Managing employee leave and vacation entitlements is a crucial aspect of compliance and employee satisfaction when operating in Brunei Darussalam. The country's labor laws outline specific requirements for various types of leave, ensuring employees receive adequate time off for rest, illness, and significant life events. Understanding these regulations is essential for employers to maintain legal compliance and foster a positive working environment.
Employers in Brunei must adhere to the minimum standards set by the Labour Act, Chapter 93, regarding annual leave, sick leave, and other forms of statutory leave. While some companies may offer more generous benefits, the legal minimums provide a baseline that all employers must meet.
Annual Vacation Leave
Employees in Brunei Darussalam are entitled to paid annual leave, with the minimum entitlement increasing based on their length of service with the employer. This leave accrues over time and is intended for rest and recreation.
The minimum statutory annual leave entitlements are typically as follows:
| Years of Service | Minimum Annual Leave Entitlement |
|---|---|
| Less than 1 year | No statutory entitlement |
| 1 to 2 years | 7 days |
| 2 to 3 years | 8 days |
| 3 to 4 years | 9 days |
| 4 to 5 years | 10 days |
| 5 to 6 years | 11 days |
| 6 to 7 years | 12 days |
| 7 to 8 years | 13 days |
| 8 years or more | 14 days |
Employees must generally complete at least one year of continuous service to be eligible for the initial annual leave entitlement. Leave must be taken within 12 months of it becoming due. Employers and employees should agree on the timing of leave, but the employer has the final say, provided reasonable notice is given.
Public Holidays
Brunei Darussalam observes a number of public holidays throughout the year, during which employees are typically entitled to a paid day off. If an employee is required to work on a public holiday, they are usually entitled to premium pay rates as stipulated by the labor law. The exact dates for some holidays, particularly Islamic ones, vary annually based on the lunar calendar.
Expected public holidays for 2025 include:
| Holiday | Expected Date (2025) |
|---|---|
| New Year's Day | January 1 |
| Chinese New Year | January 29-30 |
| Israk Mikraj (Ascension of Prophet Muhammad) | January 26 |
| National Day | February 23 |
| Royal Brunei Armed Forces Day | May 31 |
| Hari Raya Aidil Fitri (Eid al-Fitr) | March 31 - April 2 |
| Hari Raya Aidil Adha (Eid al-Adha) | June 7 |
| First Day of Hijrah (Islamic New Year) | June 27 |
| Prophet Muhammad's Birthday | September 5 |
| Christmas Day | December 25 |
Note: Dates for Islamic holidays are approximate and subject to official confirmation based on moon sighting.
Sick Leave
Employees in Brunei are entitled to paid sick leave when they are unwell and unable to perform their duties, provided they obtain a medical certificate from a registered medical practitioner. The amount of paid sick leave entitlement depends on the employee's length of service.
The statutory sick leave entitlements are typically as follows:
| Years of Service | Sick Leave Entitlement (per year) |
|---|---|
| Less than 1 year | 14 days |
| 1 to 2 years | 22 days |
| 2 to 3 years | 28 days |
| 3 to 4 years | 35 days |
| 4 to 5 years | 42 days |
| 5 to 6 years | 49 days |
| 6 to 7 years | 56 days |
| 7 to 8 years | 63 days |
| 8 years or more | 63 days |
If hospitalization is required, the entitlement increases significantly, up to a maximum of 60 days per year, inclusive of the non-hospitalization entitlement. Sick leave is typically paid at the employee's ordinary rate of pay.
Parental Leave
Brunei labor law provides entitlements for maternity leave for female employees and paternity leave for male employees. Adoption leave provisions may also apply.
- Maternity Leave: Female employees are entitled to paid maternity leave. The standard entitlement is 98 days, which can be taken before and after childbirth. To be eligible, an employee must meet certain service requirements, typically having worked for the employer for a continuous period of at least 26 weeks before the expected date of confinement. Maternity leave is usually paid at the employee's ordinary rate of pay.
- Paternity Leave: Male employees are typically entitled to a shorter period of paid paternity leave following the birth of their child. The standard entitlement is 3 days.
- Adoption Leave: While not as explicitly defined as maternity leave in all contexts, some provisions or employer policies may grant leave for employees adopting a child, though the duration may vary.
Other Leave Types
Beyond the primary categories, employees may be entitled to other types of leave depending on the employer's policies or specific circumstances. While not all are mandated by law for all employees, some common types include:
- Bereavement Leave: Many employers provide a short period of paid leave (e.g., 3-7 days) for employees to mourn and attend to matters following the death of a close family member.
- Study Leave: Some employers may grant paid or unpaid leave for employees pursuing further education or training relevant to their job or industry. This is often discretionary or based on company policy.
- Pilgrimage Leave (Hajj/Umrah): Muslim employees may be granted unpaid leave to perform the Hajj or Umrah pilgrimage, though this is often subject to company policy and may have limitations on frequency.
- Unpaid Leave: Employees may request unpaid leave for various personal reasons, which is subject to employer approval.
