What Happens at Each Stage of the EOR Process?
Expanding into Dhaka and beyond shouldn't involve legal friction. EOR.bd acts as your legal Employer of Record, absorbing 100% of compliance, payroll, and tax liabilities under Bangladesh law so you can hire instantly—no local entity required
How our EOR service works, in short: EOR BD becomes the legal employer of your staff in Bangladesh. You choose the person and the salary; we issue a compliant contract under the Bangladesh Labour Act 2006, run monthly BDT payroll and withhold NBR income tax. Onboarding completes in 5–7 business days — no local entity required.
What You Get With EOR BD
Onboard Bangladeshi professionals in days — our EOR service provides:
- No local entity required
- 100% compliant payroll and contributions
- Comprehensive HR, legal, and benefits support
- Transparent pricing and onboarding
- Work permit, contract, and exit assistance
- NBR income tax withholding and statutory benefits
We automate BDT salary, festival bonus, and PF contributions, ensuring full NBR and Labor Law compliance. Focus on your strategy while we handle payroll and reporting accurately and on time.
Start hiring full-time Bangladeshi employees this week—no entity setup needed.
What Does Our EOR Service Cover in Bangladesh?
We provide the complete spectrum of local employment solutions required to build and sustain a high-performing remote workforce in Bangladesh, strictly governed by local compliance standards.
Why Foreign Companies Choose EOR BD
EOR BD delivers Employer of Record, PEO, IT staffing, recruitment and remote-team support built specifically for the Bangladesh market. We focus on giving foreign companies a lower-cost, fully operational alternative to registering a local entity — real execution on the ground in Dhaka, not advisory slide decks.
Locally compliant contracts
Employment contracts drafted under Bangladeshi labour law and aligned with your global standards, so your legal team stays comfortable.
Foreign‑friendly payroll
End‑to‑end payroll in Bangladeshi taka with clear monthly invoices in your base currency, including salary and service fees.
Always‑on compliance
Continuous monitoring of changes in Bangladesh labour, tax, and social security rules, with proactive updates to contracts and policies.
How Does EOR BD Act as Your Local HR and Payroll Team?
Local HR leadership
Our HR specialists act as your in‑country people team, handling onboarding, contracts, leave management, and everyday employee documentation so your Bangladesh staff experience a seamless local employer.
Full‑stack payroll engine
We run accurate monthly payroll in Bangladeshi Taka—covering salaries, bonuses, and deductions—then issue one clear invoice in your base currency, eliminating FX and reconciliation headaches for your finance team
Always‑on compliance shield
We continuously track changes in Bangladesh labour, tax, and social‑security rules and update contracts, payslips, and policies, giving you a built‑in compliance shield against penalties or disputes
One accountable partner on the ground
Instead of juggling multiple vendors, you work with a single EOR partner that owns legal employment, HR operations, payroll, and statutory filings, while you retain full control over hiring decisions and performance.
How Do You Hire in Bangladesh Without Registering an Entity?
Share Your Hiring Requirements
Tell us the roles, required skills and start dates you need for your Bangladesh-based hires.
Local Employment Contracts
We draft compliant Bangladeshi employment contracts aligned with the Labour Act 2006.
Collect Documents and Complete KYC
We collect documents, verify identities and complete every onboarding formality required locally.
Sign and Activate Employment
Once contracts are signed we become the legal employer of record and monthly BDT payroll begins.
Onboarding completes in 5–7 business days once the role, salary and start date are confirmed.
What Do You and Your Employee Need to Provide?
The four steps above describe the sequence. This section covers what each side actually hands over, what the statutory floors are, and where the liability sits — the questions finance and HR leads ask before approving a first hire in Bangladesh.
What your side provides
Very little beyond the commercial decision. You confirm the role, the gross salary, the start date and the reporting line. You do not register a company with the RJSC, obtain a trade licence, or open a Bangladeshi bank account. EOR BD is already the registered employer, so the employment relationship sits on our entity rather than yours.
What the employee provides
A Bangladeshi hire is normally asked for a Tax Identification Number (e‑TIN), a copy of the National ID card, personal details for the employment register, and passport‑sized photographs. For technical or regulated roles, academic and professional certificates are verified during KYC. Those documents feed two statutory obligations: the appointment letter and photo identity card that section 5 of the Bangladesh Labour Act 2006 requires every employer to issue, and the worker register required under section 9.
From signed contract to first payslip
Onboarding completes in 5–7 business days once the role, salary and start date are confirmed; document collection is usually the fastest part, inside 48 hours. From activation, salary runs on the monthly cycle in BDT, income tax is withheld at source and remitted to the National Board of Revenue, and the employee receives an itemised payslip.
Probation, notice and termination
Probation is set by statute, not by preference. Section 4 of the Labour Act sets six months for clerical roles and three months for other workers, extendable by a further three months for skilled work where quality cannot yet be assessed. After confirmation, ending employment other than by dismissal requires 120 days’ notice for a monthly‑rated worker and 60 days for others, together with compensation of 30 days’ wages for every completed year of service, or gratuity, whichever is higher — section 26. Dismissal for proven misconduct follows a separate route under section 23. These are floors: a contract may be more generous, never less.
Who carries the liability
This is the question that decides the model. Because EOR BD is the legal employer of record, the statutory employer obligations — issuing the compliant contract, withholding and remitting tax, administering benefits, and the notice and compensation exposure set out above — sit with us rather than with your company. You keep day‑to‑day direction of the work. What the model does not do is move commercial risk that originates on your side: intellectual property terms, confidentiality obligations and the scope of work are drafted to your requirements and remain yours to define.
The statutory positions above are drawn from the Bangladesh Labour Act 2006 as published on the Ministry of Law’s Laws of Bangladesh portal, and reflect the general position for permanent workers. Your signed service agreement governs the commercial allocation between your company and EOR BD, and individual contracts may set more generous terms.
Employer of Record FAQs for Bangladesh
What are the benefits of EOR Services in Bangladesh?
- Enables quick hiring in Bangladesh without registering a local corporate entity.
- Guarantees 100% statutory compliance with the Bangladesh Labor Act and NBR.
- Eliminates the severe risk of permanent establishment and local corporate tax liabilities.
- Manages local payroll disbursements seamlessly in BDT via domestic banks and bKash.
- Handles all employee benefits, mandatory festival bonuses, and legal contract administration.
How long will it take me to complete the entire hiring process?
Most clients hire and onboard an employee in Bangladesh within 5–7 business days through our Employer of Record (EOR) service, once the role, salary, and start date are confirmed.
Do you manage my employee’s benefits alongside standard salary and payroll processing?
Yes, we manage both mandatory and optional benefits together with monthly salary and payroll, including leave, holidays, bonuses, and any agreed allowances or health coverage.
How do you handle local tax deductions for my EOR services and remote employees?
We calculate gross‑to‑net salary, apply the correct Bangladeshi tax rates, withhold all required deductions, remit them to the National Board of Revenue (NBR), and keep compliant payroll and tax records.
What documents do you need from the employee to get started?
A Bangladeshi hire is normally asked for four things: a Tax Identification Number (e‑TIN), a copy of the National ID card, personal details for the employment register, and passport‑sized photographs. For technical or regulated roles we also verify academic and professional certificates during KYC. These feed two statutory obligations under the Bangladesh Labour Act 2006 — the appointment letter and photo identity card every employer must issue under section 5, and the worker register required under section 9.
What does my company have to provide?
Very little beyond the commercial decision. You confirm the role, the gross salary, the start date and the reporting line. You do not register a company with the RJSC, obtain a trade licence, or open a Bangladeshi bank account — EOR BD is already the registered employer, so the employment relationship sits on our entity rather than yours.
What are the probation and notice periods for employees in Bangladesh?
Probation is three months for most workers and six months for clerical roles under section 4 of the Bangladesh Labour Act 2006, extendable by a further three months for skilled work where quality cannot yet be assessed. After confirmation, ending employment other than by dismissal requires 120 days’ notice for a monthly‑rated worker and 60 days for others, plus compensation of 30 days’ wages for every completed year of service, or gratuity, whichever is higher (section 26). These are statutory floors — a contract may be more generous, never less.
Who is legally liable for the employee, EOR BD or my company?
EOR BD carries the statutory employer obligations. Because we are the legal employer of record, issuing the compliant contract, withholding and remitting income tax to the NBR, administering benefits, and the notice and compensation exposure above all sit with us rather than with your company. You keep day‑to‑day direction of the work. Commercial risk that originates on your side — intellectual property terms, confidentiality obligations and scope of work — is drafted to your requirements and remains yours to define. Your signed service agreement governs the exact allocation.
Ready to hire in Bangladesh? Let our EOR team handle the rest.