 barrels of crude oil per day. By 2023, that number had dropped to 93,000, and declined further to 73,000 by early 2024. This steep fall suggests more than natural depletion. It signals a sector running on fumes, weighed down by legacy expectations but struggling to chart a new path forward.

Insiders confirm that the “golden handshake” is part of a broader restructuring. 

While BSP has not publicly detailed the package, multiple employees described it as a well-compensated exit plan, reportedly including lump sum payouts, pension incentives, and transition support. 

The uptake, involving over 200 staff, suggests it was financially attractive and timely for those considering early retirement. 

Subcontractors have also let go of staff, while some projects have been scaled back or quietly shelved. 

“The writing’s on the wall,” said a former BSP engineer now in Oman. “They’re not just trimming fat - they’re preparing for a leaner future.”

Cost-cutting is not new for BSP, but the speed and scale this time suggest deeper concern. Several high-cost projects have been postponed or downsized. 

Subcontractors report reduced budgets. Even strong-performing departments are being reorganised. 

“At this stage,” remarked one expert in the industry, “they’re not just shedding weight - they’re offloading baggage to avoid sinking.”

This isn’t just a corporate matter. Brunei still relies on oil and gas for more than 90% of its revenue. 

Any shift in BSP sends shockwaves through the entire nation. Public services, including health, education, welfare, and civil servant salaries, all depend on income from BSJV. If that flow dries up, tough choices lie ahead.

And dry up, it might. Oil prices now average between $60 and $65 per barrel, down from peaks of nearly $89 in mid-2024. 

This decline has hit national revenue hard and put added strain on BSP’s profitability. Even a small dip in oil prices now creates outsized effects on the nation’s budget.

Privately, there have been internal discussions within BSP about the urgency to reduce spending to extend the life of Brunei’s maturing oil fields. 

While not publicly disclosed, one internal analysis suggests that if current spending patterns continue, the field life could end by 2029. 

However, with significant cost savings - between 20% and 40% - the lifespan could be stretched well into the 2030s. 

This underscores the motivation behind recent transformation efforts, including workforce restructuring and operational cutbacks.

Part of the reason oil prices are under pressure is global trade tension. U.S. tariffs introduced during Donald Trump’s presidency affected many Asian economies. 

These tariffs slowed growth and reduced industrial activity, cutting oil demand worldwide. The result: falling prices that further squeezed oil-producing countries like Brunei. A few dollars off per barrel translates to millions in lost income.

Meanwhile, foreign investors are pulling out. In 2024, TotalEnergies sold its Brunei assets to Malaysia’s Hibiscus Petroleum for $259 million, citing high costs and a lack of innovation. 

Petronas is still trying to make the Kelidang Cluster work. Touted as Brunei’s future gas saviour, the project is expensive, delayed until 2026, and struggling with compatibility issues at BLNG.

Locally, sentiments are shifting. “Shell isn’t what it used to be,” said a Seria resident. 

“They’re cutting back instead of building forward.” 

Many compare the current approach to riding a dead horse - refusing to pivot while clinging to outdated methods.

The metaphor resonates. Brunei’s energy strategy can’t revolve around savings alone. It needs reinvention through modernisation, diversification, and bold reforms.

Morale within BSP is slipping. Staff say it’s no longer about excellence but about meeting restructuring targets. 

Skilled Bruneians are migrating to Qatar, Abu Dhabi, and Saudi Arabia. The brain drain is real - and accelerating.

But the deeper concern isn’t who’s leaving. It’s what’s left behind. 

Brunei’s repeated pledges to diversify its economy have yet to bear real fruit. Outside of oil, few industries can match its income, stability, or national importance.

Without serious investment in renewables, digital industries, or other value-added sectors, Brunei risks being left with neither oil nor a viable alternative. 

As one Reddit user put it: “We built our castle on a barrel. Now it’s leaking.”

The government now faces a choice: to adapt and prepare for a world beyond oil, or to keep circling the drain, waiting for a miracle.

The ceremonial speeches are no longer enough. The cracks are visible. The exits have begun. 

And the future won’t wait. But if the right lessons are drawn now - if bold reforms, economic diversification, and a mindset shift are embraced - Brunei still has a chance to chart a resilient and forward-looking path. (MHO/06/2025)

From Vision to Vacancy: Brunei’s Struggle to Employ Its Own

This isn’t the first time I’ve written about Brunei’s employment struggle—and sadly, it won’t be the last.

The same stories keep resurfacing online:

“No callbacks.” “No proper contracts.” “Just waiting.” “Got hired, but sidelined.” “Treated like we’re second-class in our own country.”

Even those who manage to get a foot in the door often walk into foreign-dominated offices where locals are treated as liabilities instead of talent. Toxic environments. Unequal pay. Biased management.

The silent migration out of Brunei. It isn’t just about a lack of jobs - it’s about the loss of dignity.

This article connects the dots between policies, job centres, red tape, and the real frustrations simmering beneath our national workforce dreams.

 

 

By Malai Hassan Othman

Bandar Seri Begawan, 26 May 2025: As the world hurtles toward automation and artificial intelligence (AI), Brunei continues to grapple with an old and unresolved dilemma: how to ensure its citizens secure meaningful, sustainable employment.

While other governments are equipping their populations to adapt to new technologies, Brunei’s private sector remains heavily dependent on foreign labour, particularly in construction, agriculture, food services, and retail, despite over three decades of the 'Bruneianisation' policy.

The Ministry of Home Affairs recently revealed that 83% of workers in construction and more than 60% in food, accommodation, and manufacturing sectors are foreigners. These figures have remained largely unchanged since the early 2000s, and that in itself signals a structural problem.

Brunei’s labour force participation rate declined from 68.5% in 2001 to just 64% in 2023, one of the lowest in the region, despite the availability of free education and a high literacy rate.

This downward trend is not due to a lack of policy, but rather a persistent failure in implementation and enforcement.

In 2018, the Ministry of Energy, Manpower and Industry (MEMI) was established to streamline national workforce planning. However, within a year, it was restructured under the Prime Minister’s Office, with the Manpower Planning and Employment Council (MPEC) taking over.

MPEC rolled out programs such as ARMECS Bridging, SkillsPlus, and national upskilling frameworks. Under the Twelfth National Development Plan (RKN12) for 2024 to 2029, 305 projects are being pursued across six strategic thrusts to support Wawasan 2035. Strategic Thrust 2 focuses on creating a workforce aligned with industry needs. This includes the formation of the Manpower Planning Office (MPO) in 2019 and the Manpower Industry Steering Committee, which monitors labour demand across five priority sectors: energy, construction, logistics, hospitality and tourism, and ICT.

The government has also upgraded technical institutions such as IBTE’s School of Hospitality and Tourism and the aircraft maintenance training centre, expanded the STEAM programme through MOE’s STEP Centre, and advanced reforms under the national TVET Transformation Plan. Early indicators show moderate gains: the local workforce rose from 72,000 in 2018 to 86,000 in 2023. Still, 47.8% of the unemployed only possess secondary-level education, indicating a skills mismatch that has yet to be resolved.

In the 2025 Legislative Council session, Minister at the Prime Minister’s Office and Minister of Finance and Economy II, Dato Seri Setia Dr. Awang Haji Mohd Amin Liew bin Abdullah, reported over 3,500 vacancies available and stressed the need for more effective job matching. However, he also acknowledged continued dissatisfaction from employers over local workers’ skills and reliability. The proposed target to replace 5,000 foreign workers with Bruneians was met with cautious optimism, but lingering doubts remained.

A contractor remarked, “We offer $600 for construction jobs. No locals show up. The few that do usually quit after a week.”

JobCentre Brunei was introduced to ensure that all vacancies are advertised publicly before foreign workers can be hired. Modelled after Singapore’s Jobs Bank, the system was intended to prioritise local recruitment. Yet, more than 60% of employers still report difficulty retaining local hires, often citing absenteeism, poor discipline, and sudden resignations.

One graduate voiced frustration on Reddit: “I applied three times to the same company. They reposted the vacancy again and again, but never called me. The position was already filled by a foreigner.”

For many businesses, complying with the JobCentre’s listing rule is a procedural formality. Once the mandatory waiting period lapses, they proceed to justify foreign hiring by declaring “no suitable local candidate.”

These procedural gaps not only discourage genuine engagement but also deepen public cynicism. Social media is awash with grievances about toxic work environments, meagre wages, and ineffective labour regulation.

Some citizens recount how employers routinely hire foreigners over locals or dismiss Bruneian staff for trivial reasons.

Public confidence took another hit when several immigration officers were prosecuted between 2020 and 2022 for accepting bribes and forging documents to fast-track foreign labour permits. Concerns were also raised about internal collusion, following investigations that revealed irregularities in the processing of foreign labour permits.

His Majesty Sultan Haji Hassanal Bolkiah responded with unannounced visits to key departments, where inefficiencies and misconduct were exposed firsthand.

Yet dysfunction persists. Retired civil servants who transitioned into entrepreneurship recount obstacles like excessive red tape, delayed approvals, and petty abuse of authority by minor officials.

“We spent $40,000 to open a bakery. Licensing delays and redundant inspections drained our resources. We closed within a year,” said one retiree.

This is not a story of Bruneians avoiding work. It is one of systemic demoralisation—where effort is stifled by bureaucracy, and where 'Little Napoleons' wield administrative power as gatekeepers of progress. Skilled Bruneians are quietly migrating. One user claimed a fellow Bruneian produced promotional videos for Qatar Airways. “Here, we’re told to lower our standards instead of lifting our potential,” another lamented.

Even with a BND500 minimum wage in select private sectors, many young Bruneians are turning away from formal employment. Instead, they hustle in the gig economy—selling food online, driving for DART, freelancing. Not because they want to, but because they feel they have no choice.

Neighbouring countries are advancing swiftly. Malaysia and Singapore are using real-time labour data. South Korea is investing in workforce reskilling. Vietnam is building technical institutions aligned with foreign investment. Brunei, meanwhile, remains mired in outdated processes. According to the UNDP Human Development Report 2025, if not guided wisely, AI and automation may only entrench existing inequalities.

Wawasan 2035 was envisioned as a bold turning point. Without the political courage to confront reality, it risks becoming just another grand announcement that never reaches its destination.

Brunei doesn’t need more glossy frameworks or ceremonial launches. It needs clarity, transparency, and conviction. Publish real data. Evaluate ministries by employment outcomes, not paperwork processed. Provide safe avenues for feedback. As the UNDP notes, the future is not defined by what machines can do, but by what we choose to do with them.

Until that courage appears—not as slogans but as systemic reform—foreign hands will keep the wheels turning, while Bruneians remain observers in an economy they were once promised to lead.

“I’m 32. Graduated seven years ago. Never made permanent. Took every SPA exam, joined every I-Ready programme. Now I’m just rotting away.”

That may be the hardest truth. This country is rich in potential. But the door remains closed. (MHO/05/2025)

The Price of Silence: Why Brunei Can’t Delay the Tax Debate

"Brunei has long avoided personal income tax — but at what cost? As the deficit deepens and Wawasan 2035 draws closer, silence may prove more expensive than reform.”

By Malai Hassan Othman

Bandar Seri Begawan, May 2025: Brunei's fiscal engine is sputtering. With a looming B$2.99 billion deficit and no personal income tax, policymakers are walking a financial tightrope.

The country has prided itself on tax-free salaries and state-funded services. However, as economic pressures mount, this model now feels more myth than miracle.

Online, whispers have turned into questions. Should Bruneians start paying personal income tax? Can the government afford not to introduce it?

Officially, the answer remains unspoken. However, budget shortfalls, weak diversification, and public frustration suggest this may not stay quiet for long.

Brunei’s median salary is just B$960 per month. In 1984, it was ahead of Singapore’s. Today, it lags far behind.

Singapore's average wage is more than four times Brunei’s. Malaysia’s, too, has surpassed Brunei’s lower end by hundreds of dollars.

That stark gap, plus rising living costs, makes the thought of income tax hard to stomach for many.

“If they want our taxes, can they first fix our pay?” says a frustrated contributor in an anonymous thread.

Brunei’s economy still leans heavily on oil and gas, which account for 75% of national revenue. But production has slowed.

Budget documents show deficits in seven of the past ten years. Reserves are helping for now, but no one expects that to last forever.

Second Finance Minister Dato Dr Hj Mohd Amin Liew Abdullah has acknowledged the gap. He calls it a “divergence” from countries with broader tax bases.

“Even with more tourists or homebuyers, it doesn’t necessarily raise government revenue,” he admitted at LegCo.

Running on Fumes

Brunei’s tax system is narrow. No sales tax. No capital gains tax. And no personal income tax.

The few taxes that exist - on companies, cars, tobacco, and imports- aren’t enough to sustain the growing budget.

Calls to raise corporate taxes are met with warnings: businesses may pass costs to consumers or leave altogether.

Meanwhile, the government is exploring public-private partnerships, Islamic finance, and even a stock market. But these take time.

What the Hansards Suggest

The official record is cautious. Income tax has not been openly debated. But hints and hesitations are telling.

In the Hansard dated 8 March 2025, the Finance Minister said: “Other countries have more fiscal tools... we rely on only a few types of taxes.”

On 12 March, he responded to a loophole query: “If everyone structures their companies to avoid taxes, what revenue do we have left?”

Not direct endorsements, but the undertone is hard to miss: Brunei is running out of fiscal runway.

A Glimpse from the Ground: The Cost of Inequality

Hjh Salmah, a retired school clerk in her late 60s, survives on a monthly pension of B$250. She shares her modest home in Tutong with two unemployed grandchildren.

She has never paid income tax - but says she’s already paying in other ways: rising prices, long clinic queues, and grandchildren unable to find jobs.

“If they ask me to pay tax, I want to know what for. Not for more ceremonies. For jobs, clinics, and fair help,” she said.

Her voice mirrors the unspoken fear of many: that if tax is introduced without reform, the poor will pay more, and still live with less.

Everyone Talks - Except the Ones in Power

Across online forums, private group chats, and anonymous threads, the tax debate is alive. But in Parliament? Silence.

The fear: breaking the unwritten pact - oil wealth for tax-free living. But that pact may no longer be sustainable.

Citizens are doing the math. One wrote: “200,000 workers earning B$1,200 a month. A 10% tax would raise only B$288 million. The deficit is ten times that.”

No Taxation Without Trust

It’s not just the numbers. It’s the trust. Bruneians fear taxes will fund unclear expenses, not public services.

“We already pay hidden taxes - road tax, import duties. What do we get in return?” wrote another anonymous commenter.

Without transparency, introducing personal income tax risks public backlash and political tension.

The Real Deficit: Credibility

The public isn’t just wary of taxes. They’re wary of how money is used.

If income tax is to be introduced, it must follow tangible reforms in fiscal transparency, including open budgeting, performance audits, and structured public engagement.

Return on Benefits, Not Investment Alone

One new idea emerging is “Return on Benefits” (ROB). Unlike ROI, which measures financial profit, ROB tracks social outcomes.

That means evaluating spending by how it improves health, education, and equity, not just bottom lines.

It aligns with Brunei’s national philosophy: Malay Islamic Monarchy. But it demands measurable transparency.

Tax, if ever introduced, must be sold not as a burden, but as an investment in the nation’s future.

The Political Price of Tax Reform

Introducing personal income tax wouldn’t just shift finances - it could shift the political equation. Bruneians are beginning to ask hard questions.

If we pay, shouldn’t we have a say? Who decides how our tax dollars are spent? Where’s the accountability?

In many countries, taxes and representation go hand in hand. People expect more voice when more is asked of their wallets.

Brunei’s current model is top-down. But if personal taxation enters the picture, calls for more inclusive, participatory governance will likely follow.

This is the quiet implication behind every anonymous thread, every frustrated whisper: No taxation without representation.

Sharing Power or Protecting the Status Quo?

The deeper question is not about revenue, but about readiness. Is the government prepared to share power, or simply protect its traditional top-down model?

Introducing personal income tax means more than fiscal change. It invites a fundamental shift in the relationship between citizens and the state.

Introducing tax transforms expectations. Citizens will call for a greater say in policies and spending priorities, driving a push for more accountable governance.

If Brunei wants to tax its people, it may also need to trust them more. Power shared is legitimacy earned.

A Regional Mirror: Lessons from Malaysia and Singapore

Malaysia introduced income tax in 1947 under British rule, and today its system includes progressive rates, tax rebates, and active public participation in budget planning.

Singapore, while maintaining low tax rates, pairs its income tax with extensive social services, housing subsidies, and citizen consultations that boost trust in public spending.

Both countries show that income tax can coexist with legitimacy - if it's transparent, fair, and delivers visible returns to citizens.

Brunei can learn from these models if it wishes to balance sovereignty with sustainability.

Faith-Based Fiscal Tools: The Waqf and Zakat Alternative

While personal income tax remains politically sensitive, Brunei holds two powerful, underutilised tools in its economic arsenal: waqf (endowment) and zakat (almsgiving).

Waqf governance isn’t new in Brunei. The Mosque Construction Fund and Yayasan Sultan Haji Hassanal Bolkiah already operate on waqf principles. What’s needed now is policy recognition, scale, and integration beyond religious spaces.

A proposed framework called Waqudgeting - blending spiritual priorities with national spending - classifies waqf contributions like social infrastructure, sustainable livelihoods, and food security. 

Spending is guided not just by urgency, but by spiritual weight: daruriyyat (necessities), hajiyyat (needs), and tahsiniyyat (enhancements).

This approach aligns naturally with Brunei’s national philosophy of Malay Islamic Monarchy. It also resonates with the UN’s Sustainable Development Goals, offering Shariah-compliant answers to modern fiscal dilemmas.

Globally, Indonesia and Turkey have already embedded waqf into development finance. Malaysia’s Waqaf An-Nur clinics and Indonesia’s Waqf-linked Sukuk fund education and healthcare with no tax burden.

Brunei could leapfrog these models. It has the spiritual mandate, institutional capital, and public trust to lead the region in faith-based governance innovation.

Waqf and zakat, if institutionalised under a national framework and connected to CSR-driven public-private partnerships, can ease the pressure to impose tax while enhancing social equity, creating jobs, and reducing public expenditure.

Brunei can go further by linking waqf to Public-Private Partnerships (PPP) for high-impact sectors like food security. Agro-industrial hubs anchored in waqf land could employ youth, support women entrepreneurs, and reduce import dependency - all without new taxation.

Zakat revenue remains inconsistent due to weak enforcement. Legal provisions for business zakat exist, but lack implementation. Formalising this stream could stabilise welfare funding and relieve pressure on public funds.

The “Waqudget” system, already proposed by scholars, classifies spending based on spiritual urgency — daruriyyat(necessities), hajiyyat (needs), and tahsiniyyat (enhancements). This model offers a moral filter for fiscal decisions, grounding budgets in values of amanah (trust) and ihsan (moral excellence).

CSR, too, must evolve from branding to obligation. Under a waqf-linked PPP framework, corporate social responsibility becomes national co-stewardship  - embedding ethical expectations into business conduct. 

Private firms would co-invest in infrastructure, education, and health, aligning profit with nation-building.

This model blends public asset management with spiritual ethics, where dignity, equity, and trust take precedence over profit motives and short-term gains.

When designed with integrity and community participation, waqf and zakat become more than religious obligations - they become economic engines.

A Call to Act with Courage and Conviction

Brunei is at a crossroads. The debate around personal income tax is not just a fiscal question - it's a moral, political, and developmental turning point.

Rather than waiting for a crisis to force change, policymakers have the opportunity to lead. Institutionalising faith-based fiscal tools like waqf and zakat, and opening structured dialogue on tax, governance, and transparency, can reset the social contract without fracturing it.

This is Brunei’s chance not only to fix its fiscal model, but to reimagine it, grounded in barakah, stewardship, and co-responsibility.

It is time to convene a national fiscal reform dialogue - involving economists, religious scholars, youth leaders, LegCo members, business leaders, and civil society - to co-create a Bruneian model that is both spiritually anchored and economically resilient.

It’s not about abandoning Wawasan 2035 - it’s about adapting its path through trust, co-ownership, and a governance model rooted in shared dignity.

Final Thoughts

Brunei’s leaders know the current fiscal model cannot hold forever. The public knows it too.

Whether personal income tax is introduced or not, the time for silence is running out. It’s time for a national conversation. (MHO/05/2025)