Manpower Recruitment and Placement Services in Bangladesh
Manpower recruitment and placement is the hiring of many workers for one employer in a single drive. PayrollBD writes the role sheets, sources and screens the candidates, checks their documents and prepares the appointment letters. Each hire joins your own payroll under section 5 of the Bangladesh Labour Act 2006. You interview, you choose and you sign.
What is manpower recruitment and placement?
A recruitment drive fills a headcount plan rather than one vacancy. The roles are grouped into families, each with a role sheet, a pay band and a worker class under section 4 of the Act. Candidates are sourced, tested and interviewed in batches. Those you select receive an appointment letter in your company’s name and join in the waves the plan sets. The four lines below mark the edges of the service.
Worker-grade and staff roles for employers inside Bangladesh.
Many roles filled in one drive, in the joining waves you set.
Permanent, temporary, casual and badli appointments under section 4.
Screening, document checks and appointment letters drafted for your signature.
Who is a recruitment drive for?
Three kinds of employer send a headcount plan. The first is opening a site and needs a full staff before the opening date. The second has a season or a contract to cover with a fixed-period workforce. The third has been using supplied workers and wants its own hires on its own payroll.
Each is described below, and the right-hand column names the sister service for needs that fall outside a drive.
Who sends a headcount plan?
The three buyers below share one method and differ in timing. An opening has a fixed date, and every role must be filled before it. A season has a start and an end, and the class of worker follows from that. A switch from supplied workers has no deadline but has a payroll to set up first.
The label on each line is the buyer, and the text names what the drive delivers.
- Opening a siteA plant, warehouse, branch or office that needs operators, clerks, supervisors and support staff appointed before an opening date, hired in waves.
- Seasonal or project intakeA fixed-period workforce for a peak season or a contract phase, appointed as temporary workers under section 4(5) with the end date on the letter.
- Leaving a supplied workforceAn employer moving from workers supplied by an agency to hires on its own payroll, with appointment letters, identity cards and personnel files set up for each person.
Which page fits which need?
Not every hiring need is a drive. Where a need falls outside one, the line below names the sister service that carries it, so the plan reaches the right desk the first time. Each link opens the page that sets out that service’s own scope and fee.
- A single vacancy from officer to manager belongs with the recruitment and selection service, which runs one structured search at a time.
- A senior or confidential post belongs with executive search.
- Workers who should stay on PayrollBD’s payroll and be deployed to your site belong with labour manpower supply.
- An employer that wants the whole hiring function run for it, month after month, belongs with recruitment process outsourcing.
- Trade-tested factory roles belong with skilled workforce recruitment.
What does PayrollBD commit to in a drive?
Four commitments hold for every drive, whatever the headcount. They cover whose payroll the hires join, how the brief is fixed, what record is kept on each candidate, and what happens when a placed worker leaves early.
Each is written into the terms before sourcing begins, so the answer to a later question is in a document rather than in a memory.
Your payroll
Every placed worker is your employee from day one. The appointment letter and identity card that section 5 of the Act requires are issued in your company’s name. PayrollBD is the recruiter, never the employer, and carries no worker on its own payroll under this service. Payroll and personnel administration can be added through the payroll processing service.
Written brief
Sourcing starts only once the headcount plan and the role sheets are signed. Each sheet names the duties, the pay band, the class under section 4, the probation period and the joining wave. Any change is made in writing and dated, so every candidate is measured against the same sheet from the first assessment to the last offer.
Screening record
Every written test, skill test, interview score and document check is recorded on one sheet per candidate. The sheet for each hire is handed to you at joining. Sheets for candidates you did not select are held for the period the terms set, then destroyed. No candidate data reaches another client.
Replacement terms
If a placed worker leaves inside the period your written terms set, PayrollBD recruits a replacement against the same role sheet. The length of that period, and the conditions attached to it, sit in the terms you sign rather than on this page, because both follow the role family and the size of the drive.
How does a recruitment drive run?
Eight steps take a drive from the headcount plan to the last joining wave. The first three are paper: the plan, the terms and the role sheets. The next three are people: sourcing, assessment days and document checks. The last two are the appointment and the joining.
The first four steps sit in the left box and the last four in the right.
Which worker class does each hire join?
Section 4 of the Bangladesh Labour Act 2006 classifies workers, and section 5 fixes the two papers every worker must receive. The table sets out what each placed worker needs, where the Act or the written terms set it, and who does what. The paragraph beneath names the text the sections were read from.
The two boxes below cover the papers and the probation period in more detail.
| What each hire needs | Where it is set | Who does what |
|---|---|---|
| Letter of appointment | Section 5 | Drafted by PayrollBD from the role sheet, signed and issued by you |
| Identity card with photograph | Section 5 | Photograph taken at the document check, card issued by you |
| Worker class on the letter | Section 4(1) | Chosen per role sheet: apprentice, badli, casual, temporary, probationer or permanent |
| Period of probation | Section 4(8) | Six months clerical, three months other work, three more for a skilled worker |
| Service rules | Section 3 | Your own rules may apply, none less favourable than the Act |
| Screening sheet | Written terms | Kept by PayrollBD per candidate, handed to you for each hire |
The Bangladesh Labour Act 2006, XLII of 2006, is published by the Laws of Bangladesh site and in an English text hosted by the International Labour Organization. Section 2(65) defines a worker as any person, including an apprentice, employed in any establishment or industry, directly or through a contractor, to do skilled, unskilled, manual, technical, trade promotional or clerical work for hire or reward, and excludes a person employed mainly in a managerial or administrative capacity. Section 3(1) allows an establishment its own rules regulating employment, provided none is less favourable to any worker than the chapter. Section 4(1) classifies workers as apprentice, badli, casual, temporary, probationer and permanent. Section 4(8) sets the period of probation at six months for a worker whose function is of clerical nature and three months for other workers, and allows an extension of three months for a skilled worker. Section 5 provides that no employer shall employ any worker without giving such worker a letter of appointment, and that every such employed worker shall be provided with an identity card with photograph. Overseas employment is the subject of a separate law, the Overseas Employment and Migrants Act 2013, recorded in the ILO NATLEX database. Reviewed by Eicra Binte Islam, HR Admin, PayrollBD.
Papers each hire receives
Two papers are fixed by section 5: the letter of appointment and the identity card with photograph. PayrollBD drafts the letter from the signed role sheet, so the class, the pay band and the probation period on the letter match the sheet the candidate was assessed against. You sign it. The card carries the photograph taken at the document check. Three things follow from that for every hire.
Appointment letter drafted per hire from the signed role sheet.
Identity card photograph collected at the document check.
Personnel file opened per hire with the screening sheet inside.
Probation under the Act
Section 4(8) sets the probation period by the nature of the work, not by the employer’s preference. Clerical work carries six months. Other work carries three months, and for a skilled worker the three months can be extended by a further three where the quality of the work could not be judged in time.
The role sheet states the period, and the appointment letter repeats it.
A probationer who completes the period becomes a permanent worker under section 4(7). A hire who is not confirmed is dealt with under the terms of the letter and the Act, and the record of the decision sits in the personnel file you opened at joining.
What gets asked before a drive starts?
Four questions come up before nearly every drive: who employs the placed worker, whether PayrollBD sends workers abroad, how long probation runs, and how the fee is set. Each is answered below. Where the answer rests on the Act, the section is named.
Where it rests on the written terms, the answer says so instead of quoting a figure that would not hold for every drive.
Four answers, each on its footing
Each answer opens with the position and then gives its basis, either a section of the Bangladesh Labour Act 2006 read for this page or a clause of the terms every client signs. The one limitation of the service is stated as plainly as the rest: this is domestic recruitment, and nothing on this page covers employment abroad.
Who is the employer of a placed worker?
You are. The appointment letter and the identity card that section 5 of the Bangladesh Labour Act 2006 requires are issued in your company’s name, and the worker joins your payroll on the joining date. PayrollBD is the recruiter.
It sources, screens, checks documents and drafts the papers, and its role ends at placement unless payroll or HR administration is engaged separately.
The labour manpower supply page covers the other arrangement, where PayrollBD is the employer.
Does PayrollBD recruit workers for jobs abroad?
No. This service recruits for employers inside Bangladesh and places the hires on those employers’ payrolls. Sending workers to jobs in other countries is the subject of a separate law, the Overseas Employment and Migrants Act 2013, and PayrollBD does not act as an overseas recruiting agent.
An enquiry for overseas placement is declined in the first reply rather than passed on to someone else.
How long is probation for a new hire?
As long as section 4(8) of the Act sets for the work. A worker whose function is of a clerical nature serves six months. Other workers serve three months, and for a skilled worker that period may be extended by a further three months where the quality of the work could not be judged in the first three.
The role sheet states the period, and the appointment letter repeats it, so no hire learns the period after signing.
How is the fee for a recruitment drive set?
In writing, before sourcing starts, on one of two bases. A per-placement fee is set for each role family and charged when a hire joins.
A drive fee is set for the whole plan where the roles are similar and the waves are fixed. Either way the basis, the replacement period and the payment points are in the terms you sign.
No figure sits on this page because it moves with the role families, the numbers and the sites.
Nothing is advertised until step three is complete.
Send the roles, the numbers, the sites, the joining dates and the pay bands. We come back with the role families, the assessment plan, the fee basis and the written terms, before anything is advertised. If your need is a single vacancy or a senior search, we say so in the same reply and point you to the right page.