Offshore HR Onboarding Services in Bangladesh: From Accepted Offer to First Payslip
Offshore HR onboarding is everything that has to happen between a candidate in Bangladesh saying yes and that person being paid correctly at the end of the first month: the appointment letter, ID card and service book, tax registration, bank and payroll set-up, equipment, access and a planned first week. Payrollbangladesh runs that process for foreign and local employers. If you have no Bangladesh entity, we also act as the legal employer through our Employer of Record.
Who Needs Offshore HR Onboarding in Bangladesh?
Most offshore hires that fail do not fail at the interview. They fail in the first month: a contract signed late, no tax number when the first payroll runs, a laptop that arrives in week three. Onboarding done properly removes those failures. The service is built for three kinds of employers:
Foreign companies with no Bangladesh entity
You have chosen the people and want them working within weeks. We employ them through our Employer of Record and run the onboarding, while you manage the work.
Foreign subsidiaries and branches in Dhaka
You have an entity but no local HR. We run onboarding under your entity’s name: appointment letters, registrations, payroll set-up and records, so each hire starts compliant.
Growing local employers
Hiring in batches, or hiring outside Dhaka, where the same paperwork has to be right for every person and a missed probation date makes someone permanent by default.
What Is Included in Our Offshore HR Onboarding Service?
Our offshore HR onboarding service in Bangladesh covers nine parts, from the offer to the first payroll close. Each card names the rule that part has to follow.
The nine parts of an offshore onboarding
Offer & pre-boarding pack
Offer letter, start date, document checklist and a privacy notice telling the hire how their personal data will be used (Personal Data Protection Act 2026, s.5), sent before day one.
Appointment letter & ID card
No worker may be employed without an appointment letter, and every worker gets a photo ID card (Labour Act 2006, s.5). Both are issued before the start date.
Service book & records
A service book for every worker at the employer’s cost (s.6), the previous employer’s book collected where one exists (s.6(3)), and the wage record rule 111 of the Labour Rules 2015 requires.
Probation set-up
The probation period written into the letter: 6 months for clerical work, 3 for other work, extendable by 3 for skilled workers (s.4(8)), with the review date in the calendar from day one.
Tax registration
A taxpayer identification number where the hire needs one (Income Tax Act 2023, s.261) and salary tax set up at the average rate under s.86. Supervisory and management hires must show proof of return filing to be paid (s.264(3)).
Bank, payroll & benefits set-up
Salary account details, payroll master data, leave balances, and any provident fund or insurance enrolment, loaded and checked before the first run.
Equipment, access & security
Laptop, accounts and tool access ready on day one, with the NDA and IP terms signed, and shared accounts avoided.
First-week plan
Introductions, a named buddy, the first tasks and the first check-in scheduled, so the first week is spent working rather than waiting for forms.
First payroll & 30-day review
First wages paid within 7 working days of the wage period (s.123) with a wage slip (rule 111(3)), then a 30-day review with you and the hire.
Legal frame: Bangladesh Labour Act 2006 s.4, s.5, s.6, s.123 (official text, bdlaws.minlaw.gov.bd), as amended by the Labour (Amendment) Act 2026, Act No. 43 of 2026; Labour Rules 2015, rule 111 (Ministry of Labour and Employment); Income Tax Act 2023 s.86, s.261 and s.264; Personal Data Protection Act 2026, s.5.
How Does Offshore Onboarding Work, Step by Step?
Onboarding with Payrollbangladesh runs in seven steps over about 30 days: route and terms, pre-boarding, contract and registrations, set-up, day one, first weeks, and first payroll and review. Nothing waits for the start date that could have been done before it.
- 01Route and terms. Confirm who the legal employer is (your entity or our Employer of Record), the pay package, probation, working hours and the start date.
- 02Pre-boarding. Send the offer, document checklist and privacy notice; collect ID, education and previous service book details; order equipment.
- 03Contract and registrations. Issue the appointment letter and ID card (s.5), open the service book (s.6), register for a TIN where needed (s.261) and apply for a work permit if the hire is a foreign national.
- 04Set-up. Load payroll master data, salary account and leave balances; enrol in provident fund or insurance where the employer offers them; create accounts and access.
- 05Day one. Hand over equipment, run the welcome session, sign the NDA and IP terms, and introduce the buddy and the first tasks.
- 06First weeks. Weekly check-ins, policy briefing on leave, hours and conduct, and the probation goals agreed in writing.
- 07First payroll and 30-day review. Wages within 7 working days of the wage period (s.123), a wage slip (rule 111(3)), salary tax deducted (s.86), and a review of the hire and the process with you.
What Happens in the First 30 Days? A Day-by-Day Plan
This is the default plan we run for a local hire starting on a Sunday with a monthly wage period. A foreign national adds work permit time before day one.
| When | What happens | Owner | Rule |
|---|---|---|---|
| Day −10 to −5 | Offer accepted; document checklist and privacy notice sent; equipment ordered | Payrollbangladesh | PDPA 2026, s.5 |
| Day −5 to −1 | Appointment letter and ID card issued; service book opened; TIN registration started; accounts created | Payrollbangladesh | Labour Act ss.5, 6; Income Tax Act s.261 |
| Day 1 | Equipment handed over; NDA and IP terms signed; welcome session; buddy and first tasks | You and Payrollbangladesh | Agreement terms |
| Days 2–5 | Policy briefing on hours, leave and conduct; tool training; first check-in | You | Labour Act ss.100–118 |
| Days 6–20 | Weekly check-ins; probation goals agreed in writing; payroll master data verified against the appointment letter | You and Payrollbangladesh | Labour Act s.4(8) |
| Month end + 7 working days | First wages paid with a wage slip; salary tax deducted | Payrollbangladesh prepares; employer releases | Labour Act s.123; rule 111(3); Income Tax Act s.86 |
| Day 30 | 30-day review with you and the hire; open items closed; probation review date confirmed | You and Payrollbangladesh | Labour Act s.4(8) |
What Rules Apply From the First Day of Employment in Bangladesh? Key Facts at a Glance
An offshore hire is employed under Bangladeshi law from day one. These are the rules an appointment letter has to respect, with the 2026 changes marked.
| Item | Position | Source |
|---|---|---|
| Appointment letter and ID card | No worker may be employed without an appointment letter; every worker gets a photo ID card | Labour Act 2006, s.5 |
| Service book | Provided by the employer at its own cost; not required for apprentices, substitute or casual workers | Labour Act 2006, s.6 |
| Probation | 6 months for clerical work, 3 months for other work; a skilled worker’s probation may be extended by 3 months; no confirmation letter means permanent | Labour Act 2006, s.4(8) |
| Working hours | 8 hours a day and 48 a week; with overtime, up to 10 a day and 60 in a week | Labour Act 2006, ss.100, 102 |
| Weekly holiday | At least one day a week | Labour Act 2006, s.103 |
| Overtime | Twice the ordinary rate of basic wage, dearness allowance and ad hoc or interim wage | Labour Act 2006, s.108 |
| Casual and sick leave | Casual 10 days and sick 14 days a year on full wages | Labour Act 2006, ss.115–116 |
| Annual leave | 1 day per 18 days worked in shops, commercial and industrial establishments, after one year of service | Labour Act 2006, s.117 |
| Festival holidays | 13 paid days a calendar year (previously 11) | Labour Act 2006, s.118 as amended 2026 |
| Maternity benefit | 60 days before and 60 days after delivery, after 6 months’ service with the employer (previously 8 weeks each side) | Labour Act 2006, s.46 as amended 2026 |
| Payment of wages | Within 7 working days after the wage period ends; wage period no longer than one month | Labour Act 2006, ss.122–123 |
| Wage slip | A wage slip before each payment showing wages, overtime, deductions and net pay | Labour Rules 2015, rule 111(3) |
| Salary tax | Deducted by the employer at the employee’s average rate on estimated yearly income | Income Tax Act 2023, s.86 |
| Proof of return filing | Required to receive salary in a supervisory position over management, administrative or production work | Income Tax Act 2023, s.264(3) |
| Employee data | Consent that is free, specific, clear and withdrawable, or another lawful basis such as the employment contract | Personal Data Protection Act 2026, s.5 |
Sources: s.118 and s.46 as amended by Act No. 43 of 2026; s.100, s.102, s.103, s.108, s.115, s.116, s.117, s.123, official text at bdlaws.minlaw.gov.bd.
Who Is the Legal Employer During Onboarding?
Onboarding is the same set of steps whichever route you use. What changes is whose name is on the appointment letter and who carries the employment risk.
| Route | Name on the appointment letter | Bangladesh entity needed | Who runs onboarding | Best for |
|---|---|---|---|---|
| Your Bangladesh entity | Your company | Yes | Payrollbangladesh, on your behalf | Subsidiaries and branches without local HR |
| Employer of Record | Payrollbangladesh | No | Payrollbangladesh | Foreign companies hiring before, or instead of, setting up an entity |
| Dedicated remote employee | Payrollbangladesh | No | Payrollbangladesh, including day-to-day management | Companies that want a managed full-time offshore team |
What Should Be Ready Before an Offshore Hire’s First Day?
Use this list to test any onboarding, ours included. If an item is not done by the evening before day one, the first week will be spent on it.
Nine things ready before day one
- ✓Appointment letter signed by both sides, with pay, hours, probation and start date (s.5).
- ✓Photo ID card issued (s.5) and the service book opened or collected from the previous employer (s.6).
- ✓TIN applied for where needed (s.261), and proof of return filing on file for supervisory hires (s.264(3)).
- ✓Salary account and payroll master data loaded and checked against the appointment letter.
- ✓Laptop and accounts ready, disk encrypted, no shared logins; NDA and IP terms prepared for signature.
- ✓Privacy notice given and consent or other lawful basis recorded (PDPA 2026, s.5).
- ✓First-week plan: buddy named, first tasks written, check-ins booked.
- ✓Probation review date in the calendar, because a missed confirmation letter makes the worker permanent (s.4(8)).
- ✓Work permit approved before day one for any foreign national.
What Determines the Cost of Offshore HR Onboarding in Bangladesh?
Four things set the cost of offshore HR onboarding in Bangladesh: the number of hires, whether each hire is local or a foreign national, whether we are also the legal employer, and how much equipment and access set-up you want us to handle. Government fees, work permit and visa costs and equipment are billed at cost. You get a written quote after the route and terms are agreed.
| Option | Typical fit | What’s included |
|---|---|---|
| Onboarding under your entity | Subsidiaries and branches with no local HR | Pre-boarding pack, appointment letter and ID card, service book, TIN registration, payroll and benefits set-up, first-week plan, first payroll and 30-day review |
| Onboarding + Employer of Record | Foreign companies with no Bangladesh entity | Everything above, with Payrollbangladesh as the legal employer and monthly payroll and compliance after onboarding |
| Recruitment + onboarding | Employers who have not yet found the person | Remote Employee Recruitment followed by either onboarding option |
Frequently Asked Questions — Offshore HR Onboarding in Bangladesh
Ten questions on onboarding offshore staff in Bangladesh
What is offshore HR onboarding?
Offshore HR onboarding is the process of turning an accepted offer into a correctly employed and paid person in Bangladesh, for a company based elsewhere. It covers the appointment letter and ID card, service book, tax registration, bank and payroll set-up, equipment and access, the first-week plan and the first payroll. Payrollbangladesh runs it under your entity or as Employer of Record.
How long does offshore onboarding take in Bangladesh?
About 30 days from accepted offer to the first payslip for a local hire, with the paperwork done in the ten days before the start date. A foreign national adds work permit approval time before day one.
Can a foreign company onboard staff in Bangladesh without a local entity?
Yes. Through our Employer of Record, Payrollbangladesh becomes the legal employer, issues the appointment letter in its own name and runs payroll, while you direct the work. No company registration is needed before the first hire starts.
What documents must a new employee receive in Bangladesh?
A worker must receive an appointment letter before being employed and a photo ID card (Labour Act s.5), and the employer must keep a service book for them at its own cost (s.6). A wage slip must be given before each wage payment (Labour Rules 2015, rule 111(3)).
How long is probation, and what happens if we forget to confirm?
Probation is 6 months for clerical work and 3 months for other work, and a skilled worker’s probation can be extended by 3 months (s.4(8)). If no confirmation letter is issued when probation ends, the worker is treated as permanent. We put the review date in the calendar on day one.
Does a new hire need a tax number before the first salary?
Taxpayer registration applies to anyone required to file a return (Income Tax Act 2023, s.261), and the employer deducts salary tax at the average rate under s.86 from the first payroll. A hire in a supervisory position over management, administrative or production work must also show proof of return filing to receive salary (s.264(3)).
What changed for new hires under the 2026 labour amendment?
Festival holidays rose from 11 to 13 days a year (s.118), and maternity benefit is now 60 days before and 60 days after delivery (s.46). The definition of worker was also replaced (s.2(65)) and now expressly covers people employed through a contractor.
How is the new hire’s personal data handled?
Under s.5 of the Personal Data Protection Act 2026, we give the hire a privacy notice and record consent or another lawful basis, such as the employment contract. When we onboard for your entity, our processing counts as yours under s.8, so your company stays responsible and our agreement includes data processing terms.
Who provides the laptop and software access?
Either side can. Most clients ship or fund a laptop and we hand it over on day one, with disk encryption, named accounts and the NDA and IP terms signed before access is granted. This is agreed in the route and terms step.
What does offshore onboarding cost?
The cost depends on the number of hires, whether each is local or a foreign national, whether we are also the legal employer, and how much equipment and access set-up you want us to handle. Government fees, work permit and visa costs and equipment are billed at cost. You get a written quote after the route and terms are agreed.
Want Your Next Offshore Hire Working, Paid and Compliant Within 30 Days?
Get a quote for offshore HR onboarding in Bangladesh. Tell us the roles, the start dates and whether you have a Bangladesh entity, and we will set out the plan and the cost.
Payrollbangladesh · Rupayan Shopping Square, Suite 610, Bashundhara R/A, Dhaka 1229 · +880-1711-990010 · info@payrollbangladesh.com