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Employer services in Bangladesh are the compliance, payroll and representation work that sits behind employing people locally, delivered by a local provider while your company remains the legal employer. A company employing staff here carries three obligations from the first hire: an employment contract that satisfies the Bangladesh Labour Act 2006, income tax withheld and filed under National Board of Revenue rules, and statutory benefits including Provident Fund and Gratuity. HRBD carries the work behind all three, so your team does not have to build that capability in-house. If you have no Bangladeshi entity yet, start with company formation in Bangladesh or an employer of record arrangement.
HRBD drafts and reviews your employment contracts, working hours, leave and termination records against the Bangladesh Labour Act 2006 and the Bangladesh Labour Rules 2015, and keeps documentation ready for inspection by the Department of Inspection for Factories and Establishments.
HRBD represents your company before Bangladeshi authorities on employment matters, so your registered entity is properly covered on the ground without you posting your own HR or legal staff in Dhaka.
Small and mid-sized companies with one to twenty staff in Bangladesh get co-employment support: payroll prepared in Bangladeshi Taka, income tax withholding calculated under National Board of Revenue rules, and Provident Fund and Gratuity administered on your behalf.
A documented checklist of every record a Bangladeshi employer must hold: appointment letters, payslips, attendance and leave registers, festival bonus calculations, and termination and final settlement documentation.
Your company stays the employer on record in Bangladesh. What employer services in Bangladesh add is the local capability that is expensive to build for a small team: people who work with the Labour Act 2006 daily, file with the National Board of Revenue every month, and know what the Department of Inspection for Factories and Establishments asks to see. It is the same team behind our HR outsourcing in Bangladesh and payroll services practices.
These are the obligations Bangladeshi law places on the employer, and they stay with your company. Employer services in Bangladesh mean HRBD does the work behind each one, from calculation to filing to record keeping — including work permit and visa processing and onboarding employees in Bangladesh.
HRBD prepares gross-to-net payroll in Bangladeshi Taka, calculates income tax withholding under National Board of Revenue rules, and administers Provident Fund and Gratuity for your employees. See our income tax service.
For expatriate hires, HRBD prepares the documentation required for work permit approval through the Bangladesh Investment Development Authority, including the recommendation letter, security clearance application and visa endorsement support.
HRBD drafts appointment letters compliant with the Bangladesh Labour Act 2006, manages probation and confirmation records, and prepares lawful termination paperwork with notice pay and final settlement calculated to statute.
Five steps from the first conversation to a running monthly compliance cycle.
You tell HRBD the job title, salary band, start date and whether the hire is a Bangladeshi national or an expatriate. HRBD confirms which tier fits and issues a written scope.
HRBD prepares an appointment letter that satisfies the Bangladesh Labour Act 2006, covering probation, working hours, leave, festival bonus and termination terms. Your company signs it as the employer.
HRBD opens the statutory registers, records the employee for Provident Fund and Gratuity accrual, and prepares the income tax file under National Board of Revenue rules. For expatriates, BIDA work permit documentation starts here.
HRBD calculates gross-to-net pay in Bangladeshi Taka, withholds income tax, issues the payslip and prepares the monthly filing. You approve the payroll register before disbursement.
Each month HRBD files withholding with the NBR, updates statutory registers, tracks leave and attendance, and flags any Labour Act obligation coming due, so records stay ready for a DIFE inspection.
Both routes let you employ people in Bangladesh. The difference is who carries the statutory obligations. With HRBD as employer of record, every figure in the table below is calculated, funded and filed by HRBD against its own registrations. With your own entity, each line becomes a task your finance and HR team owns from day one, and each one is enforceable against your company under the Bangladesh Labour Act 2006.
| Obligation | Outsourced to HRBD | Handled In-House |
|---|---|---|
| Time to cover | Days — HRBD is already staffed and registered | Weeks to recruit, onboard and train an HR and payroll hire |
| Legal employer | Your company | Your company |
| Contract and notice | Labour Act 2006 contracts drafted and reviewed by HRBD; 60 days’ notice handled | Your HR hire must learn and apply the statute |
| Hours and overtime | 8 hrs/day, 48 hrs/week, OT at 2× — calculated by HRBD | Tracked and calculated in-house |
| Festival bonus and holidays | 2 bonuses/year up to 1 month’s gross; 11 paid holidays — computed by HRBD | Computed in-house |
| Gratuity | 30 days’ wages/year, 45 days’ after 10 years — accrued by HRBD | Accrued and tracked in-house |
| Provident Fund | Equal % of basic; mandatory at ¾ worker request (s.264) — administered by HRBD | Scheme set up and run in-house |
| Tax and work permit | NBR withholding filed monthly; BIDA permit documents prepared by HRBD | Filed and applied for in-house |
| Cost model | Fixed monthly fee per employee, scales with headcount | HR salaries, software, training and cover for absence |
Statutory minimums under the Bangladesh Labour Act 2006 (as amended) and the Bangladesh Labour Rules 2015, enforced by the DIFE. Income tax rules are set by the NBR and company registration by the RJSC. If you have no Bangladeshi entity and need a partner to become the legal employer, that is our employer of record service.
HRBD charges a flat fee per employee per month. There is no setup cost and no minimum headcount. Your company stays the legal employer in Bangladesh; HRBD carries the compliance, administration and representation workload. The tier you pick decides how much of that workload HRBD takes on, from contract and Labour Act 2006 compliance at Basic, through full payroll and benefits administration at Advanced, to BIDA work permits and legal representation at Premium.
Employer Services – Basic
approx. US$165 per employee / month
For companies that already employ staff in Bangladesh
What this price includes
Employer Services – Advanced
approx. US$287 per employee / month
For companies outsourcing day-to-day HR and payroll
What this price includes
Employer Services – Premium
approx. US$451 per employee / month
For companies needing on-ground legal and HR cover
What this price includes
Billing is in Bangladeshi Taka; US dollar figures are indicative and move with the exchange rate. If you have no Bangladeshi entity and need HRBD to become the legal employer, that is our employer of record service, priced separately.
Common questions from foreign companies employing staff in Bangladesh through an employer of record.
Yes. Employer services support a company that already employs, or is about to employ, staff through its own Bangladeshi entity. Your company signs the employment contracts and stays the legal employer, and we can also run background screening on candidates before you hire, while HRBD runs the compliance, payroll administration and representation work. If you have no entity and need a partner to become the legal employer instead, that is an employer of record arrangement, which HRBD also provides.
The Bangladesh Labour Act 2006 and the Bangladesh Labour Rules 2015 govern contracts, working hours, leave, festival bonus and termination. Income tax withholding follows National Board of Revenue rules. Workplace records are inspected by the Department of Inspection for Factories and Establishments. Expatriate work permits are approved through the Bangladesh Investment Development Authority, and HRBD handles the visa processing.
Your company is the employer on record and is the respondent before the Bangladesh Labour Court. HRBD prepares and holds the evidence you need to defend the position: the appointment letter, payslips, statutory registers and termination documentation. HRBD reviews every proposed termination against the Labour Act 2006 before it is executed, which is where most disputes are actually avoided.
HRBD employer services are billed as a flat fee per employee per month: BDT 19,999 for the Basic tier, BDT 34,999 for Advanced and BDT 54,999 for Premium, which is roughly US$165, US$287 and US$451. There is no setup cost and no minimum headcount. Employee salaries and statutory contributions stay with your company, because under employer services your company remains the legal employer. Fifteen percent VAT applies to the HRBD fee.
Once the candidate is selected and documents are received, HRBD issues a Labour Act 2006 compliant appointment letter and adds the employee to payroll within a few working days, because HRBD's Bangladeshi entity is already registered.
Yes. HRBD employs staff anywhere in Bangladesh, including Chattogram, Sylhet, Khulna and Rajshahi. The same Labour Act 2006 obligations and National Board of Revenue withholding rules apply nationwide, so the scope of work does not change by district. Records and filings are handled centrally from Dhaka.
The employment contract HRBD issues assigns intellectual property created in the course of employment to your company. HRBD drafts the assignment clause to be enforceable under Bangladeshi law and reviews it against the Labour Act 2006 so it survives a termination or a dispute.
Yes. Many companies use employer services to test the Bangladeshi market, then incorporate through the Registrar of Joint Stock Companies and Firms once headcount justifies it, which HRBD also supports through company formation. HRBD hands over the employment records, statutory registers and filing history, and can continue on a reduced advisory tier while your in-house team takes over.
Statutory figures on this page are checked against the Bangladesh Labour Act 2006 and Labour Rules 2015.
HRBD took the pressure off our internal HR team by handling recruitment coordination, employee documentation, and onboarding support. The process was organized from start to finish, helping us bring new employees on board faster.
Managing payroll and employee compliance across a growing workforce was becoming increasingly time-consuming. HRBD streamlined the process, kept our records organized, and gave us confidence that our employee administration was handled properly.
As our team grew, managing recruitment, employee documentation, onboarding, and day-to-day HR tasks became increasingly time-consuming. HRBD streamlined these processes and gave us dependable HR support, allowing our management team to focus more on business growth.
As our workforce grew, we needed one reliable partner for day-to-day HR operations. HRBD helped us manage employee documentation, onboarding, payroll coordination, and HR support through one streamlined process.
Reviewed by Romana Aktar, Head of Compliance, HRBD
12 years in Bangladesh labour law. Statutory figures on this page are checked against the Bangladesh Labour Act 2006 and the Bangladesh Labour Rules 2015.
HRBD · House 47, Ravindra Sarani (Road 15), Sector 3, 8th Floor, Uttara, Dhaka 1230, Bangladesh · +880-1711990020 · info@hr.com.bd
Tell us how many people you plan to employ in Bangladesh and we will send a per-employee monthly quote.
