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PEO onboarding and integration is the HRBD service that moves your company and every new hire onto one compliant employment setup in Bangladesh. We collect your company data, issue Labour Act 2006 paperwork, enrol each hire in payroll, arrange remote access and support the employee through probation, while your team keeps every hiring decision.
Every HRBD PEO onboarding and integration engagement includes the three service modules below, delivered under one agreement and one account manager. You outsource the paperwork, the payroll setup and the settling-in work to us, and your team stays focused on the role itself. The same modules apply whether you add one employee or a whole team in Bangladesh.
HRBD drafts the letter of appointment and the employment agreement, verifies photo identification and opens the service book that the Bangladesh Labour Act 2006 expects an employer to keep. Each document is issued in the employing entity's name and filed in the personnel record before the start date.
Before the first salary run, HRBD registers the new hire's bank account, taxpayer identification and leave entitlement, then adds the employee to attendance and personnel records. The first payroll cycle therefore starts from a complete file, not from details gathered after the payroll month has already closed.
Integration covers the practical side of starting work from a distance. HRBD arranges equipment delivery and system access with your IT contact, shares the policy handbook, schedules check-ins through probation and hands the employee over to ongoing HR support after the final probation review.
HRBD onboards your Bangladesh hires through an Employer of Record route, so you can start employing without registering a company first. A foreign company with no Bangladeshi entity cannot issue a local appointment letter or deduct tax at source, so the hire is employed under an EOR arrangement and our team runs the onboarding service on that basis. You keep control of the role, the work and the reporting line.
Our PEO onboarding service gives a growing SME a complete onboarding function without hiring an HR department. Your company stays the employer on paper, and HRBD prepares the documents, sets up payroll and records, and keeps each file in the form a labour inspector expects to see, for every new hire you bring on.
HRBD works as an outsourced onboarding team for HR managers who hire remotely across Bangladesh. When new staff join from different districts or work from home, onboarding tends to break at the handover points of equipment, access and first-week tasks. We run those handovers on one fixed checklist, and your HR manager keeps the final say on each step.
HRBD handles the administrative onboarding tasks, and your company provides the decisions and information behind them. The split below is agreed before the first hire starts, and nothing in it moves without a written change to the service agreement, so both sides know who answers for each record.
Tax deducted at source is deposited under rules administered by the National Board of Revenue, and each engagement is checked against the rules in force at the time.
Our PEO onboarding and integration process first brings your company onto HRBD and then onboards each hire, and each stage closes before the next one opens. Onboarding is complete when the first payroll cycle has run cleanly, and the calendar depends on how quickly documents arrive. Section references below are to the Bangladesh Labour Act 2006.
Employers outsource onboarding to HRBD because three commitments sit behind every file we open. They are written into the service agreement rather than left as intentions, and they apply to each hire from the offer stage to the handover into ongoing HR support, whoever the hire is.
1
Each onboarding file has a named HRBD owner. If a document is late or wrong, that person makes the correction.
2
Salary, identity and personal data stay inside the onboarding file, and only your account team can open it.
3
Every step is recorded with a date and a document, so your auditors see the same file as your manager.
Yes. Our integration service covers the weeks between the first login and the probation review, the period in which a new hire either settles into the team or does not. HRBD keeps that period structured, so the employee knows who to ask, your manager receives short written updates, and any gap in access or equipment is fixed quickly.
Policy handbook. The employee receives your working rules, leave process and confidentiality terms in the first week.
Named contacts. A buddy colleague and a line manager are confirmed, so questions always have somewhere to go.
Written check-ins. HRBD records each probation check-in and shares the note with your manager.
Probation review. HRBD prepares the review record, and your manager makes the confirmation decision.
Onboarding is the first step of employment, not the last. For contracts, payroll and filing across a whole team, see how to hire a remote team in Bangladesh.
Employers can check the rules behind our onboarding service on these HRBD pages. They are the same references HRBD uses when it prepares a new hire's file, and each one opens on its own page with the full detail behind this short summary.
A plain summary of the employer duties that apply from the first day of employment, including appointment letters, service books, working hours and leave. Use it to check that an onboarding file already holds the records an inspector asks to see.
The route a foreign national follows before starting work in Bangladesh, from the employer’s application to the permit decision. Read it before you confirm a start date for any non-Bangladeshi hire, because employment cannot lawfully begin before the permit is granted.
How HRBD drafts, reviews and stores employment agreements, including the choice between open-ended and fixed-term terms. It explains what belongs in the agreement and what belongs in the appointment letter, so the two signed documents never contradict each other at any point.
How HRBD reviews employment risk before a hire starts, from contract terms to classification and statutory exposure. Read it when a role, location or working pattern is new to your company, so any compliance gap is caught before onboarding formally begins.
Before outsourcing onboarding, clients ask about scope, legal responsibility, data handling, timing and switching from another provider. The answers below start with the direct reply, and anything specific to your company is settled in the consultation before any agreement is signed.
Send the role and start date you have in mind, and HRBD will scope PEO onboarding and integration for your company. We book a consultation, confirm the split of duties in writing, and issue the service agreement before the first document is prepared.
Reviewed by Romana Aktar, Head of Compliance, HRBD.
