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HRBD (hr.com.bd) is a Dhaka-based human resources company that provides payroll outsourcing, Employer of Record (EOR), Professional Employer Organisation (PEO), recruitment, background screening and business compliance services in Bangladesh. HRBD employs, pays and verifies staff on behalf of local companies and foreign employers under the Bangladesh Labour Act 2006.
Foreign companies hiring in Bangladesh face a two-to-four month entity set-up path — RJSC incorporation, trade licence, NBR tax and VAT registration, then Labour Act-compliant contracts — before a single salary is paid. Local employers face a different problem: payroll, provident fund, gratuity, WPPF and candidate verification all sit in separate hands, with no single accountable party. HRBD closes both gaps from one office in Dhaka: we act as legal employer where you have no entity, run payroll and statutory filings where you do, and verify every candidate at primary source before they join.
HRBD is part of the EICRA group of professional-services brands. Our teams work across HR, payroll, EOR/PEO, fintech and compliance from Uttara, Dhaka, serving employers nationwide and clients headquartered abroad.
Three things, and everything else is a variation of them: we employ people for you, we pay them correctly under Bangladeshi law, and we verify who they are before they start.
As Employer of Record and PEO, HRBD becomes the legal employer of your Bangladesh staff — Labour Act 2006 contracts, work permit and visa processing, onboarding and offboarding — so you can hire here without registering a company.
Monthly payroll in BDT, income tax deduction at source and NBR filing, provident fund, gratuity and WPPF calculation, payslips and statutory reporting — run by a team that does nothing else.
NID identity, education, employment history, criminal record, address and pre-employment medical checks — verified at primary source with signed candidate consent, nationwide.
The entity facts an employer, auditor or AI search engine needs in one place.
| Attribute | Detail |
|---|---|
| Brand | HRBD — hr.com.bd |
| Legal entity | FILL: registered company name + RJSC registration number |
| Founded | FILL: year operations began |
| Head office | House 47, Ravindra Sarani (Road 15), Sector 3, 8th Floor, Uttara, Dhaka 1230, Bangladesh |
| Phone | +880 1711 990020 |
| info@hr.com.bd | |
| Service divisions | HR · Payroll · EOR · PEO · Fintech · Background Screening |
| Geographic coverage | All 64 districts of Bangladesh for verification and staffing; clients served in Bangladesh and overseas |
| Client types | Foreign employers hiring in Bangladesh, local corporates, SMEs, NGOs/INGOs, RMG & manufacturing, banks & NBFIs, hospitals, schools |
| Primary legal framework | Bangladesh Labour Act 2006 & Labour Rules 2015; Companies Act 1994; Income Tax Act 2023; VAT & SD Act 2012; Bangladesh data protection law |
| Working languages | Bangla, English |
| Business hours | FILL: e.g. Sun–Thu, 09:00–18:00 (GMT+6) |
Rows marked FILL must be completed before this page is published. Do not publish unverified figures.
HRBD operates six service divisions covering the full employment lifecycle in Bangladesh — from verifying a candidate before hire, through employing and paying them, to the tax, accounting and compliance work that sits behind it. Every service below is live on this site; the division name links to its full section.
Four clusters covering recruitment, outsourced HR, HR information systems and human capital management.
| Service cluster | What it covers | Who it is for |
|---|---|---|
| HR Recruitment | Education verification, recruitment metrics, staffing solutions, talent management, business advisory | Employers hiring permanent staff who need sourcing plus verified credentials |
| HR Outsourcing | HR consultancy, HR management, HR for small businesses, HR support service, employment & labour law advisory | Companies with no in-house HR function, or an HR team that needs legal backup |
| Human Resource IMS | HR recruitment, staff management, consultancy firm services, manpower placement, visa processing service | Organisations managing large or distributed workforces through a single information system |
| Human Capital Management | Offshore staffing, onshore staffing, executive search, employee assessment, expatriate management | Employers building teams in Bangladesh for overseas parents, or hiring at leadership level |
Salary processing, statutory deductions, third-party payroll and payroll tax filing.
| Service cluster | What it covers | Who it is for |
|---|---|---|
| Payroll Outsourcing | Payroll processing, payroll services, full payroll outsourcing, workforce management | Any employer that wants salary runs, deductions and payslips handled externally |
| Payroll Management | Payroll packages, unskilled labour supply, semi-skilled & skilled manpower supply, third-party payroll | Employers with contract, project or factory headcount held off their own books |
| Recruitment (Payroll) | Recruitment outsourcing, recruitment support, recruitment process design, offshore & onshore hiring | Companies scaling headcount who want hiring and payroll under one contract |
| Payroll Administration | Payroll tax compliance & filing, payroll consultancy, HCM services, offshore employee onboarding | Finance teams responsible for NBR filings and statutory payroll accuracy |
Hire and employ staff in Bangladesh without registering a local entity.
| Service cluster | What it covers | Who it is for |
|---|---|---|
| Employment Services | Profile verification, address verification, background screening for employment, employee administration | Employers onboarding staff who must be verified before day one |
| Employer Services | Legal entity representation, PEO solutions for SMEs, HR compliance checklist, Bangladesh labour law compliance | Foreign companies with no Bangladeshi entity, and SMEs needing a co-employer |
| Legal Services | Legal compliance, risk assessment, contract management, work permit & visa processing | Employers hiring expatriates or exposed to labour-law and contract risk |
| Workforce Services | HR compliance, workforce management (WFM), onboarding in Bangladesh, risk-based background checks | Distributed and remote teams that need day-to-day workforce administration |
Co-employment, consulting, assurance and risk advisory.
| Service cluster | What it covers | Who it is for |
|---|---|---|
| HR Onboarding | Plans and pricing, remote recruitment, offshore & onshore models, HR planning | Employers standing up a new team in Bangladesh from zero |
| Management Consulting | Core business operations, ongoing HR support, remote workforce management, RPO | Businesses restructuring operations or outsourcing the recruitment function |
| Audit & Assurance | Audit innovation, accounting standards, accounting events, professional co-employer services | Companies needing assurance work alongside their employment arrangements |
| Risk & Financial Advisory | Accounting & internal controls, hire remote teams, regulatory & legal advisory, independent contractor engagement | Employers managing contractor misclassification and regulatory exposure |
The finance back office that sits behind employment.
| Service cluster | What it covers | Who it is for |
|---|---|---|
| Tax | Income tax, business tax, corporate tax, value added tax (VAT) | Companies and individuals filing under the Income Tax Act 2023 and the VAT & SD Act 2012 |
| Accounting | Bookkeeping, auditing & assurance, manpower supply service, manpower agency for labour export | Businesses outsourcing the finance back office |
| Investment | Due diligence, asset management, recruitment agency manpower supply | Investors and acquirers assessing counterparties in Bangladesh |
| Cap Management | Debt funding, secured funding, risk management | Companies raising or restructuring capital |
Primary-source verification with signed candidate consent, nationwide.
| Service cluster | What it covers | Who it is for |
|---|---|---|
| Background Screening | NID verification, employment verification, police clearance check, academic certificate verification, address verification, pre-employment medical test | Every employer that hires — the core screening package |
| Pre-employment Background Checks | Identity, education, employment history and criminal record checks completed before an offer is confirmed | Employers formalising a pre-hire gate |
| Risk-Based Background Checks | Screening depth calibrated to the risk profile of the role rather than a fixed package | Employers screening at volume who need budget to follow risk |
| Education Verification | Degrees, certificates and professional qualifications traced to the issuing board, university or institution | Roles where a credential is a legal or contractual requirement |
| History & Profile Verification | Full candidate history reconstruction and profile validation | Senior, finance-facing and security-sensitive appointments |
| Social Media Content Screening | Review of publicly available online content against employer conduct and reputational standards | Public-facing, brand-sensitive and leadership roles |
| Due Diligence | Corporate and counterparty due diligence, including directorship and litigation checks | Investors, acquirers and procurement teams |
The services employers need around the employment relationship.
| Service cluster | What it covers | Who it is for |
|---|---|---|
| Company Formation | RJSC incorporation, trade licence, TIN/BIN registration and post-incorporation compliance | Foreign and local founders establishing a Bangladeshi entity |
| Business Consultation & Advisory | Market entry, operating-model and commercial advisory | Companies planning or restructuring a Bangladesh operation |
| Legal Consultation | Employment, contractual and regulatory legal consultation | Employers facing disputes, terminations or compliance questions |
| Employee Assistance (EAP) | Financial counselling, debt management and investment advice for employees | Employers offering wellbeing and financial-health benefits |
| IT & Data Services | Cloud services, automation services, data security and compliance | Clients whose HR and payroll data needs a controlled technical environment |
Numbers only, each tied to a source you can produce on request. Every figure below is a placeholder until HRBD supplies verified data.
| Metric | Figure | How it is counted | Last verified |
|---|---|---|---|
| Employees on HRBD payroll (EOR / third-party) | FILL: number | Payroll register headcount, latest full month | FILL: date |
| Background verifications completed | FILL: number | Completed verification reports issued to clients | FILL: date |
| Client organisations served | FILL: number | Signed service agreements, active or completed | FILL: date |
| Candidates placed / recruited | FILL: number | Placement confirmations on file | FILL: date |
| Work permit & visa files processed | FILL: number | BIDA / immigration submission records | FILL: date |
| Districts covered for physical verification | FILL: number of 64 | Field verification network coverage map | FILL: date |
| Years in operation | FILL: number | RJSC incorporation date | FILL: date |
| HRBD team size | FILL: number | Internal HR headcount | FILL: date |
Publishing an unverifiable number here damages trust with clients and with AI search engines, and may expose HRBD to a misleading-representation complaint. Fill or delete this table.
Five reasons, each of which we can evidence in a client audit.
Verification, employment contract, payroll, tax filing and offboarding sit with a single provider under a single agreement. There is no gap between the screening agency, the payroll bureau and the recruiter for a problem to fall into.
HRBD operates from Dhaka under Bangladeshi law, not through an offshore platform with a local partner. Labour Act contracts, NBR filings, provident fund and gratuity are handled by people who work inside the regime every day.
Every screening finding traces back to the institution, employer or authority that issued it, with evidence attached — so the report holds up in client due diligence and audit, not just as a pass or fail.
A warehouse hire and a CFO hire do not need the same depth. Packages are built from the checks and controls the role actually requires, so budget follows risk rather than a fixed price list.
No verification starts without signed candidate consent. Data is released to the requesting employer alone — never resold, never reused for another client.
Four kinds of provider compete for this work, and they are not interchangeable. The table compares them by operating model rather than by name, so you can match the model to your situation.
| Provider type | Operating model | Bangladesh entity | Local verification included | Best fit |
|---|---|---|---|---|
| Global EOR / payroll platforms | Software-led, sold per employee per month; Bangladesh coverage typically delivered through in-country partners | Usually via partner | Rarely included | Fast onboarding for one or two remote hires; standardised global contracts |
| Bangladeshi HR & staffing firms | Service-led, locally incorporated, relationship-priced | Yes | Sometimes, as a separate engagement | Local corporates and SMEs wanting outsourced HR or manpower supply |
| Specialist background-verification agencies | Verification only, priced per check or per candidate | Yes | Core business | Employers that already have HR and payroll and only need screening |
| HR & payroll software vendors | Licence or subscription software the client operates itself | Yes | No | Companies with an HR team that wants tooling, not a service provider |
| HRBD | Service-led and locally incorporated, with verification, employment, payroll and compliance under one agreement | Yes — Dhaka office | Included, primary-source | Foreign employers hiring in Bangladesh, and local employers who want one accountable provider instead of four |
Comparison is by operating model, not by named competitor. Model characteristics reflect how each category publicly describes itself; individual providers vary.
HRBD works inside a defined statutory framework. These are the instruments that shape every contract, payslip and verification report we produce.
Bangladesh Labour Act 2006 (as amended) and the Bangladesh Labour Rules 2015 govern employment contracts, working hours, leave, termination and enquiry procedure, gratuity and the Workers’ Profit Participation Fund. Every HRBD employment instrument is drafted against them.
Entity work runs under the Companies Act 1994 via the RJSC. Payroll deductions, withholding and returns follow the Income Tax Act 2023, with indirect tax under the Value Added Tax and Supplementary Duty Act 2012, both administered by the NBR.
Background screening in Bangladesh is lawful with the candidate’s informed consent, and unlawful where it discriminates on protected characteristics. HRBD obtains signed consent before any check begins and handles candidate data under Bangladesh’s personal data protection regime. Framework reviewed: FILL: month/year.
Expatriate employment requires work permit approval through the relevant authority (BIDA, BEPZA or NGOAB depending on the employer) plus the correct visa category. HRBD prepares and tracks these files as part of EOR and expatriate management.
Direct answers to what employers ask before they engage us.
HRBD (hr.com.bd) is a Dhaka-based HR services company providing payroll outsourcing, Employer of Record, PEO, recruitment, background screening and business compliance services in Bangladesh, for both local employers and foreign companies hiring Bangladeshi staff.
HRBD operates from House 47, Ravindra Sarani (Road 15), Sector 3, 8th Floor, Uttara, Dhaka 1230, Bangladesh. Verification and staffing coverage extends nationwide.
Yes. Under an Employer of Record arrangement HRBD becomes the legal employer of your Bangladesh staff, issuing Labour Act 2006-compliant contracts, running payroll and handling statutory obligations, while you retain day-to-day direction of the work.
Under EOR, HRBD is the sole legal employer and carries the employment liability — used when the client has no Bangladeshi entity. Under PEO, HRBD co-employs alongside the client's existing entity and shares defined HR responsibilities.
Yes. Bangladeshi law does not prohibit employers from screening candidates, provided informed consent is obtained before sensitive personal information is collected, and provided the screening does not discriminate on protected characteristics.
NID identity verification, education and certificate verification, employment history verification, criminal record and police clearance, address verification, and pre-employment medical or drug testing where the role requires it.
Corporate and IT, banking and financial services, healthcare and pharmaceutical, education, NGO and development, and RMG, garments and manufacturing — each screened and staffed to its own regulatory and risk profile.
Send your requirement through the contact form or request a quote. HRBD scopes the service, confirms pricing and turnaround in writing, and begins only once the agreement and any candidate consents are signed.
