Outsourced Workforce Management for Foreign Companies
Time and attendance, leave, benefits, expenses and workforce reporting — run in Dhaka under the Bangladesh Labour Act 2006, reported to you in English.
Reviewed by Romana Akther Shila, HR — updated September 2026
What We Manage — 4 Service Lines
1. Time & Attendance
Time & Leave Administration
What Does Outsourced Workforce Management in Bangladesh Include?
Outsourced workforce management is the transfer of an employer's recurring people-administration tasks — attendance, leave accrual, overtime, benefit enrolment, expense reimbursement and workforce reporting — to a Bangladesh-based provider that runs them under local labour law and returns payroll-ready data to the employer. It is not payroll (salary calculation and payment) and not an Employer of Record (legal employment on your behalf); it sits between the two.
Workforce management — shift rosters, attendance and overtime — is run in a web-based HR system that your managers anywhere in the world can access. Hours are checked monthly against the statutory limits: 8 hours a day and 48 a week, extendable to 10 and 60 with overtime. Overtime is calculated at twice the ordinary basic wage plus dearness allowance, as the Labour Act requires. Output: one locked attendance file per month, ready for payroll. See our workforce management service for time and attendance in detail.
Leave management covers casual, sick, annual, maternity and festival leave, accrued at the statutory rates and tracked per employee. Your own policy is layered on top, so it can exceed the law but never fall below it. Leave liability and encashment on separation are reported to your finance team each month. See leave management and how to calculate overtime pay in Bangladesh.
Benefits & Expense Administration
Which Employee Benefits Must a Foreign Employer Administer in Bangladesh?
Under the Bangladesh Labour Act 2006, an employer may need to administer provident fund, gratuity, festival bonus, group insurance and the Workers' Profit Participation Fund, depending on company size and sector. Employee benefits administration in Bangladesh starts with confirming which of these apply to your company; we do that at onboarding, then run enrolment, contribution schedules, employer-side filings and year-end statements.
- Casual leave: 10 days a year, paid (s. 115)
- Sick leave: 14 days a year, paid (s. 116)
- Annual leave: 1 day per 18 days worked, commercial and industrial establishments (s. 117)
- Festival holidays: 11 days a year, paid (s. 118)
- Maternity leave: 16 weeks, paid, after 6 months' service (s. 46)
- Wages paid within 7 working days of the wage period (s. 123)
- Gratuity: 30 days' wages per completed year; 45 days beyond 10 years' service (s. 2(10))
- Provident fund: 7–8% of basic wages, employee and employer each, where established (s. 264)
- WPPF: 5% of net profit for companies above the capital/asset thresholds (s. 234)
Expense, advance and loan administration is processed against your written policy. Claims and loan requests are approved by your managers in the system, and recoveries are pushed to payroll automatically, so there is no spreadsheet reconciliation on your side. Benefit contributions, expense reimbursements and loan balances appear on the same monthly report as attendance and leave, giving your finance team the full employment cost per person. See benefit administration and expense and loan management.
Reporting, Talent & Systems
How Do You Get Visibility of a Workforce You Manage From Abroad?
Every month you receive one workforce report — headcount, attendance and overtime totals, leave balances and liability, benefit contributions, expense and loan recoveries, and exception flags — written for an HR or finance reader outside Bangladesh. Custom formats are set at onboarding.
Talent administration. Probation end-dates, confirmations, appraisal cycles and contract renewals are tracked and flagged before they fall due, so a manager in another time zone never misses a statutory or contractual deadline. Company assets — laptops, phones, access cards — are assigned per employee and reconciled on exit. See talent management and fixed asset management.
IT-enabled services (ITES) for your Bangladesh team
Where your Bangladesh team needs software support, EMS or POS systems, or office automation alongside workforce administration, our ITES team delivers them under the same contract and the same monthly report. See ITES services in Bangladesh.
Data handling. Employee data is held in Bangladesh, access is role-based, and every approval carries an audit trail so your internal audit or a local inspection can trace each decision. See MIS and data management — or payroll services if you want payroll run from the same data.
Workforce Management, Payroll Outsourcing or Employer of Record — Which Do You Need?
1. WORKFORCE MANAGEMENT
You have a Bangladesh entity but no local HR function. We run attendance, leave, benefits, expenses and reporting; your entity stays the employer. Priced as a fixed monthly retainer of $300/month..
2. PAYROLL OUTSOURCING
You have an entity and an HR function; only salary calculation, tax withholding and payment are the gap. Workforce management feeds it directly. → Payroll services
3. EMPLOYER OF RECORD
You have no Bangladesh entity. PayrollBangladesh becomes the legal employer; workforce management and payroll are included. Typical for 1–50 hires. → Employer of Record · Foreign entity setup