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PEO Packages for Your Bangladesh Entity

What Is Included in a PEO Package?

WHAT A PACKAGE COVERS
A PEO package covers the employer administration that sits behind your own Bangladesh entity: employment contracts, monthly payroll, income tax deducted at source, statutory filing with the NBR, provident fund and gratuity records, and the HR paperwork from joining through to final settlement. Your entity stays the legal employer throughout, and your managers keep day to day direction of the team. HRBD does not register companies and does not supply staff.
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Which PEO Package Fits Your Company?

HRBD runs payroll, statutory filing and employee records for companies that already hold a registered Bangladesh entity. Each package below is built around one type of buyer, so the scope matches how your team actually operates. Your entity stays the legal employer throughout.

Foreign Subsidiaries

Per Employee / Month

BDT 8,500
  • Labour Act 2006 contracts
  • Monthly payroll and NBR filing
  • Provident fund and gratuity
  • English account manager
  • Inspection ready registers
  • Not included: incorporation
Discuss This Package

Branch or Liaison Office

Per Employee / Month

BDT 6,000
  • Appointment letters and files
  • Leave and attendance records
  • Payroll and payslip issue
  • Exit notice and settlement
  • Written HR policy set
  • Not included: work permits
Discuss This Package

Growing Local SMEs

Per Employee / Month

BDT 4,500
  • Written staff contracts
  • Payroll with tax withholding
  • Service rules and handbook
  • Contractor status guidance
  • Labour inspection records
  • Not included: expat payroll
Discuss This Package
Each figure is the HRBD service fee for one employee for one month, charged against a written scope. The rate is set by the scope the package covers, not by what the employee is paid, so a senior hire does not change it. Salaries, income tax deposits and statutory contributions are your own costs and sit outside this fee.

Four Promises Written Into the Agreement

If something goes wrong, these four lines decide who fixes it and who pays for it. Ask any other provider you are talking to for the same four in writing.

ACCOUNTABILITY
HRBD Fixes Its Own Mistakes
One named person runs your account, with one escalation route above them. If a filing goes in late or wrong because of HRBD, HRBD corrects it and deals with the authority itself. That is a term in the agreement, not a favour.
JURISDICTION
Written for Bangladesh Law
Contracts and registers are drafted from the Bangladesh Labour Act 2006 and the Labour Rules 2015, not translated from a template built for another country. Appointment letters follow Section 5, and service books and registers follow Sections 6 and 9.
CONTINUITY
Your Records Come Back
Your payroll does not depend on one person at HRBD. Records are kept so your own finance team can read and check them, and you get the complete set back when you leave, at no charge, in the format your next provider will need.
CONFIDENTIALITY
Salary Data Stays Inside
Only the named team on your account can open salary and personal data, under the confidentiality clause in the service agreement. No part of the work is passed to another firm, and nothing is shared between clients.

The Fee Basis Behind Every Package

What HRBD charges against, and how that differs from the other two models you will be quoted elsewhere in this market.

HOW HRBD QUOTES
HRBD quotes a flat monthly fee for each employee on the payroll, set against a written scope. The fee does not move with salary levels, so adding a senior role does not raise what you pay HRBD. It moves only when headcount changes or when you add a function that the signed scope does not cover.
The three fee models used for PEO work in Bangladesh. Knowing which one a provider uses tells you how your cost will behave a year from now.
Fee modelHow the cost behavesWhere it fits
Flat fee per employee.
HRBD USES THIS
Moves in a straight line with headcount, so the monthly figure stays predictable and a senior hire does not change it.Entities that want the fee tied to how many people are administered, not to what they are paid.
Percentage of payroll.Rises and falls with salary levels, so the fee grows when senior roles are added rather than when the workload grows.Large payrolls with flat pay bands, where the percentage stays small in absolute terms.
Tiered service bundles.Fixed at each tier until a function outside that tier is needed, which is then quoted separately.Companies that want a short, fixed list of functions and nothing beyond it.
No figure is quoted before the records review, because the same headcount can carry very different compliance work. The scope is written first, and the fee is quoted against it.

Factors That Change Your Package Scope

Two companies with the same headcount can need very different packages. These are the points HRBD reviews before writing a scope.

✓Headcount today, and how fast it is expected to change over the next year.
✓Local employees only, expatriate staff, or a mix of both on one payroll.
✓One work location, or several sites across Bangladesh under the same entity.
✓Monthly payroll alone, or payroll together with full HR administration.
✓Provident fund and gratuity schemes already running, or still to be set up.
✓Records to migrate from an existing provider, or a clean start from your own files.

How Do You Get a Package Proposal?

Four steps from enquiry to first payroll cycle. Nothing is quoted, and no employee data moves, until the scope is written down and signed.

1
Send the enquiry
Tell HRBD what kind of entity you hold, how many people are on the payroll today, and which HR functions you want covered. No documents are needed at this stage, and the enquiry stays with the team handling it.
You send — Entity type, current headcount, and the functions in question.
2
Records review
HRBD reviews your existing employment contracts, payroll records and statutory filing position to see what is already compliant and what needs rebuilding. This is where the real scoping happens, because two companies with the same headcount rarely carry the same compliance load.
HRBD checks — Contracts, payroll history, NBR filings, provident fund and gratuity records.
3
Written scope
You receive a scope document naming every function HRBD will run, every function that stays with your team, and who answers if something is filed late or filed wrongly. Exclusions are written as plainly as inclusions, so nothing is discovered later.
You receive — The scope, the accountability split, and the basis the fee is quoted against.
4
Sign, then transfer
The scope is agreed and signed before any employee data moves. Records transfer under the confidentiality terms in the service agreement, and the first payroll cycle runs in parallel with your existing method so the figures can be reconciled before cutover.
Then — Signature, record transfer, and one parallel payroll cycle before full handover.
The written scope is what the fee is quoted against. Anything added later is agreed in writing first, so the monthly figure does not move without your sign-off.

Questions Employers Ask About Packages

These are the questions finance and HR leads ask before signing a package. The first sentence of each answer is the answer. Anything not covered here is settled at the records review, before the scope is written.

Can a package be changed after it is signed?

Yes, by a written change to the scope. The signed scope lists every function HRBD runs; adding or removing one is agreed in writing before it takes effect, and the fee basis moves with it. Nothing is added to a monthly invoice that was not agreed first.

What happens if our headcount drops mid year?

The fee follows headcount down as well as up. Because HRBD quotes a flat monthly amount per employee on the payroll, a reduction lowers what you pay from the cycle in which the employee leaves, once final settlement is processed.

Does a package cover staff at more than one site?

Yes, where the sites sit under the same registered entity. Payroll, statutory registers and filing are handled centrally for all locations of that entity. A separate legal entity needs its own scope, because its filings and registers are separate under the Labour Act 2006.

Can we start with payroll only and add HR later?

Yes. Many entities begin with the monthly payroll cycle and statutory filing, then add HR administration once the payroll is running cleanly. The addition is written into the scope rather than started informally.

What do we hand over when leaving our current provider?

Four record sets. Signed employment contracts and appointment letters, twelve months of payroll registers and payslips, income tax deduction and NBR filing records, and provident fund or gratuity balances. HRBD lists exactly what is missing before the first cycle, and runs one cycle in parallel with your existing method so the figures can be reconciled.

Who owns the employee records HRBD maintains?

Your entity owns them. HRBD holds and processes them as administrator under the service agreement, and returns a complete set on exit. Access inside HRBD is limited to the named team on your account, under the confidentiality terms in the agreement.

Is any part of a package given to a third party?

No part of payroll, statutory filing or record keeping is passed to another firm. Where a matter sits outside the scope, such as litigation before a Labour Court, HRBD says so and you appoint your own adviser rather than HRBD appointing one for you.

What is not covered by any HRBD package?

Company incorporation and RJSC registration, acting as the legal employer, supplying staff, and representing your entity in court. A company with no Bangladesh entity is served through the HRBD Employer of Record service instead, not through a PEO package.

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