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A remote team in Bangladesh is a group of employees engaged under Bangladeshi employment law. They work from their own locations, not a shared office. HRBD runs the engagement end to end, in four stages. You keep full control of who is hired. You also set what each remote employee works on. Read more on how the written agreement itself is drafted in our contract management service.
1
You give the role specification. HRBD sources candidates, screens them against that specification and returns a shortlist for your interview. Selection stays your decision.
2
Each hire receives a written employment agreement. It comes with a letter of appointment and verified photo identification, as employment law requires. Personnel files are opened before the start date.
3
Monthly salary is processed with income tax deducted at source under NBR rules. Provident Fund and Gratuity are handled where the arrangement provides for them.
Attendance, leave and working-hour records are maintained through the engagement. On exit, final settlement is calculated and the personnel file is handed back to you.
You already own a Bangladeshi entity. That entity stays the employer. HRBD carries the administrative work behind it. This suits a parent company that is incorporated here but does not want to build an in-house HR function for remote staff.
Your staff may sit in Dhaka, Chattogram, Sylhet or a smaller district. HRBD brings them all under one set of employment records. That replaces the informal arrangements that build up as a team spreads out. You keep one point of contact. You get one monthly report, whatever the headcount.
Your work ends on a known date. HRBD engages the staff on fixed-term agreements, not open-ended employment. The close-out is planned before the first hire starts. We raise or release headcount as the scope moves. We handle the settlement when the term ends.
These are the role groups HRBD is most often asked to staff when a company hires a remote team in Bangladesh. Each group is hired on the same terms. Only the role specification changes. You write the spec. We source, screen and employ against it.
Backend, frontend and mobile developers, QA engineers and DevOps support, working to your sprint cycle and your repositories.
Email, chat and voice support across time zones, including first-line triage and escalation into your own systems.
Bookkeeping, reconciliation, accounts payable and receivable, and month-end preparation for your finance team.
Data entry, annotation, document processing, list building and desk research handled against your quality rules.
Graphic and UI design, content production, campaign operations and reporting support for in-house marketing teams.
CAD drafting, BIM support and technical documentation produced to the standards your project specifies.
You confirm a remote hire. HRBD then takes these six administrative duties off your team and runs them every month. Anything not on this list stays with you. That includes who gets hired, what the role does, and how the work is directed day to day.
Written agreements, appointment letters and identity verification prepared before the start date, in the form Bangladeshi employment law expects.
Personnel file opened, tax documentation collected and bank details registered so the first salary cycle runs without a gap.
Salary is calculated and disbursed on a fixed cycle. Payslips go to each employee. A reconciliation goes to your team.
Attendance, weekly hours, overtime and leave balances recorded against the statutory limits that apply to the employee.
Income tax is deducted at source under NBR rules. Provident Fund and Gratuity are handled where the arrangement provides for them.
Documentation maintained through the engagement, final settlement calculated on exit and the file handed back to your company.
A remote employee in Bangladesh has the same statutory rights as an office-based one. Working from home changes nothing here. The table below sets out each duty that applies. It also shows where that duty sits, with your company or with HRBD.
Workplace conditions are supervised by the Department of Inspection for Factories and Establishments, and salary deductions are administered under the National Board of Revenue. Figures and thresholds change, so each engagement is checked against the rules in force at the time.
These three commitments govern every remote team HRBD hires and administers in Bangladesh. They hold for as long as the engagement runs. They are written into the service agreement, not left as intentions. So your team can point to them if a filing, a payslip or a handover is ever questioned.
Every filing, payslip and record made on your behalf is traceable to a named person at HRBD. If a submission is late or wrong, the correction comes from us.
The engagement is governed by Bangladeshi law and administered from Dhaka. Records sit in BD, in the form a local auditor or inspector expects to see.
Payroll cycles, leave records and filings continue through staff changes at either company. Handover document is kept so the engagement never depends on one person.
The boundary is fixed before anything is signed. The left column is what HRBD carries once a remote hire is confirmed. The right column stays with you, or belongs to a separate engagement. Nothing moves between the columns without a written change.
Company formation sits with BIDA and the RJSC. No Bangladeshi entity at all? Then legal employment can only sit with an Employer of Record, which is arranged separately.
HRBD walks you through each of these during scoping. Nothing here should surprise you once your remote team in Bangladesh is running. Open any page for the detail. Each one covers a rule your engagement will touch. Use them to brief your own finance or legal team.
What sections 100, 102 and 108 of the Labour Act mean in practice for a remote employee.
When an open-ended agreement is appropriate and when a fixed-term agreement is the correct instrument.
Deduction at source, Provident Fund and Gratuity, and how each appears on a monthly payslip.
The documents a new remote hire must provide before the first working day.
Answer first, detail after. These are the questions foreign-owned companies ask before they hire a remote team in Bangladesh. They cover legal employment, documents and working hours. They also cover deductions, data handling, switching provider and ending a contract. Anything not covered here is settled on the scoping call, in writing, before any agreement is signed.
Send the roles you need to fill. The first step is a scoping call. It fixes entity status, reporting lines and record keeping. All of it is settled in writing first. Only then is an agreement drafted. You can stop at any point before you sign.
Reviewed by Romana Aktar, Head of Compliance, HRBD.
