The usual sequence is to establish a sponsoring employer, obtain an employment visa from a Bangladeshi mission abroad, arrive and apply for a work permit with the relevant authority, complete security clearance, and then extend the visa in line with the permit through the Department of Immigration and Passports. Investors may use an investor visa route instead. Requirements vary by authority and the type of employer. We prepare a checklist and timetable for each employee, and coordinate documents, translations and attestations from abroad before the person travels. Ask the employee for attested documents early.

For most private sector companies and investors outside special zones, work permits are now handled by Invest Bangladesh, which began operating on 23 August 2026 under the Invest Bangladesh Act 2026 and absorbed the functions of BIDA, BEZA and the PPP Authority. BEPZA continues to issue permits for enterprises in export processing zones, the Hi-Tech Park Authority does so for its parks, and NGOs use the NGO Affairs Bureau. Transitional practice may vary for applications filed before the merger, so we check the current position before filing. Business immigration practice is still settling.

A business visa is intended for short visits such as meetings, negotiations, market research and site inspections, not for ongoing employment or managing operations. Taking up paid work or day-to-day management on a business visa can lead to fines, refusal of future visas and problems at departure, and can expose the employer to penalties as well. Where a visitor's role grows into a real job, the right approach is to move to an employment visa and work permit. We advise on where the line falls for specific activities and on regularising arrangements. Business immigration status must match the work.

Timing depends on the authority, the completeness of the application, the nationality of the applicant and, above all, security clearance, which can take significantly longer than the permit decision itself. Embassy processing times for employment visas also vary by country and season. Renewals generally follow a similar process and should be started well before expiry. We give clients a realistic range for each step and build in contingency, because late filing is the most common cause of avoidable gaps in permission to work.

Permit authorities assess whether a foreign national is needed for the role and generally expect employers to show appropriate local recruitment and skills transfer, and they may apply guidelines on the proportion of expatriate to local staff in particular sectors. Expectations also differ between authorities and types of business. Applications that clearly explain the specialist nature of the role and the plan for training local staff tend to proceed more smoothly. We advise on workforce planning and prepare business immigration justifications that address these expectations directly. Specific job descriptions and training plans carry more weight than general statements.

Expatriates working in Bangladesh are generally liable to Bangladeshi income tax on employment income, and employers must withhold tax from salaries and comply with reporting obligations. Double taxation treaties may provide relief in some cases. Where part of the salary is paid abroad or remitted home, Bangladesh Bank's foreign exchange rules apply, and documentation of tax payments is usually required for remittance. We coordinate with tax advisers and banks so that payroll, withholding and remittances are aligned with the work permit and contract terms. Business immigration and tax filings should match.

Spouses and children of expatriate employees can usually obtain dependant visas linked to the principal's status, and their permission generally follows the principal's visa and permit. Dependants who wish to work need their own work authorisation. Foreign spouses of Bangladeshi citizens and people of Bangladeshi origin may be eligible for a No Visa Required endorsement, which follows different rules. We advise families on the right route, school and residence documents, and what happens to dependants' status when the principal's assignment or employment ends. Dependants' passports and certificates should be attested before travel.

Outbound assignments raise questions in both countries: the destination's visa and sponsorship rules, which differ widely between the UK, US, UAE and other destinations, and the Bangladeshi side, including the employment contract during the assignment, provident fund and gratuity continuity, tax residence and foreign exchange rules for allowances. Documents such as company registrations, board resolutions and degree certificates often need attestation. We work with immigration counsel in the destination country and handle the Bangladeshi side, so the assignment is planned as a whole.