--- title: "Bangladesh Hiring Guide 2026 | Work Permit Before Day One" description: "Hire in Bangladesh 2026: work permit required before foreign nationals start, probation 3 months to 6 months, 28 public holidays." canonical: https://www.teamed.global/country-hiring-guides/bangladesh/hiring-guide --- Bangladesh · Hiring guide child Served by Teamed vetted partner-entity network in Bangladesh # How do you *hire a Bangladesh employee* in 2026? Foreign nationals need a Bangladesh work permit from BIDA before they can start. There is no grace period and no retroactive approval. Probation is capped at 3 months for manual roles and 6 months for clerical roles under the Bangladesh Labour Act 2006. Last reviewed 13 Jun 2026 · Bangladesh guide ![A busy commercial street in Dhaka with colourful shop fronts and office buildings.](/images/country-guides/bangladesh-hiring-guide.webp) Illustration · Dhaka, Bangladesh Answer.cite this The Bangladesh hire process has five steps: offer letter, work-permit check, written employment contract, onboarding admin, first payday. Foreign nationals must hold a valid Bangladesh work permit before they start. Employment without a valid permit is an offence under the Bangladesh Labour Act 2006. Probation is capped at 3 months for manual workers and 6 months for clerical workers. Either side can end employment during probation with 7 days notice. ![Hands signing an employment document at a desk in a Dhaka office.](/images/country-guides/bangladesh-hiring-guide-polaroid-1.webp) Sign before day one ## What does the end-to-end Bangladesh hire process look like? Five steps from accepted offer to first payslip: offer letter, work-permit check, written contract, onboarding registration, first payday. For foreign nationals the work permit is the critical path. It must be in place before the start date, not after. | Step | What happens | Owner | Timing | | --- | --- | --- | --- | | 1. Offer letter | Written offer with role, salary, start date, and key terms | Client / Teamed drafts | Same day after verbal accept | | 2. Work-permit check | Verify work authorisation: Bangladeshi national (NID or passport) or foreign national with valid work permit from BIDA | Teamed | Before the employee starts | | 3. Written employment contract | Written particulars of employment under the Bangladesh Labour Act 2006 | Teamed (legal employer) | On or before day one | | 4. Onboarding admin | Employer TIN registration, provident fund setup where applicable, bank account details, benefits setup | Teamed | Days 1 to 7 | | 5. First payday | First payslip issued; wages paid on or before the last working day of the month | Teamed | End of first pay period | 1. Issue the offer letter Send a written offer the same day as verbal acceptance. Include role, salary, start date, probation period of up to 3 months for manual roles or up to 6 months for clerical roles, and any conditions such as work-permit clearance or references. 2. Complete the work-permit check For Bangladeshi nationals, verify a valid National ID Card or passport before the start date. For foreign nationals, confirm the BIDA work permit is issued and in hand before the employee starts. There is no retroactive approval. 3. Issue the written employment contract The Labour Act written contract must be issued on or before day one. Teamed's standard Bangladesh contract covers all required particulars. Clients choose commercial terms. Teamed signs as the legal employer and opens the service book. 4. Complete onboarding admin Collect the employee's NID or passport copy and Tax Identification Number, set up provident fund enrolment where applicable, collect bank account details, and open the statutory service book and leave record. This runs across days one to seven. 5. Issue the first payslip Run the first monthly payroll and pay wages on or before the last working day of the month. The employee receives their payslip and is on the payroll record. ## What must a Bangladesh offer letter include? The offer letter is not the binding contract. It is the document the candidate decides against. Include role title, reporting line, start date, gross monthly salary, working hours, location, probation period, notice during probation of 7 days, and any conditions such as work-permit verification or reference checks. Three traps to avoid in Bangladesh offer letters: - **Committing to a net salary figure.** Tax rates under the Income Tax Act 2023 can change. Quote gross only to avoid liability when rates shift. - **Conflicting probation terms.** The offer letter probation length must match the written contract. If they differ, the contract governs. Align both before the employee starts. Manual workers are capped at 3 months; clerical workers at 6 months. - **Leaving the work permit condition unclear.** If the hire is conditional on a valid work permit for a foreign national, state that condition explicitly. An unconditional offer letter can create a claim if the permit is refused. Teamed's standard Bangladesh offer letter covers all required ground. Clients choose commercial elements. Teamed holds the legal-employer position and ensures the offer aligns with the Labour Act requirements. ## Bangladesh work-permit checks for foreign nationals Bangladeshi nationals do not need a work permit to work in Bangladesh. The employer verifies identity through a National Identity Card (NID) or passport. Foreign nationals must hold a valid work permit issued by the Bangladesh Investment Development Authority (BIDA) before starting work. Employment without a valid permit is an offence. ### Bangladeshi nationals For Bangladeshi citizens, the employer checks a valid National Identity Card or passport and retains a copy. No online portal or government system is required for this check. The identity document confirms both identity and nationality. ### Foreign nationals Third-country nationals must hold a Bangladesh work permit before starting employment. The permit is issued by the Bangladesh Investment Development Authority (BIDA) under the Bangladesh Investment Development Authority Act 2016. The employer applies on behalf of the employee through the BIDA One Stop Service (OSS) portal. The work permit is tied to a specific employer and role. If the employee changes employer, a new permit is required. Common categories include the E-visa (employment visa) and the BIDA work permit for skilled and managerial roles. The Department of Immigration and Passports also issues permits for certain categories. BIDA · Work Permit for Foreign Nationals in Bangladesh Foreign nationals working in Bangladesh must obtain a work permit through the Bangladesh Investment Development Authority (BIDA) before starting employment. Employers are responsible for initiating the application. Employment without a valid permit is a violation of Bangladesh labour regulations. Source: [Bangladesh Investment Development Authority (BIDA)](https://bida.gov.bd/) ### Ongoing checks Work permits for foreign nationals carry an expiry date. The employer must track that date and begin the renewal process ahead of expiry. Teamed calendars each renewal and alerts the relevant parties before the deadline. A lapsed permit is a compliance breach regardless of how long the employee has been working. ## The Bangladesh written contract: what must it contain? The Bangladesh Labour Act 2006 requires a written appointment letter and service book for every permanent employee. The written contract must be issued on or before day one. It is the legally binding document, not the offer letter. What the Bangladesh written employment contract must include: - Names and addresses of both employer and employee - Date employment began - Job title and brief description of duties - Place of work - Gross salary and pay components (basic pay, allowances, bonuses where applicable) - Pay frequency (monthly, as required under the Labour Act) - Normal working hours (maximum 48 hours per week under the Labour Act 2006) - Annual leave entitlement (accrues at one day of paid leave for every 18 working days under section 117) - Probation period length (up to 3 months for manual workers; up to 6 months for clerical workers) - Notice period during probation (7 days for either party) - Notice period after permanent status is confirmed (120 days for monthly-rated employees) - Provident fund details where a fund is established - Sick leave entitlement (up to 14 days paid sick leave per year) - Disciplinary and grievance procedures The Labour Act also requires the employer to maintain a service book for each worker, recording the employment history, leave taken, and any disciplinary actions. The service book is the employee's record and must be returned to them on termination. Teamed's standard Bangladesh employment contract satisfies all current Labour Act requirements. Clients choose commercial elements such as salary, bonus, and benefits. Teamed signs as the legal employer. Key source: [Bangladesh Labour Act 2006 (up to 2018 amendments)](https://mccibd.org/wp-content/uploads/2021/09/Bangladesh-Labour-Act-2006_English-Upto-2018.pdf) via Metropolitan Chamber of Commerce and Industry, Dhaka. ## Onboarding admin in the first week Days 1 to 7: written contract signed, work-permit check completed, provident fund setup (where applicable), bank details collected, and benefits configured. Teamed handles the compliance and payroll side. The client handles the cultural and operational side. | Onboarding task | Who does it | Day | | --- | --- | --- | | Written employment contract signed | Employee and Teamed | Day 0 or 1 | | Work-permit check completed | Teamed | Day 0 (before start for foreign nationals) | | National ID (NID) or passport copy collected | Employee submits to Teamed | Day 1 | | Tax Identification Number (TIN) confirmed | Employee submits to Teamed | Day 1 | | Bank account details collected | Teamed | Days 1 to 3 | | Provident fund enrolment (where fund established) | Teamed | Day 1 of eligibility | | Service book opened | Teamed | Day 1 | | Leave record opened | Teamed | Day 1 | | Equipment and system access | Client | Days 0 to 1 | | Manager introduction and first-week plan | Client | Days 0 to 7 | ## How does Teamed handle Bangladesh employment for you? Teamed becomes your legal [employer of record](/lp/employer-of-record) in Bangladesh for [**from $599 per employee per month**](/pricing), with **zero FX mark-up** in any currency. Work-permit coordination, the written Labour Act contract, provident fund setup, and the full Bangladesh employment law stack run on **one platform**. **Real HR and legal experts** handle your Bangladesh hires, from the first offer letter through every monthly payroll run and work-permit renewal. **An actual person**, not a chatbot or a pooled queue. There is **no setup fee** and **no exit fee**. Employer cost **passes through at cost, itemised** on every invoice. EOR payroll, contractor onboarding, and entity setup all live on **one platform**. A Bangladesh contractor who converts to direct employment keeps their record. Run the [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator) to see the month your Bangladesh hire is ready to graduate to your own entity. Start from the Bangladesh hiring overview; each guide here takes one layer of Bangladesh employment law. Key sources: [Bangladesh Labour Act 2006](https://mccibd.org/wp-content/uploads/2021/09/Bangladesh-Labour-Act-2006_English-Upto-2018.pdf), [Bangladesh Investment Development Authority (BIDA)](https://bida.gov.bd/), and [Ministry of Public Administration Bangladesh 2026 Holiday Gazette](https://mopa.gov.bd/pages/public-holiday/%E0%A7%A8%E0%A7%A6%E0%A7%A8%E0%A7%AC-%E0%A6%96%E0%A7%8D%E0%A6%B0%E0%A6%BF%E0%A6%B7%E0%A7%8D%E0%A6%9F%E0%A6%BE%E0%A6%AC%E0%A7%8D%E0%A6%A6%E0%A7%87%E0%A6%B0-%E0%A6%9B%E0%A7%81%E0%A6%9F%E0%A6%BF%E0%A6%B0-%E0%A6%A4%E0%A6%BE%E0%A6%B2%E0%A6%BF%E0%A6%95%E0%A6%BE%E0%A6%B0-%E0%A6%AA%E0%A7%8D%E0%A6%B0%E0%A6%9C%E0%A7%8D%E0%A6%9E%E0%A6%BE%E0%A6%AA%E0%A6%A8-2df487-694139b2a31054345f0e6346). ## Frequently asked questions How long does it take to hire someone in Bangladesh through Teamed? For Bangladeshi nationals, Teamed can complete onboarding within a few business days once the offer is accepted. The written contract must be in place on or before day one, and the service book opens the same day. For foreign nationals, the critical path is the BIDA work permit, which must be issued before the employee starts. Permit processing times vary; Teamed begins the application process as soon as the hire is confirmed to avoid delays. Do foreign nationals need a work permit to work in Bangladesh? Yes. Foreign nationals must hold a valid work permit issued by the Bangladesh Investment Development Authority (BIDA) before starting employment. The permit is employer-specific and role-specific. Employment without a valid permit is an offence under Bangladesh labour regulations. Teamed coordinates the BIDA application process on behalf of the employer and tracks permit renewals. What is the probation period and notice during probation in Bangladesh? The Bangladesh Labour Act 2006 sets two probation caps. Manual and blue-collar workers can be on probation for up to 3 months. Clerical and non-manual workers can be on probation for up to 6 months. During probation, either party can end the employment with 7 days notice. After probation, permanent monthly-rated employees require 120 days notice from the employer. What annual leave does a Bangladesh employee receive? Annual leave in Bangladesh accrues at one day of paid leave for every 18 working days under section 117 of the Bangladesh Labour Act 2006. In addition, employees are entitled to 14 days paid sick leave per year. Bangladesh observes 28 public holidays in 2026, as gazetted by the Ministry of Public Administration. What does a Bangladesh written employment contract have to include? The Bangladesh Labour Act 2006 requires a written appointment letter and service book for every permanent employee. The contract must include job title, salary and pay components, normal working hours (maximum 48 hours per week), probation period, notice periods, annual and sick leave entitlements, and provident fund terms where a fund is established. The service book records the full employment history and must be returned to the employee on termination. Teamed Legal Operations Bangladesh hiring trips companies up on two things: the work-permit timeline for foreign nationals and the dual probation cap. Get those two facts into your offer before you make it and the rest of the hire follows cleanly. The service book and leave record are non-negotiable from day one. A note from Tom Price-Daniel Bangladesh has 28 public holidays in 2026. The work permit must be in hand before your hire starts. The written contract is required on or before day one. The service book opens the same day. Get the permit and the paperwork right and you have a clean start. Tom Price-Daniel · Co-founder, Teamed ## Related Bangladesh guides - Hiring in Bangladesh, overviewparent - [Bangladesh termination and severance](/country-hiring-guides/bangladesh/termination-and-severance)sibling - [Bangladesh tax and payroll](/country-hiring-guides/bangladesh/tax-and-payroll)sibling - [Bangladesh employer cost breakdown](/country-hiring-guides/bangladesh/cost-breakdown)sibling - [Germany hiring guide](/country-hiring-guides/germany/hiring-guide)sibling - [Employer of Record overview](/lp/employer-of-record)core - [Fixed pricing, zero FX mark-up](/pricing)core - [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator)tool - [Talk to an expert](https://www.teamed.global/contact)CTA A note on this page. This is a guide, not legal, tax or accounting advice. Rules change and vary by jurisdiction. Verify current requirements with the Department of Labour (Bangladesh Ministry of Labour and Employment), BIDA, and the Bangladesh Investment Development Authority for work-permit matters, or speak to a qualified professional, before relying on any specific framework.