Bangladesh Labor Law

Contents……….
Definitions…….
Ado Contents……
 Classification of workers.
 Adolescent
 Working Hour.
 Adult
 Employee Leave.
 Child
 Maternity welfare facilities.
 Retrenchment
 Punishment for conviction &
 Discharge misconduct.
 Dismissal  Procedure for Punishment.
 Go Slow  Termination by employer or
 Lay off employee.
 Payment for PF.
 Time limit for payment of FNF.
 Service Benefit.
Definition …….

Adolescent: Adolescent means a person who has completed his 14

years but not completed 18 years of age.

Adult: Adult means a person who has completed 18 year of age.

Child : Child means a person who has not completed his 14 year of age.

Retrenchment : Retrenchment means the termination by the employer

of service of workers on the ground of redundancy.

Discharge : Discharge means the termination of services of a worker by

the employer for the reasons of Physical or mental incapacity or
continued ill health of a worker.
Definition …….

Dismissal : Dismiss means termination of service of worker by

the employer for misconduct.

Go Slow : Go Slow means an organized, deliberate and purposeful

slowing down of normal output of work by a body of workers in a
concerted manner, and which is due to any mechanical defect,
breakdown of machinery, failure or defect in power supply or in
the supply of normal materials and spare parts of machinery

Lay off : Lay off means the failure, refusal or inability of an

employer on account of shortage of coal, power or raw material or
the accumulation of stock or the breakdown of machinery, to give
employment to a worker.
Classification of Worker….
Workers employed in any
establishment shall be classified
in any of the following class
according to nature and
condition of work namely-
1. Apprentice: A worker shall
be called an apprentice if he is
employed in an establishment
as a learner & is paid an
allowance during the period
of his training.

1. Apprentice 2. Badli: A worker shall be

2. Badli called a badli if he is
employed in an establishment
3. Casual
in the post of a permanent
4. Temporary worker or probationer
5. Probation during the period of his
6. Permanent temporary absence
Classification of Worker……
3. Casual: A worker shall be
5.Probationer : A worker be shall be
called a casual worker if his
employment in an
establishment is casual nature.
4. Temporary: A worker shall be
called a temporary worker if he
is employed in an
establishment for work which
is essentially of temporary
nature,& is likely to be finished
within a limited period.
called a probationer if he is
provisionally employed in an
establishment to fill a permanent
vacancy in a post & has not completed
the period of his probation.
6. Permanent: A worker shall be
called a permanent worker if he is
employed in an establishment on a
permanent basis or if he has
satisfactorily completed the period of
his probation in the establishment.
Working hours………..
DAILY WORKING HOURS
 Section-100: No Adult Worker
Shall ordinarily be required or
allowed to work in an
establishment for more than
eight hours in any day.
Provided that-
An adult worker may work in
an establishment not exceeding
ten hours in any day. (Section 108)
WEEKLY WORKING HOURS
 Section-102: Adult workers shall
ordinarily be required or allowed
to work in an establishment for
more than 48 hours in any week.
 But an adult worker may work
for more than 48 hours in a week
 Provided that the total hours of
work of an adult worker shall not
exceed 60 hours in any week and
on the average 56 hours per
week in any year.
Restriction on working hours Extra Allowance For OT
of women
 Section-109: No women shall,  Section-108: When a worker
without her consent, be allowed works in an establishment for
to work in an establishment in more then the prescribed hours
between 10 pm and 6 am. in any day or week, in that case
he shall get OT at the rate of
twice of average of his basic
wages.
Employee Leave types…….
1. Casual Leave
2. Sick Leave
3. Festival Holidays
4. Annual Leave
5. Maternity Leave
Employee Leave ……
Casual Leave
 Section-115: Every worker shall
be entitled to casual Leave with
full wages for 10 (Ten) days in a
calendar year. It will not be
accumulated and carried
forward to the succeeding year.
Sick Leave
 Section-116: Every worker shall
be entitled to sick leave with full
wages for a total period of 14
(Fourteen) days in a year. It will
not be accumulated and carried
forward to the succeeding year.
Festival Holidays

 Section-118: Every worker

shall be allowed 11 (Eleven
Days) festival holidays with
full wages in a year. [Note: A worker may be
required to work on festival
A worker may be required to holiday but two days additional
work on a festival holiday compensatory holiday with full
wages & a substitute holiday
but 2 (Two) days additional
shall be provided]
compensatory holidays with
full wages & a substitute
holiday shall be provided.

[]
Annual Leave

 Section-117: Every adult worker who has completed a period

of one year continuous service in the establishment shall be
allowed leave & it calculated at the rate of 01 day for every 18
days of work.

[Note: Only Earned leave can carry forward to the succeeding

year. Any leave applied for by a worker but refused by his
employer shall be added to the credit of such worker]
Maternity welfare facilities

o Section -45,46: Employers are liable to provide

maternity benefits to the employee who has
completed at least 6 months of service with the
employer by the date of confinement.

Every woman employed in any establishment shall

be entitled to the payment of maternity benefit :
 08 weeks (2 month) preceding the tentative date of
her delivery.
 08 weeks (2 month) immediately following the said
of her delivery.
 
 Punishment for Conviction &
misconducts
o Section-23: A worker guilty of misconduct may, instead of being
dismissed

 Removal
 Reduction to a lower post, grade or scale of pay, for a period not
exceeding 1 year.
 Stoppage of promotion for a period not exceeding 1 year.
 Withholding of increment for a period not exceeding 1 year.
 Fine.
 Suspension without wages for a period not exceeding 7 days.
 Censure & warning.
Procedure for punishment
o Section-24: No order of punishment against a worker shall be
made unless-

 The allegations against him are recorded in writing.

 He is given a copy thereof and not less than seven day’s time
to explain.
 He is given a opportunity of being heard.
 He is found guilty, after enquiry.
 The employer or the manager approves of such order.
 

 
Procedure for punishment
 A worker charged for misconduct may be suspended, unless the matter
is pending before any Court, the period of such suspension shall not
exceed 60 days.

Provided that, during the period of suspension, a worker shall be paid

by his employer a subsistence allowance equivalent to half of his
average wages(Basic).

o If the worker is found not guilty of charges on inquiry he shall be

deemed to have been on duty for the period of suspension for enquiry,
if any, and shall be entitled to his wages for such period of suspension &
subsistence allowance shall be adjusted accordingly
Termination by employer or employee
(section-26,27)
In the case of termination of the employment with notice by Employer-

 The employer shall be terminated of monthly rate workers giving a

written notice of 120 days and the employer shall be terminated of
other workers giving a written notice of 60 days.

In the case of termination of the employment with notice by Employee-

 If a permanent worker desires to terminate his/her employment, 60

days’ written notice must be given to the employer.

 If a worker (in probation) desires to terminate his/her employment, 14

days’ notice must be given to the employer.
Payment of Provident Fund:
Section-29: No worker, who is a member of any Provident fund shall
not be deprived due to retrenchment, dismissal, and discharge or
terminated.

Time limit for payment of final dues of workers:

Section-30: The appointing authority shall pay all dues of a worker
within maximum of 30 working days of his discharge, dismissal,
retirement or termination.
Service Benefit
 A worker, (Section-14,27)
who during the preceding twelve calendar months, has
actually worked in an establishment for not less than 240 days and
120 days, as the case may be, shall be deemed to have completed 1
year or 6 month respectively of continuous service in the
establishment.

 When a employment of permanent worker is terminated, he shall be

paid by the employer compensation—

a) At a rate of 14 days wages for every completed year of service if he

has completed 5 years of continuous service or more but less than
10 years.
b) At the rate of 30 days wages for every completed year of service, if
he has completed 10 years of continuous service or more.
Thank you