For most foreign companies without a local entity, an employer of record is the fastest lawful route. TRW becomes the legal employer, issues a Bangladesh-law contract and runs payroll, tax and benefits, while you direct the work. Setting up a subsidiary or branch takes longer, because it involves incorporation, registration, bank accounts and tax and labour registrations. Hiring the person directly as a contractor can be quick, but carries misclassification risk if the role is really employment. We help you choose an international hiring route based on the role, the expected size of the team and your longer-term plans.

Sometimes, but it depends on the country and the role. In many markets a foreign company can register as an employer for payroll purposes without a local subsidiary, while in others local presence is needed for visas, licences or practical banking reasons. Sponsoring a foreign national for a work visa usually requires a local sponsoring entity or a licensed sponsor. Local employer of record providers are an alternative in some cases. Through our offices in London, Dubai and Singapore, we explain the options for each market and the Bangladesh rules on funding salaries abroad.

Sending money out of Bangladesh is regulated. Paying salaries or fees to people abroad, funding an overseas branch or investing in an overseas subsidiary each involves outward remittance rules, and overseas investment generally needs prior approval from Bangladesh Bank. Authorised dealer banks ask for supporting documents and apply the current foreign exchange framework. Some export-oriented businesses may use retained foreign currency within set limits. We plan payment and investment structures with these rules in mind, so overseas hires are paid on time and the company stays compliant at home.

They can. If an employee abroad habitually negotiates or concludes contracts for your company, or works from a fixed place of business that is at your disposal, the tax authority in that country may treat your company as having a taxable presence there. Remote employees doing purely internal support work usually carry lower risk than sales staff with signing authority. The relevant tax treaty, local law and the facts of the role all matter. We assess the risk before hiring and recommend controls such as limits on authority, clear job descriptions and, where appropriate, a local entity.

We handle employer sponsorship, work visa and permit applications, dependants' visas and practical relocation steps for staff moving into or out of Bangladesh. For moves to the UK, UAE, Singapore and India, our offices in London, Dubai, Singapore, Mumbai and Bengaluru coordinate local requirements, while our Dhaka team manages documents, police clearances and tax steps on the Bangladesh side. For expatriates coming to Bangladesh, we manage work permits through Invest Bangladesh or BEPZA, visa conversions, tax registration and renewals throughout the assignment. International hiring then becomes a coordinated process rather than a series of separate filings.

As a general rule, mandatory employment protections of the country where the employee habitually works will apply, whatever law the contract chooses. A Bangladeshi company employing someone in London will need to comply with UK employment law, and a foreign company employing someone in Dhaka must comply with the Bangladesh Labour Act 2006 as amended. The contract can choose a governing law for some matters, but it cannot remove local statutory rights. We draft contracts that respect both systems and explain where local rules will always take priority. This matters in every cross-border hiring decision.

There is no fixed threshold. Common triggers are a growing headcount, the need to sign local customer contracts, licensing or tender requirements, banking needs, or tax advice that a local entity would be more efficient or reduce permanent establishment risk. In Bangladesh, the cost of incorporation, audit and ongoing compliance becomes easier to justify as the team grows. We model the options, plan incorporation and registration, and transfer employees with their service history and accrued benefits protected, so the international hiring programme continues without disruption. Some clients keep both models running for different markets.

We act as a single point of coordination. Our Dhaka team works with our offices in London, Dubai, Singapore, Mumbai and Bengaluru, and with counsel we work with in other markets, to prepare a country-by-country plan covering employment structure, contracts, payroll, tax, immigration and data transfer. We keep documents consistent where possible and local where necessary. Clients receive one plan, one timetable and clear responsibilities, rather than separate advice that has to be reconciled internally by the client's own legal, HR and finance teams. Progress is reported against the plan. Changes are communicated to everyone promptly.