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HR outsourcing is the transfer of day-to-day employment administration, from contracts and onboarding to payroll, leave, gratuity and Labour Act compliance, to an external provider that runs it on your behalf. HRBD (HR Services Bangladesh) provides outsourced HR support from Dhaka to foreign and local companies operating in Bangladesh, including companies that hire here before they have a registered entity.
Four groups of HR work can be handed to HRBD, separately or together. Most clients start with payroll and employee administration, add compliance and documentation when their headcount passes a few dozen, and bring in recruitment and workforce coordination as they scale. Each group below names what is included and links to the HRBD desk that delivers it.
Monthly payroll run, payslips, tax deduction at source, provident fund and gratuity accruals, leave and attendance records, and the personnel file for every employee, processed by HRBD on a fixed monthly calendar so your finance team receives one reconciled report.
Employment contracts, appointment letters, service rules and HR policies drafted to the Bangladesh Labour Act 2006, with the registers and records the Act requires kept up to date and a compliance calendar for the filings that fall due during the year.
Job descriptions, candidate sourcing, screening and interview scheduling for open roles, then background checks, offer letters and first-day onboarding, so a new hire arrives with a signed contract, a completed personnel file and a clear induction plan agreed with the line manager.
Headcount planning, performance-review cycles, disciplinary and grievance handling, transfers, exit processing and final settlements calculated under the Labour Act, with one named HRBD coordinator acting as the single point of contact between your line managers and the outsourced HR desk.
Companies outsource HR in Bangladesh to take a fixed, recurring administrative load off a small local team and to put Labour Act obligations in the hands of people who deal with them every month. The benefits are practical rather than dramatic, and they compound as headcount grows.
HR outsourcing fits companies whose headcount in Bangladesh is real but too small, or too new, to justify a full in-house HR department. HRBD's clients fall into five groups, and the service is scoped and priced differently for each of them.
Two facts separate HRBD from a payroll bureau or a recruitment agency. First, HRBD employs and administers staff on its own Bangladesh entity, so a foreign company can have people working here before its own registration is complete. Second, HR, payroll and compliance sit in one team under one contract, so a leave question, a payslip query and a Labour Act notice go to the same desk. Companies that want strategic advice as well as administration can add HR consultancy to the same agreement.
HRBD is a Dhaka-based company with its own registered entity, so outsourced staff are employed and paid under Bangladeshi law from day one. The team applies the Bangladesh Labour Act 2006 every month across many client payrolls, which is why contract clauses, leave rules and termination steps are handled by reference to the Act rather than by guesswork.
Payroll, personnel records, statutory filings and day-to-day HR questions are run by one HRBD team under one agreement, with a named coordinator for each client. That removes the hand-offs between a payroll vendor, a lawyer and an HR consultant, and it means one monthly report shows the whole picture to your finance and country managers.
Reviewed by Asma Sultana, Head of Compliance, HRBD. Last reviewed 8 September 2026.
An HR outsourcing engagement with HRBD moves through five stages, and each stage ends with something in writing: a scope, an approved calendar, a reconciled parallel payroll, a monthly report, or a quarterly review note. The stages are the same for a five-person office and a two-hundred-person plant; only the volume changes.
We list every HR task you currently run in Bangladesh, who does it, which records exist and which Labour Act obligations apply to your headcount. The output is a written scope showing what moves to HRBD, what stays with you and what is missing today. This stage is free and usually needs one call and one document request.
We map your approval flow, pay dates, leave rules and reporting needs onto HRBD's monthly HR calendar, and draft the contracts, policies and registers your headcount requires under the Bangladesh Labour Act 2006. You approve the calendar and the documents before anything goes live, and the agreement is signed with the scope attached.
Employee files, payroll history and open leave balances are transferred to HRBD, staff receive their contracts or transfer letters, and the first payroll is run in parallel with your existing process so both sides can reconcile it. Your named HRBD coordinator is introduced to your managers during this stage.
HRBD runs the monthly cycle: payroll and payslips, tax deduction and remittance, leave and attendance, joiners and leavers, and statutory registers, with one consolidated report to your finance and country managers each month. HR questions from your staff and managers go to the coordinator, who answers within the agreed service hours.
Each quarter we review the calendar, the error log and any Labour Act changes with you, adjust scope for headcount movements, and agree any process changes. Scope can be widened, narrowed or ended at the review, so you are never paying for administration you no longer need.
| Stage | What happens | What you receive |
|---|---|---|
| 1. Assess | HR tasks, records and Labour Act obligations listed | Written scope; free |
| 2. Customise | Monthly HR calendar set; contracts and registers drafted | Approved calendar and documents |
| 3. Implement | Files transferred; first payroll run in parallel | Reconciled first payroll; named coordinator |
| 4. Manage | Monthly payroll, records, filings and HR queries handled | One consolidated monthly report |
| 5. Review and improve | Quarterly review of scope, errors and legal changes | Updated scope and calendar |
HR outsourcing is quoted as a monthly fee that depends on two things: your headcount in Bangladesh and which of the four function groups you outsource. There is no public rate card, because a ten-person sales office and an eighty-person factory need different work even at the same headcount. The quote is issued in writing after the free assessment and changes only at a quarterly review when headcount or scope moves. Package outlines are on the plan and pricing page.
| Item | Detail |
|---|---|
| Service | Outsourced HR administration for companies operating in or entering Bangladesh |
| Provider | HRBD, HR Services Bangladesh (hr.com.bd) |
| Head office | House 47, Ravindra Sarani (Road 15), Sector 3, 8th Floor, Uttara, Dhaka 1230, Bangladesh |
| Phone and email | +880 1711 990020 / info@hr.com.bd |
| Function groups | Payroll and employee administration; compliance and documentation; recruitment and onboarding; workforce coordination and policy |
| Governing statute | Bangladesh Labour Act 2006 for contracts, leave, termination and registers |
| Payroll tax | Deducted at source and remitted under National Board of Revenue rules |
| Who it is for | Foreign entrants, SMEs, growing businesses, companies without a full HR team |
| Entity option | Staff employed on HRBD's Bangladesh entity as Employer of Record where the client has none |
| Fee basis | Monthly fee by headcount and function group; written quote after a free assessment |
| Reporting | One consolidated monthly report; quarterly scope review |
These are the questions companies raise before they move HR administration to HRBD: what the service is and is not, which functions can move, who should use it, how it is priced, what happens if there is no local entity yet, who carries compliance responsibility, and how a switch from an existing provider works. Each answer opens with the answer itself.
HR outsourcing is the transfer of routine employment administration, such as contracts, payroll, leave, records and compliance filings, to an external provider that runs it on your behalf. The employer keeps its hiring and management decisions; the provider runs the process and keeps the records that the law requires.
Payroll and employee administration, HR compliance and documentation, recruitment and onboarding support, and workforce coordination and HR policy. Each can be taken separately; most clients begin with payroll and records and add the others as headcount grows. Strategic HR advice is a separate service, HR consultancy, that can sit under the same agreement.
Companies with real headcount in Bangladesh but no full HR department: foreign companies entering the market, SMEs with ten to two hundred staff, fast-growing businesses, companies where one administrator covers HR part-time, and companies that need extra HR capacity for a project or restructuring without hiring permanently.
HRBD handles the process and the records: payroll, payslips, tax deduction, provident fund and gratuity accruals, contracts, registers, filings, onboarding and exits. You keep the decisions: whom to hire, what to pay, whom to promote and when to end an employment. HRBD advises on those decisions when asked, but does not make them.
HR outsourcing is quoted per engagement as a monthly fee that depends on headcount and on which of the four function groups you outsource. There is no public rate card because the mix differs by client; the quote is issued in writing after the free assessment, and it changes only when headcount or scope changes at a quarterly review.
Yes. HRBD can employ your Bangladesh staff on its own registered entity as Employer of Record while your company registers, and run their payroll, records and compliance in the meantime. When your entity is ready, employment transfers across and the same team continues the administration under your name.
HRBD is accountable, under the agreement, for running the processes and keeping the records in the scope: payroll calculations, statutory deductions, registers and filings on the agreed calendar. The employer remains legally responsible for its employment decisions, which is why HRBD flags a decision that would breach the Bangladesh Labour Act 2006 before it is carried out.
It depends on headcount and on how complete your existing records are. A company with clean files and a single pay date can be live after one assessment call, one document round and one parallel payroll; a company with missing contracts or registers needs those drafted first. The written scope states the expected start date before you sign.
It cannot make your employment decisions, act as your statutory auditor, or represent you in a labour court. HRBD runs the administration and tells you when a planned action conflicts with the Labour Act; the decision, and the legal responsibility for it, stays with the employer. Where a court or audit matter arises, HRBD refers you to the right professional.
Tell us your headcount in Bangladesh and which HR functions you want to hand over. We reply with a free assessment call, then a written scope and monthly quote before anything is signed. If your staff need to be employed before your entity exists, say so and we will scope the Employer of Record option in the same quote.
