Bangladesh (BD)
Bangladesh is a densely populated delta nation in South Asia, bordered by India and Myanmar, with the Bay of Bengal to the south.
Employment Rights
Sick leave, dismissal protection and red flags in Bangladesh.
Bangladesh employment law is governed primarily by the Bangladesh Labour Act 2006 (as amended, most recently by the Bangladesh Labour (Amendment) Act 2026), enforced by the Department of Inspections for Factories and Establishments (DIFE) and adjudicated by Labour Courts under the Ministry of Labour and Employment. Senior foreign workers, NGOs (regulated by the NGO Affairs Bureau), export-processing zone workers (BEPZA rules), and project-contract staff may operate under different sector-specific frameworks, so written contract terms are essential. The 2026 amendment strengthened protections around redundancy, anti-discrimination, and trade union rights.
Sick leave
Rules: Under Section 89 of the Labour Act 2006, workers are entitled to 14 days of paid sick leave per calendar year. Leave is not allowed without a certificate from a registered medical practitioner confirming illness. Casual leave of 10 days per year also exists and may be used for short illness. Expat contracts often provide additional contractual sick-leave entitlements that supplement the statutory minimum.
Doctor note: From Day 1 — a certificate from a registered medical practitioner is required before any sick leave is granted under the Labour Act.
Employer pay: Full wages for up to 14 days of statutory sick leave per year; the employer pays directly. Beyond 14 days there is no statutory government sickness benefit for most workers; expats must rely on employer top-up or private health insurance.
Long-term: No universal state sickness benefit for foreign workers or most private-sector employees. Long-term illness is managed through contractual provisions, private health insurance, and medical evacuation policies. The Bangladesh Labour Act does not provide a Krankengeld-style fund.
Dismissal protection
Law: The Bangladesh Labour Act 2006 (Sections 20–28, as amended by the 2026 Amendment) governs termination, retrenchment, lay-off, and dismissal. Misconduct dismissal requires a domestic inquiry. Wrongful or illegal termination can be challenged in the Labour Court; the 2026 Amendment tightened employer obligations on redundancy procedures and remediation.
Deadline to sue: A dismissed worker must raise a written grievance with the employer within 30 days of the dismissal date. If the employer does not resolve the matter within 30 days of receiving the grievance, the worker has a further 30 days to file a formal complaint in the Labour Court. Total outer limit is therefore approximately 60–90 days from dismissal; do not delay beyond the first 30-day threshold.
Probation
Under Section 4 of the Labour Act 2006, the probation period is 3 months for most workers and 6 months for clerical staff; for skilled workers the period can be extended by a further 3 months if performance is still being assessed. Notice during probation is shorter and contract-defined. After confirmation, statutory notice for permanent monthly-wage workers is 120 days by the employer; for other permanent workers it is 60 days. Expat contracts commonly set longer contractual notice of 30–90 days which may supersede the statutory minimum where more favourable to the worker.
Notice periods
Employer terminating a permanent worker: 120 days notice (monthly-wage workers) or 60 days notice (other permanent workers), or payment in lieu. Worker resigning: 60 days notice (monthly-wage permanent workers) or 30 days (other permanent workers). Summary dismissal without notice is permitted only for proven gross misconduct following a domestic inquiry. During probation, shorter notice applies as set in the contract.
Working time
Max hours: Standard working hours are 8 hours per day and 48 hours per week (Labour Act Section 100–102). The absolute maximum including overtime is 10 hours per day and 60 hours per week, provided average weekly hours do not exceed 56 over the year. Overtime beyond permitted limits requires prior approval from the Chief Inspector of Factories and Establishments.
Min rest: Workers are entitled to one hour of rest after 6 continuous hours of work. A weekly holiday of at least 1.5 consecutive days is required (Friday plus half of Saturday in most establishments). Workers must receive festival/national holiday leave as declared under the Factories Act and the Labour Act.
Overtime: Overtime is compensated at twice the basic wage plus dearness allowance (2× rate). Maximum overtime is 2 hours per day and 12 hours per week. Factories and export-oriented garment units have specific overtime compliance obligations monitored by DIFE and international buyer auditors.
Vacation
Adult workers in shops, commercial, and industrial establishments earn 1 day of paid annual leave for every 18 days worked in the previous 12 months (approximately 18–20 days for a full year). Workers also receive 10 days of casual leave and 14 days of sick leave per year, plus gazetted public and festival holidays (typically 11 or more per year). Expat contracts commonly provide enhanced annual leave. Unused annual leave may be encashed or carried forward subject to employer policy and the Act.
Anti-discrimination
The Bangladesh Labour (Amendment) Act 2026 introduced explicit anti-discrimination provisions in the workplace: Section 345A prohibits discrimination in recruitment, training, promotion, and benefits on grounds of gender, religion, race, caste, social status, or disability. Section 332A requires employers to establish a complaints disposal committee for harassment and gender-based violence. Constitutional protections (Article 29) also bar employment discrimination in public service on grounds of religion, race, caste, sex, or place of birth. Enforcement is through the Labour Court and DIFE. No single dedicated equality commission exists yet; complaints may be lodged with DIFE, the Labour Court, or the National Human Rights Commission.
Contract red flags
- !Net salary without any tax clause — Bangladesh PAYE withholding is employer-side; contracts that quote net figures without specifying who bears Bangladesh income tax create serious exposure.
- !No work-permit responsibility clause — contracts must state which party (employer or sponsor) is responsible for obtaining and renewing the BIDA/BEPZA/NGOAB work permit.
- !Passport retention by employer — illegal under Bangladesh law; employers may not hold your passport.
- !No medical evacuation insurance — standard private-sector health services are insufficient for serious illness; confirm employer policy covers international evacuation.
- !Housing or school-fee benefits only verbal — all expat package elements (housing, school, car, flights) must be in writing as part of the employment contract or a signed addendum.
- !No repatriation/termination clause — senior expat contracts must define repatriation flights, tax equalisation, and final-pay timelines on termination.
- !No definition of overtime or out-of-hours work — professional roles outside factory settings often have no defined overtime rate; agree a clear policy in writing.
Employment Rights
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