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PEO offshore employment is a co-employment model in Bangladesh. A foreign company employs staff here through HRBD. HRBD becomes the legal employer of record. HRBD handles the contracts, monthly payroll and Labour Act 2006 compliance. Your company directs the daily work of the offshore team.
The service covers the full legal-employer role in Bangladesh. HRBD issues and renews the contracts. HRBD runs payroll each month. It deducts income tax at source and files with the NBR. It also keeps provident fund, gratuity and leave records. Your company directs the team. HRBD carries the statutory side under the Labour Act 2006.
HRBD becomes the legal employer of record in Bangladesh and issues compliant contracts for your offshore staff under the Labour Act 2006.
HRBD runs monthly salary, income-tax deduction at source, NBR filing and statutory records for every offshore employee.
HRBD administers provident fund, gratuity and leave so your Bangladesh offshore employment stays compliant while you manage the work.
This model works for three kinds of employer. The first is a foreign company building its first local team. The second is a firm that already has a Bangladesh entity. The third is a startup turning contractors into employees. In each case HRBD becomes the co-employer of record. HRBD holds the contracts, payroll and compliance. Your company keeps day-to-day control.
Foreign companies use this model to place staff in Bangladesh. They avoid running local payroll and compliance in-house. HRBD becomes the legal employer. HRBD issues the contracts. HRBD handles income tax and provident-fund filing. Your managers keep full control of the team. This suits firms hiring their first people here.
Some firms already have, or plan, a Bangladesh entity. Co-employment lets HRBD share the employer role from day one. HRBD runs payroll and keeps statutory records. HRBD handles Labour Act 2006 compliance under your presence. Your team is onboarded and paid correctly. You keep directing the work and giving approvals.
Startups that pay Bangladeshi contractors often need to convert them into compliant employees to reduce misclassification risk. HRBD employs them under proper contracts, moves them onto monthly payroll with tax deducted at source, and keeps the statutory records, so the working relationship is documented and lawful from the first month.
HRBD handles the legal-employer tasks. Your company handles direction and approvals. HRBD drafts the contracts. HRBD processes payroll. HRBD deducts and files tax. HRBD keeps the statutory records. You set the role. You approve the salary. You manage the daily work. The table below shows the split, task by task.
Tax deducted at source is deposited under rules administered by the National Board of Revenue.
Offshore onboarding runs through four clear steps. First you share the role and start date. Then HRBD signs the co-employment agreement and the local contract. Next HRBD issues the contract and collects records. Finally HRBD runs payroll each month. HRBD files tax with the NBR. Every step follows the Labour Act 2006.
Employers choose HRBD for three reasons. The first is accountability. One named HRBD owner runs your account. The second is jurisdiction. Every contract and filing follows Bangladesh law. The third is continuity. Payroll and compliance keep running through staff changes. Together these let a foreign firm run a compliant team without its own local setup.
1
Each offshore employment file has a named HRBD owner, so responsibility for contracts and payroll sits with one local partner.
2
Salary, identity and personal records stay inside HRBD systems and are shared only with your authorised contacts.
3
Payroll and compliance continue through staff changes, so your Bangladesh team keeps running without gaps.
Yes. The service covers the whole employment cycle. It does not stop after the first day. HRBD keeps paying salary and issuing payslips. HRBD files income tax each month. HRBD keeps provident fund, gratuity and leave records. HRBD also handles audits, renewals and final settlement. You direct the work. HRBD keeps the employment lawful.
After onboarding, HRBD keeps the employment running every month in Bangladesh, so nothing lapses:
You direct the work while HRBD stays accountable for compliance across the whole engagement:
Official sources. Employers can check the rules in Bangladesh primary sources and HRBD guides. The main law is the Bangladesh Labour Act 2006. Tax duties fall under the National Board of Revenue. Foreign hiring needs work-permit and investment approvals. The pages below explain each area in plain words. Each one links to the official source.
A plain summary of contract, leave, provident fund and gratuity duties.
The route for foreign nationals working in Bangladesh.
How HRBD drafts, reviews and renews offshore employment contracts.
How salary tax is deducted and deposited under NBR rules.
Foreign firms ask the same core questions about offshore employment. What is the model? How does it differ from an Employer of Record? Who is the legal employer? What does it cost? How do you choose a provider? Each answer below opens with the direct reply. Anything specific to your company is settled in the consultation.
Send the role and start date you have in mind, and HRBD will outline the co-employment setup.
Reviewed by Romana Akther Shila
