Bangladesh Employment Practices

home/resources/Human Resource Immigration/Bangladesh Employment Practices


Guide to Setup Bangladesh Business














































Industry Guide


























































Resolve Your Problem With Employment Practices Advisory Service

Our Employment Practices Advisory Service helps businesses resolve problems that arise as a result of equal employment opportunity regulations. These tools help businesses create a compliant EEO policy, implement anti-discrimination procedures, and set up a continuing education platform for managers and supervisors. The program follows the Equal Employment Opportunity Commission’s (EEOC) Best Practice Guidelines. The program emphasizes that all employees have the right to work in an atmosphere that is free of discrimination.

A Leading Bangladesh Employment Practices Advisory Service

Protect Your Business More Strategically With Employment Practices

We at NetworkBD offer an excellent service on Bangladesh Employment Practices with the best effort of our team.


Workplace behavior The phrase “employment practices” refers to the patterns that may be seen in a company’s recruiting and working circumstances. If not handled properly, some of these issues, such as sexual harassment, discrimination, and unfair remuneration, can become severe liabilities. Many municipal, state and federal laws regulate what is and is not acceptable in the workplace.


When it comes to attracting and maintaining the “proper” people, employing effective employment procedures is critical. Positive hiring practices can be the difference between a healthy bottom line and a productive workplace, or one riddled with costly issues and low morale.


All activities or processes of performing or accomplishing something related to the work environment are referred to as employment practices. Many employment practices have been implemented by you as employers, but are they the “correct” ones?

Employment Practices Work For Variety Of Employment-Related Issues

The Employment Practices department of NetworkBD advises and represents employers on a variety of employment-related issues, including:


Employment discrimination, wrongful termination, wage and hour issues, trade secret misappropriation, OSHA, affirmative action, use of independent contractors, employee mobility, union organizing, and another hiring, promotion, compensation, termination, and unfair competition counseling and litigation


In-state and federal courts, as well as arbitrations and mediations around the country, we represent large companies in class actions and individual claims.

Employment Practices's Legal Procedures

Employers receive regular advice on employment practices such as personnel systems, risk avoidance, policies, and procedures, including:


  1. Observance of wage/hour (including classification audits)
  2. Plans for drug testing, policy guides, and handbooks
  3. Agreements for employment and independent contractors
  4. Policies and best practices for force reduction
  5. Releases, severance arrangements, and terminations
  6. Organize sexual harassment education (including prevention)
  7. Trade secrets and confidential corporate information must be protected.
  8. Problems with IP ownership and assignment
  9. Returning to work after a leave of absence

The 6 Classification Of Bangladesh Employment Practices

  1. Apprentice: If employed in an establishment as a learner and is paid an allowance.
  2. Badli: If employed in the post of a permanent worker, probationer, or absentee.
  3. Casual: If the employment nature is casual.
  4. Temporary: If employed for a work that is to be finished within a time limit.
  5. Probationer: If a worker is permanent and has satisfactorily completed the probation period.
  6. Permanent: If an employee works full time in a company permanently.

Employment Practices Offers Comprehensive Equal Employment Opportunity

The establishment and adoption of a compliant and effective written EEO Policy is the cornerstone for reducing the risk of catastrophic EEO litigation. This document must address six clearly defined areas in order to be compliant. Every employee must receive a copy of the EEO Policy in a comprehensible format, which may necessitate translation into languages other than English.


The Employment Practices Service Program delivers a variety of information and support to business owners and managers in order to help them achieve Best Practices. Each document is provided in an easy-to-download and print format. This information should be divided into three sections, according to our recommendations:


  1. The EEOC and the Department of Labor have recommended Best Practice Guidelines.
  2. Under federal law, workplace discrimination and harassment are prohibited.
  3. State laws governing employment practices that apply

Prohibition Of Children & Adolescent Employment Practices In Bangladesh

As per the previous law, child referred to anyone under 16 years old and young person referred to both child (under 16) and adolescent. Therefore, even a child could get a fitness certificate for a job in a factory.


However, under the new labor law of 2006, under 14 is child, while adolescent is over sixteen but under eighteen years of age. As a result, the new law prohibits employment practices of children and allows fitness certificate only for adolescent.

How NetworkBD Helps You?

Through high-quality training, objective and unbiased complaint investigations, human resources and employment practices law expert testimony, and a comprehensive range of human resources consulting services, we engage with employers and employees to establish respectful companies.


We can assist you in dealing with the difficult personnel issues that arise on a daily basis. There isn’t much we haven’t seen in terms of employee relations in our decades of expertise.


NetworkBD works with clients to streamline and optimize existing processes as well as develop new ones while maintaining compliance. These adjustments will be based on data and will aim to improve employee service while lowering costs.

FAQs For Employment Practices Advisory Service

What is employment practices liability insurance?

EPLI protects firms from claims by employees that their legal rights as corporate employees have been breached. The number of lawsuits brought by employees against their companies is on the rise.

Despite the fact that many lawsuits are filed against huge firms, no company is exempt from them. Auto dealers, unfortunately, have been a regular target of these lawsuits.

Who is protected from employment discrimination?

Applicants, employees, and former employees are all protected from discrimination in the workplace because of their race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability, or genetic information (including family medical history).

What can't be asked while hiring?

You cannot ask questions regarding an applicant’s disability or inquiries that are likely to reveal if an application has a disability before a job offer has been issued.

Even if the handicap is visible, this is true. You may inquire about the applicant’s impairment, but you may not inquire about how she would do specific work activities.

How can harassment be prevented?

You can avoid harassment by doing the following:

  1. Educating employees on the importance of not being harassed.
  2. Identifying who employees should contact if they have questions or concerns about harassment.
  3. Assuring staff that they will not face retaliation if they raise questions or express concerns.
  4. Responding quickly and efficiently to harassment queries or concerns, as well as investigating harassment accusations.
  5. Assuring that managers are aware of their obligations to halt, respond to, and prevent harassment.

Keep Your Employees Satisfied With NetworkBD's Employment Practices

Feel Free To Contact Us

Get Started Now