HR Consulting Services in Bangladesh: Expert HR Advice That Keeps Your Company Compliant
PayrollBangladesh provides HR consulting services from Dhaka for foreign and local employers. We review your contracts and HR policies, investigate workplace complaints, advise you before you terminate or restructure, and set up compliant HR when you enter Bangladesh. You get our advice in writing, aligned with the Bangladesh Labour Act 2006 as amended in 2026, and our team helps you put it into practice.
Who Is Our HR Consulting Service For?
We provide HR consulting to three kinds of employer in Bangladesh: foreign companies with staff in the country, local companies without an HR specialist, and in-house HR teams that need expert backup on a high-risk decision. Most of our clients are based in the USA and Canada, the UK and Europe, Australia and New Zealand, and the Middle East.
Foreign companies hiring in Bangladesh
We tell you what Bangladeshi employment law requires before you sign contracts, whether you hire through your own entity, a branch or an Employer of Record.
Local companies without an HR specialist
When a resignation, a disciplinary case or a labour inspection lands on an administrator’s desk, we step in with the right procedure.
In-house HR teams that need expert backup
We give your HR team a specialist second opinion on dismissals, retrenchments, harassment complaints and restructuring.
What HR Consulting Services Do We Provide in Bangladesh?
We provide nine HR consulting services in Bangladesh: Labour Act compliance reviews, service rules and HR policy drafting, workplace harassment policy set-up, independent workplace investigations, termination and retrenchment advice, restructuring support, grievance and dispute advice, labour inspection preparation, and HR set-up for foreign companies. Every recommendation we give is tied to the legal rule it has to meet.
Labour Act compliance review
We audit your appointment letters, ID cards, service books, worker registers, leave records and policies against the Labour Act 2006 as amended in 2026, and hand you a gap list ranked by risk, with the fix for each item.
Service rules and HR policy drafting
We draft or revise your service rules and HR policies so they are no less favourable than the Act, and guide you through approval by the Chief Inspector, who now has 120 days to decide (s.3).
Workplace harassment policy set-up
We write your policy against workplace violence and harassment and set up the complaint procedure for your website, as s.332 has required of every employer since 2026.
Independent workplace investigations
We investigate misconduct and harassment complaints for you: statements, evidence, a written charge, the employee’s reply, a hearing and a documented report that follows the s.24 inquiry procedure.
Termination and retrenchment advice
Before you let anyone go, we tell you which route applies (retrenchment, discharge, dismissal or termination), the notice and compensation it requires, and we draft the letters.
Restructuring support
We plan team mergers, new reporting lines and headcount reductions with you, cost the notice and compensation for each option, and help you communicate the change to staff.
Labour inspection preparation
We prepare you for a DIFE inspection by checking and completing the documents inspectors ask for first: the worker register, appointment letters, ID cards and service books.
HR set-up for foreign companies
We set up compliant HR for foreign companies entering Bangladesh: the right employment route, contract templates and guidance on work permits for foreign staff from BIDA, BEPZA, BEZA, BHTPA or the NGO Affairs Bureau.
Grievance and dispute advice
We set up your grievance procedure under s.33 and advise you when a worker raises a complaint, so it is heard, recorded and answered the way the Labour Act requires.
Why Choose PayrollBangladesh for HR Consulting?
Employers choose PayrollBangladesh for HR consulting because our advice is written, aligned with the 2026 Labour Act changes, and backed by a team that also runs payroll, HR and Employer of Record services in Bangladesh every month.
Advice in writing
Every recommendation comes as written advice you can keep on file and show to an inspector, an auditor or your head office.
Built on the 2026 law
Our advice reflects the Bangladesh Labour (Amendment) Act 2026, Act No. 43 of 2026, not outdated templates.
One provider for HR, payroll and EOR
If our advice leads to payroll changes, new hires or an Employer of Record arrangement, our own teams carry it out.
You keep control
You stay the employer and make every final decision; we make sure each one is compliant and documented.
Clear for managers abroad
We explain Bangladeshi HR rules in plain English for managers based overseas, and invoice in USD or BDT.
Based in Dhaka
Our team works from Bashundhara R/A, Dhaka, so you deal directly with people who handle Bangladeshi HR every day.
How Do We Deliver HR Consulting, Step by Step?
We deliver every HR consulting engagement in five steps: a scoping call, a document review, written advice, implementation support and a follow-up. The steps are the same whether you have one urgent question or need a full compliance review.
- 01Scoping call. You tell us the question or problem; we confirm what we need to see and send you a written scope and quote.
- 02Document review. We review the relevant contracts, policies, registers and case papers, and speak with the people involved where the matter needs it.
- 03Written advice. We send you our findings in writing: what the law requires, where you stand, the options open to you and the risk of each.
- 04Implementation support. We draft the letters, policies or procedures, attend hearings or meetings where needed, and guide your team through each step.
- 05Follow-up. We confirm the actions are completed and the records are on file, and we stay available for the questions that follow.
HR Consulting, HR Management, HR Outsourcing or Employer of Record: Which of Our Services Fits You?
We offer four HR services in Bangladesh. Choose HR consulting when you need expert advice on a specific decision or compliance question, HR management when you want us to build an HR system your team runs, HR outsourcing when you want us to run day-to-day HR for you, and Employer of Record when you have no legal entity in Bangladesh.
| Service | What we do | Best for |
|---|---|---|
| HR Consulting (this page) | We give expert, written advice on specific HR decisions and compliance questions, and help you carry it out | Companies facing a defined HR question, risk or project |
| HR Management Services | We build the HR system your own team runs: audit, policies, structure, performance management and HRIS | Companies with an HR officer who need structure |
| HR Outsourcing | We run your day-to-day HR administration on an ongoing basis | Companies that want HR off their desk entirely |
| Employer of Record | We become the legal employer of your staff in Bangladesh and handle contracts, payroll and compliance | Foreign companies without a Bangladesh entity |
How Much Does HR Consulting Cost in Bangladesh?
We quote every HR consulting engagement in writing after a scoping call, so you know the cost before work starts. The fee depends on the type of work (a single advisory question, a defined project such as a compliance review or an investigation, or ongoing advisory support), your headcount, the number of sites and the volume of documents. We invoice international clients in USD or BDT.
HR Consulting in Bangladesh: Questions Clients Ask Us
Answers to the questions employers ask us before starting an HR consulting engagement.
What HR consulting services does PayrollBangladesh provide?
We provide nine HR consulting services in Bangladesh: Labour Act compliance reviews, service rules and HR policy drafting, workplace harassment policy set-up, independent workplace investigations, termination and retrenchment advice, restructuring support, grievance and dispute advice, labour inspection preparation and HR set-up for foreign companies. Every engagement ends with written advice, and we help your team carry it out.
Do you work with foreign companies hiring in Bangladesh?
Yes. Most of our clients are based outside Bangladesh, mainly in the USA and Canada, the UK and Europe, Australia and New Zealand, and the Middle East. We advise on the right employment route, compliant contracts, and the appointment letter and photo ID card every worker needs from day one (s.5). If you have no Bangladesh entity, our Employer of Record service can employ your staff for you.
Can you update our HR policies for the 2026 Labour Act changes?
Yes. The Bangladesh Labour (Amendment) Act 2026 (Act No. 43 of 2026) changed rules that most HR policies cover, including 13 paid festival holidays a year instead of 11 (s.118), a 120-day approval window for service rules (s.3), maternity benefit (s.46) and a duty to adopt and publish a workplace harassment policy and complaint procedure (s.332). We review your current policies against these changes and redraft what needs to change.
Can you help us get our service rules approved?
Yes. We draft or review your service rules so they are no less favourable to workers than the Labour Act, prepare the submission to the Chief Inspector and follow it through. The Chief Inspector has 120 days to decide (s.3, as amended 2026); if there is no order in that time, or you disagree with it, we help you apply to the Government within 30 days.
Can you investigate a harassment or misconduct complaint for us?
Yes. We run an independent investigation for you: we take statements, review evidence, frame a written charge where the facts support one, hear the employee’s reply and give you a documented report. That record is what lets your disciplinary decision stand under the Labour Act’s inquiry procedure (s.24). For harassment complaints, we also check that your s.332 policy and complaint procedure are in place.
Can you advise us before we terminate or retrench an employee?
Yes, and it is best to contact us before you act. Bangladesh law treats retrenchment (s.20), discharge (s.22), dismissal for misconduct (s.23) and termination by the employer (s.26) as separate routes with different conditions, notice and compensation. We tell you which route applies and what it will cost, and we draft the letters so the decision holds up if it is challenged.
What do you need from us to start?
Send us the documents that show how employment works today: appointment letters, your service rules or employee handbook, the worker register, leave and attendance records, and any papers on the specific case, such as complaints, warnings or notices. For a compliance review, add a list of employees with their job roles. The more complete the file, the faster we can give you written advice.
Bangladesh Labour Law Rules We Apply in Our HR Consulting
Our HR consulting work in Bangladesh is based on the Bangladesh Labour Act 2006, as amended by the Labour (Amendment) Act 2026, and the Labour Rules 2015. These are the rules we apply most often, from the official text as at 18 October 2026.
| Item | Position | Source |
|---|---|---|
| Service rules | An establishment’s own service rules cannot be less favourable than the Act, need the Chief Inspector’s approval and do not take effect without it; the decision window is 120 days, with an application to the Government within 30 days if there is no order or the employer disagrees | Labour Act 2006, s.3 as amended 2026 |
| Appointment letter and ID | No worker may be employed without an appointment letter; every worker gets a photo identity card | s.5 |
| Records | Service book for every worker; register of workers kept by the employer | ss.6, 9 |
| Ending employment | Retrenchment, discharge, dismissal for misconduct or conviction, termination by the employer and resignation by the worker are separate routes with their own notice and compensation | ss.20, 22, 23, 26, 27 |
| Disciplinary inquiry | Misconduct is punished only after the inquiry procedure is followed | s.24 |
| Grievances | Workers have a statutory complaint procedure the employer must follow | s.33 |
| Festival holidays | 13 paid festival holidays per calendar year (11 before 2026); a worker who works on one gets a substitute day off plus two days’ compensatory wages | s.118 as amended 2026 |
| Workplace harassment | Adopt and implement a policy against violence and harassment, publicise prohibitions and penalties, assess risks, inform and train workers, and publish the complaint procedure on the workplace website | s.332 as substituted 2026 |
| Work permits for foreign staff | Issued by BIDA for most private companies, branch and liaison offices; BEPZA, BEZA and BHTPA inside their zones and parks; the NGO Affairs Bureau for registered NGOs | Investment and zone authority rules |
Sources: Bangladesh Labour Act 2006 (official text, Act No. 42 of 2006) s.3, s.5, s.6, s.9, s.20, s.22, s.23, s.24, s.26, s.27, s.33, s.118, s.332; Labour (Amendment) Act 2026, Act No. 43 of 2026; Labour Rules 2015 (Ministry of Labour and Employment).
Talk to Our HR Consultants in Bangladesh
Tell us your HR question, your headcount and where your team is based. We will confirm what we need, send you a written scope and quote, and get started.
PayrollBangladesh · Rupayan Shopping Square, Suite 610, Bashundhara R/A, Dhaka 1229 · +880-1711-990010 · info@payrollbangladesh.com