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From
$249/month
$49/month
2% of gross salary / month
Horizon’s Bangladesh EOR services allow companies to hire employees in Bangladesh without first establishing a legal entity. We handle all HR, payroll, tax and benefits administration while the business maintains daily control over the staff’s work. This cost-effective option allows you to deploy staff faster while maintaining full legal compliance. Through our Bangladesh EOR, we manage the following expansion and employment procedures on your behalf.
Note, a Bangladesh Employer of Record is also known as a Bangladesh Professional Employer Organization (PEO).
Hire in Bangladesh, and pay employees through our platform or app.
Our Bangladesh EOR solution is the most affordable on the market.
Fast onboarding in Bangladesh, hire in as little as 24 hours.
We draft labor contracts compliant with Bangladesh labor law.
We administer all mandatory benefits and contributions in Bangladesh.
It doesn’t stop with Bangladesh — we are an international EOR
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3 months, unless otherwise stated in writing
120 days (standard)
30 days’ salary per year of service
Labor laws restrict work hours to eight hours during a day and 48 hours per week. The usual days off are Friday and Saturday. Workers at industrial establishments, commercial establishments or shops must be given a resting period of 1.5 days each week.
Factory workers are entitled to one day of rest. Road transport service workers are entitled to a consecutive 24 hours per work week. Women cannot be required to work between 10 p.m. and 6 a.m. without their consent.
| Date | Holiday name |
|---|---|
| 15 Feb Saturday | Shab e-Barat |
| 21 Feb Friday | Language Movement Day |
| 26 Mar Wednesday | Independence Day |
| 27 Mar Thursday | Night of Power |
| 28 Mar Friday | Jumu’atul-Wida |
| 30 Mar – 2 Apr (Sunday to Wednesday) | Eid al-Fitr Holiday |
| 14 Apr Monday | Pohela Baishakh |
| 1 May Thursday | Labour Day/May Day |
| 5 May Monday | Buddha’s Birthday |
| 11 May Sunday | Búddha Purnima |
| 5 Jun – 10 Jun (Thursday – Tuesday) | Eid al-Adha Holiday (Tentative Date) |
| 6 Jul Sunday | Ashura |
| 15 Aug Friday | National Mourning Day |
| 16 Aug Saturday | Krishna Janmashtami |
| 5 Sep Friday | Eid-e-Milad un-Nabi |
| 2 Oct Thursday | Durga Puja (Bijoya Dashami) |
| 16 Dec Tuesday | Victory Day |
| 25 Dec Thursday | Christmas Day |
Employees who have worked for an employer for at least one year are entitled to paid annual leave as follows:
If an employee does not use all accrued overtime in a year, he or she can carry forward unused time, subject to the following limitations:
If the employee plans to take leave for a minimum of four days, he or she is generally entitled to be paid ahead of time for this leave.
Additionally, most workers other than newspaper workers are entitled to 14 days of sick leave. Sick leave cannot be carried to subsequent years. Employees must present a medical certificate to receive sick leave.
Newspaper workers are entitled to sick leave at half-pay for a minimum of 1/18th of their employment period.
Expectant mothers who have worked for the employer for at least six months are eligible for maternity leave of eight weeks before delivery and eight weeks after it. Expectant mothers who have worked less than six months for the employer or have two or more surviving children are only eligible for unpaid leave.
Women are not allowed to work for eight weeks after giving birth to a child.
There is no statutory paternity leave in Bangladesh.
Employees who have worked for the employer for a minimum of one year are entitled to two festival bonuses every year.
Large companies often provide employees with private health insurance. Group health insurance is based on the number of workers. In many industries, there may be a high required number of employees required before being able to procure group insurance.
Large companies may also provide additional benefits to employees, such as:
Most companies in Bangladesh provide provident benefits to their permanent employees, which are usually derived from employer and employee contributions. They also usually provide gratuity benefits to permanent employees.
Employees in Bangladesh are not required to contribute towards a social security fund. Companies that meet specific criteria must pay 5% of their profits into a Workers Profit Participation Fund, which provides monetary benefits to employees. Owners, partners or directors who have been employed with the company for a minimum of nine months are not eligible to receive these benefits.
Establishing a provident fund is not mandatory. Instead, it is based on the demand of a specific number of workers.
There is no Social Security tax in Bangladesh.
Payroll taxes are progressive from 10% to 30%, depending on the employee’s income.
Bangladesh allows probationary periods of six months for clerical workers and three months for other workers, which can be extended another three months if the employer could not determine the quality of work within the first three months.
Employees who have worked for the employer for at least one year are generally entitled to 30 days notice for termination. The employer can opt to pay wages for this period instead of giving the notice.
Employees who are convicted of a crime or who are found guilty of misconduct are not entitled to receive this formal notice.
Termination for other reasons than those listed above usually require written notice of 120 days for monthly-rated workers and 60 days for other workers. Again, this notice period can be made through compensation to the employee instead of providing notice.
Minimum wage in Bangladesh is BDT 8,000 per month. Employers are required to provide compensation to employees who sustain a work-related injury. Compensation depends on the age of the worker. An adult worker can receive up to TK.1,25,000 for complete permanent injury while a young worker may receive up to Tk.10,000.
When you want to hire employees in Bangladesh, setting up a branch office or establishing a subsidiary is not always the best option. This step can often take weeks or even months, and be an expensive options. Using an EOR is faster and usually more efficient. Additionally, using a Bangladesh EOR allows you to minimize your risk in case you want to test the market before investing in a separate entity in Bangladesh.
Our EOR and payroll option in Bangladesh lets you skip the hassle of setting up a separate entity and trying to make sense of the complex labor laws here.
There are many benefits to using a Bangladesh EOR, including:
Speed – Using a EOR allows you to deploy staff faster, often within a matter of days.
Compliance – Our local experts have a deep understanding of local labor rules and regulations. We will ensure you comply with all local labor, tax and payroll requirements. The burden of compliance is on us, not you.
Reduce risk – By using a Bangladesh EOR, you transfer risk to a trusted third party like Horizons. You also reduce the risk associated with making a large investment in Bangladesh.
Access to better benefits – Since we leverage all of our local employees, we can offer more competitive benefits to your employees to make you a more attractive option for employment.
Simplicity – Using our Bangladesh EOR services allows you to maintain control over your business without taking on liabilities associated with setting up a separate legal entity.
Seamless transition – If you do later decide to establish a legal entity in Bangladesh, we can help your employees seamlessly transition.
Focus on your business – Because you delegate administrative tasks to a trusted legal partner, you can focus on your business’ core activities.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
Generally speaking, the terms “Bangladesh PEO” and “Bangladesh EOR” are used interchangeably.
In most cases, Horizons’ Bangladesh EOR can hire & onboard your employee within 24 hours. The actual start date of the employee will depend on their notice period obligation to their previous employer as well as any relevant hiring rules in Bangladesh.
It is possible to get a work visa in Bangladesh. Horizons’ Global Mobility team is a dedicated team of work visa experts. They assess the details of each case to determine feasibility and costs before Horizons applies for the work visa on behalf of your employee. If the Global Mobility team determines that your case is feasible, the process is smooth and transparent. Visa spots in Bangladesh are limited, however—get started today to secure your employees’ visa spot.
Holiday Schedule in Bangladesh [2025]
