Human Resource Management Services in Bangladesh
Hire, pay and keep staff in Bangladesh without an in-house HR team. PayrollBD is an HR outsourcing and recruitment provider. We write the appointment papers, run benefits, audit HR files, review pay grades and handle senior hiring. Local and foreign employers both use it. Your managers direct the work. One team keeps the employment record.
What does weak HR record keeping cost you?
Most employers here lose money on records, not on salaries. A missing appointment letter or an unsigned identity card becomes a dispute you cannot answer on paper. Leave balances drift. Your finance team absorbs HR admin it was never staffed for. Managers chase files instead of running work. PayrollBD keeps the employment record to the Bangladesh Labour Act 2006, so the paper trail exists before anyone asks to see it.
Which four HR blocks do we cover?
Four blocks of work carry an open role through to a live employment record. We source and screen against the grade you set. We keep leave, grievance and exit records current. We complete the joining papers that make a hire lawful. We hold the pay structure so each role carries a traceable cost. Each block leaves a document you can check. Nobody has to guess who owns the record.
Which HR services do we provide?
The list below is the full standing scope PayrollBD runs for an HR client. Some employers take all of it. Most take only the parts their own team cannot staff. Candidate tracking, pay review and statutory compliance move first in most cases. Benefits, settlement work and the HR process audit follow. Each block can run on its own.
How do HR services help your business?
Three blocks of work carry most of the value. The first fills open roles. The second reaches senior people who never answer adverts. The third employs staff for you while they do your work. Each one is set out below with what you get and how it runs.
Our HR Services :
- Vendor management
- Benefits management
- Survey management
- HRMS management
- Global HR help-desk
- Labor issues
- Full & final settlement
- HR Process Audit
- HRSS Preparedness
- Process Re-engineering
- Retention Management
- Build-Operate-Manage
- Remote HR Manager
- Offshore Remote Staff
- Accounting & Bookkeeping
- HR Information System
- Absence Management
- Workforce Scheduling
- Workforce Management
- Contingent Workforce
Tell us about your project
Talk to our HR specialists
Tell us which part of the HR work you want to hand over. Say which records you already hold. A member of the HR team reads your files before replying. The first talk then covers your real papers, not a generic scope. If the fit is wrong we say so at that stage. We will not propose work you do not need.
Who do these HR services serve?
Three groups use PayrollBD in different ways. The handover looks different for each one. A foreign company arriving in Bangladesh needs a lawful employment record on day one. A local company that has outgrown its first clerk needs structure and written procedure. An employer already using a provider needs a clean transfer. The pay cycle must not break.
Foreign companies entering Bangladesh
You get a lawful employment record before you hold a registered entity. PayrollBD carries the contract. We issue the appointment letter and the photo identity card required at hiring. We put the worker into a Bangladesh pay cycle and keep the personal file. Your managers direct the work. The employer duties sit with a team already inside the country.
Local companies without an HR team
You get an HR function without adding permanent headcount. We build the grade structure and write the appointment papers. We set up leave and attendance records. We run the monthly cycle. Line managers get one contact for people questions. Your finance team stops carrying HR admin it was never staffed for.
Employers switching HR providers
You move without a gap in the pay cycle. We audit the files your current provider holds. We list missing appointment letters and identity cards. We rebuild whatever is absent. Then we run one cycle beside yours. Nothing is switched off until that parallel run matches your own figures.
How does an HR handover work?
The handover runs as a fixed sequence. You always know which stage you are in. Each stage leaves a record you can check before the next one starts. Nothing switches over until the parallel pay run matches the figures you hold. The sequence is the same for a first engagement. It is also the same for a transfer from another provider.
- 1Audit the existing contracts, personal files and payroll inputs.
- 2Agree scope, grades and reporting lines in writing.
- 3Rebuild missing appointment letters and photo identity cards.
- 4Run one payroll cycle in parallel with your current process.
- 5Reconcile, take over the cycle and issue the agreed reports.
Which statutory duties apply to employers?
Employment in Bangladesh is governed by the Bangladesh Labour Act 2006. The duties below attach to the employer, whoever keeps the papers. PayrollBD works to the same Act. The records we hold are the records an inspection asks to see. The table sets out each duty. It names the provision it comes from. It shows where in the cycle it applies.
| Duty on the employer | Statute and provision | Stage in the employment cycle |
|---|---|---|
| Issue an appointment letter and photo identity card | Bangladesh Labour Act 2006, section 5 | Before work begins |
| Pay all wages due to the worker employed | Bangladesh Labour Act 2006, section 121 | Every wage period |
| Pay wages before the fifth day after the period | Bangladesh Labour Act 2006, section 123 | End of each wage period |
Where a duty above is unmet, the gap sits with the employer. It does not sit with whoever keeps the file. That is why the handover audit starts with appointment papers. Enforcement sits with the Department of Inspection for Factories and Establishments, the labour inspectorate that examines establishment records. Section 5 of the Act states that no employer shall employ any worker without giving such worker an appointment letter. It adds that every such employed worker shall be provided with an identity card with his photograph.
The Act is published by the Government of Bangladesh. Read the Bangladesh Labour Act 2006 gazette text or the Laws of Bangladesh entry for Act XLII of 2006. Reviewed by Eicra Binte Islam
Where can you read more on HR topics?
These pages carry the detail this one summarises. Each one is kept on the same site. Use them as the low-commitment route. Read the scope. Check whether it matches your situation. Come back to the enquiry form once you know which part of the work to hand over first. Each page is short. Read the one you need.
Payroll processing in Bangladesh
Read how a monthly cycle is built. It runs from attendance and leave inputs, through deductions, to the payslip and the closing report. Useful when payroll is the block you want to move first. HR admin can stay with your own team for now. See payroll processing solutions for the full scope.
Vendor management services
Covers how outside suppliers and contract labour are taken on, documented and reviewed. It shows where that record sits beside your employee file. Useful when much of your workforce comes through suppliers rather than direct hire. See vendor management services for the detail.
Workforce management explained
Covers scheduling, absence, shift cover and the attendance data that feeds a pay run. It also shows how those inputs are checked before payroll closes. Useful for shift work and site-based work. Attendance is the main source of pay error there. See workforce management for the detail.
HR information system overview
Covers what an HR information system holds. It shows how records move between the personal file, the leave balance and the pay run. It also shows what you keep access to. Useful when you are deciding whether to run your own system or use ours. See the HR information system page for the detail.
What do employers ask before handing over HR?
HR analytics matters because it turns your own staff records into decisions you can defend. Attendance, leave, turnover and grade data show where people leave. It also shows which roles stay open longest and where overtime piles up. You do not have to rely on what a manager recalls of last year. You read the same records your appointment files and pay runs already produce. You can then show the basis for a decision.
The employer stays legally responsible, whoever keeps the file. Under the Bangladesh Labour Act 2006 the duty to issue an appointment letter and a photo identity card sits with the employer.
PayrollBD carries out the work and holds the record. That does not move the duty off you. Where PayrollBD employs the worker under a leasing arrangement, we hold the contract and carry the employer record, so the duty is ours.
It is not the right fit when your headcount is small and stable. If you employ a handful of people, hire rarely and already keep clean files, an outside HR team adds cost without removing work. It also fits badly where you want same-day decisions on individual staff matters without a written process. In both cases keep the work in house and hand over only the payroll run.
Employers gain one owner for the employment record. HR work often gets split between finance, operations and a part-time clerk. Instead, one team keeps the appointment papers, benefits entries, leave and attendance records, grade bands and exit files. You get the same file shape for every worker. You get a pay cycle you can predict. You also get a firm answer when a labour query, an audit or a sudden resignation lands.
Employee data sits in the HR system PayrollBD operates, not in scattered spreadsheets. Appointment papers, attendance, leave balances and pay inputs are held as one record per worker. Access runs through the team on your account, the same team that answers your questions. A change entered once reaches the pay run, the personal file and the report. Nobody re-keys it, so the audit trail stays intact.
Ready to hand over your HR work?
Send the enquiry form above. A member of the HR team reads your current records before replying. The first talk is then about your own files. No sales pack is sent. You get a reply from the HR team.
What you pay is set by headcount, how many pay cycles you run each month, and which of the four blocks you hand over. The quote follows your own numbers, so ask for it with your headcount to hand.