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HRBD provides employee background check services in Bangladesh for local companies and foreign employers hiring Bangladeshi talent. We verify NID identity, education credentials, employment history, criminal records, and addresses nationwide. Screening is permitted under the Bangladesh Labour Act 2006 with candidate consent, and HRBD delivers a verified, legally compliant report within 5–7 business days.
Whether you are onboarding corporate, healthcare, finance, or education-sector staff — or building a remote team through an Employer of Record — every candidate is checked against primary sources, not databases alone, so your hiring decision rests on verified facts.
The compliance baseline behind every HRBD check.
Legal basis: The Bangladesh Labour Act 2006 does not prohibit pre-employment screening; the Personal Data Protection Ordinance 2025 requires the candidate’s written consent before personal data is collected.
Primary sources: NID records, education boards and universities, previous employers, and official police channels — never resold databases.
Criminal records: verified through Bangladesh Police channels, including the police clearance certificate.
Scope: six check types — NID, employment, criminal, education, address, and medical — used across corporate, healthcare, financial, education, NGO, and RMG hiring.
Pricing: per-candidate packages from BDT 10,999 (basic) to BDT 42,999 (premium) — the quote is fixed before screening starts.
Coverage: physical verification across Bangladesh, beyond Dhaka and Chattogram. · Reviewed by Romana Akter, Head of Compliance & Verification, HRBD· Facts checked against the Bangladesh Labour Act 2006 and the Personal Data Protection Ordinance 2025.
An employee background check in Bangladesh verifies the claims behind a CV before the offer is signed — not after a bad hire surfaces. HRBD runs every check at its primary source — the issuing institution, the previous employer, or the responsible authority — and delivers the findings in a single verification report. Build a pre-employment screening package that matches the risk level of each role.
NID verification matches a candidate's name, date of birth, and ID number against Bangladesh's official National ID records to prove the person is who they claim to be. HRBD runs this identity check first in every screening package, stopping impersonation and document fraud before any other check begins.
Employment history verification goes straight to the source: HRBD contacts previous employers and nominated referees to confirm job titles, employment dates, responsibilities, and reasons for leaving—so inflated CVs and fake experience surface before the hire, not after. Essential for specialised roles.
A criminal record check reveals whether a candidate carries a conviction history, verified through official police channels in Bangladesh, including the police clearance certificate. HRBD manages the application and follow-up end to end — non-negotiable for finance, security-sensitive, and customer-facing roles.
Education verification traces degrees, certificates, and professional qualifications back to the universities, education boards, and institutions that issued them, in Bangladesh and abroad. Certificate fraud is among the most common CV lies — HRBD's source-level checks confirm every candidate genuinely holds the credentials the role requires.
Address verification confirms a candidate's present and permanent addresses through physical visits and documentary checks — the standard practice for residence history in Bangladesh. HRBD flags every inconsistency in declared locations, supporting secure onboarding for roles involving cash, assets, or company property.
Pre-employment medical tests and drug screening establish that a candidate is physically fit for the role and support a safe, drug-free workplace. HRBD arranges both through registered partner medical facilities across Bangladesh, helping employers in manufacturing, logistics, and healthcare meet safety obligations and reduce workplace risk.
Four steps from signed consent to a verified report — the same sequence for local and foreign employers.
01
Consent & Scope
You select the checks each role needs; the candidate signs a written consent form. Nothing begins without documented consent.
02
Document Collection
NID copy, certificates, previous employment references, and present and permanent addresses are collected through a simple checklist.
03
Primary-Source Verification
Each item is verified at its source — institutions, previous employers, and official police channels — and every mismatch is flagged with evidence.
04
Verified Report Delivery
You receive one consolidated report with a pass or flag status per check, delivered on the committed date for your hiring file.
Any employer whose people handle money, patients, students, or sensitive data needs an employee background check in Bangladesh — only the depth of screening changes by sector. HRBD calibrates every screening package to the industry's regulatory and risk profile, so a bank hire, a hospital hire, and a school hire are never screened the same way.
Corporate and IT hires in Bangladesh increasingly work with foreign clients, remote teams, and sensitive systems. HRBD verifies employment history, criminal records, and academic credentials for these roles — protecting data access, client trust, and workplace integrity, whether the company hires locally or builds a remote team from abroad.
Healthcare screening in Bangladesh starts with the license: HRBD confirms BMDC registration for doctors and dentists, alongside education, employment history, and criminal record checks for nurses and pharma staff — protecting patient safety and the regulatory standing of hospitals, clinics, and pharmaceutical companies.
Banks and financial institutions in Bangladesh operate under Bangladesh Bank oversight, where a single dishonest hire carries direct financial and reputational cost. HRBD screens employment records, criminal history, and credentials so banks, insurers, NBFIs, and fintech companies hire people who can be trusted with funds and data.
Education institutions face the highest duty of care: staff work with minors every day. HRBD runs criminal record, credential, and employment history checks on teachers, administrators, and support staff, helping schools, colleges, and universities in Bangladesh maintain a safe learning environment with genuinely qualified professionals.
NGOs and development organisations in Bangladesh screen against donor compliance standards, not just local law. HRBD verifies identity, employment history, criminal records, and references for programme and field staff — meeting the safeguarding requirements that international donors and INGOs expect before funding flows.
Garment and manufacturing employers hire at volume, where identity fraud and fake experience spread fastest. HRBD runs NID, address, and employment checks at scale for factory and supervisory roles, supporting the compliance audits that international buyers increasingly demand across Bangladesh’s RMG supply chain.
Three ways employers run background checks in Bangladesh — compared on source access, compliance, and cost.
| Criteria | In-house HR team | HRBD (local specialist) | Global screening platform |
|---|---|---|---|
| Local source access | Limited to personal networks | Direct — institutions, employers, police channels | Routed through local sub-vendors |
| Turnaround | Weeks; depends on staff bandwidth | Committed date agreed before screening starts | Varies by vendor chain |
| Bangladesh compliance | Internal knowledge only | Labour Act & PDPO 2025–aligned consent process | Generic global templates |
| Cost model | Hidden staff time | Per-candidate packages: BDT 10,999–BDT 42,999 (fixed quote before start) | Platform subscription + per-check fees |
| Best for | Occasional single hires | Ongoing hiring in Bangladesh — local or remote | Multi-country programs where Bangladesh is one market of many |
Decision rule: if you hire in Bangladesh regularly — locally or remotely — a local specialist with primary-source access delivers faster, verifiable results; a global platform makes sense only when Bangladesh is one market inside a multi-country vendor contract. For online-behaviour risks, pair it with our social media content screening service.
Fixed per-candidate pricing, agreed before screening starts — no subscriptions, no hidden line items.
HRBD prices every employee background check in Bangladesh as a fixed per-candidate quote, agreed in writing before screening begins. There is no flat menu price because no two roles carry the same risk — the quote follows the scope, and the scope follows the role.
Packages range from BDT 10,999 for basic tiers up to BDT 42,999 for premium tiers, per candidate — the exact figure is fixed in writing once the check mix is agreed.
Check mix. A basic NID and employment verification costs less than full screening that adds criminal record, education, address, and medical checks.
Volume. Multi-candidate and recurring hiring programmes are priced per candidate at a lower band than one-off single checks.
Urgency. Standard turnaround is included; priority handling for a single urgent hire is quoted separately when requested.
Role depth. Senior, finance, and security-sensitive roles usually justify deeper verification — more sources checked, more evidence attached.
Every quote includes consent handling, primary-source verification, an evidence-attached report, and a committed delivery date. Share the role — HRBD replies with the fixed per-candidate price.
Employers choose HRBD because every check is verified at its primary source in Bangladesh and delivered with the signed consent trail that local law requires—evidence attached, never resold. Five reasons below:
Every 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 a pass or fail.
You get a delivery date before screening begins, not an estimate afterwards. HRBD flags any institutional delay as it happens, and urgent single checks can be prioritized on request.
Physical address and employment verification reach beyond Dhaka and Chattogram. Candidates with overseas study or work history are checked internationally and returned in the same report.
A warehouse hire and a CFO hire need different depth. Each package is built from the checks the role actually requires, so budget goes where the risk is.
No check starts without signed candidate consent, as the Personal Data Protection Ordinance 2025 requires. Data is released to the requesting employer alone — never resold, never reused.
The two laws every employer screening in Bangladesh must follow — and how HRBD keeps every check compliant.
Employee background checks are legal in Bangladesh. The Bangladesh Labour Act 2006 (Act No. XLII of 2006) does not prohibit pre-employment screening, and the Personal Data Protection Ordinance 2025 (Ordinance No. 61 of 2025) — the country’s first standalone data protection law — sets the consent rules for how candidate data may be collected and used.
Consent first. Consent must be voluntary, specific, informed, and withdrawable. HRBD collects the candidate’s signed consent before any check begins.
No discriminatory screening. Checks may not be used to screen candidates on protected characteristics such as race, sex, or religion — HRBD verifies claimed facts only.
Official criminal-record channel. Criminal history is verified through Bangladesh Police, including the police clearance certificate, with the outcome documented in the final report.
“We verify every check at its primary source — the institution, the employer, or the police channel — so the report an employer receives is evidence they can act on, not a claim they have to trust.”
— Romana Akter Head of Compliance & Verification, HRBD
Sources: Bangladesh Labour Act 2006 (bdlaws.minlaw.gov.bd) · Personal Data Protection Ordinance 2025 · Bangladesh Police — Police Clearance Certificate.
Yes. The Bangladesh Labour Act 2006 does not prohibit pre-employment screening. Employers must obtain the candidate’s written consent before collecting personal data, and must not screen on protected characteristics such as race, sex, or religion.
Yes. The Personal Data Protection Ordinance 2025 is Bangladesh’s first standalone data protection law. It requires consent that is voluntary, specific, informed, and withdrawable before personal data is processed. HRBD’s screening workflow is consent-first.
Timelines depend on the number of checks, institutional response speed, and whether international verification is required. HRBD commits to a delivery date before screening begins, and urgent single checks can be prioritised on request.
Typically a National ID (NID) copy, educational certificates, previous employment details or references, present and permanent addresses, and a signed consent form. HRBD provides a document checklist at the start of every engagement.
Criminal history is verified through official police channels, including the police clearance certificate. HRBD manages the application and follow-up end to end, and reports the outcome with supporting documentation in the final report.
Yes. Foreign employers routinely screen Bangladeshi hires, including remote employees, through a local partner. HRBD runs the checks on the ground and can bundle screening with Employer of Record onboarding for companies without a Bangladeshi entity.
A background check in Bangladesh costs from BDT 10,999 for a basic tier up to BDT 42,999 for premium tiers, per candidate, with HRBD. The final price is fixed in writing once the role’s check mix is agreed — basic NID and employment checks sit at the lower band; full screening with criminal, education, address, and medical components at the upper.
We hired three remote engineers in Dhaka without having a local entity. HRBD ran NID, education, and employment checks and returned evidence-backed reports before each offer went out. The consent process satisfied our compliance team as well.
HRBD committed to a delivery date before screening started and met it for all 18 candidates. The one discrepancy they flagged — an inflated job title — saved us from a bad senior hire.
For roles that touch customer funds, we needed checks that stand up to audit. HRBD's reports trace every finding back to its source, which is exactly what our compliance review asked for.
During peak season we screen at volume. HRBD handled NID and address verification for 125 factory hires without slowing down onboarding.
