HR outsourcing and managed HR services in Bangladesh
A Dhaka-based HR team that administers contracts, leave, benefits, onboarding, offboarding and disciplinary process for your Bangladesh employees, aligned with the Labour Act 2006 and Labour Rules 2015 — from USD 89 per employee per month.
What is HR outsourcing in Bangladesh?
HR outsourcing in Bangladesh is a managed service in which a local provider handles the day-to-day administration of a company's Bangladesh employees — contracts, leave records, benefits, HR letters, onboarding, offboarding and disciplinary procedures — so that a foreign employer without HR staff in the country stays aligned with the Labour Act 2006 and Labour Rules 2015.
Nexus Payroll delivers managed HR either as part of the Employer of Record service, where we are also the legal employer, or as a standalone service for companies with their own entity that already outsource payroll to us or run it in-house. The work is done by HR generalists in our Gulshan office who speak English and Bangla, know the Labour Court process and can meet your employees in person.
Which HR functions does the managed service cover?
Nexus Payroll's managed HR service covers employment documentation, leave and attendance administration, benefits enrolment and claims, onboarding and equipment provisioning, performance-cycle support, disciplinary and grievance handling under ss.23–24 and s.332A, offboarding and settlements, HR policy localisation, and a monthly HR report for the client's people team.
Employment documentation
Appointment letters and ID cards (s.5), probation confirmations (s.4), promotion and salary-revision letters, NDAs, and personnel files maintained for the retention periods the Act and NBR require.
Leave and attendance
Ledgers for casual, sick, earned and festival leave under ss.115–118, maternity benefit administration under s.46 (120 days since the 2025 amendment), and approvals routed to your line managers.
Benefits administration
Enrolment in group life and hospitalisation cover through a Bangladesh-licensed insurer, Provident Fund trustee liaison, claims support for employees, and annual renewals negotiated on your behalf.
Onboarding and offboarding
Document verification, background references, laptop procurement and delivery, day-one orientation, and exit interviews, clearance and final settlement calculated under ss.26–27.
Policies and compliance
Localisation of your handbook, an anti-harassment complaint committee where required (s.332A, inserted 2025), workplace-safety obligations for any office you provide, and statutory registers.
HR reporting
Monthly headcount, leave, attrition and cost report; salary benchmarking on request; and a named HR business partner who joins your people-team calls.
How are disciplinary action and termination handled in Bangladesh?
Dismissal for misconduct requires a written charge, an opportunity to respond, an enquiry and a written decision under ss.23–24 of the Labour Act; skipping any step makes the dismissal unlawful. Termination without cause is permitted under s.26 with 120 days' notice for permanent monthly-rated workers, or pay in lieu, plus compensation of 30 days' wages per year.
Nexus HR runs the process end to end: drafting the charge sheet in the required form, chairing the enquiry with an employee representative present, keeping the record the Labour Court would expect, and calculating the settlement. We also advise when a negotiated resignation is cheaper and cleaner than a contested termination, which is frequently the case for senior staff outside the Act's definition of "worker".
This page is informational and reflects Bangladesh law as we understand it on the review date. It is not a substitute for licensed legal or tax advice in Bangladesh or in your own jurisdiction. Statutory figures change; confirm current values with your adviser before relying on them.
How much does HR outsourcing cost in Bangladesh?
Standalone managed HR is USD 89 per employee per month with a minimum of five employees; bundled with payroll outsourcing the combined rate is USD 89 plus USD 49. Companies without an entity get HR administration included in the USD 299 EOR fee. Insurance premiums and equipment are billed at cost.
HR outsourcing FAQ
Does the Bangladesh Labour Act apply to office and professional staff?
Only partly, and this is where many foreign employers get caught. The Act's definition of "worker" in s.2(65) excludes people employed mainly in a managerial, administrative or supervisory capacity, so senior professionals rely on their contract and general law rather than the Act's leave and termination rules. Nexus contracts extend Act-level protections to all staff by agreement, which avoids disputes over who counts as a worker.
Can we use our own global HR policies for Bangladesh employees?
Yes, as a schedule to the local contract, provided nothing falls below the statutory floor. Your code of conduct, IT policy, expenses and performance framework apply unchanged. Where a global policy grants less than the Act — for example 10 days' annual leave — the Bangladesh minimum overrides it. We map each policy against the Act and flag the gaps before onboarding.
What benefits do Bangladesh employees expect beyond the statutory minimum?
Group hospitalisation and life insurance, a laptop, mobile or internet allowance, and a performance bonus are the market norm for professional roles. Provident Fund is expected even where not mandatory. Transport or lunch allowances are common in Dhaka offices. We benchmark packages against sector data so your offer is competitive without over-paying.
Give your Bangladesh team a local HR desk
Send us the role, salary range and start date. We reply within one business day with a cost breakdown and a compliant employment plan. First hire in 5–7 business days.