Appointment Letter Format in Bangladesh: Rule 19 Compliant Template
An appointment letter is compulsory for a worker covered by the Bangladesh Labour Act 2006: Section 5 requires the employer to issue it, and Rule 19(4) of the Bangladesh Labour Rules 2015 specifies the ten particulars it must contain. Issue it at joining with a photo identity card. The ready-to-adapt template is below.
No employer may appoint a worker without an appointment letter under Section 5. Rule 19(4) requires fields ranging from the worker’s parents’ names to wages, other financial benefits, and annual increment information where applicable. A letter copied from a US template should be rewritten for Bangladesh: an at-will termination clause does not displace the notice and statutory-payment framework in Section 26.
What must a Bangladesh appointment letter contain?
Rule 19(4) of the Bangladesh Labour Rules 2015 lists ten mandatory particulars. Employers should verify each item against the current Rules and their own applicable service rules before issue.
| Rule 19(4) particular | Common defect |
|---|---|
| Name of the worker | National ID spelling is not used |
| Father’s name | Field absent from Western templates |
| Mother’s name | Field absent from Western templates |
| Name of husband or wife, where applicable | Treated as optional without checking Rule 19 |
| Present and permanent address | Only one address captured |
| Designation, type of work, and date of joining | Type of work left blank |
| Class of worker | Skipped or does not match the employer’s records |
| Wages or pay scale, including annual increment rate if any | Increment information omitted where applicable |
| Other payable financial benefits, including applicable allowances and gratuity | Collapsed into one gross figure |
| Statement that conditions follow existing service rules, if any, and the Labour Act | Replaced by an “entire agreement” clause that conflicts with Rule 19(4)(j) |
Rule 19 also provides that the appointment letter is issued once during service in an establishment, a duplicate must be supplied on a worker’s written application if it is lost or damaged, and the employer maintains the prescribed register while issuing the photo identity card at the employer’s cost. Rule 22 requires a service book to be opened within 15 days of appointment. Check the current prescribed forms and any sector-specific requirements before use.
What notice period replaces an at-will clause?
Bangladesh employment law does not use US-style at-will wording as a substitute for statutory termination rules. For termination other than dismissal, Section 26 provides written notice or wages in lieu, subject to the worker category and pay basis.
| Worker category | Pay basis | Written notice under Section 26 |
|---|---|---|
| Permanent | Monthly-rated | 120 days |
| Permanent | Other than monthly-rated | 60 days |
| Temporary | Monthly-rated | 30 days |
| Temporary | Other than monthly-rated | 14 days |
Probation is separate. Section 4(8) sets six months for clerical functions and three months for other work, with a potential three-month extension for a skilled worker where the quality of work could not be assessed in the initial period. A flat 90-day probation clause therefore needs checking against the worker’s function and the Act.
What changed in 2026 that affects the letter?
The Bangladesh Labour (Amendment) Act 2026 is in force. It is Act No. 43 of 2026, dated 10 April 2026, and the Ministry of Labour and Employment confirms that the amendment became effective on publication. The following changes are relevant to an appointment letter or the policy it incorporates.
| Provision | Current verified position | Drafting implication |
|---|---|---|
| Maternity benefit, sections 45–50 | 120 days, with 60 days before and 60 days after delivery in the amended provisions | Do not retain an outdated 112-day policy |
| Festival holidays, section 118(1) | 13 paid festival holidays per calendar year, increased from 11 | Update the leave policy or annexure referenced by the letter |
| Annual leave, section 117(2)(a) | For a factory worker, 1 day for every 14 days worked | Confirm the applicable establishment category before putting an accrual formula in the letter |
| Provident fund, section 264(10) | At establishments with at least 100 permanent workers, the owner must establish a provident fund when at least two-thirds submit a written demand; the Act also includes a separate written-interest condition for private-establishment manpower | Do not state that every 100-worker employer automatically owes a provident fund without the statutory conditions |
| Resignation benefits, section 27(4) | 7 days’ wages per completed year up to 3 years; 15 days for more than 3 but less than 10 years; 30 days for 10 years or more, or gratuity if greater | Cross-check the employee’s status and service duration during offboarding |
| Harassment and discrimination | The 2026 Act adds protections and complaint-related provisions, including sections 332A, 345A, 345B and 345C | Reference the current anti-harassment and non-discrimination policy rather than attempting to reproduce every statutory requirement in the letter |
The 2026 Act directly amended section 117(2)(a) for factories. Leave rules can differ by establishment category and by the interaction of the Act, Rules, and service rules. Employers should verify the applicable leave schedule with DIFE or a licensed adviser before putting a formula in a template.
Free appointment letter template for Bangladesh
Copy the block below, replace every bracketed field, and check it against your applicable service rules before first use. It is drafted for a permanent, monthly-rated worker within the scope of the Bangladesh Labour Act 2006. It is not a substitute for legal review.
[COMPANY NAME]
[COMPANY REGISTERED ADDRESS]
[CITY] – [4-DIGIT POSTCODE], Bangladesh
[EMAIL] · [PHONE]
RJSC Registration No.: [NUMBER]
Date: [DD Month YYYY]
To
[WORKER FULL NAME, as spelled on national ID]
Father’s name: [NAME]
Mother’s name: [NAME]
Name of husband/wife: [NAME or “Not applicable”]
Present address: [ADDRESS]
Permanent address: [ADDRESS]
Subject: Letter of Appointment — [DESIGNATION]
Dear [MR./MS. SURNAME],
Following your application and interview, [COMPANY NAME] is pleased to appoint you on the terms below. This letter is issued under Section 5 of the Bangladesh Labour Act 2006 and Rule 19 of the Bangladesh Labour Rules 2015.
1. Designation, type of work, and date of joining
Designation: [DESIGNATION]. Type of work: [DESCRIBE THE ACTUAL WORK, not the title]. Date of joining: [DD Month YYYY]. Place of work: [OFFICE ADDRESS]. You will report to [DESIGNATION OF SUPERVISOR].
2. Class of worker
You are appointed as a [permanent / probationer / temporary / casual / apprentice / seasonal] worker, monthly-rated, under Section 4 of the Act and the employer’s applicable records and service rules.
3. Probation
Your probation is [6 months for clerical functions / 3 months for other work] from the date of joining, under Section 4(8). For a skilled worker, the period may be extended by 3 months where the quality of work could not be assessed in the initial period. Confirmation, if applicable, will be communicated in writing.
4. Wages, pay scale, and annual increment
Gross monthly wages: BDT [AMOUNT]. Pay scale: [SCALE, if applicable]. Annual rate of increment: [RATE OR PERCENTAGE, if any], subject to [review basis]. Wages are paid by [bank transfer / mobile financial service] by the [Nth] working day of the following month, subject to lawful deductions and withholding tax administered under National Board of Revenue requirements.
5. Breakdown of wages and other payable financial benefits
| Head | Monthly amount (BDT) |
|---|---|
| Basic | [AMOUNT] |
| House rent allowance | [AMOUNT] |
| Medical allowance | [AMOUNT] |
| Transport/conveyance allowance | [AMOUNT] |
| Food allowance | [AMOUNT] |
| Education allowance | [AMOUNT OR “Not applicable”] |
| Attendance allowance | [AMOUNT OR “Not applicable”] |
| Gross monthly | [TOTAL] |
Festival allowance: [NUMBER] festival bonus(es) per year at [AMOUNT OR FORMULA]. Gratuity: [state the scheme, or “as per the Act and the company’s service rules”]. Provident fund: [state the scheme and confirm whether the statutory section 264 conditions apply].
6. Working hours, weekly rest, and leave
Your hours of work, weekly holiday, festival holidays, casual leave, sick leave, annual leave with wages, and maternity benefit are governed by the Bangladesh Labour Act 2006, as amended, and the company’s applicable service rules. They will not be less favourable than the applicable statutory minimum. Maternity benefit is 120 days under the amended provisions, and paid festival holidays are 13 days per calendar year under section 118(1). Your applicable entitlements are set out in [POLICY DOCUMENT / ANNEXURE A].
7. Identity card and service book
You will be issued a photo identity card at the company’s cost under Section 5 and Rule 19, and a service book will be opened in accordance with Rule 22. Please submit your previous service book, if any, on joining.
8. Termination, resignation, and notice
Either party may end this employment only in accordance with the Bangladesh Labour Act 2006. Where the company terminates other than by dismissal, notice will be given under Section 26 — 120 days for a monthly-rated permanent worker — or wages paid in lieu, with statutory payments due according to the worker’s completed service. Where you resign, the notice and benefit rules under Section 27, as amended, apply. Dismissal for misconduct follows the applicable statutory process, including notice of allegations, opportunity to explain, and an inquiry where required.
9. Confidentiality
You shall maintain the secrecy of the company’s business techniques and confidential information during and after your service, consistent with Rule 19(8). You confirm that you will not use or disclose any previous employer’s confidential information and that you have disclosed any subsisting agreement restricting your work for the company.
10. Conduct, harassment, and non-discrimination
You are expected to follow the company’s applicable service rules and policies. The company prohibits violence, harassment, and direct or indirect discrimination and will maintain the complaint mechanisms required by applicable Bangladesh law.
11. Governing conditions
All conditions of this appointment shall be in accordance with the company’s existing service rules, if any, and the existing Bangladesh Labour Act, as Rule 19(4)(j) requires. Where any term of this letter is less favourable than an applicable statutory minimum, the applicable law prevails.
12. Pre-conditions
This appointment is subject to verification of your certificates and references, and to your legal eligibility to work in Bangladesh. [For a foreign national: and to a work permit and visa issued through BIDA or BEPZA, as applicable.]
Please sign and return the duplicate copy by [DD Month YYYY] to confirm acceptance.
For and on behalf of [COMPANY NAME]
[NAME], [DESIGNATION]
Acceptance
I have read and understood the above terms and accept the appointment.
[WORKER NAME]
Date:
Enclosures: Photo identity card (Form 6) · Service book (Form 7) · Service rules/policy annexure
Who signs the letter if you have no Bangladesh entity?
The employer named in a Rule 19 appointment letter should be the locally established entity that can perform the statutory employer duties attached to it, such as issuing the identity card, maintaining the service book and prescribed records, and responding to DIFE inspection. Foreign companies without a local entity should obtain Bangladesh legal advice on the correct employment structure rather than naming themselves without testing payroll, registration, withholding, and permanent-establishment implications.
Employer of Record: An EOR acts as the named local employer and administers statutory employment duties while the client directs the day-to-day work. See Employer of Record (EOR) in Bangladesh and remote employee onboarding.
Your own entity: Your locally registered entity issues the letters and maintains the applicable records. Start with company registration in Bangladesh.
Independent contractor: A genuine independent-contractor relationship is not an appointment-letter arrangement. If the relationship is in substance employment, worker-status and compliance risk may remain regardless of the label.
Monthly compliance after the letter is issued can be supported through payroll process outsourcing and HR outsourcing services in Bangladesh. Pre-condition checks in clause 12 can use reference check services.
Frequently asked questions
Is a signed offer letter enough, or do I need a separate appointment letter?
You need an appointment letter carrying the Rule 19 particulars. Section 5 makes the appointment letter compulsory for covered workers; an offer letter that omits the required particulars does not by itself discharge that duty.
Can I issue the appointment letter in English?
Many employers issue a bilingual letter to reduce interpretation disputes. Rule 23(2) addresses the workers’ register in Bengali, with English permitted in addition. Confirm the current language and record-keeping requirements for your establishment before finalising the format.
Does the 120-day notice period apply to everyone?
No. Under Section 26, it applies to permanent monthly-rated workers. Other permanent workers receive 60 days; temporary workers receive 30 days if monthly-rated and 14 days otherwise. Wages in lieu may be available under the statutory framework.
Can I reuse one appointment letter when an employee is promoted?
Rule 19(2) provides that the appointment letter is issued once during service in an establishment. Record promotions, transfers, and pay changes in the service book and applicable employment records; Rule 21(2) should be checked for the current recording timetable.
About this article
Last reviewed: 22 September 2026
Reviewed by: Asma Sultana, Payroll and Employer of Record Specialist, EOR BD — 18 years of payroll and employment administration experience. This review covers payroll and HR operations content; it is not a legal opinion.
Statutory sources: Bangladesh Labour Act 2006, as amended by the Bangladesh Labour (Amendment) Act 2026 (Act No. 43 of 2026, dated 10 April 2026); Bangladesh Labour Rules 2015, as amended; applicable EPZ rules for EPZ employers. Institutions: Ministry of Labour and Employment, DIFE, RJSC, BIDA, BEPZA, and NBR.
This article is general information, not legal or tax advice. Verify current rules with the relevant Bangladesh authority or a licensed adviser.
