What registration do employers need for factories, shops and other establishments in Bangladesh?

Factories, shops and other covered establishments must register with DIFE and apply for or renew the appropriate licence through LIMA, depending on the establishment type. Prescribed forms, including Form 76 or 77, and fees based on establishment type, industry, district and number of employees apply.

How can employees in Bangladesh represent their interests at work?

From 50 employees, a Participation Committee is required, and the employee side may not be represented less strongly than the employer side. Trade unions are registered with the Department of Labour; the required membership depends on establishment size and ranges under the current rules from 20 to 400 members. Anti-union discrimination, controlled unions and retaliation are prohibited.

How does a complaint against an employer proceed in Bangladesh?

An individual complaint under section 33 is normally submitted in writing to the employer within 30 days; after the internal decision, the Labour Court may be approached. For collective labour disputes, the Department of Labour is responsible for conciliation and, where applicable, arbitration. DIFE accepts complaints through 16357 and LIMA.

What rules apply to redundancy in Bangladesh?

After at least one year of continuous employment, termination due to redundancy normally requires written reasons and one month's notice or payment in lieu. Unless otherwise agreed, last in, first out applies; final payments and a service certificate must be addressed at termination.

Employer in Bangladesh

Q: What wage and working-time rules apply to employers in Bangladesh?

The wage period may not exceed one month, and wages must be paid no later than seven working days after it ends. Adults normally work no more than eight hours per day and 48 hours per week; including overtime, the limit is 60 hours per week and an annual average of 56 hours. Overtime is generally paid at double rate.

Q: What occupational-safety duties do employers have in Bangladesh?

Employers must provide drinking water, sanitary facilities, first aid, safe escape routes, safety instruction and accident records. For more than 25 employees, a safety register and safety information board are required; from 50 employees, a Safety Committee is required. Accidents normally must be reported to DIFE within two days.

Employers in Bangladesh organize personnel, work processes, wage payments, occupational safety and employee representation. Nationwide labour rules apply to factories, shops and other establishments; export processing zones (EPZ) have separate labour law administered by BEPZA. Registration, records, minimum wage, working hours, safety and procedures for disputes or dismissals depend on the industry, number of employees and type of establishment.

byAyesha&Hasan

Employer obligations in Bangladesh are based primarily on Bangladesh's core labour statute (Bangladesh Labour Act 2006), as amended in 2013 and 2018, the Labour (Amendment) Ordinance 2025, the Labour Act 2026, and the Bangladesh Labour Rules 2015, as amended in 2022. The Ministry of Labour and Employment sets labour policy. The factory and establishment inspection authority (Department of Inspection for Factories and Establishments (DIFE)) is responsible, among other things, for registration and licences, inspections, approval of building and machinery layouts, approval of service rules, occupational safety, accident investigations, complaints and enforcement. DIFE works through district offices; a separate labour law for individual provinces is not provided for. The labour-relations authority (Department of Labour) is responsible for trade-union registration, collective bargaining, conciliation and industrial relations. The sectoral wage-setting body (Minimum Wage Board) sets minimum wages through sectoral notifications, so there is no single minimum wage for all employers. Employers must keep appointment letters, identity documents, employment records, and wage, working-time and leave registers, and must display prescribed notices. Employees of contractors are also covered by the labour rules. If a contractor fails to pay wages, the principal employer may be liable for them. Child labour is prohibited; special restrictions apply to adolescents. Maternity protection, holiday leave, prohibitions on discrimination, and protection against harassment and violence are governed by the applicable labour law. The wage period may not exceed one month, and payment must be made no later than seven working days after it ends. Adults normally work no more than eight hours per day and 48 hours per week; including overtime, the statutory limit is 60 hours per week and an annual average of 56 hours. Overtime is paid at twice the basic wage plus allowances included by law. Electronic wage payment is possible where the applicable rules permit it. Breaks, drinking water, sanitary facilities, first aid, safe escape routes, fire protection and safety instruction are part of the protective duties. For more than 25 employees, a safety register and safety information board are required; from 50 employees, a workplace safety committee (Safety Committee); from 100 employees, a canteen; and from 25 employees, a dining room. From 50 employees, a worker-employer participation body (Participation Committee) is required; the employee side may not be represented less strongly than the employer side. Trade unions are registered with the Department of Labour. Under the current rules, the thresholds depend on establishment size: 20 members for 20 to 300 employees, 40 for 301 to 500, 100 for 501 to 1,500, 300 for 1,501 to 3,000, and 400 for at least 3,001 employees. Anti-union discrimination, employer-controlled unions, blacklisting and retaliation are prohibited. Written employee consent is required for wage deductions used to finance a trade union. Associations of managerial, administrative and supervisory staff, as well as certain digital, self-employed, daily and fixed-term forms of work, also fall within the expanded scope of protection under the current rules. An individual complaint under section 33 is normally submitted in writing to the employer within 30 days. After the internal decision, the specialist labour court (Labour Court) may be approached. Collective labour disputes may be conciliated through the Department of Labour or referred to designated arbitration; the Labour Court and the Labour Appellate Tribunal may then be considered. DIFE accepts complaints through the toll-free number 16357 and through the online labour administration system (LIMA). Employers should preserve evidence, involve the legally required representatives and avoid any retaliation. After at least one year of continuous employment, termination due to redundancy normally requires written reasons and one month's notice or payment in lieu. Copies must be sent to DIFE or the responsible inspector and, where one exists, to the collective employee representative. Unless otherwise agreed, last in, first out applies. If an employee is rehired within one year, redundant employees have priority. Separate compensation or severance rules apply where incapacity for work or illness is established. Dismissal for misconduct requires the procedure prescribed by law; permanent employees normally give 60 days' written notice. At termination, a service certificate and final payments are due within 30 working days. Contractor agencies require their own registration and licence. In an EPZ, the Bangladesh EPZ Labour Act 2019 and the Rules 2022 apply; the EPZ authority (BEPZA) administers labour matters there. A worker welfare association (Workers’ Welfare Association) may be formed following an application by at least 20 percent of permanent employees; the responsible authority is the Executive Director (Labour and Industrial Relations) of BEPZA. Costs for wages, overtime, leave, statutory compensation, safety and welfare facilities, licences and possible funds depend on the industry, number of employees, establishment class, district and EPZ status. DIFE inspections cover, among other things, working conditions, wages, working hours, leave, welfare, occupational safety, and child and forced labour; practical enforcement is uneven among small and informal businesses.

VivAVia can make mistakes. Check important information.