HR Solutions and Payroll Services in Bangladesh
An HR and payroll solution is one contract that runs both sides of employment: the records, contracts and leave of your staff, and the monthly pay run behind them. PayrollBD holds the two on one desk in Dhaka, so the register and the payslip never disagree about the same person.
What does the HR and payroll desk cover?
Six services meet at this desk, and each has its own page with its own scope and fee. The bundle is the first two run together under one contract; the other four are engaged beside it when your case needs them. Records-layer work sits separately under human capital management.
HR management
Day-to-day HR administration run from one desk: the employment contracts, the personnel files and the questions your staff raise about pay, leave and records. Because the same desk runs the pay run, an answer given to an employee and a figure printed on a payslip come from one file, never from two versions of it.
Managed payroll
The monthly pay run computed by us, approved by you and paid from your own bank account, with a payslip issued to every employee and the pay record filed where your auditor can read it. The full service stands on its own page for a company that needs payroll alone, without the HR side of the bundle.
Manpower recruitment
Hiring at volume for sites, floors and projects: sourcing, screening and placement of workers, run as its own engagement with its own scope and fee. It sits beside the bundle rather than inside it, and is brought in when your headcount is growing rather than standing still, so recruitment never crowds the monthly pay cycle.
Business advisory
Advice on company structure, market entry and day-to-day operations for a business setting up or reorganising in Bangladesh. It comes from the team that already runs the employment paperwork behind those decisions, so the advice arrives with the registers, contracts and filings it will create already priced and named rather than discovered later.
Income tax filing
Return preparation and filing for companies and individuals, run by the same desk that prepares the monthly withholding position from the pay run. The year-end figures therefore start from a file that has been reconciled month by month through the year, rather than assembled from loose payslips in the final week before the deadline.
Offshore payroll
The pay run for a foreign company paying staff in Bangladesh without a local finance team: computation and the statutory records kept here in Dhaka, approval given from wherever your decision-maker sits, and the monthly file returned in a form your auditor and your board can both read and question.
Who does the bundle fit?
The bundle scales by headcount, not by a licence tier, and the honest answer is that it does not fit everyone. The three cases below are where it earns its fee; a company needing payroll alone is pointed to the payroll page instead, at the scope rather than after it.
How does a switch to us run?
Five stages, and the third is the one that protects you: a full month runs in parallel before anything goes live, so the first payslip we issue has already been checked against the last one your old arrangement produced. Nothing is promised as a date; the sequence is promised as a sequence.
- Read the current file. Payroll history, registers, contracts and the last filed returns, read before anything is proposed.
- Map the bundle scope. Which HR tasks move to our desk, which stay with you, and what the pay run must produce each month, written and agreed.
- Run one cycle in parallel. Your outgoing arrangement and ours run the same month side by side, and every difference is reconciled on paper.
- Go live on your pay date. We compute, you approve, the payment leaves your own bank, and the payslips and records land in the file.
- Hold the monthly rhythm. Pay run, payslips, register updates and the withholding return prepared for the National Board of Revenue, month after month.
What runs on one calendar?
Four duties repeat around every employee, and three of them are fixed by statute rather than by habit. The table names each duty, the moment it falls due, and what fixes it, so a row can be checked against the source rather than taken on trust.
| What the desk produces | The moment it is due | Fixed by |
|---|---|---|
| Appointment letter and photo identity card | Before the worker starts | Labour Act 2006, section 5 |
| Order on a leave application | Within seven days, or two days before the leave | Labour Act 2006, section 10 |
| Register of workers | Kept current, open to the Inspector | Labour Act 2006, section 9 |
| Pay run and payslips | On the pay date the contract fixes | The engagement contract |
The statutory rows come from the Bangladesh Labour Act 2006, Act No. XLII of 2006: the appointment letter and photograph identity card under section 5, the register of workers open to the Inspector under section 9, and the order on a leave application within seven days, or two days before the leave begins, whichever is earlier, under section 10. The monthly return of tax deducted from salaries is prepared for the National Board of Revenue; its filing deadline could not be verified against the statute today, so no date is printed for it. Reviewed by Eicra Binte Islam
What gets asked before switching?
These four questions come up before nearly every engagement, and the first is always the fee. Each answer states the position first, then names the document or the provision it rests on, so the point can be checked rather than taken on trust.
What does the HR and payroll bundle cost?
The fee is set by three things: your headcount band, how often you pay, and how many HR tasks move to our desk beside the pay run, from records only up to onboarding, leave and the full monthly cycle. A written scope with the fee against it comes before the first cycle, and a task your own team already runs well stays with you rather than being billed.
Can we switch providers in the middle of a year?
Yes. A switch needs your payroll history, the current registers and the employment contracts, and the first cycle is run in parallel with the outgoing arrangement so the two outputs can be compared line by line before anything goes live. The month you switch in matters less than the completeness of the file you hand over, which is why the handover list comes first.
What do we hand over at the start?
Three things open the file: the employee list with contracts and appointment letters, the payroll history with the last filed returns, and whichever registers you already keep. We read them before anything is proposed, name what is missing against the Bangladesh Labour Act 2006, and the scope is written from what actually exists rather than from a standard checklist.
When does the bundle not fit?
It does not fit a company that only needs the pay run, which is cheaper under managed payroll alone, or one that wants staff employed by a provider, which runs under employer of record. It also does not fit a company whose HR need is really one hire. The bundle earns its fee where the pay run and the HR record must answer to each other every month, and where your case is narrower we say so at the scope.
Bring HR and payroll to one desk
Send your headcount, how often you pay, and which HR tasks currently have no owner. We come back with the scope we would run, the handover list for a clean switch, and the fee against that scope before the first cycle. Companies needing only one side of the desk are pointed to that page in the same reply.