Offshore HR Management in Bangladesh: Running HR for Your Remote Team After Day One
Offshore HR management is the month-to-month HR function for a team that works in Bangladesh and reports to managers abroad: attendance and leave, HR policies, probation and performance reviews, discipline and grievances, employee records, statutory benefits and exits. PayrollBangladesh runs that function for foreign companies and their subsidiaries, under the Bangladesh Labour Act 2006 as amended in 2026, so your line managers manage the work and nobody has to learn Bangladeshi employment law from a distance.
Who Needs Offshore HR Management in Bangladesh?
The hire is made and the first payslip is out. Then the ordinary HR questions start: who approves leave, what happens when someone is late for the tenth time, how a resignation is handled, when probation ends. A manager in London or Toronto cannot answer those under Bangladeshi law. The service is built for three kinds of client:
Foreign companies with a team in Bangladesh and no local HR
Three to fifty people employed through our Employer of Record or your own entity, managed day to day by people abroad. We are the HR desk the team and the managers both call.
Subsidiaries and branches with an office manager but no HR
Someone handles the office; nobody owns leave records, probation dates, disciplinary procedure or the registers an inspector can ask for. We take that over.
Companies that outgrew spreadsheets
Leave in one file, attendance in another, policies never written down. Past ten people, that is where unpaid leave, missed confirmations and disputed exits come from.
What Is Included in Our Offshore HR Management Service?
Our offshore HR management service in Bangladesh covers nine parts of the ongoing HR function. Each card names the rule that part has to follow.
The nine parts of offshore HR management
Attendance & leave administration
Leave requests received in writing, decided within 7 days or 2 days before the leave starts (s.10), balances kept for casual (10 days), sick (14 days), annual (1 day per 18 worked) and festival leave (13 days), with refusals recorded with reasons as s.10(4) requires.
HR policy & handbook
Working hours and weekly holiday (ss.100, 102, 103), leave, conduct and the workplace anti-harassment policy that s.332, as substituted in 2026, requires every employer to adopt and publish.
Probation & confirmation tracking
Probation ends at 6 months for clerical work and 3 months for other work; without a confirmation letter the worker becomes permanent (s.4(8)). We track every date and prepare the letter.
Performance & review cycle
Goal setting at confirmation, quarterly check-ins and an annual review on your template, run with the line manager abroad and documented on the employee file.
Discipline & misconduct procedure
No penalty without a written charge, at least 7 days to reply, a hearing and an inquiry committee that finishes within 60 days (s.24). We run the procedure so that a dismissal, if it comes to that, holds up (s.23).
Grievance handling
A grievance must reach the employer within 30 days of the cause and be investigated, heard and answered in writing within 30 days (s.33). We receive, record and manage it with you.
Employee records & registers
The worker register with hours, rest intervals and rest days (s.9), ID cards (s.5), service books (s.6), the leave register (s.10(4)) and personal data kept no longer than the purpose requires (PDPA 2026, s.18).
Benefits & statutory calendar
The 13 festival holidays declared each year (s.118), maternity benefit of 60 days before and after delivery (s.46 as amended 2026), provident fund or insurance where you offer them, and wages within 7 working days of the wage period (s.123).
Exit management
Resignations (60 days’ notice from a permanent worker, s.27), terminations (120 days’ notice or pay in lieu, plus 30 days’ wages per year of service, s.26), unauthorised absence procedure (s.27(3A)), final settlement within 30 working days (s.123) and access removal.
Legal frame: Bangladesh Labour Act 2006 s.4, s.9, s.10, s.23, s.24, s.26, s.27, s.33, s.118, s.123 and s.332 (official text, bdlaws.minlaw.gov.bd), as amended by the Labour (Amendment) Act 2026, Act No. 43 of 2026; Personal Data Protection Act 2026, s.18.
How Does Offshore HR Management Work, Step by Step?
The service runs in six steps: a set-up month, then a monthly cycle that repeats. You direct the work and approve decisions; we run the procedure and keep the file.
- 01Set up. Collect appointment letters and existing records; write or adopt the HR handbook (hours, leave, conduct, anti-harassment policy under s.332); open the worker and leave registers (ss.9, 10); load leave balances and probation dates; agree who approves what.
- 02Run. Attendance and leave handled daily; employee questions answered by a named HR coordinator; leave decisions issued within the s.10 time limit; payroll inputs sent to your payroll provider or our payroll team before the cut-off.
- 03Review. Probation confirmations prepared before the 3- or 6-month date (s.4(8)); quarterly check-ins and the annual review scheduled with the line manager and documented.
- 04Resolve. Misconduct handled under ss.23–24 (written charge, 7 days to reply, hearing, inquiry within 60 days); grievances under s.33 (decision in writing within 30 days). You decide the outcome; we make sure the procedure is followed.
- 05Report. A monthly HR report: headcount, joiners and leavers, leave taken and balances, probation dates due, open cases and the next month’s statutory dates.
- 06Exit. Resignation or termination handled under ss.26–27 with the right notice or pay in lieu, compensation calculated, final dues paid within 30 working days (s.123), service book updated and access removed.
What Does the HR Calendar for a Bangladesh Team Look Like?
Most HR failures in offshore teams are missed dates, not bad decisions. These are the recurring and event-driven deadlines we track for every employee.
| When | What has to happen | Rule |
|---|---|---|
| Every week | At least one day’s weekly holiday; 48 ordinary hours, 60 with overtime | Labour Act ss.102, 103 |
| Every month | Wages paid within 7 working days after the wage period ends, with a wage slip | s.123; Labour Rules 2015, rule 111(3) |
| On each leave request | Decision within 7 days of the application or 2 days before the leave starts, whichever is earlier; refusal recorded with reasons | s.10 |
| At 3 or 6 months from joining | Probation confirmation letter issued, or the worker is permanent by default; a skilled worker’s probation may be extended by 3 months | s.4(8) |
| Every calendar year | 13 paid festival holidays declared; casual 10 and sick 14 days available; annual leave accrues at 1 day per 18 days worked after a year’s service | ss.115, 116, 117, 118 |
| On a misconduct charge | Written charge served; at least 7 days to reply; hearing; inquiry committee completes within 60 days; suspension pending inquiry no longer than 60 days, with subsistence allowance | s.24 |
| On a grievance | Worker files within 30 days of the cause; employer investigates, hears and decides in writing within 30 days | s.33 |
| On a resignation | 60 days’ notice from a permanent worker (30 or 14 days from a temporary worker); compensation of 7, 15 or 30 days’ wages per year of service depending on length of service | s.27 |
| On a termination | 120 days’ notice to a permanent monthly-rated worker, or wages in lieu, plus 30 days’ wages per completed year or gratuity, whichever is higher | s.26 |
| On unauthorised absence over 10 days | Notice giving 10 days to explain and rejoin, then 7 more days to defend; only then is the worker treated as having resigned | s.27(3A) |
| Before and after a birth | 60 days’ maternity leave before and 60 after delivery, after 6 months’ service | s.46 as amended 2026 |
| At exit | All dues paid within 30 working days of the employment ending | s.123 |
Which Labour Act Rules Govern Day-to-Day HR in Bangladesh? Key Facts at a Glance
The rules an offshore HR function is most often tested on, quoted from the official text with the 2026 changes marked. They apply to “workers” under s.2(65); managerial and administrative staff (s.2(49)(b)) are governed by their contracts.
| Item | Position | Source |
|---|---|---|
| Worker register | Every employer keeps a register of workers with name, date of birth, date of appointment, type of work, hours, rest intervals and rest days, open to the inspector | Labour Act 2006, s.9 |
| Leave procedure | Written application; decision within 7 days or 2 days before leave; a leave pass if granted; reasons recorded if refused | Labour Act 2006, s.10 |
| Probation | 6 months for clerical work, 3 months for other work; extendable by 3 months for skilled workers; no confirmation letter means permanent | Labour Act 2006, s.4(8) |
| What counts as misconduct | Includes wilful disobedience, theft or fraud, bribery, habitual absence or absence over 10 consecutive days without leave, habitual late attendance, habitual negligence and falsifying records | Labour Act 2006, s.23(4) |
| Penalties short of dismissal | Removal; demotion for up to a year; withholding promotion or increment for up to a year; fine; suspension without pay for up to 7 days; censure and warning | Labour Act 2006, s.23(2) |
| Disciplinary procedure | Written charge; copy to the worker with at least 7 days to reply; hearing; inquiry committee of equal employer and worker representatives, finished within 60 days; order approved by the employer or manager; copy of the order to the worker | Labour Act 2006, s.24 |
| Grievance procedure | Filed in writing within 30 days of the cause; employer investigates and decides in writing within 30 days after hearing the worker; otherwise the worker may go to the Labour Court within 30 days | Labour Act 2006, s.33 |
| Termination by employer | Permanent worker: 120 days’ notice (monthly-rated) or 60 days (others), or wages in lieu; compensation 30 days’ wages per completed year or gratuity, whichever is higher | Labour Act 2006, s.26 |
| Resignation by worker | Permanent worker: 60 days’ notice or pay in lieu; compensation 7 days’ wages per year up to 3 years’ service, 15 days for 3–10 years, 30 days for 10 years or more | Labour Act 2006, s.27 |
| Retrenchment | One month’s notice with reasons, copy to the Chief Inspector, compensation 30 days’ wages per year or gratuity; last-in-first-out within a category | Labour Act 2006, s.20 |
| Workplace harassment | Employer must adopt and implement a workplace policy against violence and harassment, publicise prohibitions and penalties, and publish the complaint procedure on its website | Labour Act 2006, s.332 as substituted 2026 |
| Festival and maternity | 13 paid festival holidays a year (previously 11); maternity 60 days before and 60 days after delivery (previously 8 weeks each side) | ss.118, 46 as amended 2026 |
| Employee data | Consent or another lawful basis; retention no longer than the purpose requires | Personal Data Protection Act 2026, ss.5, 18 |
Sources: s.20, s.23, s.24, s.26, s.27, s.33, s.46, s.102, s.103, s.115, s.116, s.117 of the Labour Act 2006, official text at bdlaws.minlaw.gov.bd; PDPA 2026, s.5; Labour Rules 2015 (Ministry of Labour and Employment).
Who Runs HR Under Each Way of Employing People in Bangladesh?
The HR duties are the same whoever the legal employer is. What changes is whose name is on the letters and who carries the employment risk.
| Route | Legal employer | Who runs day-to-day HR | Who decides outcomes | Best for |
|---|---|---|---|---|
| Your Bangladesh entity + this service | Your company | PayrollBangladesh, in your entity’s name | You, on our written advice | Subsidiaries and branches without an HR person |
| Employer of Record | PayrollBangladesh | PayrollBangladesh (included) | You direct the work; we carry the employment procedure | Foreign companies with no Bangladesh entity |
| Dedicated remote employees | PayrollBangladesh | PayrollBangladesh, including team management | Shared, under the service agreement | Companies that want a managed offshore team |
| In-house HR | Your company | Your local HR hire | You | Teams large enough to justify a full-time HR professional |
What Should a Compliant HR File Contain for Every Employee in Bangladesh?
If an inspector, an auditor or a Labour Court asks, these are the documents that have to exist. Use the list to test your current set-up.
Nine items on every employee’s file
- ✓Appointment letter and photo ID card (s.5), with the worker or manager category recorded.
- ✓Service book opened or collected from the previous employer (s.6).
- ✓Worker register entry with hours, rest interval and rest day (s.9).
- ✓Probation record: start date, due date and the confirmation letter (s.4(8)).
- ✓Leave record: applications, decisions, passes and balances (s.10; ss.115–118).
- ✓Signed policy acknowledgements, including the anti-harassment policy (s.332).
- ✓Performance reviews and any warnings, with the worker’s copy acknowledged (s.24(8)).
- ✓Privacy notice and lawful basis for the data held (PDPA 2026, s.5).
- ✓Exit papers where applicable: notice, settlement calculation and proof of payment within 30 working days (ss.26, 27, 123).
What Determines the Cost of Offshore HR Management in Bangladesh?
Three things set the monthly fee: headcount, whether we are also the legal employer or payroll provider, and how much case work (disciplinary, grievance, exits) your team generates. There is a one-time set-up fee for the handbook, registers and file review. You get a written quote after we see the headcount and the current records.
| Option | Typical fit | What’s included |
|---|---|---|
| HR management under your entity | Subsidiaries and branches with no HR person | Set-up, attendance and leave, policies, probation and review tracking, discipline and grievance procedure, records, statutory calendar, exits, monthly HR report |
| HR management + payroll | Companies that want one provider for HR and pay | Everything above plus monthly payroll through Corporate Payroll Service |
| Employer of Record (HR included) | Foreign companies without a Bangladesh entity | Employer of Record with this HR function built in |
| Set-up only | Companies with an administrator who can run HR once it is organised | Handbook, registers, file review and a 90-day handover; no monthly retainer |
Frequently Asked Questions — Offshore HR Management in Bangladesh
Ten questions companies ask about managing HR for a Bangladesh team
What is offshore HR management?
Offshore HR management is the ongoing HR function for a team based in Bangladesh and managed from another country: attendance and leave, HR policies, probation and performance reviews, discipline and grievances, employee records, statutory benefits and exits. PayrollBangladesh runs it under the Labour Act 2006 as amended in 2026, while your managers direct the work.
Do we lose control over our staff?
No. Your managers assign and review the work and make every decision that matters: who is confirmed, who is promoted, how a case ends. We run the procedure, keep the records and advise in writing on what the law allows.
How is leave handled for a remote team?
Requests go to us in writing, the approver you name decides, and we issue the decision within 7 days of the application or 2 days before the leave, whichever is earlier (s.10). Balances for casual, sick, annual and festival leave are kept per person and shown in the monthly report.
What happens if an employee keeps arriving late or stops turning up?
Habitual late attendance and absence over 10 consecutive days without leave are misconduct under s.23(4). We serve a written charge, give at least 7 days to reply, hold a hearing and, where needed, an inquiry completed within 60 days (s.24). For absence over 10 days, s.27(3A) requires a notice giving 10 days to explain, then 7 more, before the person is treated as having resigned.
Can we dismiss someone in Bangladesh without notice?
Only for a criminal conviction or misconduct proved under the s.24 procedure (s.23(1)). Otherwise a permanent monthly-rated worker is entitled to 120 days’ notice or wages in lieu, plus 30 days’ wages for each completed year of service or gratuity, whichever is higher (s.26).
What notice must an employee give when resigning?
A permanent worker gives 60 days’ written notice, a temporary worker 30 or 14 days, or pays wages in lieu (s.27). On resignation the employer owes compensation of 7, 15 or 30 days’ wages per year of service depending on whether service was up to 3 years, 3 to 10 years or 10 years or more (s.27(4)).
How does a grievance work?
A worker sends a written grievance within 30 days of the cause. The employer must investigate, give the worker a hearing and reply in writing within 30 days. If there is no reply or the worker is unhappy, they can take it to the Labour Court within 30 days (s.33). We receive and manage the grievance with you so the timeline is met.
What changed in 2026 for day-to-day HR?
Festival holidays rose from 11 to 13 days (s.118), maternity benefit became 60 days before and after delivery (s.46), s.332 now requires every employer to adopt and publish a workplace policy against violence and harassment, and the worker definition (s.2(65)) was replaced. The general penalty for breaches is now a fine of BDT 25,000 to 50,000, up to 3 months’ imprisonment, or both (s.307).
Do these rules apply to our managers and senior staff?
The Chapter II procedures protect “workers” as defined in s.2(65). Staff in managerial or administrative roles (s.2(49)(b)) are outside that definition and are governed by their contracts. We record the category of every employee at set-up, because applying the wrong procedure is the most common reason a dismissal fails.
What does offshore HR management cost?
The monthly fee depends on headcount, whether we are also the legal employer or payroll provider, and the volume of case work. There is a one-time set-up fee for the handbook, registers and file review. Send us the headcount and a description of your current records for a written quote.
Want Someone in Dhaka Running HR for Your Team Every Month?
Get a quote for offshore HR management in Bangladesh. Tell us the headcount, whether you have a Bangladesh entity and what HR records exist today, and we will set out the set-up plan, the monthly service and the cost.
Payrollbangladesh · Rupayan Shopping Square, Suite 610, Bashundhara R/A, Dhaka 1229 · +880-1711-990010 · info@payrollbangladesh.com