本文作者/The Authors：
安妮塔 · 加齐 · 拉赫曼
Anita Ghazi Rahman
普什波 · 拉赫曼
Pushpo Rahman
本文译者/The Translator：
石婉玉 Shi Wanyu
一、前言 Foreword
作为“一带一路”倡议在南亚地区的重要枢纽，孟加拉国凭借其庞大的劳动力人口、优越的地理位置和持续增长的经济潜力，正日益成为中资企业海外拓展的关键市场。然而，该国的劳动法律体系植根于其独特的历史传统与发展需求，呈现出鲜明的本地化特征，这些特殊条款对企业的用工成本与管理模式产生深远影响。本报告将系统解析孟加拉劳动法律的核心框架与合规要点，为投资者提供切实可行的操作指引。
As a crucial hub for the Belt and Road Initiative in South Asia, Bangladesh - with its vast labor force, strategic geographical location, and sustained economic growth potential - is increasingly becoming a key market for Chinese enterprises expanding overseas. However, the country's labor law system, rooted in its unique historical traditions and development needs, exhibits distinctive local characteristics that profoundly impact corporate labor costs and management models. This report will systematically analyze the core framework and compliance essentials of Bangladeshi labor legislation, providing practical operational guidance for investors.
在《孟加拉劳动法概览》中，来自当地知名律师事务所的专业律师团队系统解构了孟加拉国劳动法体系。本文将系统解析孟加拉劳动法律的核心特征，助力中资企业准确把握这一新兴市场的合规要求，筑牢境外经营根基。
In the Bangladesh Labor Law Overview, a specialized legal team from a prominent local law firm has systematically deconstructed Bangladesh's labor law framework. This article will provide a comprehensive analysis of the core characteristics of Bangladeshi labor legislation, assisting Chinese enterprises in accurately understanding the compliance requirements of this emerging market and establishing a solid operational foundation for their overseas ventures.
（下文为《孟加拉坦劳动法概览》节选内容下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之孟加拉篇）
(The following content is excerpted from Bangladesh Labor Law Overview - Part B. For the full version, refer to the Bangladesh Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、外资企业用工规定 Employment Rules for Foreign Companies
（一）概述 Overview
外国投资者可通过以下方式在孟加拉国投资：
A foreign investor may invest in Bangladesh through the following methods:
设立联络处；By establishing a Liaison Office;
设立分公司；By establishing a Branch Office;
通过以下方式成为公司成员：(1)成立一家外商独资企业（根据行业特定限制，如有），或成立合资企业（私营或公营）；或（2）购买或收购现有公司的股份。By establishing/becoming a member of a company, either through: (i) incorporating a 100% foreign owned (depending on industry specific restrictions, if any) company, or by incorporating a joint venture company (private or public); or (ii) by purchasing/acquiring shares in an already existing company.
在前两种情况下，联络处或分公司不具备法人资格；公司则是独立的实体。联络处和分公司需在孟加拉国投资发展局（BIDA）注册，而公司则需在股份有限公司和企业注册处（RJSC）注册。因此，任何外国公司若未在孟加拉国注册，则不得自行或通过第三方雇佣员工。
In the first two instances such an office does not have a legal personality; a company is a separate entity. Liaison and Branch Office are registered with the Bangladesh Investment Development Authority (BIDA) and companies are registered with the Registrar of Joint Stock Companies and Firms (RJSC). As such any foreign company is not allowed to hire employees either by its own or by any third party without being registered in Bangladesh.
（二）雇佣限制规定与配额 Employment Restrictions and Quotas
对于在孟加拉国注册的外国公司雇佣的员工，必须提供《孟加拉国劳动法》规定的福利，包括工资（基本工资）、加班费、临时休假、病假、年假、节假、根据雇佣条款支付的任何奖金或其他额外报酬（如年度奖金、绩效奖金等）、因雇佣终止而需支付的任何款项（无论是裁员、解雇、调离、辞职、退休、解雇或以其他方式），以及产假福利（如适用）和工人福利基金等。用人单位公司有义务代扣代缴税款。
In the case of employees being hired by a foreign company registered in Bangladesh the benefits laid down in the Labor Act such as, wages (basic salary), overtime facilities, casual leave, sick leave, annual leave, festival holidays, any bonus or other additional remuneration (e.g. annual bonus, performance bonus etc.) payable under the terms of employment, any sum payable under any agreement or the Labor Act for the reason of termination of employment, whether by way of retrenchment, discharge, removal, resignation, retirement, dismissal or by whatever means, maternity benefit (where applicable), WPPF etc. must be given. The obligation for deducting tax at source and withholding is at the employer company.
三、集体劳动关系 Collective Relations
（一）工会地位/角色 Status/Role of Unions
根据《孟加拉国劳工法》（2006年），工会是指根据该法第十三章成立并登记的工人或用人单位工会，包括工会联合会。工会联合会是指根据《孟加拉国劳工法》2006年第十三章登记的工会联合会。
Under the Bangladesh Labor Act, 2006 a trade union means trade union of workers or employers formed and registered under Chapter XIII of the Act and includes a federation of trade unions. Trade union federation means a federation of trade unions registered under Chapter XIII of the Bangladesh Labor Act, 2006.
工会和用人单位协会有权制定自己的章程和规则，以完全独立的方式选举自己的代表，组织自己的行政和活动，并制定自己的方案。
The trade unions and the employers' associations shall have the right to make their own constitution and rules, to elect their own representatives with full independence, to organize their administration and activities and to formulate their programmes.
（二）职工代表机构 Employee Representative Bodies
孟加拉国没有劳动者代表机构的规定，但是工人参与委员会（WPC）的成立受2006年《孟加拉国劳动法》和2015年《劳动规则》规定的制约。
In Bangladesh, there is no provision for Employee Representative Bodies. However, formation of Workers Participation Committee (WPC) is regulated by the Labor Act, 2006 read with provision of the Labor Rules, 2015.
（三）集体协商协议 Collective Bargaining Agreements
除非根据《孟加拉国劳动法》的规定，由用人单位或集体谈判代表提出，否则不应视为存在劳资纠纷。如果用人单位或集体谈判代表发现用人单位与工人之间可能产生劳资纠纷，应以书面形式向对方表达其观点。收到书面通知后，在规定的时间内，接收方应与另一方协商，安排一次会议，通过讨论来达成协议，该会议可以由双方授权的代表参加。
No industrial dispute shall be deemed to exist, unless it is raised by an employer or by a collective bargaining agent in accordance with the provisions of the Labor Law. If at any time an employer or a collective bargaining agent finds that an industrial dispute is likely to arise between the employer and the workers, the employer or the collective bargaining agent shall communicate his or its views in writing to the other party. Upon receipt of the communication and within stipulated time frame, the receiving party shall, in consultation with the other party, arrange a meeting with it for collective bargaining through discussion on the issue raised in the communication with a view to reaching an agreement, and such meeting may be held between the representatives of the parties authorized in this behalf.
在达成和解的情况下，双方应以书面形式签署一份和解备忘录，并由用人单位将该备忘录的副本提交给政府、总干事和调解员。法律还规定了在通过讨论和调解无法达成和解时的替代方案。
In the event, settlement is reached between the parties, a memorandum of settlement shall be recorded in writing and signed by both the parties, and a copy thereof shall be forwarded by the employer to the Government, the Director General and the Conciliator. Legal provisions exists addressing alternatives in the event where settlement is unable to be reached through discussion and conciliation.
四、劳动争议解决程序 Dispute Resolution
（一）调解程序 Mediation
如果用人单位或集体谈判代表预见可能产生争议，他们必须以书面形式向对方表达自己的观点。在收到通知后的15天内，接收方应安排一次集体谈判会议，以达成协议。如果双方达成和解，双方需记录并签署一份和解备忘录。如果在规定时间内未能达成和解，双方可以将问题提交给调解员，并请求进行调解。政府为特定领域或行业指派调解员，由调解员负责调解工作。如果在30天内仍未达成和解，调解程序可能会失败，或者根据书面协议延长调解期。
If an employer or collective bargaining agent finds a dispute likely to arise, they must communicate their views in writing to the other party. Within fifteen days, the party receiving the communication arranges a meeting for collective bargaining to reach an agreement. If a settlement is reached, both parties record and sign a memorandum of settlement. If no settlement is reached within a specified timeframe, the parties may report the matter to a conciliator and request conciliation. The government appoints conciliators for specific areas or industries, and the conciliator takes up the conciliation. If no settlement is reached within thirty days, the conciliation proceedings may fail or be continued for a further period agreed upon in writing.
（二）劳动仲裁 Labor Arbitration
《孟加拉国劳动法》的相关条款明确了用人单位与劳动者之间劳动纠纷的解决流程。当劳资双方通过协商或调解无法达成协议时，可将争议提交仲裁机构裁决。仲裁员须在受理之日起三十日内作出裁决，且该裁决有效期最长不超过两年。若调解程序尚未完成，劳动监察局局长可介入调解程序，自行促成和解或转交其他调解人处理。
The provisions of Labor Law outline the process for resolving industrial disputes between employers and workers. In the event of industrial disputes, settlements of which are not reached by discussion or conciliation then the parties may refer the dispute to an arbitrator. The arbitrator must give an award within thirty days of the dispute being referred, and the award is valid for a period not exceeding two years. The Director of Labor may take over conciliation proceedings pending before any conciliator and proceed to settle the dispute himself or transfer proceedings to another conciliator.
（三）劳动诉讼 Labor Litigation
《孟加拉国劳动法》规定，若劳资双方的争议或冲突未通过仲裁或调解解决，可向劳动法院提交书面申请。根据法律规定，劳动法院拥有全面处理劳资纠纷的权限，包括解雇案件、赔偿诉求、工会争议及劳动权益侵害等情形。自争议发生之日起30日内，劳动者或工会可向法院提起诉讼，也可将劳动法院的裁决上诉至劳动上诉法庭。
Bangladesh Labor Act 2006 states that if any dispute or conflict between a worker and an employer is not resolved by arbitration or conciliation, the dispute may be brought before a Labor Court with a written application. Under the legal provision, the Labor Court has complete power to resolve any dispute between workers and employers, such as termination or dismissal cases, compensation claims, trade union disputes, and labor rights violations. Within 30 days of the dispute occurrence, workers or trade unions may go to court and also appeal from the labor court to the Labor Appellate Tribunal.
（四）劳动保障监察 Labor Security Supervision
用人单位对雇员安全和保障的合规性由工厂和企业检查局（DIFE）进行检查。DIFE是劳动部下属的一个政府机构，负责确保《孟加拉国2006年劳工法》中规定的条款和规则得到遵守，包括关于雇员安全和保障的指导方针。DIFE有权通过访问工作场所、审查数据、调查投诉和收集雇员意见等方式，检查和审查劳动法中提到的所有合规情况。
Compliance of workers' safety and security by employers are inspected by the Department of Inspection for Factories and Establishments (DIFE). DIFE is a government authority formed under the Ministry of Labor responsible for ensuring compliance with the provisions and rules mentioned in the Bangladesh Labor Act2006 including guidelines addressing worker safety and security. DIFE has the explicit power to inspect and examine all compliance mentioned in the labor law by visiting the workplace, reviewing data, investigating complaints, and workers' opinions.
作者简介/About the Authors
安妮塔 · 加齐 · 拉赫曼 Anita Ghazi Rahman
安妮塔·加齐·拉赫曼将法律视为毕生使命。她于2002年获得伦敦大学学院法学学士（荣誉）学位，2003年7月通过林肯法学院取得英格兰与威尔士执业大律师资格，并在法学院完成律师职业课程并获“优良”评级。安妮塔于2004年取得孟加拉国律师资格，2006年成为孟加拉国最高法院高等法庭辩护律师，2018年晋升至最高法院最高审判庭——上诉法庭的辩护律师。2025年2月，她获聘为孟加拉国最高法院资深律师。
安妮塔专精于公司法、通用商法及争议解决领域。她就企业设立、用工制度、融资事务、知识产权、服务与采购合同、合资企业、并购及其他业务重组提供企业咨询与交易顾问服务，同时在商业、工业与住宅地产的收购、开发及处置方面提供专业法律意见。目前安妮塔主导本所诉讼业务部。
Anita Ghazi Rahman defines law as her calling. She obtained her LL.B. (Hons) degree from University College London (UCL) in 2002 and was called to the Bar of England and Wales from Lincoln's Inn in July 2003, completing her Bar Vocational Course with "Merit" from The College of Law. Anita qualified as an Advocate in Bangladesh in 2004, as Advocate of the High Court Division of Bangladesh Supreme Court in 2006 and as Advocate of the apex Court, the Appellate Division of the Bangladesh Supreme Court in 2018. In February 2025 she has been enrolled as a Senior Advocate of Supreme Court of Bangladesh.
Anita focuses her practice on company, general corporate law and dispute resolution. She provides corporate and transactional advice with respect to business formation, employment, financing, IP, services and procurement contracts, joint ventures, mergers & acquisitions and other business restructurings and also advises on the acquisition, development, and disposition of commercial, industrial and residential real estate. Anita heads the firm's Litigation practice.
普什波 · 拉赫曼 Pushpo Rahman
普什波·拉赫曼在伦敦城市法学院完成了法学学士（荣誉）学位，攻读了律师专业培训课程 （BPTC），并被林肯学院荣誉协会召唤为律师。
在加入 The Legal Circle （TLC） 之前，她曾在达卡一家知名律师事务所担任律师，积累了丰富的法律经验。在 TLC，Rahman 女士在提供法律意见、起草和审查公司商业文件方面拥有丰富的法律经验。她曾多次为大公司和跨国公司就其在孟加拉国的运营和法律合规提供咨询。她还通过对目标公司进行法律尽职调查，对目标公司进行法律尽职调查，以及政府和中央银行法规，在为打算在孟加拉国投资的外国和本地公司提供咨询方面发挥了关键作用。Rahman 女士在政府办公室提交申请方面积累了知识和经验，并了解各种公司、监管、银行和雇佣法的程序。她曾代表TLC与客户就劳动法、其影响和实践发表演讲。她在现有项目中的有意义的贡献以及提出替代解决方案的能力使她成为TLC团队的关键成员。
Pushpo Rahman, having completed her LL.B (Hons) pursued for Bar Professional Training Course (BPTC) from the City Law School, London and was called to the Bar by the Honourable Society of Lincoln's Inn.
Prior to The Legal Circle (TLC), she gained significant legal experience having served as an Associate at a reputed law firm in Dhaka. At TLC, Ms. Rahman has vast legal experience in providing legal opinions, drafting and vetting corporate business documents. She has advised large corporations and multi-national companies in relation to their operations and legal compliance in Bangladesh on numerous occasions. She has also played a key role in providing consultation to foreign and local companies intending to invest in Bangladesh by means of conducting legal due diligence of target companies on matters relating to company validation, assets & employment alongside government and central banking regulations. Ms. Rahman has attained knowledge and experience regarding application filing at government offices and understanding procedures about various corporate, regulatory, banking & employment laws. She has represented The Legal Circle while delivering talks on employment laws, its implications & practice with clients. Her meaningful contributions in existing projects and ability to come up with alternative solutions have made her a pivotal member of The Legal Circle team.
石婉玉 Shi Wanyu
石婉玉律师先后毕业于中国劳动关系学院法学院和上海海事大学法学院，取得法学学士学位和法律硕士学位。执业领域为劳动法、企业合规、公司并购等商业综合事务。曾为多家大型央企、上市公司提供专项法律咨询及顾问服务。
Shi Wanyu graduated from the School of Law at China University of Labor Relations with a Bachelor of Laws and subsequently obtained a Master of Laws from Shanghai Maritime University School of Law. Her practice focuses on labor law, corporate compliance, mergers and acquisitions, and other comprehensive commercial matters. She has provided specialized legal advisory and consultancy services to multiple large-scale central state-owned enterprises and listed companies.
