Labour Manpower Supply Services in Bangladesh
PayrollBD supplies skilled, semi-skilled and unskilled workers to establishments across Bangladesh. Labour manpower supply is the placing of workers into an establishment through a supplier rather than by direct hire. You direct the work on site. We source the workers, issue the appointment letter and identity card, and hold the attendance and compliance record.
Why use a manpower supplier?
Three reasons account for nearly every manpower supply enquiry we receive, and none of them is cost alone. A supplier absorbs the sourcing time, carries the documentation burden, and lets headcount move with demand instead of sitting fixed on the payroll. The cards below set out each one, and what the establishment still keeps hold of in each case.
Which class of worker applies?
Section 4 of the Bangladesh Labour Act 2006 divides workers into six classes, and the class decides what the establishment owes the worker. Manpower supply normally draws on two of them. The table sets out which class fits which requirement, and what each one means in the words of the statute rather than in ours.
| Class of worker | What the statute says | Typical supply use |
|---|---|---|
| Casual, section 4(4) | Employment in the establishment is of a casual nature | Volume peaks, cover, one-off movements |
| Temporary, section 4(5) | Work essentially of a temporary nature, likely finished within a limited period | Projects and seasonal runs with an end date |
| Probationer, section 4(6) | Provisionally employed against a permanent vacancy, probation not completed | Where a deployment converts to direct hire |
| Permanent, section 4(7) | Employed on a permanent basis, or probation satisfactorily completed | Continuous roles, better held directly |
Read the row that matches your requirement before agreeing a deployment, because a role placed in the wrong class creates an entitlement question later that is expensive to answer retrospectively. Section 2(65) of the same Act settles the wider point: a person employed in an establishment either directly or through a contractor is a worker of that establishment, so the statutory protections do not change because the workforce arrived through a supplier. Reviewed by Eicra Binte Islam
What does the service include?
Four supply types cover the whole scope, and each produces its own record set. What separates them is the level of verification a worker goes through before deployment, not the terms of the engagement. Nothing below is billed as an extra once a deployment is running.
Skilled labour supply. Skilled manpower for technical and role-specific tasks, selected against verified trade experience, the job responsibilities and the site conditions. Verification happens before deployment rather than after a performance problem, which is why skilled roles take longer to fill than general ones. The wider staffing route sits under our recruitment process outsourcing.
Semi-skilled labour supply. Semi-skilled workers for machine assistance and routine operational activity, briefed on the assigned task before they start. This is the bridge between general labour and a verified trade role, and it is where most production support requirements actually sit. Shift patterns are planned through our workforce scheduling team.
General labour supply. General workers for loading, unloading, material movement and support tasks carried out under supervision. This is the fastest class to deploy because the pool is standing and the verification set is short. Where a requirement is continuous rather than variable, direct employment usually costs less and we say so at the enquiry. The narrower scope sits under unskilled labour supplier.
Contract and on-demand manpower. Contract and on-demand deployment for short projects, seasonal peaks and cover, without a long-term employment commitment on your side. The class of worker is agreed in writing before anyone is sent, because section 4 is what decides the entitlement, not the length of the purchase order. Fixed-term arrangements are detailed under contract labour supplier.
Which industries do we staff?
Four sectors account for most of what we deploy, and each one asks for a different mix of classes and a different documentation rhythm. The blocks below name what the workforce actually does in each, rather than describing the sector back to you. Where your operation spans two of them, the deployment is planned against the busier one first.
How does deployment work?
Five stages, and the first two happen before any worker is named. The sequence exists because the class of worker and the documentation set have to be settled before a deployment carries any obligation, not after the first shift. Longer deployments are reviewed on the same cycle through our workforce management team.
- Establish the requirement. Headcount, the tasks, the site and the duration. This is what decides which class under section 4 the role belongs to.
- Agree the class in writing. Casual, temporary or a longer engagement, recorded before sourcing begins so the entitlement question is answered up front.
- Source and verify. Workers drawn from the standing pool or sourced against the requirement, with trade experience verified for skilled roles.
- Document and deploy. Appointment letter and photograph identity card issued to every worker under section 5 before the first shift is worked.
- Run and hand back the record. Attendance, wage register and replacement cover run each cycle, with the record handed to you in an inspection-ready form.
Where does manpower supply slip?
Manpower supply fails on classification far more often than on the workers themselves. The commonest failure is a role treated as casual when the work is continuous, which leaves an entitlement question that surfaces months later. The second is a deployment starting before the appointment letter and identity card exist, which is a section 5 breach on the day it happens rather than a paperwork delay. The third is an establishment assuming that using a supplier moves the statutory duty off its own books, which section 2(65) does not support. An inspection by the Department of Inspection for Factories and Establishments tests the record, not the intention. We settle all three in writing before a worker is sent.
What do employers ask first?
What is labour manpower supply?
Labour manpower supply is the placing of workers into an establishment through a supplier rather than by direct hire. Section 2(65) of the Bangladesh Labour Act 2006 treats a person employed in an establishment either directly or through a contractor as a worker of that establishment, so the statutory position does not change when the workforce arrives through a supplier. PayrollBD sources, documents and deploys the workers and holds the attendance record. The establishment directs the work on site.
Which classes of worker can you supply?
Section 4 of the Bangladesh Labour Act 2006 classifies workers into six classes: apprentice, badli, casual, temporary, probationer and permanent. Manpower supply normally draws on the casual class under section 4(4), where employment is of a casual nature, and the temporary class under section 4(5), where the work is essentially of a temporary nature and likely to be finished within a limited period. We agree which class a role falls into before deployment begins.
Does a supplied worker need an appointment letter?
Yes. Section 5 of the Bangladesh Labour Act 2006 states that no employer shall employ any worker without giving that worker a letter of appointment, and that every such worker shall be provided with an identity card with photograph. The requirement applies to supplied workers, not only to direct hires. We issue both before a worker reaches your site and keep the counterpart on file, so the record can be produced during an inspection without a search.
How quickly can workers be deployed?
It depends on the headcount, the class of work and whether the roles need verified trade experience. General and support roles move fastest because the pool is standing and the verification set is short. Skilled roles take longer because experience is checked before anyone is sent. We state the sequence and name what is outstanding at the enquiry rather than quoting a fixed number of days, because a date given before the requirement is understood is a guess.
Tell us the headcount and the site
Send the headcount, the tasks and the site. We confirm which class under section 4 the roles fall into, name what documentation is required, and set the deployment sequence in writing before any worker is sourced. Where the requirement is continuous rather than variable, we say so and price direct employment instead.