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An HR and payroll audit is a systematic check of a company’s employment records, salary calculations and statutory filings against what the law requires. HRBD audits HR and payroll for companies in Bangladesh, testing records against the Bangladesh Labour Act, 2006 and payroll deductions and filings against NBR requirements under the Income Tax Act, 2023.
Most companies in Bangladesh assume their payroll is right because nobody has said otherwise. An audit replaces that assumption with tested facts. HRBD recalculates what your people were actually paid against contracts, the Bangladesh Labour Act, 2006 and NBR requirements, tests the HR records behind the numbers, and reports every finding with its evidence. The team doing this runs payroll tax filing for companies across Bangladesh every month, so we test against how the rules are applied in practice, not just how they read. This is an operational audit of HR and payroll: for financial statement audit readiness and coordination with a licensed auditor, our audit and assurance service is the right page.
Whether you inherited payroll from another provider, run local staff from abroad or are preparing for an investor review, HRBD tests the records before someone else finds the gaps, alongside the payroll tax filing work behind them.
What you are inheriting verified before you take it over.
Local HR and payroll practice checked against Bangladesh law, not assumed.
Payroll and HR records cleaned up before outside scrutiny arrives.
An HR and payroll audit is a systematic check of your employment records, salary calculations and statutory filings against what Bangladesh law requires. HRBD tests the records and reports every finding with its evidence, so you know what is right and what needs fixing.
We recalculate salaries, overtime and deductions, test employment contracts, leave and benefits against the Bangladesh Labour Act, 2006, check payroll tax deposits and returns with NBR requirements, and review who calculates, approves and can see payroll.
No. A statutory audit of financial statements must be signed by a practising ICAB chartered accountant, which HRBD is not. We audit your HR and payroll operations; for financial statement audit readiness, see our audit and assurance service, and a licensed auditor signs the audit itself.
Yes. Reviewing payroll you inherited from another provider is one of the most common reasons companies come to us, and the findings tell you what to fix before the liability becomes yours.
No. Most of the work happens on records you hand over once, and questions to your team are batched. Day-to-day payroll keeps running while we test it.
You get written findings with the evidence behind each one, ranked by how much each gap could cost you, and a practical fix list. Where something could not be verified, the report says so plainly.
Yes. Audit records are handled under written confidentiality terms, seen only by the team doing the work, and used for nothing else. Our employee data protection service governs how staff data is handled.
You tell us what payroll and HR records you hold and what prompted the audit, we agree the scope and written terms with no obligation, and we set a reporting date, so you know what you are getting before we begin.
An audit is only worth commissioning if the findings are honest. HRBD reports what the records show, including the gaps we could not verify, and we are clear about the limits: this is an operational HR and payroll audit, not a statutory financial audit, which only a practising ICAB chartered accountant can sign, and nothing on this page is legal advice. Staff and salary data seen during an audit is handled under our employee data protection terms, and for the legal questions findings raise, our legal consultation team covers labour and corporate compliance.
When you contact HRBD, we agree what to audit and the written terms that cover it, with no obligation. From there we collect, test and report, alongside the legal consultation work findings may need.
Payroll errors rarely show up on their own. They surface later, as a Labour Act dispute, a shortfall the NBR notices, or a liability you inherited from a provider nobody checked. The tables below show what an HR and payroll audit covers and the laws each check is tested against.
| Area | What we test |
|---|---|
| Salary accuracy | Recalculation of pay, overtime and deductions |
| Employment records | Contracts, leave and service records under the Labour Act |
| Benefits | Maternity, festival and termination benefits checked against law |
| Statutory filings | Payroll tax deposits, returns and deadlines with the NBR |
| Process and access | Who calculates, approves and can see payroll |
| Area | Law or authority |
|---|---|
| Employment records and benefits | Bangladesh Labour Act, 2006 |
| Payroll tax and deductions | National Board of Revenue (NBR), Income Tax Act, 2023 |
| Company records | Companies Act, 1994 (RJSC) |
| Staff data handling | Personal Data Protection Act, 2026 |
Employment and benefits: Bangladesh Labour Act, 2006. Payroll tax: National Board of Revenue (NBR) under the Income Tax Act, 2023. Company records: Companies Act, 1994. Staff data: Personal Data Protection Act, 2026. General information, not legal advice.
An HRBD payroll audit follows a fixed sequence from scoping to a retest of the fixes. Each step is handled by our team, and you keep one point of contact throughout.
Reviewed by Romana Akhter Shila, Head of Payroll & HR Compliance, HRBD.
