本文作者/The Authors：
安妮塔 · 加齐 · 拉赫曼
Anita Ghazi Rahman
普什波 · 拉赫曼
Pushpo Rahman
本文译者/The Translator：
石婉玉 Shi Wanyu
一、前言 Foreword
作为“一带一路”倡议在南亚地区的重要枢纽，孟加拉国凭借其庞大的劳动力人口、优越的地理位置和持续增长的经济潜力，正日益成为中资企业海外拓展的关键市场。然而，该国的劳动法律体系植根于其独特的历史传统与发展需求，呈现出鲜明的本地化特征，这些特殊条款对企业的用工成本与管理模式产生深远影响。本报告将系统解析孟加拉劳动法律的核心框架与合规要点，为投资者提供切实可行的操作指引。
As a crucial hub for the Belt and Road Initiative in South Asia, Bangladesh - with its vast labor force, strategic geographical location, and sustained economic growth potential - is increasingly becoming a key market for Chinese enterprises expanding overseas. However, the country's labor law system, rooted in its unique historical traditions and development needs, exhibits distinctive local characteristics that profoundly impact corporate labor costs and management models. This report will systematically analyze the core framework and compliance essentials of Bangladeshi labor legislation, providing practical operational guidance for investors.
在《孟加拉劳动法概览》中，来自当地知名律师事务所的专业律师团队系统解构了孟加拉国劳动法体系。本文将系统解析孟加拉劳动法律的核心特征，助力中资企业准确把握这一新兴市场的合规要求，筑牢境外经营根基。
In the Bangladesh Labor Law Overview, a specialized legal team from a prominent local law firm has systematically deconstructed Bangladesh's labor law framework. This article will provide a comprehensive analysis of the core characteristics of Bangladeshi labor legislation, assisting Chinese enterprises in accurately understanding the compliance requirements of this emerging market and establishing a solid operational foundation for their overseas ventures.
（下文为《孟加拉坦劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之孟加拉篇）
(The following content is excerpted from Bangladesh Labor Law Overview - Part A. For the full version, refer to the Bangladesh Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、劳动法律体系 Labor Law System
（一） 概述 Overview
在孟加拉国，适用的劳动法规范了私营部门中用人单位与劳动者之间的关系，明确了相关人员的角色与责任，并根据不同的类别规定了雇员的权利。此外，这些法律还涉及雇员的雇佣、用人单位与雇员之间的关系、最低工资标准的确定、工资支付、工作时间内的工伤赔偿、工会的成立、工业纠纷的提出与解决、雇员的健康、安全、福利和工作条件，以及学徒制及其相关事项。
In Bangladesh, the applicable labor laws govern the relationship between employers and employees in the private sector setting out the roles and responsibilities of individuals concerned alongside stipulating the rights of workers depending on their respective categories. In addition to the above, the applicable laws regulate employment of workers, relations between workers and employers, determination of minimum rates of wages, payment of wages, compensation for injuries to workers during working hours, formation of trade unions, raising and settlement of industrial disputes, health, safety, welfare and working conditions and environment of workers and apprenticeship and matters ancillary thereto in Bangladesh.
有权执行该法和规则的政府机构包括：劳工局局长、副劳工局局长、联合劳工局局长、副劳工局副局长、劳工局助理局长、劳工官员首席督察、副首席督察、助理首席督察、督察或助理督察，这些职位由政府通过官方公告任命。
Government agencies empowered with enforcement of the Act and the Rules, include the Director of Labor, Additional Directors of Labor, Joint Directors of Labor, Deputy Directors of Labor, Assistant Directors of Labor, Labor Officers Chief Inspector, Deputy Chief Inspectors, Assistant Chief Inspectors, Inspectors or Assistant Inspectors, who are appointed by the Government by gazette notification.
（二）重要法律法规 Important Laws
《孟加拉国劳动法》（2006年）及其不时修订的规则，即《孟加拉国劳动规则》（2015年，简称“劳动规则”），是私营部门的主要就业相关法律。对于位于出口加工区（EPZ）和出口区（EZ）的企业，适用的法规为《孟加拉国EPZ劳动法》（2019年）和《孟加拉国EPZ劳动规则》（2022年）。
The Bangladesh Labor Act, 2006 (the "Labor Act"), as amended from time to time and the rules created thereunder, being the Bangladesh Labor Rules, 2015 (the "Labor Rules") are the primary employment related legislations for private sectors. For establishments within Export Processing Zones (EPZ) and Export Zones (EZ), the applicable regulations are the Bangladesh EPZ Labor Act, 2019 and the Bangladesh EPZ Labor Rules, 2022.
《孟加拉国劳动法》于2006年10月11日颁布，整合并废除了包括1965年的《劳动雇佣（常设命令）法》、1923年的《雇员补偿法》、1961年的《最低工资条例》等在内的25项先前法律。根据《孟加拉国劳动法》第351条授予的权力制定的《劳动规则》，作为该法的补充，规定了与《孟加拉国劳动法》中各项条款相关的程序。
The Labor Act was promulgated on 11th October 2006 consolidating and repealing 25 (twenty five) previous laws including the Employment of Labor (Standing Orders) Act, 1965 and the Workmen's Compensation Act, 1923, the Minimum Wages Ordinance, 1961, etc. The Labor Rules, promulgated in pursuance of the powers conferred through Section 351 of the Labor Act, is a supplement to the Act, and sets out the procedures in relation to different provisions contained in the Labor Act.
三、用工条款 Terms of Employment
（一）工种类别 Categories of Workers
除《孟加拉国劳动法》第2（65）条对雇员的定义外，该法案还将雇员划分为七类：（1）学徒，（2）代班工，（3）临时工，（4）短期工，（5）试用期工，（6）正式雇员，（7）季节性雇员。法律对各类工雇员的定义已作出明确规定，因此在确定实际用工类别时，应着重考量工作性质而非劳动合同中记载的用工类别。
In addition to the definition of workers laid down in Section 2(65), the Labor Act classifies workers into 7 (seven) categories including (i) Apprentice, (ii) Substitute, (iii) Casual, (iv) Temporary, (v) Probationer, (vi) Permanent and (vii) Seasonal Worker. The definition of individual class of worker has been clearly stipulated in the law and to ascertain the actual category of worker, emphasis must be given to the nature of the work as opposed to the category of worker recorded in the employment contract.
（二）合同类型 Types of Contracts
2006年《孟加拉国劳动法》未明确规定固定期限的雇佣。尽管法律规定，“临时”雇员是指在企业中从事本质上为临时性质的工作，并且预计在有限时间内完成的个人，但法律并未明确说明雇佣的具体时长。然而，考虑到最近的规定，如果一名雇员连续在企业工作6个月，则应被视为正式雇员，因此可以推断，对于临时雇员的雇佣时间不应超过这一规定的时间。
The Labor Act, 2006 does not have any provision defining a fixed duration of employment. Although the law defines "temporary" workers as an individual employed in an establishment for a work which is essentially of temporary nature and is likely to be finished within a limited period, there is no clear provision outlining the duration of employment. However, taking into account the recent development mandating a worker to be considered as "permanent" should he/she work in an establishment for 6 (six) consecutive months, it may well be concluded that for temporary workers the duration of employment cannot exceed the given timeline.
（三）标准工时制度 Standard Working Hour System
成年雇员的标准工作时长为每日8小时。根据规定，雇员可能需要额外工作2小时，但需支付加班费。不过，任何雇员每日工作时间不得超过6小时，除非当天安排了1小时的休息或用餐时间；若需工作超过5小时，则须在当天安排半小时的休息或用餐时间。雇员的周工作时长为48小时，但允许每周累计工作时长不超过60小时，且每年平均每周工作时长不得超过56小时。
The general working hours for an adult worker is 8 hours a day. A worker may be required to work for further 2 hours a day, subject to overtime payment. However, no worker shall be required to work for more than 6 (six) hours in a day, unless he is given an interval of 1 (one) hour for rest or meal during that day, or required to work for more than 5 (five) hours in a day, unless he is given an interval of half an hour for rest or meal during that day. The general working hour of a worker is 48 hours a week, provided that the worker can be required to work up to 60 (sixty) hours in a week, and on the average 56 (fifty-six) hours per week in a year.
（四）法定节假日与其他假期 Public Holiday and Other Leaves
在私营企业工作的雇员有权享受各种假期。在商店、商业机构或工业机构工作的每个雇员每周有权享受一天半的假期，而在工厂或机构工作的雇员每周有权享受一天的假期。
A worker employed in a private establishment is entitled to various leaves. Every worker employed in a shop, commercial establishment or in an industrial establishment is entitled to one-and-a-half-day holiday in a week. Workers employed in a factory or establishment are entitled to one day of holiday a week.
除了每周的法定假日，根据《孟加拉国劳动法》，每位雇员每年可享受10天带薪年假，并且在提供注册医生出具的医疗证明后，每年还可享受14天的病假。
In addition to the weekly holidays, the Labor Act provides that every worker is entitled to casual leave for 10 (ten) days with full wages in a calendar year alongside being entitled to sick leave of 14 days in a calendar year subject to the condition of furnishing a medical certificate by a registered medical practitioner. Additionally, annual leave with wages is also available.
此外，所有雇员在日历年内有权享受11天的节日假期。如果雇员被要求在节日假期工作，他有权获得2天带薪补偿假期，并将为他安排替代假期。
Additionally, all workers are entitled to 11 (eleven) days of festival holiday in a calendar year. A worker may be required to work on a festival holiday, but in such cases, he is entitled to 2 (two) days compensatory holidays with wages and a substitute holiday will be provided to him.
（五）最低工资标准 Minimum Wage
尽管《孟加拉国劳动法》没有直接规定最低工资，但它设定了确定或调整特定行业雇员最低工资的程序。
While the Labor Act does not itself outline a minimum wage, it does establish the process for determining or changing the minimum wages of workers in a particular industry.
（六）就业平等-反就业歧视 Employment Equality - Anti-Employment Discrimination
《孟加拉国劳动法》（2006年）明确规定，禁止基于性别、宗教等任何方面的歧视。在确定工资或设定最低工资标准时，应遵循男女及残疾雇员在相同性质、标准或价值的工作中享有同等薪酬的原则；不得因性别、残疾等因素而进行歧视。
The Bangladesh Labor Act, 2006 expressly bars any discrimination in connection to gender, religion, etc. In determining wages or fixing the minimum rate of wages for any worker, the principle of equal wages for male, female and handicapped workers for work of equal nature or standard or value shall be followed; and no discrimination shall be made in this respect on the ground of being male-female-handicapped.
（七）限制性约定 Restrictive Covenants
通过限制性条款，用人单位旨在保护企业利益，防止雇员采取任何损害公司利益的行为。劳动合同对雇员施加了多项义务，包括竞业限制、禁止招揽现有雇员到其他机构工作、禁止诋毁等。这些义务通常在劳动合同解除后仍然有效。
Through restrictive covenants, employers seek to protect the business by preventing employees from taking any action contrary to the interest of the business. Employment contracts impose obligations on employees barring competition, solicitation of current workforce in another establishment, non-disparagement, amongst others. Such obligations on the part of employees generally survive post severance of employment and termination of employment contracts.
作者简介/About the Authors
安妮塔 · 加齐 · 拉赫曼 Anita Ghazi Rahman
安妮塔·加齐·拉赫曼将法律视为毕生使命。她于2002年获得伦敦大学学院法学学士（荣誉）学位，2003年7月通过林肯法学院取得英格兰与威尔士执业大律师资格，并在法学院完成律师职业课程并获“优良”评级。安妮塔于2004年取得孟加拉国律师资格，2006年成为孟加拉国最高法院高等法庭辩护律师，2018年晋升至最高法院最高审判庭——上诉法庭的辩护律师。2025年2月，她获聘为孟加拉国最高法院资深律师。
安妮塔专精于公司法、通用商法及争议解决领域。她就企业设立、用工制度、融资事务、知识产权、服务与采购合同、合资企业、并购及其他业务重组提供企业咨询与交易顾问服务，同时在商业、工业与住宅地产的收购、开发及处置方面提供专业法律意见。目前安妮塔主导本所诉讼业务部。
Anita Ghazi Rahman defines law as her calling. She obtained her LL.B. (Hons) degree from University College London (UCL) in 2002 and was called to the Bar of England and Wales from Lincoln's Inn in July 2003, completing her Bar Vocational Course with "Merit" from The College of Law. Anita qualified as an Advocate in Bangladesh in 2004, as Advocate of the High Court Division of Bangladesh Supreme Court in 2006 and as Advocate of the apex Court, the Appellate Division of the Bangladesh Supreme Court in 2018. In February 2025 she has been enrolled as a Senior Advocate of Supreme Court of Bangladesh.
Anita focuses her practice on company, general corporate law and dispute resolution. She provides corporate and transactional advice with respect to business formation, employment, financing, IP, services and procurement contracts, joint ventures, mergers & acquisitions and other business restructurings and also advises on the acquisition, development, and disposition of commercial, industrial and residential real estate. Anita heads the firm's Litigation practice.
普什波 · 拉赫曼 Pushpo Rahman
普什波·拉赫曼在伦敦城市法学院完成了法学学士（荣誉）学位，攻读了律师专业培训课程 （BPTC），并被林肯学院荣誉协会召唤为律师。
在加入 The Legal Circle （TLC） 之前，她曾在达卡一家知名律师事务所担任律师，积累了丰富的法律经验。在 TLC，Rahman 女士在提供法律意见、起草和审查公司商业文件方面拥有丰富的法律经验。她曾多次为大公司和跨国公司就其在孟加拉国的运营和法律合规提供咨询。她还通过对目标公司进行法律尽职调查，对目标公司进行法律尽职调查，以及政府和中央银行法规，在为打算在孟加拉国投资的外国和本地公司提供咨询方面发挥了关键作用。Rahman 女士在政府办公室提交申请方面积累了知识和经验，并了解各种公司、监管、银行和雇佣法的程序。她曾代表TLC与客户就劳动法、其影响和实践发表演讲。她在现有项目中的有意义的贡献以及提出替代解决方案的能力使她成为TLC团队的关键成员。
Pushpo Rahman, having completed her LL.B (Hons) pursued for Bar Professional Training Course (BPTC) from the City Law School, London and was called to the Bar by the Honourable Society of Lincoln's Inn.
Prior to The Legal Circle (TLC), she gained significant legal experience having served as an Associate at a reputed law firm in Dhaka. At TLC, Ms. Rahman has vast legal experience in providing legal opinions, drafting and vetting corporate business documents. She has advised large corporations and multi-national companies in relation to their operations and legal compliance in Bangladesh on numerous occasions. She has also played a key role in providing consultation to foreign and local companies intending to invest in Bangladesh by means of conducting legal due diligence of target companies on matters relating to company validation, assets & employment alongside government and central banking regulations. Ms. Rahman has attained knowledge and experience regarding application filing at government offices and understanding procedures about various corporate, regulatory, banking & employment laws. She has represented The Legal Circle while delivering talks on employment laws, its implications & practice with clients. Her meaningful contributions in existing projects and ability to come up with alternative solutions have made her a pivotal member of The Legal Circle team.
石婉玉 Shi Wanyu
石婉玉律师先后毕业于中国劳动关系学院法学院和上海海事大学法学院，取得法学学士学位和法律硕士学位。执业领域为劳动法、企业合规、公司并购等商业综合事务。曾为多家大型央企、上市公司提供专项法律咨询及顾问服务。
Shi Wanyu graduated from the School of Law at China University of Labor Relations with a Bachelor of Laws and subsequently obtained a Master of Laws from Shanghai Maritime University School of Law. Her practice focuses on labor law, corporate compliance, mergers and acquisitions, and other comprehensive commercial matters. She has provided specialized legal advisory and consultancy services to multiple large-scale central state-owned enterprises and listed companies.
