Your Trusted Partner for Recruitment in Bangladesh

To better fulfill your recruitment needs, we at Remote People are here to help you find top talent in Bangladesh more effectively than recruiting on your own. Our team understands the local language, customs, and the intricacies of the Bangladeshi talent market, giving you a significant advantage in securing the right candidates.

We know where to advertise your job openings to ensure maximum exposure and attract the best talent. Additionally, we assist in designing competitive, locally-appropriate compensation packages that not only appeal to top candidates but also help you optimize costs. 

Get in touch with us to navigate Bangladesh’s recruitment landscape with confidence and ease.

Key Takeaways

  1. Bangladesh has shown steady economic progress since it declared independence in 1971.
  2. Increases in female employment reflect the country’s forward-thinking and progressive attitude.
  3. Companies may use recruitment agencies that specialize in temporary, permanent, executive, or industry-specific employment.
  4. When choosing an agency, companies should prioritize the agency’s experience and expertise in recruiting candidates for specific industry roles.

Despite being vulnerable to climate shocks and geopolitical tensions, Bangladesh’s economy has shown impressive resilience, growing from one of the world’s poorest nations following its independence in 1971. Situated in the northeastern corner of the Indian subcontinent, Bangladesh enjoys ready market access to the Asian market. The country’s economy and employment landscape is categorized by growth and diversity, achieving an average annual GDP growth of 6.4% between 2010 and 2023. 

Having reached lower-middle income status in 2015, Bangladesh is now on the path to achieving upper-middle income status spurred by macroeconomic reforms and job creation. The government of Bangladesh understands the importance of foreign investment in fuelling Bangladesh’s economic growth and as such has taken significant steps to develop its investment climate with favorable fiscal and non-fiscal tax incentives.

Bangladesh’s evolving business climate and increasing digitalization has triggered huge changes across the recruitment industry. Increases in female labor force participation rates coupled with the rise of MSMEs makes Bangladesh a forward thinking nation and an attractive one for companies looking to recruit or expand.

Overview of Bangladesh Recruitment Industry

Bangladesh is the eighth most populous country and, as a result, is home to a large labor force of 74.9 million people. Since the introduction of the country’s first online job search portal, BDjobs.com, Bangladesh has seen major changes in employment models across various sectors.

Owing to developments in digitalisation and automation, companies in Bangladesh are taking a far more meticulous and systematic approach when hiring employees. Instead of the traditional methods, including word-of-mouth references and work experience, Bangladeshi employers are now turning to online portals to source and hire talent, making the recruitment industry in Bangladesh far more competitive.

Although the informal sector remains a large employer in Bangladesh, accounting for 85% of the labor force, the private sector has seen a surge in the employment of women. Export-oriented industrialization in Bangladesh has promoted the development and growth of labor-intensive industries, creating suitable employment opportunities for women. The increased amount of women in wage-employment is associated with the decrease in women in agriculture and self-employment. 

Regulative reforms and the introduction of the Labour Act in 2006 have underpinned improvements in Bangladesh’s recruitment industry. Though regulations surrounding female work remain underdeveloped, the country’s focus on addressing corruption and discrimination against employees marks a significant positive step towards equality in the workplace.

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What are the Benefits of Recruiting in Bangladesh?

In 2022, Bangladesh launched its National Employment Policy with a target of creating 30 million jobs by 2030. The policy also aims to facilitate and develop a skilled workforce by addressing insufficiencies such as education quality, private sector employment opportunities, and regulations.

Government-backed employment opportunities

In addition to helping Bangladesh develop a globally competitive workforce, the implementation of the National Employment Policy also opens doors for recruiters in Bangladesh. The main sectors outlined in the policy include: agriculture, manufacturing, tourism, ICT, and healthcare, marking the creation of many government-backed employment opportunities within these industries.

Increase MSMEs

Bangladesh has seen a five-times increase in the number of MSMEs since the mid-1980s. As a result, MSMEs have become a vital source of employment, particularly for women in the private sector. These businesses also play a key role in the country’s economic growth, accounting for 25% of Bangladesh’s GDP in 2023.

Profitable investment

In order to further boost their economic output, MSMEs require better infrastructure and regulations surrounding their workers. These demands have generated profitable investment opportunities for businesses in the construction sector, which will then support employment opportunities in the private sector.

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Rise of Foreign companies

In addition to increases in the number of MSMEs, Bangladesh has also seen increases in the emergence of foreign companies operating in the country. As a result, businesses in Bangladesh have had to adapt their practices to support foreign employment culture. These changes have seen a shift from informal employment procedures to formalized, centralized, and digitalized recruitment strategies.

In an effort to meet the evolving needs of the global market, Bangladeshi businesses are also prioritizing individuals with digital, marketing, and social media skills, generating new employment opportunities in these fields.

What Legal Considerations Apply when Recruiting in Bangladesh?

The Labour Act 2006 governs working conditions, employee entitlements, and employer obligations in Bangladesh.

Contracts

Employment contracts in Bangladesh should clearly state the following details: start-date, salary, work hours, role requirements, workplace address, leave entitlements, supplementary benefits (if applicable), termination provisions, and probation conditions. Employment contracts should be written in Bengali, though additional English or Chakma translations may be provided.

The main types of employment contract in Bangladesh include permanent (indefinite) contracts and fixed-term contracts. The former arrangement provides employees with continuous employment and does set an end-date. The latter contract type includes a set end-date and is typically used in the case of project-based or temporary employment.

Working hours & overtime

The standard working week in Bangladesh is 48 hours. Time exceeding this up to 12 hours is classed as overtime and should be compensated at a rate of 1.5 times the employee’s hourly wage. The total time worked must not exceed a maximum annual average of 56 hours per week.

In certain circumstances where a company must meet production demands or complete urgent unfinished work, additional overtime may be requested by employers.

Paid time off (PTO)

Employees in Bangladesh are entitled to one day of annual leave for every 18 days of work, though this may differ depending on the industry in which the employee is working. Out of Bangladesh’s 21 national public holidays, employees are only entitled to pay on 11 of these days, provided the holiday does not fall on a weekend.

Parental leave

Sick leave in Bangladesh is capped at 14 paid days, and female employees may take 16 weeks of paid maternity leave. The maternity leave benefit is only awarded if the employee has served a minimum of six months. Employees who have been employed for less than six months or who have two surviving children are generally only entitled to unpaid leave.

There is currently no statutory provision for paternity leave in Bangladesh, though employers may offer paid paternity leave as a benefit.

Social Security

Despite having 115 disparate social security programs, Bangladesh does not have a mandatory contributory social security system for private sector employees.

What Are the Downsides of Recruiting in Bangladesh?

Despite significant developments in the country’s public infrastructure, insufficiencies in energy infrastructure and transportation still persist. The country’s scarcity of land due to its being the world’s eighth most populous country, coupled with depleting natural gas reserves, makes energy supply a key issue that must be addressed if the country is to continue its positive trajectory of economic growth.

Other concerns relating to corruption have been expressed by both local and foreign businesses. Fortunately, existing and future amendments to the country’s legal frameworks, in addition to increased government accountability, should significantly mitigate this issue.

How to Choose a Recruitment Agency in Bangladesh

Companies must consider both their long-term goals and budget requirements when choosing a recruitment agency in Bangladesh. The agency should provide a comprehensive and affordable service that is informed by and structured around the company’s specific hiring needs. Pay attention to any additional hiring services such as Bangladesh Employer or Record (EOR) services. Agencies should work closely with companies to understand the company’s workforce needs and provide a clear and transparent means of addressing the concerns raised.

It is equally important that companies choose a provider with the relevant industry expertise and experience. Providers tend to differ in the services they offer, with some providing a specialized service and others affording companies access to a more general pool of skilled professionals. Companies must ensure that the provider they choose has a strong track record of connecting companies with skilled individuals who both meet their workforce needs and fit their company culture.

A recruitment agency should additionally have the legal expertise required to ensure that companies remain compliant with existing and evolving legislative requirements. As compliance failures can threaten both a company’s finances and reputation, it is crucial that the provider is well-versed in Bangladeshi labor and taxation laws.

Recruit Top Talent Across Asia-Pacific with Our Recruitment Expertise

Navigating the complexities of hiring and workforce management across different countries can be challenging. Partnering with a reliable recruitment agency ensures you stay compliant with local labor laws, streamline the hiring process, and secure top talent. Learn how Remote People can help you recruit in the following countries:

Recruitment Coverage in Asia-Pacific
ArmeniaAustraliaBali
BangladeshBhutanBrunei
CambodiaChinaFiji
GeorgiaGrenadaGuam
Hong KongIndiaIndonesia
JapanKazakhstanKiribati
KyrgyzstanLaosMacau
MalaysiaMaldivesMarshall Islands
MicronesiaMyanmarNauru
NepalNew ZealandPakistan
PalauPapua New GuineaPhilippines
Pitcairn IslandSaint Kitts and NevisSaint Lucia
Saint Vincent and the GrenadinesSamoaSingapore
Solomon IslandsSouth KoreaSri Lanka
TaiwanThailandTimor-Leste
TongaTrinidad and TobagoTurkmenistan
TuvaluUzbekistanVanuatu
Vietnam  

Ready to grow your team in Bangladesh? Remote People’s recruitment services offer tailored solutions to streamline your hiring process.

Contact us today to discuss how we can support your business expansion in Bangladesh.