Make your global contracts and policies work under Bangladesh law
We review your employment contracts, offer letters and HR policies against the Bangladesh Labour Act 2006, rewrite the clauses that do not hold up locally, and deliver ready-to-sign versions in English and Bangla.
Global template
Bangladesh-ready version
Termination: at will, without notice with notice and dues under the Labour Act 2006
Leave: 15 days PTO casual, sick, earned and festival leave
Non-compete: 24 months worldwide confidentiality and IP terms that can be enforced
Language: English only English and Bangla
What is contract and policy localization?
It is adapting a company’s standard employment contract, offer letter and HR policies so they comply with Bangladesh law and local practice. PayrollBangladesh checks each document against the Bangladesh Labour Act 2006 and Labour Rules 2015, fixes clauses on notice, leave, working hours, probation and termination, and delivers bilingual English and Bangla versions ready for signing.
Contracts and HR Policies We Localize for Bangladesh
Send us your global versions. We return Bangladesh-ready documents that keep your company’s standards and meet local law.
Employment contract
Terms of employment aligned with the Labour Act 2006.
Offer letter
Salary, benefits and start terms in the local format.
Appointment letter
The letter every worker must receive under the Act.
Employee handbook
Your global handbook adapted to local rules.
Leave policy
Casual, sick, earned, festival and maternity leave.
Working hours and overtime
Hours, shifts, breaks and overtime pay.
Harassment policy
Complaint process and committee as now required.
Disciplinary procedure
Steps for misconduct cases under local law.
Exit and termination policy
Notice, resignation and final settlement rules.
NDA and IP terms
Confidentiality and IP clauses that hold up locally.
Global Clauses That Often Fail in Bangladesh
These are the clauses we change most often when a foreign company’s template meets Bangladesh law.
| Clause | Problem in Bangladesh | Localized approach |
|---|---|---|
| At-will termination | Employment cannot simply end without notice or cause; the Labour Act sets notice periods and termination benefits | Notice, grounds and dues written in line with the Act |
| Single PTO bucket | The Act sets separate leave types with their own rules | Casual, sick, earned, festival and maternity leave listed separately |
| Open-ended working hours | Daily and weekly limits apply, with overtime paid at twice the ordinary rate | Hours, rest breaks and overtime pay stated clearly |
| Broad non-compete | Under section 27 of the Contract Act 1872, agreements restraining a person from a lawful profession are generally void | Confidentiality, non-solicitation and IP assignment instead |
| Long probation | The Act limits how long probation can run | Probation set within the legal limit for the role |
| Foreign governing law | Bangladesh labour law still applies to work done in Bangladesh | Bangladesh law for employment terms |
| English only | Staff must be able to understand their terms | English and Bangla versions |
How Contract and Policy Localization Works
Four stages, from your global templates to signed local documents.
Review
We compare each document with Bangladesh law and list every gap.
Rewrite
We redline the clauses and explain each change in plain English.
Bilingual
Final versions are prepared in English and Bangla.
Sign-off
You approve; we help issue them to staff and keep signed copies.
Bangladesh Employment Terms Your Documents Must Reflect
The numbers we check in every contract and policy.
Normal working day; 48 hours a weekLabour Act, s. 100
Overtime pay over ordinary wagesLabour Act, s. 108
Casual leave a year on full wagesLabour Act, s. 115
Sick leave a year on full wagesLabour Act, s. 116
Paid festival holidays a yearLabour Act, s. 118, as amended 2025
Maternity benefitLabour Act, s. 46, as amended 2026
Wages paid by the end of the 7th working day after the wage periodLabour Act, s. 123(1)
All final dues paid after employment endsLabour Act, s. 123(2)
Based on the Bangladesh Labour Act 2006 and Labour Rules 2015, as amended in 2025 and 2026. Some amendments still await implementing rules.
English for Your Head Office, Bangla for Your Staff
Every localized document comes in two versions, so your head office and your team in Bangladesh read the same terms.
- English version for legal review and group records
- Bangla version so every employee understands their terms
- Both checked to say the same thing, clause by clause
EN + বাংলা
Why it matters
Clear terms in the language staff read reduce disputes, support labour inspections and make policies easier to enforce. If you employ through our Employer of Record service, localized contracts are part of onboarding.
Contract and Policy Localization: Frequently Asked Questions
Can we use our global employment contract in Bangladesh?
Usually not as it is. Clauses on at-will termination, leave, working hours, probation and non-competes often conflict with the Bangladesh Labour Act 2006 or the Contract Act 1872. We keep your standard structure and change only what local law requires.
Must employment contracts in Bangladesh be in Bangla?
Staff must be able to understand their terms, so we deliver every contract and policy in both English and Bangla, checked to match clause by clause.
Are non-compete clauses enforceable in Bangladesh?
Generally not. Section 27 of the Contract Act 1872 makes agreements that restrain someone from a lawful profession void, with narrow exceptions. We use confidentiality, non-solicitation and IP assignment terms instead.
Which leave types must an HR policy include?
Casual leave of 10 days and sick leave of 14 days a year on full wages, earned (annual) leave, 13 paid festival holidays and maternity benefit of 120 days, along with any extra leave your company offers.
What is an appointment letter in Bangladesh?
A written letter every worker must receive when hired, setting out the job, wages and main terms, along with a photo identity card. We prepare it as part of the contract set.
Do we need a harassment policy?
Yes. Labour law amendments in 2025 require employers to set up a committee to handle complaints of discrimination, violence and harassment. We draft the policy and complaint process.
Can you localize documents for an INGO or a subsidiary?
Yes. We localize contracts and policies for subsidiaries, branch and liaison offices and INGO country offices, and keep them in line with your group or headquarters policies.
Is this legal advice?
No. We are an HR and payroll provider. Our localization follows the Labour Act and local practice; for disputes or unusual terms, we recommend review by a Bangladesh lawyer.
Send Us Your Global Templates
Share your contract, offer letter and handbook. We will return a gap list and a quote for Bangladesh-ready versions in English and Bangla.
PayrollBangladesh · Rupayan Shopping Square, Suite 610, Bashundhara R/A, Dhaka 1229 · +880-1711-990010 · info@payrollbangladesh.com
Reviewed by Romana Akter Shila, Chief Executive Officer, PayrollBangladesh, 8 years in EOR and payroll operations. This page is general information, not legal advice.