About PayrollBD
PayrollBD is a Dhaka-based payroll outsourcing, Employer of Record (EOR), PEO and HR services provider that has supported foreign and local employers in Bangladesh since 2007. We run monthly payroll in Bangladeshi taka, withhold and deposit income tax, and administer employment under the Bangladesh Labour Act 2006 — so companies can employ people here without building a local HR and payroll function.
Who We Are
PayrollBD operates from Uttara, Dhaka, and works with two kinds of client: international companies that want people in Bangladesh without opening an office here, and Bangladeshi employers that would rather hand payroll, tax and HR administration to a specialist team than staff it internally.
The work is done in Bangladesh by people who work here. Payroll calculations, statutory deductions, provident fund and gratuity treatment, festival bonus provisioning, leave and overtime rules, work permit filings for expatriate hires — these follow Bangladeshi law and a Bangladeshi calendar, and they are handled by a team that sits in the same time zone as your staff.
Across nine practice areas we publish 81 individual services, from monthly payroll processing through to company secretarial work, recruitment and workspace. One team, one point of contact, one monthly invoice.
Bangladesh since
one agreement
published on this site
clients Bangladesh-wide
PayrollBD at a Glance
| Detail | Information |
|---|---|
| Trading name | PayrollBD |
| Website | www.payroll.com.bd |
| Serving employers since | 2007 |
| Head office | House 47, Ravindra Sarani (Road 15), Sector 3, 8th Floor, Uttara, Dhaka 1230, Bangladesh |
| Telephone | +880 1511002341 |
| info@payroll.com.bd | |
| Practice areas | 9 — Payroll, EOR, PEO, HR, Tax & Compliance, Finance & Advisory, BPO, Recruitment, Workspace & IT |
| Individual services | 81, each with its own service page — the full list is published below |
| Employment law applied | Bangladesh Labour Act 2006 and Bangladesh Labour Rules 2015 |
| Tax authority | National Board of Revenue (NBR) — income tax withheld at source and deposited on the statutory calendar |
| Payroll currency | Bangladeshi taka (BDT), monthly cycle |
| Working languages | English and Bengali |
| Verified channels | LinkedIn · Facebook · X · YouTube · Instagram |
Who We Serve
If your situation sits between two rows below, it is still handled by the same team under the same agreement. Describe the setup and we will tell you plainly which route fits — including when the honest answer is that you do not need us yet.
| Your situation | What you typically need | Start here |
|---|---|---|
| Foreign company with no Bangladeshi entity | Someone to employ, pay and administer your staff locally, without you incorporating | Employer of Record |
| Foreign company with a registered branch or liaison office | HR and payroll administration layered on top of your own entity | PEO Services |
| Bangladeshi company outsourcing payroll | Monthly processing, payslips, deductions and statutory reporting | Payroll Outsourcing |
| Company hiring expatriates into Bangladesh | Work permit and visa filings plus expatriate payroll administration | Work Permit Support |
| Company building a remote team here | Sourcing, onboarding and ongoing employment of Bangladesh-based staff | Offshore Remote Staffing |
| Company outsourcing back-office functions | Accounting, bookkeeping, procurement, project and facility operations | BPO Services |
| Company hiring at volume or across skill levels | Recruitment, staffing and manpower supply from professionals to general labour | Recruitment Services |
| Company needing a Dhaka base | Serviced office, virtual office or shared workspace with local IT support | Workspace Services |
Every Service We Provide
81 services across 9 practice areas, delivered by one Dhaka team. Every line below is a live service with its own page — nothing here is aspirational.
1. Payroll Services
Recurring salary processing, statutory deduction handling and payroll administration for staff based in Bangladesh.
| Service | What it covers | Best suited to |
|---|---|---|
| Payroll Outsourcing | Full transfer of the payroll function to our Dhaka team | Employers removing in-house payroll workload |
| Payroll Processing | Gross-to-net calculation, allowances, deductions, overtime and leave inputs | Any employer paying staff in Bangladesh |
| Payroll Management | Payroll registers, payslips, approval workflow and management reporting | Finance teams needing an auditable payroll trail |
| Offshore Payroll Outsourcing | Payroll run for offshore and remote teams working from Bangladesh | Overseas companies with Bangladesh-based staff |
| Payroll Consulting | Salary structure design, payroll policy and process set-up | Employers building payroll from scratch |
| HR Payroll Management | Combined HR and payroll administration under one team | Employers wanting a single HR-payroll desk |
| Contractor Payroll Services | Payment administration for contractors and non-permanent staff | Project and contract-based workforces |
| Payroll Plans and Pricing | Published package tiers and what each covers | Buyers comparing cost before enquiry |
2. Employer of Record (EOR)
Employing staff in Bangladesh on behalf of a company that has no local entity of its own.
| Service | What it covers | Best suited to |
|---|---|---|
| Employer of Record in Bangladesh | Local employment contracts, payroll, benefits and HR administration | Foreign companies without a Bangladesh entity |
| PEO and EOR Services | Choosing and running the right structure between PEO and EOR | Companies unsure which model applies |
| Professional Employment Solutions | Employment administration for staff engaged through us | Employers hiring without incorporating |
| E-Visa and Work Permit | Work permit and visa filings for foreign nationals | Employers relocating expatriate staff |
| Employee Onboarding | Documentation, personnel files and payroll registration before day one | Distributed teams hiring into Bangladesh |
| Staff or Employee Management | Ongoing day-to-day administration of employed staff | Employers with no local HR presence |
3. PEO and Co-Employment
Co-employment support layered on top of a company’s own Bangladeshi entity.
| Service | What it covers | Best suited to |
|---|---|---|
| PEO – Professional Employer | Co-employment staffing, payroll and HR under one agreement | Companies already registered in Bangladesh |
| HR Solutions and Payroll Service | Combined PEO and HR support package | Employers scaling past their first hires |
| Contingent Workforce Management | Management of temporary, seasonal and project headcount | Variable or short-term staffing needs |
| Talent Management | Performance frameworks, retention and succession planning | Employers investing in retention |
| Human Capital Management | Workforce planning, capability mapping and development | Organisations restructuring their teams |
4. HR Services and Workforce Management
Day-to-day human resource operations for employers with staff in Bangladesh.
| Service | What it covers | Best suited to |
|---|---|---|
| Human Resource Management | Employee relations, records, leave and grievance handling | Employers without a local HR team |
| HR Administration Services | Managed HR desk covering routine administration | Firms outsourcing the HR function |
| Remote HR Manager | A dedicated HR manager working as part of your team | Overseas employers needing local HR judgement |
| HR Executive Search | Search and selection for senior and specialist roles | Leadership and hard-to-fill hiring |
| Recruitment and Selection | Sourcing, screening, interviewing and offer management | Employers hiring in volume |
| HRIS – HR Information System | Employee data systems, records and reporting | Employers formalising HR data |
| Workforce Management | Deployment, headcount planning and workforce control | Operations with shift or field staff |
| Workforce Scheduling | Shift planning, rosters and coverage management | Continuous-operation employers |
| Time and Attendance | Attendance capture, overtime tracking and leave inputs | Employers with hourly or shift staff |
| Offshore Remote Staff Outsourcing | Recruiting and running remote teams based in Bangladesh | Companies building offshore capacity |
5. Tax, Legal and Compliance
Statutory filings and compliance work that sits around employing and operating in Bangladesh.
| Service | What it covers | Best suited to |
|---|---|---|
| Income Tax Filing Consultancy | Income tax and VAT return preparation and filing | Companies with Bangladeshi tax obligations |
| Labour Law, VAT and Provident Fund | Labour Act obligations, VAT management and provident fund administration | Employers exposed to statutory inspection |
| Tax Consultation Services | Advisory on salary structuring and payroll-related tax treatment | Finance teams planning compensation |
| Vetting and Compliance | Document vetting, contract review and compliance checks | Employers formalising documentation |
| Professional Compliance Consulting | Ongoing regulatory compliance advisory | Regulated and audited operations |
| Corporate Governance | Board, policy and governance framework support | Foreign-owned entities in Bangladesh |
| Corporate Secretarial Services | Statutory registers, filings and secretarial administration | Registered branch and liaison offices |
| Trademark Registration | Trademark filing and brand protection in Bangladesh | Companies protecting a brand locally |
6. Finance, Accounting and Business Advisory
Back-office finance and advisory work delivered from the same Dhaka team.
| Service | What it covers | Best suited to |
|---|---|---|
| Accounting and Tax Service | Management accounts, reconciliations and statutory reporting | Branch and liaison offices |
| Financial Accounting and Bookkeeping | Day-to-day ledger maintenance and transaction recording | SMEs and market-entry operations |
| Accounting and Audit Services | Audit preparation and financial review support | Companies facing statutory audit |
| CFO Services | Part-time senior finance leadership | Growing operations without a local CFO |
| Financial Risk Management | Risk identification, controls and compliance monitoring | Finance functions tightening control |
| Financial Due Diligence | Pre-transaction financial and operational review | Investors and acquirers |
| Strategic Business Planning | Corporate finance planning and business modelling | Companies planning expansion |
| Business Investment Advisory | Market entry and investment structuring advice | Foreign investors entering Bangladesh |
| Business Restructuring | Operational and organisational restructuring support | Businesses reorganising locally |
| Valuation Advisory | Business and asset valuation support | Transactions and reporting requirements |
| Business Advisory | General commercial and operational advisory | Companies establishing local operations |
7. Business Process Outsourcing
Whole functions handed over to our team rather than staffed in-house.
| Service | What it covers | Best suited to |
|---|---|---|
| Business Process Outsourcing | Transfer of defined back-office processes to Dhaka | Companies reducing overhead |
| BPO Services Overview | Full BPO service scope and delivery model | Buyers scoping an outsourcing programme |
| Recruitment Process Outsourcing | End-to-end ownership of the hiring process | High-volume or continuous recruitment |
| Project Management | Managed project delivery and coordination | Programmes needing local control |
| Offshore Project Management | Remote project management for offshore delivery | Distributed delivery teams |
| Sourcing and Procurement Outsourcing | Supplier sourcing, negotiation and procurement operations | Companies with local supply chains |
| Sourcing and Procurement BPO | Managed procurement function for suppliers and vendors | Buyers consolidating vendors |
| Category Management | Purchasing category strategy and management | Procurement-heavy operations |
| Vendor Management | Consolidated management of third-party suppliers | Employers with fragmented supplier bases |
| Contractor Management Services | Administration and oversight of contractor arrangements | Facility and contract-based operations |
| Facility Management | Site, premises and facility operations support | Companies with physical operations |
8. Recruitment and Manpower Supply
Sourcing and supplying staff across skill levels, from professionals to general labour.
| Service | What it covers | Best suited to |
|---|---|---|
| Manpower Recruitment Services | General recruitment and manpower supply | Employers hiring across skill levels |
| Our Hiring Services | Full hiring service scope and process | Employers starting a hiring programme |
| Recruiting and Staffing Services | Combined permanent and contract staffing | Mixed workforce requirements |
| Skilled Workforce Recruitment | Sourcing trade-qualified and skilled staff | Industrial and technical employers |
| Semi-Skilled Workers Supply | Supply of semi-skilled operational staff | Manufacturing and operations |
| Unskilled Labour Supplier | General labour supply and administration | Site and facility operations |
| Contract Labour Supplier | Contract-based labour supply | Fixed-term and project labour |
| Labour Manpower Supply | Bulk manpower supply and coordination | Large-scale operational needs |
| Engineering Staffing Agency | Engineering and technical placement | Engineering and infrastructure firms |
| Technical Manpower Recruitment | Technical trades and specialist recruitment | Technical operations |
| Engineer Talent Solutions | Engineering talent sourcing and retention | Firms scaling engineering teams |
| Recruit Professionals and Experts | Professional and specialist recruitment | Knowledge-based roles |
| Hire Technical Staffing | Technical staff hiring and placement | Technology and technical employers |
| Hire Technology-Skilled Staff | IT and technology talent sourcing | Software and IT operations |
| Hire Doctors and Tech Talent | Healthcare and technical professional recruitment | Healthcare and specialist sectors |
| Recruiting Skilled Labour | Skilled labour sourcing and supply | Industrial employers |
9. Workspace and IT Support
Physical and technical infrastructure for teams operating in Dhaka.
| Service | What it covers | Best suited to |
|---|---|---|
| Virtual Remote Office | Remote workspace set-up and management | Distributed teams needing a Dhaka base |
| Serviced Office | Fully serviced office space in Dhaka | Teams needing a ready workspace |
| Virtual Offices in Dhaka | Registered business address and mail handling | Companies testing the market |
| Shared Work Space | Shared desk and co-working arrangements | Small and starting teams |
| On-Site IT and Remote Computer Services | On-site IT support for local operations | Offices needing local IT cover |
| IT Support and AMS Maintenance | Application maintenance and ongoing IT support | Systems requiring managed support |
How We Compare to Other Ways of Hiring in Bangladesh
There are four realistic routes to employing someone in Bangladesh. Each has a defensible use case, and we have set out the trade-offs as honestly as we can — including the cases where PayrollBD is not the right answer.
| Comparison point | PayrollBD (local provider) | Global EOR platform | Local payroll bureau | Your own Bangladeshi entity |
|---|---|---|---|---|
| Local entity required from you | No — for EOR engagements | No | Yes | Yes — RJSC registration, trade licence, NBR |
| Where the work is done | Dhaka, by the team you deal with | Platform support, with in-country delivery varying by provider | Locally, but limited to processing | In-house, by staff you hire |
| Published market fee | Quoted per engagement — see our plans and pricing | Published Bangladesh rates commonly run USD 200–600 per employee per month; widely listed tiers include USD 399, USD 400 and USD 599 | Usually per payslip or a monthly retainer | No vendor fee, but incorporation, audit, accounting and HR headcount instead |
| Scope beyond payroll | HR, recruitment, tax, accounting, BPO, work permits and workspace from one team | Typically employment and payroll; other functions are separate products | Accounting and tax; employment usually out of scope | Whatever you build and staff yourself |
| Time to first compliant hire | Days once scope and salary are agreed | Days, where the provider already holds a Bangladeshi entity | Only after your entity exists | Months — incorporation, licensing and registration |
| Who answers a Labour Act question | The Dhaka team handling your account | A support queue; local escalation varies by provider | Usually your own HR or counsel | Your in-house team |
| Exit | End the service agreement | End the platform subscription | End the engagement | Formal company wind-up |
| When it is not the right choice | Very large permanent operations, or where a single global vendor is mandated across dozens of countries | Where you want named, Bangladesh-specific advice rather than a platform SLA | Where you have no entity and cannot be the legal employer | Small or exploratory teams where the fixed cost is not yet justified |
Third-party pricing is shown as published market ranges rather than named vendor quotes, because list prices change and are frequently discounted on volume. Ranges compiled from publicly published provider and market guides, reviewed August 2026. Always request a current written quote from any provider before comparing.
What Employing Someone in Bangladesh Actually Costs
Gross salary is rarely the whole number. This is what a finance team should budget for, and who carries each line.
| Cost component | How it works | Who carries it |
|---|---|---|
| Gross salary | Agreed with the employee and paid monthly in BDT | The employer (billed at cost) |
| Provident fund and gratuity accrual | Provisioned as an employer obligation rather than discovered at year end; market guidance commonly puts statutory employer add-ons at roughly 10–15% above gross | The employer |
| Festival bonus | Provisioned ahead of Eid-ul-Fitr and Eid-ul-Adha rather than absorbed in the month it falls | The employer |
| Employee income tax | Withheld at source from the employee’s pay and deposited with the NBR — it does not sit on top of the employer’s cost | The employee, administered by us |
| Overtime | Paid at the statutory premium rate where applicable under the Labour Act | The employer |
| Service fee | Our fee for running payroll, employment and compliance — quoted per engagement | The employer |
Percentages reflect general published market guidance and are indicative only. Your actual employer cost depends on salary level, role, sector and benefit structure. Ask us for a written per-employee cost before you budget.
How an Engagement Works
Six steps, no surprises. The same sequence applies whether you are hiring one person or thirty.
STEP 1
Scope and written quote
You tell us the roles and approved salary levels. You get a written per-employee cost covering service fee, gross salary and statutory employer costs. No obligation.
STEP 2
Contracts and documentation
Employment or service documentation prepared under the Bangladesh Labour Act 2006 and Labour Rules 2015, issued and signed before anyone starts work.
STEP 3
Onboarding
Personnel files, payroll registration and documentation completed ahead of day one — including work permit filings where the hire is an expatriate.
STEP 4
Monthly BDT payroll
Salaries calculated and disbursed in Bangladeshi taka on a fixed monthly cycle, with a payslip issued every period.
STEP 5
Tax and statutory filings
Income tax withheld at source and deposited with the National Board of Revenue on the statutory calendar, keeping you outside Bangladesh’s payroll-tax filings.
STEP 6
Reporting and ongoing compliance
Monthly reporting plus leave, benefits, festival holidays and Labour Act administration, year-round, on one consolidated invoice.
Governance, Compliance and Accountability
Running someone else’s payroll is a liability position, not a software subscription. These are the controls that sit behind it.
| Area | What we apply |
|---|---|
| Employment law | Bangladesh Labour Act 2006 and Bangladesh Labour Rules 2015 — working hours, leave, festival holidays, overtime, notice and termination |
| Income tax | Withholding at source on salaries and deposit with the National Board of Revenue on the statutory calendar |
| Wage payment timing | A monthly wage cycle observed in line with the Labour Act’s payment-timing requirements |
| Statutory benefits | Provident fund, gratuity accrual and festival bonus treated as employer obligations and provisioned in advance |
| Expatriate authorisation | Work visa and work permit filings completed before employment begins |
| Employee data | Personnel records and payroll data held under the confidentiality terms of the service agreement |
| Escalation | A named point of contact in Dhaka — compliance questions are answered by the people handling your account, not a ticket queue |
A global technology distributor headquartered in the United States came to us eight years ago running payroll in-house for a 40-person team in Bangladesh. That team is 225 people today, and PayrollBD handles their HR and payroll end to end. The function has stayed with us throughout — through every hiring wave, every statutory change and every festival calendar since.
- Monthly payroll processed by the client’s own staff in Bangladesh
- Statutory deductions, provident fund and festival bonus administered internally
- Employee records and employment documentation maintained in-house
- Payroll workload growing with every new hire, carried by people whose actual job was something else
- Payroll, tax and statutory benefits run by our Dhaka team for all 225 people
- Provident fund, gratuity accrual and festival bonus provisioned in advance, not discovered at year end
- HR administration, employee records and documentation handled end to end
- Headcount up more than five-fold with no in-house payroll function rebuilt
| Function | What we handle |
|---|---|
| Monthly payroll | Gross-to-net calculation for all 225 employees, allowances, deductions, overtime and leave inputs, with payslips issued every cycle |
| Payroll tax | Employee income tax withheld at source and deposited with the National Board of Revenue on the statutory calendar |
| Statutory benefits | Provident fund, gratuity accrual and festival bonus treated as employer obligations and provisioned in advance |
| HR administration | Employee records, leave administration, joiners and leavers, and day-to-day HR operations for the whole team |
| Employment documentation | Contracts, working hours, notice and termination handled under the Bangladesh Labour Act 2006 and Bangladesh Labour Rules 2015 |
| Reporting | Monthly payroll registers and management reporting to the client’s finance team |
Frequently Asked Questions About PayrollBD
The questions foreign employers ask us most often before hiring or paying anyone in Bangladesh. If yours is not here, ask it directly — you will get a straight answer, including when the answer is that you do not need us.
PayrollBD is a Dhaka-based payroll outsourcing, Employer of Record (EOR), PEO and HR services provider that has supported foreign and local employers in Bangladesh since 2007. It runs monthly payroll in Bangladeshi taka, handles income tax withholding and deposit with the National Board of Revenue, and administers employment under the Bangladesh Labour Act 2006.
PayrollBD publishes 81 individual services across 9 practice areas: payroll, Employer of Record, PEO and co-employment, HR and workforce management, tax and compliance, finance and business advisory, business process outsourcing, recruitment and manpower supply, and workspace and IT support. The complete list, with links to every service page, is published above.
Yes. Under an Employer of Record arrangement, staff are employed locally on your behalf while you direct the day-to-day work — so you can have people in Bangladesh without going through RJSC incorporation, trade licence and NBR registration first. If you already have a registered branch or liaison office, a PEO arrangement is usually the better fit.
Your cost has three parts: the employee’s gross salary, statutory employer obligations such as provident fund, gratuity accrual and festival bonus, and the service fee. Published market guidance commonly puts statutory employer add-ons at roughly 10–15% above gross salary. Employer-of-record service fees published across the Bangladesh market generally run from USD 200 to USD 600 per employee per month. Ask us for a written per-employee cost for your specific roles.
Our office is at House 47, Ravindra Sarani (Road 15), Sector 3, 8th Floor, Uttara, Dhaka 1230, Bangladesh. Payroll, tax and compliance work is performed by the Dhaka team, and we serve clients across Bangladesh.
The Bangladesh Labour Act 2006 and the Bangladesh Labour Rules 2015 govern working hours, leave, festival holidays, overtime, notice and termination. Employee income tax is withheld at source and deposited with the National Board of Revenue on the statutory calendar.
Payroll outsourcing means we process payroll for staff you already employ through your own entity. PEO means we provide HR and employment administration alongside your existing Bangladeshi entity. EOR means staff are employed locally on your behalf, so you need no entity of your own. Which one applies depends entirely on whether you are already registered in Bangladesh.
PayrollBD has been serving employers in Bangladesh since 2007. Our longest-running engagements include a US-headquartered global technology distributor whose Bangladesh HR and payroll we have run for eight years, over which their team grew from 40 people to 225.
Still have a question?
Tell us the roles, the headcount and whether you already have a Bangladeshi entity. We will tell you which route fits and what it costs — in writing, with no obligation.
Hiring or Paying Staff in Bangladesh? Let's Talk.
Tell us the roles, the headcount and whether you already have a Bangladeshi entity. We will tell you which route fits and what it costs — in writing, with no obligation.