Usually not directly. European and other buyer-country laws generally impose obligations on large companies in those countries, not on their foreign suppliers. In practice, however, buyers pass the requirements down through supplier codes, contracts, questionnaires and audits, so Bangladeshi exporters must meet them to keep orders. Some rules also allow claims against buyers based on conditions at suppliers, which increases pressure throughout the supply chain and on factory management. We help exporters understand what their buyers are required to do, negotiate reasonable contractual commitments and build business and human rights processes that satisfy buyers without accepting open-ended liability.

It means identifying actual and potential impacts on workers and communities, acting to prevent or address them, tracking results and reporting on what has been done. For a garment factory, typical areas include wages and overtime, working hours, freedom of association, harassment, building and fire safety, subcontracting, recruitment fees, child labour and environmental impacts. Business and human rights due diligence should be risk-based and documented, with clear responsibility at management and board level. We help factories set up practical systems, prepare for buyer audits and respond to findings in a way that improves conditions and protects the business.

Take it seriously and act quickly, but carefully, because early steps shape the outcome. Secure relevant records, avoid any retaliation against workers who raised concerns, and consider whether an independent, privileged investigation is needed. Indicators of forced labour can include recruitment fees, withheld wages or documents, excessive overtime and restrictions on movement. Import controls in some buyer countries can lead to goods being detained if forced labour concerns are raised, so the commercial stakes are high. We investigate, advise on remediation such as fee reimbursement, and prepare evidence-based responses for buyers, authorities and business and human rights auditors.

In some jurisdictions, yes. Courts in the UK, Europe and elsewhere have allowed claims against parent companies or buyers for harm at overseas operations in certain circumstances, and new due diligence laws can create further routes. Whether a claim can succeed depends on the law of the forum, the relationship between the companies and the evidence. Such claims usually need substantial evidence from Bangladesh, including witness statements, documents and local law reports. We work with overseas counsel acting for either side to gather evidence lawfully and advise on Bangladeshi law questions in business and human rights cases.

The Bangladesh Labour Act 2006 provides for the formation and registration of trade unions, participation committees and collective bargaining, and prohibits certain unfair labour practices by employers, including retaliation for union activity. Export processing zones have historically had a separate framework for worker associations and dispute resolution. Labour law reform has been active recently, so current provisions should be checked. We advise employers on lawful engagement with unions and representatives as part of their business and human rights commitments, help resolve disputes through negotiation and conciliation, and represent clients before the labour courts where needed.

Yes. Development finance institutions and many commercial lenders require projects to meet international environmental and social performance standards, covering labour and working conditions, community health and safety, land acquisition and resettlement, indigenous peoples and cultural heritage. These requirements appear in loan covenants, environmental and social action plans and periodic reporting obligations, and breaches can lead to defaults or complaints to the lender's accountability mechanism. We advise sponsors and lenders on these standards, help prepare and implement environmental and social action plans, and resolve compliance issues before they become finance problems or trigger a default.

A credible grievance mechanism is accessible, safe, predictable and transparent. Workers and community members need to know how to raise concerns, including anonymously, and must be protected from retaliation. The process should have clear timelines, independent review where appropriate, and outcomes that are communicated and tracked. Mechanisms should work in Bangla and suit people with limited literacy or no smartphone. They also need to fit with statutory procedures, such as labour law complaint routes. We help design mechanisms, train the people who run them and review how they operate in practice, so they meet business and human rights expectations.

For investors with human rights commitments, or targets in sensitive sectors, it is increasingly standard. A review can identify labour compliance gaps, safety risks, land and community issues, ongoing complaints and exposure under buyers' requirements, all of which affect value and reputation. Findings can be addressed through price, warranties, indemnities, conditions and post-closing action plans. Lenders financing the acquisition may require the review, and buyers of the target's products may ask about it. We carry out legal due diligence on these issues alongside the usual corporate review, and help investors negotiate protections and plan practical improvements after completion.