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.