Hire Staff in Bangladesh Without Opening a Local Entity
PayrollBangladesh is a staffing agency in Dhaka that legally employs and pays your team in Bangladesh on your behalf. We hold the employment
contracts, run monthly payroll in taka, withhold tax under NBR rules, and carry full Bangladesh Labour Act 2006 compliance — so a foreign
company can hire staff in Bangladesh without opening a local entity.
Reviewed by Romana Akther Shila, PEO & EOR and Staffing Expert ·
Choose the Staffing Model That Fits Your Plan
Permanent Staffing
How Can a Foreign Company Hire Staff in Bangladesh?
A foreign company can hire staff in Bangladesh in two ways: register a
local entity through RJSC and BIDA, or use a staffing agency or employer
of record that already operates a compliant local entity. The second
route removes entity setup entirely — the agency employs your team
locally while you manage their day-to-day work.
Entity registration involves company incorporation, a trade licence, and
tax registration with the NBR, and typically takes weeks before your
first employee can start. Staffing removes that step: once you approve a
candidate, we issue a compliant appointment letter, complete the
statutory registrations, and add them to payroll.
If you later open your own entity in Bangladesh, your staff transfer to
it under a planned handover — see our foreign entity setup service.
Staffing Models We Provide in Bangladesh
Choose the engagement model that fits your headcount plan — whether you call it staffing, staff outsourcing, or manpower outsourcing, compliance and payroll stay on our side in every model below.
Temporary staffing — seasonal peaks, projects, and interim cover.
Permanent staffing — full-time hires, sourced to onboarded.
Contract staffing — fixed-term specialists with a defined end date.
Employee leasing — your selected people, employed on our payroll.
Recruitment process outsourcing (RPO) — your full hiring funnel, run by our recruiters.
Executive search — senior and hard-to-fill roles, with reference and background checks.
How Does Our Staffing Process Work?
Our staffing process runs in six steps — from requirement analysis to payroll — and takes a candidate from first screening to compliant onboarding under the Bangladesh Labour Act, with PayrollBangladesh as the legal employer at every step.
Every engagement follows the same documented sequence, whether you need one specialist or a fifty-person team. You stay in control of the final hiring decision; we carry the sourcing, verification, and compliance work around it.
01. Requirement analysis — role, headcount, budget, and timeline agreed before sourcing begins.
02. Sourcing — candidates from our database, job boards, and direct headhunting.
03. Screening and verification — structured interviews plus background
screening and reference checks.
04. Your interview and final decision— we shortlist; you choose.
05. Compliant onboarding — contract, appointment letter, and statutory registrations under the Labour Act.
06. Payroll and ongoing management — monthly payroll, tax withholding,
leave tracking, and replacements when needed.
What Does the Bangladesh Labour Act 2006 Require From Employers?
The Bangladesh Labour Act 2006 and the Labour Rules 2015 require
employers to issue written appointment letters and identity cards, keep standard working time to eight hours a day and forty-eight a week, pay overtime at twice the ordinary rate of basic wages, provide statutory leave and festival bonuses, and follow formal notice and settlement rules at termination.
Under every staffing model we operate, these obligations sit with us as the legal employer — not with you. In practice, our compliance covers:
01. Written contracts — a compliant appointment letter and ID card for every worker we deploy.
02. Hours and overtime — standard 8 hours a day, 48 a week; overtime tracked and paid at twice basic wages through payroll.
03. Sector minimum wages — the correct Minimum Wage Board gazetted rate for your industry, paid in taka on time.
04. Festival bonuses and provident fund — statutory bonuses and
contributions administered where they apply.
05. Leave management — annual, casual, sick, and maternity leave
tracked to the statutory schedule.
06. Compliant exits — notice or pay in lieu, service-based compensation, and documented full-and-final settlement.
Staffing Agency vs Employer of Record (EOR): What Is the Difference?
A staffing agency finds, screens, and employs workers for you. An employer of record (EOR) legally employs people you have already chosen. Both let a foreign company operate in Bangladesh without a local entity— the difference is who sources the candidate.
| Question | Staffing agency | Employer of record |
|---|---|---|
| Who finds the candidate? | We recruit and screen | You have already chosen |
| Legal employer in Bangladesh | PayrollBangladesh | PayrollBangladesh |
| Local entity needed? | No | No |
| Best for | Team building, temp/contract roles, volume hiring | Compliantly employing known hires |
Why Foreign Companies Choose Us
As of 2026, PayrollBangladesh has supported over 50+ international businesses entering the Bangladeshi market. Our staffing solutions primarily cater to high-demand sectors including Information Technology (IT/Software), International NGOs & Development Agencies, and Engineering & Manufacturing.
How Much Does Staffing Cost in Bangladesh?
Staffing cost in Bangladesh has three components: the employee's gross
salary, statutory employer costs such as festival bonuses and any applicable provident fund contribution, and the agency's service fee. The total depends on role, seniority, and headcount we itemise all three components in every quote, so you see exactly what you pay for.
15+
Years of Expertise
In Business Since 201150+
Global Clients
Foreign & Local Enterprises500+
Staff Deployed
100% Labour Act Compliant5–7 Days
Avg. Deployment TAT
Fast-Track Onboarding*Data based on Payroll Bangladesh internal operational records (2011–2026) & statutory compliance benchmarks under Bangladesh Labour Act 2006.
Client Success Stories
What International Leaders Say About Our Staffing
"Deployed a dedicated squad of 8 full-stack engineers in Dhaka within 10 business days for a UK-based financial technology firm. Managed end-to-end local employment contracts, equipment provisioning, and complete statutory tax compliance under Bangladesh Labour Act 2006 without requiring a local subsidiary."
"Acted as the legal Employer of Record (EOR) for an international development program deploying 15 field researchers and coordinators across Bangladesh. Handled 100% compliant local payroll, statutory benefits, and risk mitigation with zero regulatory delay."
"Streamlined transparent payroll execution and monthly NBR tax withholdings for a regional logistics hub operating in Singapore and Bangladesh. Ensured timely e-payslip generation, compliant provident fund tracking, and error-free tax reporting."
Frequently Asked Questions About Staffing in Bangladesh
Ready to Build Your Team in Bangladesh?
Tell us the roles — we'll return candidate availability, a compliant structure, and a clear quote.