Brunei Work Permit Guide for Employers 2026
Total lead time: 6–8 weeks minimum. Primary permit: LPA + Employment Pass. Authorities: Department of Labour and Immigration and JCB. Last reviewed: May 2026
Hiring a foreign national in Brunei is a multi-stage employer-led process that runs across three separate government authorities — JobCentre Brunei, the Department of Labour, and the Department of Immigration and National Registration.
Before any permit application can be submitted, the employer must complete a mandatory 2-week local vacancy advertisement through JobCentre Brunei (JCB) and obtain a JCB Clearance Letter confirming no suitable local candidate was found. Only then can the employer apply for the foundational permit — the Foreign Worker Licence (LPA — Lesen Pekerja Asing). Missing or shortcutting any of these upstream steps means the LPA application will not be accepted.
Quick answer
The employer advertises the role on JobCentre Brunei (JCB) for 2 weeks minimum, obtains a JCB Clearance Letter, then secures a TAP endorsement and applies for the LPA at the Department of Labour (~2 weeks). The employment visa is then applied for at the Department of Immigration (~5 working days).
After arrival, the employee undergoes a post-arrival medical examination (1–2 weeks), then the Employment Pass is finalised (3–5 working days). Workers staying 3+ months also need a Green Identity Card. Total lead time: 6–8 weeks minimum. A mandatory compliance inspection follows within 3–6 months of LPA approval.
JobCentre Brunei: the mandatory first step every employer must complete
Why the 2-week JCB advertisement gates every subsequent step
Brunei’s work permit framework is built around a principle of local workforce priority. Before an employer can apply for a Foreign Worker Licence, the position must be registered and advertised on the JobCentre Brunei (JCB) portal for a minimum of two weeks. The advertisement must be live on the official JCB platform, advertising through private channels alone does not satisfy this requirement.
If local candidates apply within the two-week window, the employer is given a further 30 days to complete its standard recruitment procedures, reviewing applications, conducting interviews, and making a selection decision. JCB will review a sample of rejected local candidates to confirm the employer gave local applicants a genuine opportunity. Only if no suitable local candidate is identified does JCB issue a Clearance Letter, which the employer then takes to the Department of Labour as a prerequisite for the LPA application.
Practical implication: The JCB Clearance Letter application is itself processed in 5 working days, but it cannot be applied for until the 2-week advertising period is complete and genuine recruitment efforts are documented. Employers should register on JCB and advertise the vacancy as the very first action in the hire process, not after other preparations are underway.
Work permit types in Brunei
Brunei uses a layered permit structure. The LPA and Employment Pass are the standard route for long-term foreign employment. The SAWP applies specifically to short-term workers in key sectors. Employers must determine the correct permit type before initiating any process.
LPA + Employment Pass
The standard route for foreign nationals in professional, technical, managerial, and specialist roles. The LPA (issued by the Department of Labour) is the foundational authorisation. The Employment Pass (issued by the Department of Immigration) is the document the worker actually holds. Valid for up to 2 years, renewable. Workers staying 3+ months must also obtain a Green Identity Card.
Special Authorization Work Pass (SAWP)
For foreign nationals employed in Brunei’s oil and gas, construction, or IT sectors for less than one year. Non-renewable, cannot be extended. Workers who need to continue beyond the SAWP term must apply for a full LPA and Employment Pass instead. The SAWP is one of the most commonly used permits given Brunei’s oil and gas economy.
Business Visitor Visa (BVV)
For foreign nationals conducting business activities in Brunei — meetings, contract negotiations, conferences without formal employment. Valid for up to 30 days. Not authorised for employment. APEC Business Travel Card (ABTC) holders endorsed for Brunei may enter without a visitor visa.
Professional Visit Visa (PVV)
For foreign experts, consultants, or trainers providing specialist services in Brunei for a limited period — typically 1 to 3 months. Non-renewable. Does not require the full LPA process but is restricted to specific professional engagements and cannot be used for ongoing employment relationships.
How to get a work permit in Brunei: the full process
The process is entirely employer-led through steps 1 to 3. The employee handles steps 4 and 5 after arrival. No step can be skipped — each is a prerequisite for the next.
1. Register and advertise vacancy on JobCentre Brunei (JCB) — minimum 2 weeks
The employer registers on the JCB portal using their ROCBN company number and advertises the vacant position. The advertisement must remain live for at least two weeks. If local candidates apply, a further 30 days is allowed for recruitment procedures. If no suitable local candidate is identified, the employer applies for a JCB Clearance Letter, issued within 5 working days of the clearance application. The Clearance Letter confirms the employer demonstrated genuine local recruitment efforts. Employer action — JCB portal: www.jobcentrebrunei.gov.bn — mandatory first step.
2. Obtain TAP endorsement and submit LPA application to the Department of Labour
With the JCB Clearance Letter, the employer obtains an endorsement from Tabung Amanah Pekerja (TAP — the Employees Trust Fund). The employer must be registered with the Registry of Companies and Business Names (ROCBN). The LPA application is then submitted to the Department of Labour under the Ministry of Home Affairs, along with all required documentation and a security bond covering a one-way airfare to the employee’s home country. LPA processing takes approximately two weeks. Employer action — Dept of Labour, Ministry of Home Affairs; security bond required.
Submit employment visa application to the Department of Immigration and National Registration
With the LPA approval letter, the employer submits the employment visa and Employment Pass application to the Department of Immigration and National Registration. The package includes the employment pass application form, visa application form, the employer’s labour licence, Labour Department Form 500, the employee’s passport, and required photographs. The employment visa is typically processed within 5 working days. Employer action — Dept of Immigration and National Registration.
Employee arrives and undergoes post-arrival medical examination
After entering Brunei on the employment visa, the foreign worker must attend a Ministry of Health-approved clinic for a mandatory medical examination. This takes one to two weeks including results. Medical clearance must be obtained before the Employment Pass can be finalised. The examination takes place in Brunei — not in the employee’s home country. Employee action — medical examination after arrival, not before; 1–2 weeks.
Apply for Employment Pass and Green Identity Card at the Department of Immigration
With medical clearance, the employee returns to the Department of Immigration and National Registration to finalise the Employment Pass — typically 3 to 5 working days. Workers who will hold the Employment Pass for three months or more must simultaneously apply for the Green Smart Identity Card (Green IC), which is tied to the Employment Pass validity and must be renewed with it. Employee action — Green IC required for stays of 3+ months.
| Step | Duration | Description |
|---|---|---|
| JCB advertising | 2+ weeks | Local vacancy advertisement + clearance letter |
| LPA | ~2 weeks | Dept of Labour after TAP endorsement |
| Visa | 5 days | Dept of Immigration |
| Medical + EP | 1–3 weeks | Post-arrival examination + Employment Pass |
| Total lead time | 6–8 weeks | Minimum from JCB registration to Employment Pass |
Mandatory compliance inspection within 3–6 months of LPA approval
After the LPA is granted, the Department of Labour conducts a mandatory inspection within 3 to 6 months to verify the foreign worker is employed for the purpose stated in the licence and that the employer is complying with Brunei’s labour laws.
This inspection is not optional. Employers must ensure the worker’s actual role, workplace, and conditions match exactly what was declared in the LPA application. Discrepancies between declared and actual employment can result in licence revocation and affect future permit applications.
Documents required for a work permit in Brunei
Documentation is required at three separate stages — the LPA application, the visa application, and the Employment Pass finalisation after arrival. All documents must be accurate and consistent across all stages.
LPA application — employer documents, submitted to Department of Labour
| Required Document | Notes |
|---|---|
| JCB Clearance Letter | Issued by JobCentre Brunei confirming 2-week local advertisement and no suitable local candidate found |
| TAP endorsement | Endorsement from Tabung Amanah Pekerja (Employees Trust Fund) |
| Company registration documents (ROCBN) | Confirming the employer is registered with the Registry of Companies and Business Names |
| Employer’s valid labour licence | Current business licence permitting the employer to hire foreign workers in the relevant sector |
| Signed employment contract | Must reflect the role, salary, and conditions declared in the LPA application |
| Security bond | Covering the cost of a one-way airfare to the employee’s home country |
| Proof of employee qualifications | Certificate of qualifications relevant to the role; tech and construction workers require digital verification |
Visa and Employment Pass application — employee documents, submitted to Department of Immigration in Brunei
| Required Document | Notes |
|---|---|
| Employment Pass application form | Standard form signed by both employer and employee |
| Visa application form | Completed and signed |
| Valid passport | Recognised by the Brunei Director of Immigration; minimum 6 months validity beyond intended entry date |
| LPA approval letter from the Department of Labour | Original approval letter confirming the Foreign Worker Licence has been granted |
| Labour Department Form 500 | Standard Labour Department form required for the Employment Pass application |
| Two passport-sized photographs | Recent photographs meeting standard specifications |
| Medical clearance certificate — post-arrival | Issued by Ministry of Health-approved clinic in Brunei after arrival; required before Employment Pass is finalised |
| Application fee | Single-entry visa: approximately BND 20; multiple-entry: approximately BND 30 |
Why work permit applications in Brunei get rejected or delayed
Most common causes of refusal and delay:
- LPA application submitted without a JCB Clearance Letter — the clearance must precede the LPA application; no exceptions
- Employer not registered with ROCBN at the time of application — ROCBN registration is a prerequisite for the LPA
- TAP endorsement not obtained before LPA submission
- Security bond not provided or insufficient to cover one-way airfare
- Passport validity below 6 months at the time of application
- Employee role or salary declared in the LPA not matching the employment contract
- Medical examination attempted before arrival in Brunei — the examination must take place at an approved Brunei clinic, not in the home country
- Green Identity Card not applied for when the Employment Pass will run for 3+ months
- Mandatory 3–6 month inspection reveals discrepancy between declared and actual employment role or location
Brunei work permit at a glance
| Feature | Detail |
|---|---|
| Foundational permit | LPA — Lesen Pekerja Asing (Foreign Worker Licence), issued by the Department of Labour |
| Employment document | Employment Pass, issued by the Department of Immigration and National Registration |
| Local advertising prerequisite | Minimum 2-week advertisement on JobCentre Brunei (JCB) portal before LPA application |
| JCB Clearance Letter | Issued within 5 working days of application; mandatory for LPA submission |
| TAP endorsement | Required from Tabung Amanah Pekerja before LPA application |
| Short-term sector permit | SAWP — for oil/gas, construction, and IT roles under 1 year; non-renewable |
| Medical examination timing | Post-arrival in Brunei — not pre-departure; takes 1–2 weeks |
| Green Identity Card | Required for Employment Pass holders staying 3+ months; validity tied to EP |
| Security bond | One-way airfare to employee’s home country — required at LPA stage |
| Mandatory inspection | Department of Labour inspection within 3–6 months of LPA approval |
| Total lead time | 6–8 weeks minimum from JCB registration to Employment Pass issuance |
Acumen International — your Employer of Record (EOR) in Brunei
Brunei requires the entity sponsoring a Foreign Worker Licence to be registered with the Registry of Companies and Business Names (ROCBN). A foreign company without Brunei registration cannot register on the JCB portal as a Brunei employer, cannot apply for the LPA, and cannot sponsor an employment visa at the Department of Immigration. The entire process — from the first JCB advertisement to the final Employment Pass — requires a registered Brunei entity at every stage.
When Acumen International acts as your Employer of Record in Brunei, we manage the full process as the registered employing entity. We register and advertise the vacancy on JCB, handle the JCB Clearance Letter application, obtain the TAP endorsement, submit the LPA to the Department of Labour with the required security bond, and sponsor the Employment Pass through the Department of Immigration. We also coordinate the post-arrival medical examination and the Green Identity Card application where required.
Your business directs the worker’s day-to-day activity under a separate commercial arrangement. The legal employment relationship and all LPA sponsorship obligations under Brunei’s labour and immigration law sit with us, including compliance responsibility for the mandatory 3–6 month inspection.
Official government resources in Brunei
The mandatory first stop for all foreign worker applications. Employers must register and advertise vacancies here for a minimum of 2 weeks before any LPA application can proceed. JCB issues the Clearance Letter required for LPA submission.
Issues the Foreign Worker Licence (LPA). LPA application checklists and forms are published here. Also the authority conducting the mandatory 3–6 month post-approval compliance inspection.
Issues employment visas, Employment Passes, and Green Identity Cards. The employer submits the Employment Pass application here after LPA approval.
The official Ministry of Finance and Economy guidance portal for employers on the full foreign worker process, including the JCB registration steps and LPA procedure.
The Employees Trust Fund authority that provides the endorsement required before an LPA application can be submitted to the Department of Labour.
Frequently asked questions
Can the employer start the JCB advertisement and LPA application at the same time to save time?
No. The JCB Clearance Letter must be obtained before the LPA application can be submitted to the Department of Labour — the two processes are sequential, not parallel. Submitting an LPA application without a valid Clearance Letter will result in rejection at intake. The minimum 2-week JCB advertisement period, plus 5 working days for the Clearance Letter to be issued, must be completed first. Building this into the project plan from day one is the only way to avoid timeline surprises.
If we hire the same foreign national again after a previous engagement ends, do we need to repeat the JCB process?
Yes. Each new LPA application requires a fresh JCB Clearance Letter. The previous clearance is tied to the original LPA and cannot be reused for a new application, even if the role and candidate are identical. This applies whether the gap between engagements is a week or a year. Employers planning to re-engage the same worker should factor the full JCB timeline back into their mobilisation plan.
What happens to the Employment Pass if the worker needs to change employer while already in Brunei?
The Employment Pass and LPA in Brunei are tied to the sponsoring employer — they are not transferable. If the worker changes employer, the original LPA is cancelled and the new employer must initiate the full process from scratch: JCB advertisement, new LPA application, TAP endorsement, and a new Employment Pass application. The worker may need to leave Brunei and re-enter depending on the status of the existing permit at the time of the change. Employers should factor this into any scenario where an employee might be transferred to a different entity mid-assignment.
Does the security bond get returned when the employment ends?
The security bond is refundable in principle when the foreign worker departs Brunei compliantly at the end of employment and the LPA is formally cancelled. However, the bond is forfeited if the employer fails to repatriate the worker or if the worker absconds. Employers should treat the bond as a compliance commitment rather than a simple deposit, ensuring proper offboarding and repatriation is the practical way to recover it.
Can a SAWP holder convert to a full Employment Pass without leaving Brunei?
The SAWP is non-renewable and cannot be converted to an Employment Pass from within Brunei, the worker must depart and the employer must initiate a fresh LPA process from the beginning, including the JCB advertisement. Employers intending to retain a worker beyond the SAWP period should begin the LPA process well before the SAWP expires to avoid a gap in the worker’s legal status. Starting the JCB advertisement at least 8 weeks before the SAWP expiry date is the recommended approach.
What specifically does the Department of Labour check during the mandatory inspection?
The inspection verifies that the worker’s actual job title, duties, workplace location, and working conditions match the declarations made in the LPA application exactly. Inspectors also check that the employment contract reflects what was submitted and that social contributions and wage payments are being made correctly. The most common compliance failure is a discrepancy between the declared role and what the worker is actually doing, for example, an LPA granted for a technical role where the worker is performing managerial or commercial functions not covered by the licence. This can result in the LPA being revoked and may affect the employer’s ability to sponsor future foreign workers.
Are Malaysian and Singaporean nationals treated differently under Brunei’s work permit system?
Yes. Malaysian and Singaporean citizens are exempt from the visa requirement when entering Brunei, but their employer must still file a permit application on their behalf, the entry exemption does not remove the LPA and Employment Pass requirement for employment purposes. In practice this means the JCB, LPA, and Employment Pass process still applies in full; the difference is that the employee does not need to apply for a separate entry visa at a consulate before travelling.
Can an EOR in Brunei sponsor permits for workers the client company has already identified, or does the EOR need to do the recruitment?
The EOR sponsors the permit but the JCB process requires the vacancy to be advertised under the EOR’s registered entity. This means the JCB advertisement is published in the EOR’s name as the Brunei employer, the client company’s identified candidate cannot bypass the advertising requirement. In practice, most EOR-assisted hires proceed with the candidate already agreed between the client and the worker before the JCB process begins; the 2-week advertisement runs while documentation is prepared in parallel, and the Clearance Letter confirms no suitable local applied. The worker’s candidacy is not affected by this, it simply means the JCB step cannot be skipped even when the hiring decision is already made.
Hiring foreign nationals in Brunei?
Acumen International’s Global EOR solutions give your business a compliant route to employing workers in Brunei, managing JobCentre Brunei advertising, LPA application, TAP endorsement, Employment Pass sponsorship, medical examination coordination, and mandatory inspection compliance on your behalf.