Bangladesh Labour Law

: Information Sheet for Trainers: Module 3.1: Bangladesh Labour Law

Introduction

In order to protect the wellbeing of the workers in the work place and also to ensure smooth working of the business activities in an enterprise, Bangladesh Labour Law has been introduced in 2006, leading to further Amendments in 2013, which particularly focused on workplace safety and workers’ rights. In 2015, the Bangladesh Labour Rules led to further modifications, which particularly focused on achieving better implementation and Enforcement of the Labour Act.

Source: GIZ-Swisscontact SQP project 2016

Relevant provisions/rights/welfare of the Labour Law

-          Employment – In every establishment, employment of workers and other matters related to employment are regulated in accordance with the provisions of the law.

-          Appointment Letter – Compulsory and to be issued, clearly stating details of employment relationship.

-          ID Card- Compulsory and needs to be issued within 15 days of appointment.

-          Termination of employment (by employer and by worker) – The procedures say how an employer can terminate and also how an employee can do the same. The benefits to be given to the worker, the notice period from either side, etc. are mentioned there.

-          Disciplinary matters/ punishment for conviction and misconduct – A worker may be dismissed without prior notice or pay, if he is (a) convicted for any criminal offence, or (b) if he is found guilty of misconduct. Any worker found guilty of misconduct may be awarded any of the punishments, namely (a) removal, (b) reduction to a lower post, grade or scale of pay for a period not exceeding one year, (c) stoppage of promotion for a period not exceeding one year, (d) withholding of increment for a period not exceeding one year, (e) fine, (f) suspension without wages and subsistence allowance for a period not exceeding seven days, (g) censure or warning.