The Labour Rules prescribe a range of registers and forms, including records of workers employed, attendance, wages and overtime, leave, accidents and, in some establishments, adolescent workers. Employers must also issue appointment letters and identity cards and keep service records. Which registers apply depends on the type and size of establishment. Registers can increasingly be maintained electronically if they contain the required information and are available to inspectors. We provide a tailored checklist for each site and check whether existing HR software actually captures the statutory fields the Rules require. Accurate records are the first line of defence.

A full audit every year is sensible for most employers, with a lighter review whenever there is a significant change such as new legislation, a new minimum wage notification, an acquisition, a new site or a large restructuring. Export manufacturers facing frequent buyer audits may benefit from more regular checks. Annual audits also create a record that the business takes employment law seriously, which can help with regulators and buyers. We design the scope around your risk profile, so routine areas get a quick check and high-risk areas receive closer attention. Results are tracked year on year.

The inspector may issue a notice requiring corrective action within a set period, and serious or repeated breaches can lead to prosecution in the labour court, with fines and, for some offences, imprisonment. Findings can also be shared with buyers or other authorities and affect licences. The best response is quick, accurate and documented. We review the notice, check whether each finding is legally correct, prepare a corrective action plan and written reply, and represent the employer if proceedings follow, aiming to close the matter with the least disruption. Employment law notices should never be ignored.

The High Court Division's 2009 guidelines on sexual harassment, issued in a public interest case, require employers and educational institutions to take preventive steps, including awareness measures and a complaint committee, preferably headed by a woman and including members from outside the organisation. These guidelines are treated as binding until legislation replaces them. Buyer codes and global policies often require similar structures. We draft harassment policies, help constitute committees, train members on fair investigation and advise on difficult complaints, including those against senior managers. Prompt, fair handling of complaints matters.

Minimum wages in Bangladesh are set sector by sector through the Minimum Wage Board and government notification, and revisions can change basic pay, allowances and grade structures. Employers must implement new rates from the effective date, which often affects overtime, bonuses and benefits calculated on basic wages. Employers outside covered sectors still need to pay fair, documented wages under the general law. We review notifications as they are issued, recalculate pay structures, and advise on communicating the change to workers and representatives. Employment law expects timely implementation.

Yes. The Personal Data Protection Act 2026 applies to employee personal data, including identity documents, health and biometric information, payroll, monitoring and disciplinary records. Employers need a lawful basis for each use, clear privacy notices, appropriate security, defined retention periods and safeguards for transfers to group companies or cloud providers abroad. Data protection is now part of mainstream employment law compliance. We review HR data flows, update contracts and notices, and align CCTV, biometric attendance and monitoring tools with both statutes. Vendor contracts need review too.

Often, in part. Where workers are supplied through a contractor or manpower agency, the principal employer can face liability for wages, safety and other obligations if the contractor fails, and arrangements that are in substance employment may be treated as such. Buyers and auditors also look at the whole supply chain. We review outsourcing and manpower supply contracts, add audit rights, indemnities and compliance obligations, and help employers verify that contractors pay wages correctly and keep proper records. Employment law liability can follow the work, not just the contract. Contractor audits are therefore worth the effort.

A foreign employer should start with the essentials: correct registrations and licences, appointment letters and contracts, approved or compliant service rules, wage and attendance records, work permits for expatriate staff, and tax withholding on salaries. Next come policies on harassment, grievances and data, and the committees required by establishment size. Expatriate permits are now handled by Invest Bangladesh, BEPZA or the Hi-Tech Park Authority depending on location. We set up a first-year employment law compliance plan so that the business starts correctly instead of fixing problems later. Keep a calendar of renewals and statutory returns.