Offer Letter Generator — Bangladesh
Offer Letter Generator for Bangladesh — Labour Act 2006 Compliant
Employment in Bangladesh is governed by the Bangladesh Labour Act 2006 (amended 2018) and the Bangladesh Labour Rules 2015. The garment industry, IT sector, and pharmaceutical sector are major employe...
Local Requirements
Offer Letter Generator Requirements in Bangladesh
Comply with Bangladesh Labour Act 2006. Provident fund mandatory for establishments with 30+ workers. Gratuity after 5 years continuous service. EPZ companies follow separate BEPZA rules. Festival bonus (typically 2 per year) should be mentioned.
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Employment in Bangladesh is governed by the Bangladesh Labour Act 2006 (amended 2018) and the Bangladesh Labour Rules 2015. The garment industry, IT sector, and pharmaceutical sector are major employers. Offer letters must account for the provident fund, gratuity provisions, and the unique Export Processing Zone regulations for EPZ-based companies.
A compliant Bangladeshi appointment letter sets out the written terms the Act expects: the job title and duties, the wage and its components, the working hours of eight a day and forty-eight a week, the probation period, commonly three to six months, and the notice for termination. It should record the leave entitlements, ten days of casual leave, fourteen days of sick leave and one day of earned leave for every eighteen days worked, together with the two festival bonuses that are customary in Bangladesh.
The letter should also confirm the statutory benefits that apply once eligibility is met: provident fund membership where the establishment employs thirty or more workers, gratuity of thirty days' wages for each completed year of service after five years, and, for factories, the applicable minimum wage set by the Minimum Wage Board for that sector. Companies operating inside an Export Processing Zone follow the separate EPZ Labour Act 2019 under BEPZA rather than the general Act, so their letters should reference the zone framework.
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Offer Letter Generator in Bangladesh
FAQ
Frequently Asked Questions
The Bangladesh Labour Act 2006 requires employers to provide an appointment letter specifying terms of employment including job title, wages, working hours, leave entitlements, and termination conditions. The Act mandates a maximum 8-hour workday and 48-hour work week, 10 days casual leave, 14 days sick leave, and 1 day earned leave for every 18 days worked. Two festival bonuses (equivalent to basic salary each) are customary. For the garment sector (RMG), additional compliance with ACCORD/Alliance safety standards may be required.
In Bangladesh, establishments with 30 or more workers must set up a provident fund. Both employer and employee contribute typically 7.5-10% of basic salary each. The fund is managed by a board of trustees appointed by the employer with employee representatives. Unlike India, there is no centralized government PF body. Employees can withdraw PF upon leaving employment or after a specified period. The offer letter should mention the PF contribution rate and vesting conditions. Some private companies voluntarily offer PF even below the 30-employee threshold.
Under the Bangladesh Labour Act 2006, gratuity is payable to a worker who has completed at least five years of continuous service. It is calculated as thirty days' wages for each completed year of service, or any part of a year exceeding six months, based on the worker's last drawn basic wage; for workers with longer service the entitlement is often higher. Gratuity is paid on retirement, resignation or termination other than for serious misconduct, and is separate from any provident fund balance. An offer letter should state that gratuity accrues in line with the Act so the employee understands this long-service benefit.
Companies operating inside an Export Processing Zone are governed by the Bangladesh EPZ Labour Act 2019 and overseen by the Bangladesh Export Processing Zones Authority (BEPZA), rather than by the general Labour Act 2006. The EPZ framework has its own provisions on working conditions, wages and dispute resolution, and uses Workers' Welfare Associations in place of the trade unions permitted outside the zones. Wages in EPZs, particularly in the ready-made garment sector, follow the minimum rates set for the zone. An offer letter for an EPZ role should reference the EPZ Labour Act and BEPZA rules so the terms match the applicable regime.