Five Ways to Run Your Bangladesh Workforce
Beyond hiring — we employ and run your teams, contractors and back-office in Bangladesh, whether or not you have your own entity.
- 1Contractor Management
- 2Managed Remote Teams
- 3Offshore Development Center
- 4Global Capability Center
- 5Employee Benefits Administration
Each answers a different question about who legally holds your people and how much of the operation around them you want to keep. All five run on the same Dhaka team, the same employment contracts and the same statutory calendar, so moving between them does not mean changing provider.
One compliance roof: every service runs on our EOR infrastructure.
Why Companies Extend EOR into Managed Services
Most companies meet us when they need one person employed in Bangladesh without opening a company here. That is our Employer of Record work, and for many clients it stays exactly that.
Managed services are what happens next. Rather than adding a recruiter, a payroll vendor, an office and a local manager one at a time, the whole function moves to the team already handling your employment and statutory paperwork. One partner, one contract, one monthly invoice, and the same Dhaka team throughout. Onboarding follows the sequence set out in how our EOR service works in Bangladesh.
What We Manage
Five services. Each answers a different question about who holds your people and how much of the operation you want us to run.
Contractor Management and Agent of Record
For genuinely project-based work where the contractor sets their own hours and methods. We contract them, run KYC, invoice you in your currency, pay them in BDT after statutory withholding, and carry the classification risk.
Managed Remote Teams
A dedicated non-engineering team we legally employ for you — support, research, operations and back office. We recruit, hold the contracts, run monthly BDT payroll and give you a named local coordinator. You direct the daily work.
Offshore Development Center
A dedicated engineering team in Dhaka working only on your product, inside your tools, your repository and your process. Built for CTOs and engineering leaders who want capacity without a second product roadmap.
Global Capability Center
A multi-function captive centre run on the Build–Operate–Transfer model. We build it and operate it under our infrastructure, and the transfer terms to your own entity are agreed before anyone is hired.
Employee Benefits Administration
For companies that already hold a Bangladesh entity. Your entity stays the employer; provident fund, gratuity, festival bonus and group health administration move to us, run to the statutory calendar and kept audit-ready.
Which Service Do You Need?
Most companies are not choosing between five things at once. They are answering one question: who legally holds this person, and how much of the work around them do you want to keep.
| If this is true | The service | Who legally holds the people |
|---|---|---|
| Project-based work; the contractor sets their own hours and methods | Contractor Management (AOR) | A contract for services, held by us |
| One or two ongoing hires you direct daily | Employer of Record | Employment contracts, held by us |
| A non-engineering function — support, research, operations, back office | Managed Remote Team | Employment contracts, held by us, plus a named coordinator |
| An engineering team working only on your product | Offshore Development Center | Employment contracts, held by us; your codebase and process stay yours |
| A multi-function centre you intend to own outright later | Global Capability Center | Held by us through build and operate, transferred to your entity at the end |
| You already have a Bangladesh entity and want the benefits programme run | Employee Benefits Administration | You do. We run the administration underneath |
| You want your own Bangladeshi entity from the start | Company incorporation | You do, once the entity exists |
The line between the first two rows is the one that carries risk. If a contractor is subject to fixed hours, company policy and daily supervision, a Bangladeshi labour tribunal may treat them as a worker regardless of what the contract is called. We set that out in full on the contractor management page, and the cost side is broken down in our guide to employer costs in Bangladesh.
How Managed Services Work With EOR
Every one of the five sits on the same legal and payroll backbone. Nothing is subcontracted to a second vendor, and nothing changes hands when you move between services.
1
Shared legal and payroll backbone
The same contracts, the same payroll run and the same statutory filings serve all five services. One team, one set of records.
2
A single monthly invoice
Contractors, employees and a managed team consolidate onto one invoice in your currency, whatever mix of services you run.
3
Scale up, transfer out, or wind down
Move a contractor onto employment, grow a team into a centre, or transfer a built centre to your own entity. The people and records stay put.
| Area | Stays with you | Moves to us |
|---|---|---|
| Direction of the work | You set priorities, assignments and deadlines | Nothing. We do not direct your people |
| Employment contracts | You approve the terms and the package | Drafted, issued and held by us in Bangladesh |
| Monthly payroll | You approve the run before it goes out | Calculated, disbursed in BDT and reconciled |
| Tax and statutory filings | Nothing to prepare or submit | Withheld and remitted to the NBR on schedule |
| Benefits administration | You choose what the package contains | Enrolment, claims and the statutory calendar |
| Tools, data and intellectual property | Yours throughout. Nothing is licensed to us | Assignment written into every contract at signature |
| Records and compliance liability | Access to any record on request | Retained for the statutory period and carried by us |
If you are still weighing this against opening your own company here, we compare both routes on cost and timeline in EOR vs entity setup in Bangladesh, and set out the two dated changes landing before mid-2027 in our guide to employer costs in Bangladesh.
How a Managed Service Starts
The same way every engagement here starts. You tell us the roles, the headcount and the start dates, and we come back with a costed answer rather than a call-back. Nothing is signed until the scope and the monthly figure are agreed in writing.
From acceptance, contracts and onboarding follow the sequence set out in how our EOR service works in Bangladesh, and the first monthly run is handled by the team described under payroll management. A named coordinator is assigned before the first start date rather than after it, so there is someone in Dhaka accountable from day one.
Most engagements move from first enquiry to a signed scope inside a week. What sets the start date after that is how quickly candidates accept and clear verification, not how long our paperwork takes.
Who This Is For
Three situations bring companies to a managed service. Most recognise themselves in one of them.
Scaling companies with no entity
You need a working team in Bangladesh this quarter, and incorporating first would cost you the quarter.
Companies consolidating vendors
A recruiter, a payroll bureau, a benefits broker and a local office manager, all invoicing separately. One contract replaces four.
Companies that already have an entity
The entity works. The administration underneath it does not scale, and your HR team is spending its week on spreadsheets and bank files.
Common Questions
What are managed HR services in Bangladesh?
Managed HR services are engagements where EOR BD does not simply process your payroll. We hold the contracts, carry the compliance risk and run the working relationship on the ground in Dhaka. Five are available: contractor management, managed remote teams, an offshore development center, a global capability center, and employee benefits administration.
Do I need a legal entity in Bangladesh to use them?
For four of the five, no. Contractor management, managed remote teams, an offshore development center and a global capability center all run under our infrastructure, so no company registration of your own is required. Employee benefits administration is the exception: it is built for companies that already hold a Bangladesh entity and want the administration underneath it run by someone else.
How is this different from your standard EOR service?
Standard Employer of Record covers the legal employment and payroll of people you have already chosen. A managed service adds the layer above that: we source the people, run the working relationship day to day, and give you a named coordinator. The employment mechanism is the same. What changes is how much we run for you.
Can I combine services, for example a managed team plus contractors?
Yes, and it is common. Because every service runs on the same legal and payroll backbone, a mixed engagement produces one contract and one monthly invoice rather than several. Contractors and employees can sit side by side in the same reporting.
Can we move between services later?
Yes. Contractors engaged under our Agent of Record arrangement can move onto employment contracts without changing the person, the bank details or the working relationship. A managed team can grow into a development center, and a centre built under Build–Operate–Transfer moves to your own entity on terms agreed at the start. If daily supervision has crept into a contractor engagement, converting is the correct compliance response rather than an optional upgrade, and we will say so.
How does billing work if we use more than one service?
One invoice, issued monthly in your currency, whatever mix of services you run. Contractors, employees and a managed team appear as separate lines on the same document rather than as separate bills from separate vendors. The underlying BDT payments and statutory filings happen on our side and are reconciled before the invoice reaches you.
Is there a minimum team size?
No. Contractor management and Employer of Record both run from a single person. A managed remote team is worth discussing from roughly three people upward, because the coordinator layer is what you are paying for and below that it usually is not worth it to you. An offshore development center or a capability center only makes sense at larger headcounts. We will say plainly if a smaller arrangement serves you better.
What notice do we need to give to end an engagement?
The commercial notice period is the one agreed in your contract at signature. Separately, ending an engagement means ending employment for the people involved, and that carries statutory notice and end-of-service obligations under Bangladeshi law. We set out both timelines and both costs before you commit, so a wind-down is never a surprise.
Can you work alongside vendors we already use?
Yes. Some clients keep an existing recruiter or an accountant and move only the employment and payroll layer to us. Others consolidate everything. We do not require exclusivity, and we will tell you where an overlap is creating duplicate cost rather than quietly billing for both.
What happens to our records if we leave?
They go with you. Contracts, payroll history, statutory filings and benefit records are yours, and we hand over a complete set at the end of an engagement rather than holding them as leverage. We also retain our own copy for the period Bangladeshi law requires, which protects you if a filing is queried after you have moved on.
Tell us the roles and we will tell you the cost