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HRBD provides Bangladesh labor law compliance services for local and foreign-owned companies — covering labor law audits, employment contract drafting, wage and benefits compliance, HR policy development, and DIFE inspection support under the Bangladesh Labour Act 2006 and Bangladesh Labour Rules 2015. With 10+ years of HR outsourcing experience, HRBD helps international employers hire and operate penalty-free in Bangladesh as part of our Employer Services in Bangladesh.
The Bangladesh Labour Act 2006 and Labour Rules 2015 form the core compliance framework for every employer in Bangladesh.
Termination notice for permanent workers: 120 days for monthly-rated workers, 60 days for others — BLA Section 26.
Severance equals 30 days’ wages per completed year of service, or gratuity — whichever is higher.
DIFE enforces labor law through workplace inspections; non-compliance leads to fines and Labour Court prosecution.
Ensuring compliance with Bangladesh labor laws is essential for businesses to operate legally and avoid costly penalties. Our Bangladesh Labor Law Compliance Services provide expert guidance and complete support to help employers navigate complex labor regulations. We assist businesses in understanding legal requirements, implementing compliant HR policies, and maintaining proper documentation. By fostering a legally compliant work environment, companies can mitigate risks, enhance employee satisfaction, and uphold their reputation. Trust us to simplify compliance while you focus on business success.
We draft legally compliant employment contracts that align with the Bangladesh Labor Act 2006, ensuring fair and transparent employer-employee relationships.
We help businesses structure payroll efficiently according to minimum wage laws, overtime pay, employee benefits, and tax regulations, ensuring full compliance with labor regulations.
Establish well-defined HR policies and guidelines that protect both employers and employees, covering workplace conduct, leave policies, disciplinary actions, and grievance management.
We specialize in providing expert Bangladesh Labor Law compliance services. Our team ensures your business adheres to local regulations, avoiding legal risks and penalties. We offer tailored solutions, timely updates, and proactive support, so you can focus on growth while staying compliant with labor laws.
Explore essential compliance requirements of Bangladesh Labor Law for businesses and employers.
HRBD covers every legal duty an employer carries under the Bangladesh Labour Act 2006 — from employment contracts to fair compensation and workplace safety. Businesses cut legal risk, prevent disputes, and stay DIFE-ready while focusing on growth.
HRBD audits your HR records, employment contracts, and wage registers against the Bangladesh Labour Act 2006 to find compliance gaps before DIFE does. Every audit ends with a prioritized fix list your team can act on immediately.
We draft and review employment contracts, appointment letters, and HR policies that meet Bangladesh labor law requirements. Hiring, termination, leave, working hours, and disciplinary rules are documented clearly — so disputes never get the chance to start.
Salary structures, overtime, festival bonuses, Provident Fund, and gratuity are configured to match Bangladesh labor law. HRBD keeps compensation compliant and competitive, preventing wage-related disputes and DIFE penalties.
We implement the workplace safety policies, grievance mechanisms, and anti-discrimination measures required under Bangladesh labor law. Employers reduce legal exposure while building a safe, inclusive workplace employees trust.
HRBD prepares and submits employment records, payroll compliance reports, and workplace policies to labor authorities on time. Proper documentation keeps your business penalty-free and inspection-ready all year.
Foreign companies and international business owners must follow the Bangladesh Labour Act 2006 from the first hire, whether they operate a subsidiary, branch office, or liaison office. HRBD manages the employer-side compliance so international teams can build in Bangladesh without legal surprises.
Foreign nationals working in Bangladesh need work permits approved by the Bangladesh Investment Development Authority (BIDA). HRBD prepares the employer-side documentation and keeps permits aligned with employment contracts.
The Bangladesh Labour Act 2006 applies to foreign-owned companies operating anywhere in Bangladesh, while units inside Export Processing Zones follow the EPZ Labour Act 2019. HRBD maps which regime governs each of your teams.
Provident Fund, gratuity, festival bonuses, and the Workers’ Profit Participation Fund are configured compliantly from day one, aligned with HRBD’s payroll management services.
Companies not yet registered in Bangladesh can employ staff through HRBD’s Employer of Record (EOR) services in Bangladesh or via legal entity representation, then move to full compliance ownership later.
| Requirement | Rule under Bangladesh law | Legal basis |
|---|---|---|
| Termination notice (permanent workers) | 120 days (monthly-rated) / 60 days (others), or wages in lieu | BLA 2006, s.26 |
| Worker resignation notice | 60 days for monthly-rated permanent workers | BLA 2006, s.27 |
| Working hours | 8 hours/day plus max 2 hours overtime — 10-hour daily cap | BLA 2006, s.100 & 102 |
| Wage payment deadline | Within 7 working days after the wage period ends (period ≤ 1 month) | BLA 2006, s.122–123 |
| Probation period | 6 months (clerical) / 3 months (other workers) | BLA 2006, s.4 |
| Annual (earned) leave | 1 day per 18 days worked in factories and establishments | BLA 2006, s.117 |
| Maternity leave | 16 weeks — 8 weeks before and 8 weeks after delivery | BLA 2006, s.46 |
| Festival bonus | 2 festival bonuses per year | Labour Rules 2015, r.111 |
| Workers' Profit Participation Fund | 5% of net profit where paid-up capital ≥ Tk 1 crore or fixed assets ≥ Tk 2 crore | BLA 2006, Ch.15 |
| Minimum wage (RMG sector) | Tk 12,500 per month — sector-specific rates are set by the Minimum Wages Board | MWB gazette, Dec 2023 |
Decision rule: if any single row above is not documented in your HR records today, a labor law audit is the fastest way to close the gap before DIFE finds it. Self-assess with HRBD’s HR compliance checklist.
Source: Bangladesh Labour Act 2006 & Bangladesh Labour Rules 2015 (as amended) and Minimum Wages Board gazettes.
A structured five-step process takes a company from unknown risk to documented, DIFE-ready compliance in about two weeks.
Document Review Day 1–2
HRBD collects your employment contracts, appointment letters, wage registers, leave records, and HR policies for review against the Bangladesh Labour Act 2006.
Gap Assessment Day 3–5
Every record is checked against Labour Act 2006 and Labour Rules 2015 requirements. Each gap is logged with its legal basis and risk level.
Prioritized Fix Plan Day 6–7
You receive a ranked action list — critical DIFE-exposure items first — with exact document templates to close each gap.
Implementation Support Week 2
HRBD drafts the missing contracts, registers, and policies, then trains your HR team on maintaining them correctly.
Certification & Monitoring Ongoing
A closing report confirms your compliance status, followed by quarterly reviews aligned with legal amendments and DIFE inspection cycles.
Reviewed by Romana Aktar, Head of Compliance, HRBD
Official sources: Bangladesh Labour Act 2006 · DIFE · BIDA · NBR · ILO
