An Employer of Record (EOR) is a grey area in Bangladesh: no statute names, licenses or bans one, and we found no Bangladeshi law-firm or Big Four publication on EOR (Labour Act 2006, checked 2026-10-27). Statutory employer cost on salary is nil: PwC says social security is not mandatory (PwC, checked 2026-10-27). The EOR fee is the visible cost: published starting prices run from $99 to $599 per month, most of them global list prices.
What sets the country apart is the 2025-26 labour reform. The Labour (Amendment) Act 2026, passed in April, raised fines and widened who counts as a worker, and the Act already reaches people employed “directly or through a contractor”. A foreign client that directs the work can end up treated as the employer. Termination is expensive: 120 days’ notice for a monthly-rated permanent worker, plus 30 days’ wages for each year of service. There is also no economy-wide minimum wage, only sector rates.
An EOR suits a salaried hire you direct without opening a Bangladeshi entity. For independent work a contractor is simpler (how to hire contractors in Bangladesh, how to pay them), though a full-time exclusive freelancer can still be recharacterised. Only 2 of the 13 providers below say they employ through their own Bangladeshi entity, and neither names it.
Employing someone in Bangladesh: key facts
Bangladesh has one national Labour Act (2006) and Labour Rules 2015, so the rules below apply countrywide. We read the Act as amended to 2018 and the unofficial English Rules in full; the 2025 Ordinance and the 2026 Amendment Act were not available to us in gazette text, so their effects come from a law-firm Q&A and a Legal 500 / Mondaq article.
Minimum wage
There is no economy-wide statutory minimum wage. Rates are fixed sector by sector on the recommendation of the Minimum Wages Board (Act ss.138-139).
The garment rate does not apply to a foreign client hiring office staff. Sector minimums for other industries were not collected.
A review of the garment wage is due by December 2026, because the 2025-26 amendment cut the review interval from five to three years. The government says it will form a wage board and workers demand Tk 30,000-35,000; no new wage is announced (The Business Standard, checked 2026-10-27).
Garment-sector minimum wage, lowest grade, taka per month, in force on 31 December each year. This is a sector rate, not a statutory minimum wage for all employees. The 2018 effective date and the gazette date of the 2023 rise were not confirmed. Source: Fair Labor Association, Prothom Alo, The Business Standard, checked 2026-10-27.
Employer contributions
There is no mandatory employer social-security or payroll contribution on salary. Other employer costs exist, but none is a percentage of payroll.
Item
Who pays
Rate
Condition
Source
Social security
n/a
Not mandatory
PwC: “Social security is not mandatory in Bangladesh”
Gratuity or compensation at termination is covered under notice and severance below.
One secondary guide claims the 2026 Act mandates provident funds for establishments with 501 or more workers. No primary or law-firm source confirmed it, and PwC still says a fund is required only on a three-fourths request.
Employer withholding of income tax on salary is a withholding duty, not an employer cost.
Working hours and overtime
Normal hours are 8 a day and 48 a week; with overtime up to 10 hours a day, 60 hours a week and an average of 56 hours a week over a year (ss.100, 102). A rest interval of 1 hour applies for more than 6 hours’ work (s.101).
Weekly holiday: 1.5 days in shops, commercial and industrial establishments, 1 day in factories (s.103).
Overtime is paid at twice the ordinary rate of basic wage plus dearness allowance and ad-hoc or interim wage (s.108(1)); it does not apply to piece-rate workers.
The rules cover “workers”; people employed mainly in a managerial, administrative or supervisory capacity are outside the definition (s.2(65)). The 2025-26 amendments added separate hours for hazardous industries; no change to office-work hours was seen (Labour Act, Mondaq, checked 2026-10-27).
Annual leave and public holidays
Annual leave: 1 day for every 18 days worked after 12 months of continuous service, accumulating up to 40 days (factory) or 60 days (shop, commercial or industrial establishment) (s.117).
Casual leave: 10 days a year with full wages, not carried over (s.115). Sick leave: 14 days a year with full wages on a doctor’s certificate (s.116).
Maternity leave: 120 days (60 before and 60 after delivery) since the 2025-26 amendments, up from 112 days (Legal 500, checked 2026-10-27).
Festival holidays: 13 a year with wages under the 2026 amendments; the 2018 text (s.118) says 11. The government’s 2026 list has 28 days off, 14 general and 14 declared by executive order, of which 11 fall on weekly holidays. That list is for government offices; whether a private employer must give all 28 days was not confirmed (The Daily Star, checked 2026-10-27).
Whether the 2025 Ordinance or the 2026 Act changed ss.115-117 was not checked against the gazette.
Probation
6 months for workers in clerical work, 3 months for other workers; for a skilled worker the 3 months may be extended by 3 more if the quality of work could not be judged.
A worker who finishes probation is deemed permanent even without a confirmation letter (s.4(8)). The Act text we read states no probation-specific notice rule (Labour Act, checked 2026-10-27).
Notice and severance
Situation
Notice
Compensation
Employer ends a permanent worker without cause (s.26)
120 days in writing if monthly rated, 60 days for other workers; pay in lieu allowed
30 days’ wages per completed year, or gratuity if higher
Temporary worker, not ending of the temporary work (s.26)
30 days if monthly rated, 14 days otherwise
Not stated in our sources
Retrenchment (s.20), at least 1 year of service
1 month or wages in lieu
30 days’ wages per completed year
Resignation by a permanent worker (s.27)
60 days
7 days’ wages per year at 3 years of service, 15 days between more than 3 and 10 years, 30 days at 10 years or more, or gratuity if higher
Misconduct or conviction (s.23)
None
15 days’ wages per year after 1 year only in extenuating circumstances
The resignation compensation scale is as amended by the 2025 Ordinance; the 2018 text had 14 days per year for 5-9 years and 30 days for 10 or more. Mondaq says the 120-day notice is unchanged by the 2026 Act.
Gratuity is defined as at least 30 days’ wages per completed year (s.2(10)). The wage base for the day rate, basic or basic plus allowances, was not confirmed.
These are the statutory figures for workers. A managerial hire may fall outside the definition, and how a senior IT or office hire is treated is uncertain.
13th salary and bonuses
A 13th-month salary is not mandatory.
Festival bonus: workers with 1 year of continuous service are to be given two festival bonuses a year (Eid ul Fitr and Eid ul Adha in practice), each not more than the monthly basic wage and additional to wages (Labour Rules 2015, r.111(5)). The Rule sets a ceiling, not a fixed amount.
Whether the bonus is legally required for a managerial hire is not settled, because of the worker definition. We read the Rule in an unofficial English translation and did not check the 2022 amendment of the Rules (Labour Rules 2015, checked 2026-10-27).
Mandatory benefits
Group insurance where at least 100 permanent workers are employed (s.99); Workers Profit Participation Fund of 5% of net profit for qualifying companies (s.234).
Worker accident compensation under the Act; the 2026 Act adds a Workplace Accident Compensation Fund.
No mandatory health insurance, pension or unemployment insurance for private-sector employees (Labour Rules 2015, PwC, checked 2026-10-27).
Work permits
A foreign national needs an employment (E) visa and a work permit issued by BIDA through its One Stop Service for private-sector companies, branch and liaison offices outside export processing zones; BEPZA handles the zones.
The work permit and the extended visa are valid for one year and renewable. BIDA requires the employing company or office to be registered with BIDA to appoint a foreign national.
Whether an EOR can act as sponsor for a foreign client’s foreign national is not stated in the source we found, and we don’t say either way (BIDA, checked 2026-10-27).
Currency and payroll
Bangladeshi taka (BDT, Tk). 1 USD = 123.7112 BDT, the Bangladesh Bank reference rate for 2026-10-25; its page showed a captcha, so we took the figure from a search extract of it (Bangladesh Bank, checked 2026-10-27).
Wages are due before the end of the 7th working day after the wage period; on termination all dues are payable within 30 working days (s.123). Monthly pay is the practice, not a stated rule (Labour Act, checked 2026-10-27).
Employee income tax is withheld from pay by the employer and is not an extra employer cost. The income year runs 1 July to 30 June; the table is for income year 2026-27 and is the same as for 2025-26. One third of employment income or Tk 500,000, whichever is lower, is exempt before the table applies. There is no provincial or municipal income tax on salary.
Annual taxable income (Tk)
Rate
Up to 400,000
0%
400,000-700,000
10%
700,000-1,100,000
15%
1,100,000-1,600,000
20%
1,600,000-3,600,000
25%
Above 3,600,000
30%
Source: PwC, PwC deductions, checked 2026-10-27. Higher thresholds for women, people aged 65 and over and disabled taxpayers are not shown.
Is Employer of Record legal in Bangladesh?
Grey area. No Bangladeshi statute names, licenses or bans an Employer of Record, and we found no Bangladeshi law-firm or Big Four publication on EOR, only vendor pages. An EOR is an ordinary local employer under the Labour Act 2006, the Labour Rules 2015 and the Income Tax Act 2023. The 2025-26 reform widened coverage and penalties, so the foreign client that directs the work carries a risk of being treated as an employer or as having a permanent establishment. A foreign company that wants to employ directly needs its own registered presence.
Who is a worker (s.2(65)). Any person employed in an establishment or industry, directly or through a contractor, by whatever name called, for skilled, unskilled, manual, technical, trade promotional or clerical work. People employed mainly in a managerial, administrative or supervisory capacity are excluded. The 2025-26 amendments widened the definition by function and extended parts of the Act to domestic, agricultural and platform workers (Labour Act, checked 2026-10-27).
No EOR regime. We found no EOR-specific licence or registration. A person employed through a contractor is inside the Act’s definition, so an EOR employing staff for a client is bound by the same Act, Rules and Income Tax Act as any employer.
Permanent establishment. Under the Income Tax Act 2023 a PE includes an office, branch or agency, and “the furnishing of services, including consultancy services, by a person through employees or other personnel engaged by the person for such purpose if activities of that nature continue in Bangladesh”. A rule on significant digital presence covers 100,000 or more customers or subscribers (PwC, checked 2026-10-27).
Own presence. A branch of a foreign company is taxed on profits at the unlisted-company rate plus a 20% branch profit remittance tax, and BIDA registration is required to appoint foreign nationals (PwC, checked 2026-10-27).
Penalties raised by the Labour (Amendment) Act 2026 (Act No. 40 of 2026). A general residual penalty of Tk 25,000-50,000 and up to 3 months in prison (s.307); non-payment of the minimum wage Tk 50,000-100,000 or up to 1 year (s.289); unfair labour practice or anti-union discrimination Tk 50,000-100,000 (s.291). The Director General of Labour can order reinstatement and compensation without a court (s.196B), and blacklisting of workers is prohibited (Mondaq, checked 2026-10-27).
Caveat. We didn’t read the 2025 Ordinance or the 2026 Act in gazette text. Whether a foreign client with no Bangladeshi entity can lawfully direct work done by an EOR-employed person, and whether payment from abroad to the employee’s bank account needs foreign-exchange treatment, are questions for a Bangladeshi law firm.
Risks for you as the client:
Misclassification and look-through. A person doing an employee’s work under a contractor label can still be a worker under s.2(65). A contractor-of-record provider says there is no statutory contractor test and courts look at control and supervision; that is a vendor statement, not a legal source, and we found no Bangladeshi case on EOR (Labour Act, checked 2026-10-27).
Permanent establishment. Staff engaged by or for a foreign company and working on its services in Bangladesh can fall under the PE definition. No Bangladeshi source we found addresses whether an EOR-employed person creates a PE for the client (PwC, checked 2026-10-27).
Cost of dismissal and non-compliance. Since 2026: 120 days’ notice or pay in lieu plus 30 days’ wages per year on termination, new anti-union and blacklisting rules and fines up to Tk 100,000 per breach. The exposure sits with the legal employer; ask how the vendor passes it on (Legal 500, checked 2026-10-27).
Most vendors describe their entity model globally. Here we separate what a vendor says about Bangladesh from anything we could verify. The Bangladeshi company register (RJSC) can’t be searched without an interactive session, so no entity below is checked against it, and no vendor gives a registration number. A vendor statement is a claim, not proof of who employs your hire.
Provider
Employer in Bangladesh
Evidence
Bangladesh EOR price
Remote
Own entity (vendor statement)
“At Remote, we own our own legal entity in Bangladesh. As a result, we don’t need to rely on third parties” (Remote); no entity named, checked 2026-10-27
$599/month (global list price; none on its Bangladesh page)
Atlas
Own entity (vendor statement)
“As a direct EOR, Atlas HXM operates its own entities in 160+ countries, including Bangladesh” (Atlas); no entity named, and its country page has no such sentence, checked 2026-10-27
$599/month platform fee, stated on that article
Skuad
Not disclosed
”Skuad acts as the legal employer in Bangladesh” (Skuad); no entity named, checked 2026-10-27
$249/month promo on its Bangladesh page (list $299; promotion terms not disclosed)
Deel
Not disclosed
Bangladesh page says “Our 250+ in-house experts”, nothing on the entity (Deel), checked 2026-10-27
From $599/month management fee on its Bangladesh page
Playroll
Not disclosed
Guide says an EOR “can act as the legal employer”; names no Playroll entity (Playroll), checked 2026-10-27
$399/month, no minimum (global)
Safeguard Global
Not disclosed
Page says “the EOR already has an established entity in Bangladesh”, about EORs in general (Safeguard Global); no owner named, checked 2026-10-27
Quote-based; no Bangladesh price
Rivermate
Not disclosed
Guide says “An EOR already has a legal entity in Bangladesh”, about EORs in general (Rivermate); no entity named, checked 2026-10-27
From about EUR 299/month (global; varies by country)
RemoFirst
Not disclosed
Bangladesh guide says nothing about the entity (RemoFirst), checked 2026-10-27
From $199/month (global)
RemotePass
Not disclosed
Country page is a reference guide with no statement about an entity (RemotePass), checked 2026-10-27
From $349/month (global)
Native Teams
Not disclosed
”We own our infrastructure in 95+ countries”, a global phrase that doesn’t name Bangladesh (Native Teams), checked 2026-10-27
From $99/month (global)
Multiplier
Not disclosed
Page speaks of hiring “without a local entity” under the Labour Act; no entity of its own named (Multiplier), checked 2026-10-27
Global from $459/month; its Bangladesh page shows only PEO services from $200/month
G-P
Not disclosed
Page says to “set up a subsidiary in the country or partner with an EOR like G-P”; no entity named (G-P), checked 2026-10-27
From $599/month (global)
Rippling
Not disclosed
Page describes the EOR model in general; names no entity (Rippling), checked 2026-10-27
Quote-based; no Bangladesh price
Own entity counts the vendor’s own statement only; neither names an entity or gives a registration number, and the company register wasn’t searched. Atlas makes its statement on its own “best EOR in Bangladesh” article. Source: vendor pages, checked 2026-10-27.
Eleven of these 13 providers don’t say which company employs your hire in Bangladesh, and the two that do name none. We couldn’t check any entity against a register. Before signing, ask: “Which Bangladeshi company, with which registration number, will employ my hire, and how does it handle the Labour Act’s notice, bonus and gratuity rules?”
How to choose an EOR in Bangladesh
Do you need the employer named? Remote and Atlas say they own an entity, but neither names it. The other 11 say nothing about it for Bangladesh. Get the entity name and registration number in writing, and check it yourself.
How much will you direct the work? The Labour Act counts people employed through a contractor as workers, and the PE definition covers staff engaged for services that continue in Bangladesh. Ask each vendor how its structure addresses both, and whether it holds a Bangladeshi legal opinion. We found no law-firm view on EOR to point to.
Does your hire need a work permit? BIDA requires the employing company to be registered with it, and the sources we found don’t say whether an EOR can sponsor a foreign national for a client. Get written confirmation that the vendor’s entity will do it, and ask what it adds to the price.
Is price or a Bangladesh figure the priority? Only Deel ($599 a month), Skuad ($249 promotional) and Atlas ($599 on an article) show a figure tied to Bangladesh; the rest are global or unpublished. Dismissal is expensive under the Act, so ask how each vendor charges for termination: no vendor publishes a termination fee for Bangladesh.
A long-running (2015) direct-entity EOR — broadest owned-entity claim (160+ countries), a capped misclassification-protection AOR product, but no Contractor of Record and thin independent review volume.
7.7/10
★ 4.2 · 104 reviews
EOR price
From $599/mo per employee
Coverage
160+ countries
Entity model
no partners
Time to hire
Vendor claims conflict: 'days' vs '2 weeks'; no SLA
Certifications
ISO 27001, ISO 27017, ISO 27018, GDPR
Support
24-hour support team (vendor claim); 15+ languages
What stands out
160+ countries with owned legal entities and no third-party partners — the widest such claim reviewed
Transparent, publicly listed pricing for both EOR ($599/employee/month) and AOR ($199/contractor/month)
AOR ships with a capped, quantified Classification Protection benefit ($100k per contractor, $1M aggregate per client)
Not a fit for
buyers needing a true Contractor-of-Record product, not an authorized-agent AOR
companies with their own local entities needing standalone global payroll
Why it fitsSays it operates its own entities in 160+ countries, including Bangladesh; names none. $599/month platform fee on its Bangladesh article; says two weeks to onboard.
A global hiring platform (now a Payoneer company) covering 160+ countries across EOR, Agent of Record and contractor management, with rare published starting prices — strong for buyers who want transparent entry pricing and broad coverage in one tool.
8.0/10
★ 4.6 · 312 reviews
EOR price
Starting from $199 per employee/month
Coverage
160+ countries
Time to hire
Not publicly stated
What stands out
broad coverage: 160+ countries for EOR and contractors
published starting prices (EOR $199, AOR $99, CMS $19 per month)
payroll in 70 currencies
Not a fit for
buyers who require named security certifications (SOC 2/ISO 27001) published before purchase
buyers needing a dedicated Contractor of Record product
A transparently-priced EOR and contractor platform with broad 180+ country coverage and unusually strong Africa/Middle East reach. Best for cost-conscious SMBs that want published prices and hands-on support over deep automation.
7.6/10
★ 4.6 · 263 reviews
EOR price
$399 per employee/month (no minimum)
Coverage
180+ countries
Time to hire
Vendor claim: EOR onboarding in 1-5 days; compliant contract generated in ~5 minutes
Certifications
SOC 2 Type II, GDPR
Support
24/5 for employers and employees; 24/7 payment support line for contractors
What stands out
Transparent flat pricing: EOR $399/employee/mo, contractor $35/contractor/mo, no onboarding/offboarding fees
Broad 180+ country coverage with strong Africa/MENA reach
Fast self-claimed onboarding (1-5 days) and well-reviewed dedicated CSM/ESM support
Not a fit for
enterprises needing deep HRIS/finance integrations
buyers needing a dedicated Contractor of Record product
One of the oldest players in the category (payroll since 2008, EOR since 2009/2010) — a large logo base and solid ratings, but no published EOR pricing and a mixed entity model.
7.5/10
★ 4.2 · 162 reviews
EOR price
On request
Coverage
187+ countries
Time to hire
Vendor claim: 2 days once accepted; 1-2 weeks standard
Certifications
GDPR
What stands out
Founded 2008, among the longest-operating vendors in the category; still led by founder/CEO Bjorn Reynolds
1,500+ organizations served, and independently registry-confirmed owned entities in at least Spain and Singapore
NelsonHall NEAT 2025 Leader (Global EOR services) and a G2 Fall 2026 Leader badge for Contractor Management
Not a fit for
buyers who want to compare EOR pricing without a sales call
teams that need one uniform, publicly-verifiable owned-entity story across every country
A young but fast-growing global-employment platform (180+ countries) with a real owned-entity core (38 entities), transparent flat pricing and standout human support. Best for SMBs — especially European — that value hands-on support and predictable pricing over deep automation.
7.6/10
★ 4.8 · 230 reviews
EOR price
From $349 per employee/month (varies by country/headcount)
Coverage
180+ countries
Entity model
38 owned
Time to hire
Vendor claim: ~48 hours in standard markets, same-day in some; longer in complex jurisdictions
Certifications
GDPR
Support
24/7
What stands out
Broad 180+ country reach with a real owned-entity core (38 entities), not pure-partner
Transparent flat pricing; no setup/offboarding fees or annual lock-in
Fast onboarding (~48h standard) and strongly-rated 24/7 human support
Not a fit for
enterprises needing deep HRIS/finance integrations and advanced analytics
A budget-friendly, transparently-priced EOR with broad headline coverage (185+ countries) and a free contractor-management tier. Strongest for cost-conscious teams that want published prices up front rather than a sales quote.
7.8/10
★ 4.4 · 473 reviews
EOR price
Starts at $199 per employee/month
Coverage
185+ countries
Time to hire
Vendor claim: 1-3 days in most locations once documentation and contracts are approved
Certifications
ISO 27001, SOC 2 Type II, GDPR
Support
24/7 customer support for hiring managers and global employees; the EOR FAQ lists 24/5
What stands out
Transparent published pricing: EOR from $199/employee/month, free contractor tier, $25/mo premium contractor tier
Broad headline coverage: EOR in 185+ countries, contractors in 150+, visas/work permits in 110+
Stated no setup fees, minimum contracts or termination fees
Not a fit for
enterprises requiring extensive compliance attestations beyond ISO 27001 / SOC 2 Type II
teams that need disclosed owned-entity coverage per country
A global HR and payroll platform with a notable focus on the Middle East, Africa and other emerging markets. RemotePass covers EOR, a dedicated Contractor of Record, contractor management and local payroll across 150 countries, and is one of the few in this set to publish list pricing.
7.9/10
★ 4.7 · 894 reviews
EOR price
Starting at $349/mo per employee (includes tax)
Coverage
150+ countries
Time to hire
Employees onboarded in less than two weeks (EOR page headline)
Certifications
SOC 2 Type I, SOC 2 Type II, GDPR
What stands out
dedicated Contractor of Record that explicitly addresses worker-misclassification risk
published per-seat pricing for EOR ($349), CoR ($299), Local Payroll ($15) and Contractors ($39)
strong MENA/emerging-markets coverage incl. KSA and UAE, with visa sponsorship and relocation
Not a fit for
buyers needing the very broadest country footprint
buyers requiring ISO 27001 or SOC 1 attestations stated up front
A work-and-payments platform that combines EOR, a dedicated Contractor of Record product, contractor payments and global payroll across 95+ countries, with unusually transparent published 'starts at' pricing for a global-employment vendor.
7.9/10
★ 4.2 · 654 reviews
EOR price
Starts at $99/per employee per month
Coverage
95+ countries
Entity model
95 owned
Time to hire
Not stated as a number; vendor claims '3x faster onboarding' (relative claim only)
Certifications
GDPR, SOC 2, ISO, PCI DSS
What stands out
EOR, Contractor of Record, contractor pay and global payroll on one platform
transparent published 'starts at' pricing ($19-$149/mo) — rare among EOR vendors
dedicated CoR product in which Native Teams is the contracting party for the contractor, which reduces misclassification risk
Not a fit for
buyers needing a named, audited certification set (specific ISO 27001 / SOC 2 type)
A global employment specialist with EOR in 150+ countries on an owned-entity network, a dedicated Contractor of Record, global payroll and published pricing — strong for compliant hiring across many markets with transparent EOR/contractor costs.
8.4/10
★ 4.8 · 5037 reviews
EOR price
Starting at $459/mo per employee
Coverage
150+ countries
Time to hire
Vendor claim: onboard global hires in 24 hours; compliant contract in 5 minutes (not an SLA)
Certifications
SOC 2 Type I, SOC 2 Type II, SOC 3, ISO 27001:2022
What stands out
EOR live in 150+ countries on an owned-entity network
dedicated Contractor of Record (classification, contracts, tax, payments)
published pricing for EOR ($459 annual), Contractor of Record ($400) and contractors ($40), no minimum headcount
Not a fit for
buyers needing an all-in-one HR/IT/Finance suite beyond global employment
buyers who need all-inclusive prices with no add-ons or implementation fees
The oldest, most analyst-recognized EOR (founded 2012) — deepest certification stack and widest documented country footprint, but no owned-entity disclosure or dedicated Contractor of Record product.
8.3/10
★ 4.4
EOR price
From $599/mo per employee
Coverage
180+ countries
Time to hire
Vendor claim: 'hire anywhere in minutes'; no SLA published
A unified workforce platform (HR, IT and Finance) with EOR in 80 countries and contractor payments in 185+ — strongest when you want employees, contractors, payroll, apps and devices managed in one system.
8.3/10
★ 4.7 · 22k reviews
EOR price
Custom quote
Coverage
80+ countries
Time to hire
≈5 days to payday in popular markets (12 in less common)
Certifications
SOC 1 Type II, SOC 2 Type II, SOC 3, CSA STAR Level 2
What stands out
EOR live in 80 countries; contractor payments in 185+ and 50+ currencies
unified HR, IT and Finance platform
broad security/compliance (SOC 1/2/3 Type II, ISO 27001/27018/42001)
Not a fit for
buyers who need published, transparent EOR pricing up front
buyers who need published, transparent EOR pricing up front
What it costs to employ someone in Bangladesh through an EOR
Statutory employer cost on salary in Bangladesh is nil: there is no mandatory employer social-security or payroll contribution (PwC, checked 2026-10-27). The two examples use Tk 6,185,000 (about USD 50,000) and Tk 12,370,000 (about USD 100,000) a year at 1 USD = 123.70 BDT, the Bangladesh Bank reference rate of 123.7112 on 2026-10-25 rounded (Bangladesh Bank; its page showed a captcha, so the rate is from a search extract). Employee income tax is withheld from pay and is not an extra cost for the client.
Gross salary
Employer statutory
Components
Tk 6,185,000/year
Tk 0
Employer social security 0% x 6,185,000 = 0; payroll tax 0
Tk 12,370,000/year
Tk 0
Employer social security 0% x 12,370,000 = 0; payroll tax 0
Both examples leave out items that are not a statutory percentage of pay:
two festival bonuses a year, each up to one month’s basic wage (Labour Rules 2015, r.111(5)); the basic share of salary is unknown, so we make no estimate;
the 5% Workers Profit Participation Fund and Welfare Fund, which depend on net profit and apply to qualifying companies only;
group insurance (100 or more permanent workers), an optional provident fund of 7-8% matched by the employer, and accrued gratuity or termination compensation of at least 30 days’ wages per year of service.
The EOR’s own fee is on top. Per month, two vendors show a figure tied to Bangladesh: Skuad $249 (promotional; list $299, terms of the promotion not disclosed) and Deel from $599 on its Bangladesh page, with Atlas stating $599 on a Bangladesh article. Everything else is a global list price or absent: Native Teams from $99, RemoFirst from $199, RemotePass from $349, Playroll $399, Multiplier from $459, Remote $599, G-P from $599 and Rivermate from about EUR 299 (in euros, so not in the range). Rippling and Safeguard Global are quote-based.
Hidden costs: no vendor publishes a setup fee, deposit, minimum term or termination fee for Bangladesh. Termination pay under the Act is a cost of the legal employer (see notice and severance above).
Basis: a tax-resident employee with an IT or office role; 2026 rules, taka. We didn’t draw a cost chart: employer contributions are zero at both salaries, so there is nothing to stack.
When you don’t need an EOR
BIDA requires the employing company to be registered with it, and the sources we found don’t say whether an EOR can sponsor a foreign national. A directed role is also exposed to the Labour Act’s reach over workers employed through a contractor. Source: BIDA and Labour Act 2006, checked 2026-10-27.
A genuinely independent contractor. Someone who serves their own clients and isn’t under your direction. See how to pay contractors in Bangladesh and our hiring guide. A person doing an employee’s work under a contractor label can still be a worker under s.2(65); that is contractor misclassification, and the risk for an exclusive full-time contractor is real. On tax, freelancing income is exempt from income tax under a Sixth Schedule exemption for IT freelancing and technology-based services running from 2024-07-01 to 2027-06-30, conditional on a trade licence, TIN, BIN and bank receipts (The Daily Star, checked 2026-10-27). The Finance Act 2026 extends exemption to all freelancing and content-creation income per PwC; we didn’t open the enacted text, so its end date and conditions are unconfirmed. If the exemption doesn’t apply, business income is taxed on net profit at the same slab table without the one-third employment exemption: Tk 1,465,500 on an invoice of Tk 6,185,000 and Tk 3,321,000 on Tk 12,370,000, with no expenses deducted. Tax at source on inward remittances for fees and service charges is 5% from 2026-07-01 (7.5% before); whether freelancers are excluded was reported differently. Salary from a foreign employer is not covered by the exemption.
Your own Bangladeshi presence. A branch of a foreign company is taxed at the unlisted-company rate plus a 20% branch profit remittance tax, and registration with BIDA is what lets a company appoint foreign nationals (PwC, checked 2026-10-27). We have no published setup time or cost for it.
Direct hire without an entity. Not an option in the sources we found: a foreign company that wants to employ directly needs its own registered presence.
What changed in 2026
2025-11 - Bangladesh Labour (Amendment) Ordinance 2025, promulgated by the interim government: a wider worker definition, lay-off eligibility cut from 1 year to 3 months, death-compensation eligibility from 2 years to 1, graded resignation compensation, a ban on blacklisting, harassment complaint committees (s.332A), a forced-labour ban (s.345(Ga)) and a minimum-wage review every 3 years. Bangladesh also ratified ILO C155, C187 and C190 that month. The exact day isn’t confirmed (Mondaq).
2026-02-05 - Personal Data Protection (Amendment) Ordinance 2026 (Ordinance No. 23 of 2026) in force, amending the Personal Data Protection Ordinance 2025 on data residency and penalties (Digital Policy Alert).
2026-04 - Bangladesh Labour (Amendment) Act 2026 (Act No. 40 of 2026), passed in April (9 or 10 April in different reports), makes the ordinance permanent: maternity leave 120 days (from 112), festival holidays 13 (from 11), union registration from 20 members for establishments up to 300 workers, check-off for any registered union, an ADR Authority (s.348C, not yet operating) and higher fines (Legal 500).
2026-06-28 - Electronic filing of individual income tax returns through the NBR portal becomes mandatory for most individuals (NBR Special Order 1/2026), with a 5% rebate (maximum Tk 25,000) for filing between 1 July and 30 September (PwC).
2026-07-01 - Finance Act 2026 (passed 2026-06-29): tax-free threshold Tk 400,000 (the budget proposal was Tk 375,000), the 5% entry slab removed so the first taxable band is 10%, and slabs of 10, 15, 20, 25 and 30%. Tax at source on inward remittances for fees and service charges falls from 7.5% to 5%, and freelancing and content-creation income is exempted (PwC, The Daily Star). We didn’t open the enacted text.
2026-12 (pending, not law) - The garment-sector minimum wage review is due by December 2026, three years after the Tk 12,500 wage. The government says it will form a wage board; manufacturers asked to delay the review to 2028 (The Business Standard).
All checked 2026-10-27.
Numbers vendors haven’t updated
Minimum wage.Remote’s page gives a minimum of 1,500 taka a month outside sector rates and a garment rate of 8,000 taka; G-P gives BDT 1,500 a month as a general minimum. There is no economy-wide statutory minimum, and the garment rate has been Tk 12,500 since 2023-12-01 (Prothom Alo, checked 2026-10-27). Deel says there is no minimum wage by law, which matches the absence of an economy-wide rate, though sector rates exist. Multiplier gives the correct garment figure of BDT 12,500.
Income tax.Deel’s page shows a 0% band up to BDT 375,000 and 30% above BDT 3,875,000; under the Finance Act 2026 the tax-free threshold is Tk 400,000 and the 30% band starts above Tk 3,600,000 (PwC, checked 2026-10-27).
Employer cost.Deel’s page estimates employer cost at 8.93% of salary, and Playroll’s guide gives employer tax of 0-8%, with about 16-17% of base to allow for the two festival bonuses, 7-8% for a provident fund if there is one and an accrual of 30 days’ wages per year of service. We found no mandatory employer percentage on salary; the vendors’ figures may include items we don’t count, and we didn’t verify them.
Health insurance.Remote’s page says employers must provide health insurance. We found no such requirement for private-sector employees in the Act, the Rules or PwC.
Template error.Deel’s Bangladesh page has a payroll-cost block with Brazilian items in reais; none of its figures are Bangladeshi.
How we built this page
Country rules and vendor data were collected and checked on 2026-10-27, from the Bangladesh Labour Act 2006 as amended to 2018, the Labour Rules 2015, PwC, law-firm and press summaries of the 2025-26 reforms, and vendor pages. Several sites didn’t open directly and were read through text copies, and the 2025 Ordinance and 2026 Act were not read in gazette text. We couldn’t search the company register, so no entity is verified: where a vendor says it has its own entity we report it as its statement, and the rest are recorded as not disclosed. The order puts vendors that say they own an entity first, then the rest by how much Bangladesh-specific detail and price they publish. Nobody pays for placement on this page.
Frequently asked questions
How much does an Employer of Record cost in Bangladesh?
Two layers. Statutory employer contributions on salary are nil: PwC says social security is not mandatory, so our examples at Tk 6,185,000 and Tk 12,370,000 carry Tk 0. The EOR fee is separate: published starting prices run from $99 to $599 per month, and most are global list prices. Festival bonuses, profit-based funds and termination pay come on top and are not a percentage of salary.
Is Employer of Record legal in Bangladesh?
It is a grey area. No Bangladeshi statute names, licenses or bans an EOR, and we found no Bangladeshi law-firm or Big Four publication on it. The Labour Act already counts people employed "directly or through a contractor" as workers (s.2(65)), and a foreign client that directs the work risks being treated as an employer or as having a permanent establishment.
Which is the best Employer of Record in Bangladesh?
It depends on what you weight. Remote and Atlas say they employ through their own Bangladeshi entities, but neither names it and we couldn't search the company register. The other 11 of the 13 providers don't state who the employer is. Ask each for the entity name and registration number before signing.
What is the cheapest Employer of Record in Bangladesh?
Native Teams lists the lowest starting price, $99 a month, but it is a global price. Skuad shows a $249 promotional price on its Bangladesh page, list $299, with the promotion's terms undisclosed. No vendor publishes a setup fee, deposit or termination fee for Bangladesh.
What is the difference between an EOR and a contractor in Bangladesh?
An EOR employs the person under the Labour Act; you direct the work. A contractor is independent, but the Act reaches anyone doing an employee's work under a contractor label. Freelancing income is exempt from income tax on conditions that include a trade licence, TIN and bank receipts. See our [EOR vs PEO](/blog/eor-vs-peo/) comparison.
Can an EOR sponsor a work permit in Bangladesh?
A foreign national needs an employment (E) visa and a work permit from BIDA, valid one year and renewable, and BIDA requires the employing company to be registered with it. We found no source on whether an EOR can sponsor a foreign client's foreign national, so ask the vendor in writing.
What is the minimum wage in Bangladesh?
There is no economy-wide statutory minimum wage. Rates are fixed sector by sector. The garment sector's lowest grade is Tk 12,500 a month since 2023-12-01, up from Tk 8,000, and a review is due by December 2026. Pay for office, IT or professional staff is set by contract, not by a wage board.
How long does it take to hire through an EOR in Bangladesh?
Vendors claim days to weeks: Deel says as little as 5 days, Playroll 1-5 working days, Safeguard Global and Rivermate 1-2 weeks, and Atlas as little as two weeks. These are vendor claims. Remote says its timeline depends on registration with local authorities.
Where to go next
These platforms head to head
The full listings
Hiring contractors in Bangladesh instead
Employer of Record in other countries
Sources
The vendor pages every fact came from, with the date each was checked.
13 platforms tracked in this category. Every fact in the entries above comes from the vendor's own pages — each carries a footnote with the source and the date we checked it, and where a vendor publishes nothing we leave the field out rather than guess. Scores are ours and are not for sale. Full methodology · Report an error
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