Placement Services for Foreign Companies Hiring in Bangladesh
PayrollBangladesh finds, screens and places permanent employees in Bangladesh for foreign companies. We scope the role, run the search, check candidates and support the offer. Your new hire then joins your Bangladesh entity, or our Employer of Record service if you have no entity here, on an appointment that follows the Bangladesh Labour Act 2006.
8 Featured Staffing Services
- 1. Temporary Staffing
- 2. Permanent Staffing
- 3. Contract Staffing
- 4. HR and Payroll Services
- 5. Contract to Hire
- 6. International Recruitment
- 7. Leave Management
- 8. Talent Management
What Are Placement Services in Bangladesh?
Placement services in Bangladesh are a direct-hire recruitment service: a specialist firm scopes the role, finds and screens candidates, and supports the offer, and the person you choose becomes your permanent employee. Unlike staffing, the placement firm does not stay the legal employer. If you have no Bangladesh entity, an Employer of Record can employ them for you.
Who Uses Placement Services in Bangladesh?
Foreign companies with a Bangladesh entity
You have a registered company in Bangladesh and need permanent staff hired directly onto your own payroll.
Foreign companies without an entity
You want a permanent hire in Bangladesh before setting up a company. We place the candidate and employ them through our Employer of Record service.
Bangladesh subsidiaries growing a team
Your local HR team needs extra search capacity to fill several roles at the same time. Placement can sit alongside our HR outsourcing services.
How Does the Placement Process Work?
Six steps take a role from brief to a new employee settled into your team.
- Role scoping. We agree the job description, salary range, location and must-have skills with you, and confirm who the legal employer will be.
- Search. We look for candidates who match the brief and contact them about the role.
- Screening. We interview candidates, test the skills the role needs and check documents such as the National ID card, certificates and experience letters.
- Shortlist and interviews. You receive a shortlist with notes on each candidate and interview the people you choose.
- Offer and appointment. We support the offer and check that the appointment letter sets out the terms Bangladesh law requires.
- Onboarding and follow-up. We support the first weeks and stay in touch with you and the employee through probation. See employee onboarding.
How Do Placement Services Compare With Other Ways to Hire in Bangladesh?
| Option | Who is the legal employer | Best for |
|---|---|---|
| Placement services | Your Bangladesh entity, or our Employer of Record if you have no entity | Permanent hires who join your own team |
| Temporary staffing | The staffing provider | Short-term or seasonal work |
| Contractual staffing | The staffing provider | Work for a fixed contract period |
| Employer of Record (EOR) | The EOR provider | Hiring in Bangladesh without setting up a company |
| HR and payroll outsourcing | Your Bangladesh entity, or our Employer of Record if you have no entity | You already have staff and want HR administration and payroll run for you |
| Executive search | Your Bangladesh entity, or our Employer of Record if you have no entity | C-level and other senior leadership roles, run as a confidential search on your behalf |
Industries We Work With
- Civil construction
- Oil and gas, oil fields and refineries
- Petrochemical
- FMCG
- Retail
- Telecom
- Manufacturing
- Healthcare
- Banking
- Insurance
- Financial services
- Research
Bangladesh Hiring Rules Every Placement Must Follow
A placed employee is hired under Bangladesh law from the first day. These rules apply to every placement we make:
- Appointment letter and photo ID card. Section 5 of the Bangladesh Labour Act 2006 says no employer may employ a worker without giving them an appointment letter, and every employed worker must receive an identity card with a photograph.
- Probation period. Under section 4(8), probation is six months for clerical work and three months for other work. For a skilled worker, it can be extended by a further three months if the quality of work could not be judged in the first three months.
- Automatic confirmation. Under section 4(7), a worker is treated as permanent once probation ends, even if no confirmation letter is issued.
- 2025–2026 amendment. The Bangladesh Labour (Amendment) Ordinance 2025 widened who counts as a worker: people employed as officers are now covered unless their actual duties are managerial, administrative or supervisory. It also made blacklisting of workers an unfair labour practice. Parliament passed the changes as the Bangladesh Labour (Amendment) Act 2026, in force from 10 April 2026. Ask us for the current position before you finalise an offer.
Sources: Bangladesh Labour Act 2006, section 4 and section 5 (official text, Ministry of Law); The Daily Star on the 2026 worker definition; Legal 500 on the 2025–2026 reforms. This section is general information, not legal advice.
Placement Services FAQs
WRITTEN BY
Romana Akter Shila, Chief Executive Officer, PayrollBangladesh
8 years in EOR and payroll operations · Last reviewed 3 October 2026