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Presentation
Presented By
 Group Members
Name ID

Raiyan-Ul Jannah 1323

Robiul Awal Tuhin 1327

Md. Rashadul Hasan 1328

Md. Anwar Parvez 1331

Md. Faisal Hossain 1334

Md. Mostafizur Rahman 1341

Presentation on Bangladesh
Labor Law
Raiyan-Ul Jannah
ID No: 1323
Bangladesh Labor Law - 2006
Enacted in 11 October, 2006 and
amended in 2013
 Background of Bangladesh
Labor Law - 2006
During the Pakistan regime the Factories Act, 1934 continued up to
1965. The then East Pakistan Assembly repeated the said Act and
in its place re-enact the same and passed the East Pakistan
Factories Act,1965 (Act IV of 1965).The Act was passed in the
Assembly on the 5th August, 1965 and was published in the
Gazette dated 1st September,1965.After liberation of Bangladesh
on the 26th March,1971 the Act remained in force.
The laws which this Code has replaced were made mostly during
the British Colonial regime and Pakistan period and they were as
many as 50 in number. In many cases these laws were outdated,
scattered, inconsistent and often overlapping each other.
In 1992 a Labor Law Commission was formed by the Government
of the day which examined 44 labor laws and recommended to
repeal 27 laws and it prepared a draft Labor Code in 1994. This
draft of Labor Code,1994 underwent series of changes in its vetting
stages and finally the Bangladesh Labor Code 2006 was passed
by the Parliament on October 11,2006.The Bangladesh Labor
Code 2006 is one of the very recent laws with major overhauling
changes in the field of labor legislation.
 Acts in Bangladesh

Bank Company Act,1991

Bangladesh Securities and Exchange
Commission Act,1993
Company Act,1994
Copyright Act,2000
Mobile Court Act,2009
Insurance Act,2010
 Acts in Bangladesh
The sale of Goods Act,1930
The Partnership Act,1932
The petroleum Act,1934
The business Profits Tax Act,1947
The Government Educational and
Training Institutions Ordinance,1961
(East Pakistan Ordinance)
The Jahangirnagar University Act,1973
 Acts in Bangladesh
The Judicial Officers Protection
Act,1850
The Penal Code,1860
The Police Act,1861
The Contract Act,1872
The Income-tax Ordinance,1984
The Foreign Recruiting Act,1874
The Negotiable Instruments Act,1881
Acts related to Labor Law
Acts related to Labor Law
 Labor Court

A labor
court (or labour
court or industrial
tribunal) is a
governmental
judiciary body which
rules on labor or
employment-related
matters and
disputes.
Labor Court in Bangladesh
There are only seven labor courts in
Bangladesh

Three are based in Dhaka,

Two in Chittagong,
One in Rajshahi and
One in Khulna and each of these
courts have jurisdiction over different
parts of the country.
Md. Mostafizur Rahman
ID No: 1341
 WORKING HOURS..
DAILY WORKING HOURS WEEKLY WORKING HOURS

Section-100: No Adult Section-102: Adult workers

Worker Shall ordinarily
be required or allowed
to work in an
establishment for more Provided that the total hours
than eight hours in any
day.
shall ordinarily be required
or allowed to work in an
establishment for more than
48 hours in any week.
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.
Extra Allowance For Over Time

Section-108: When a
worker works in an
establishment for
more then the
prescribed hours 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.
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.
 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.

The working mothers in public and private

sector are supposed to get maternity leave for 6
months

[Note: No woman worker shall be entitled to such

benefit if she has, at the time of delivery, two or
more children alive].
 Safety
All the workers are accessible to receive first aid
from the factory at the time of working hour
Prohibit or restrict employment of women,
adolescents or children in hazardous
operation;
Provide periodical medical examination of
persons employed in dangerous condition.
Rana Plaza Tragedy in 2013
Md. Anwar Parvez
ID No: 1331
 Roles and responsibilities of Trade Union
"trade union" means any combination whether temporary or permanent, the
principal purposes of which are, under its constitution, the regulation of the
relations between workers and employers, or between workers and workers, or
between employers and employers whether such combination would or would not,
if this Act had not been enacted, have been deemed to have been an unlawful
combination by reason of some one or more of its purposes being in restraint of
trade.
TUs inspire every member of Union to abide by laws/rules on OHS and aware the
workers and officials about the law and rights with responsibilities; Participate,
cooperate and provide necessary support in bilateral and tripartite discussion and
activities on OHS; Expand full support to the activities of occupational health
surveillance in identifying work related diseases or OHS problems.
Trade unions preserve the right to collective bargaining for any specific issues.
Federation of trade unions will call general meetings specially convened the
purpose, by the vote of note less than majority of the total membership will be
selected for bargaining agent on behalf of all workers.
Federation members will keep commitment with mutual trust, understanding and
cooperation between employer and the workers.
Bargaining agents will influence and inspire other members for vocational training,
workers education and family welfare training.
 Industrial Relations with Trade Union

Workers have right to form a trade union within factory.

Every worker has right to join in trade union. No workers shall
be allowed for duel membership of trade unions.
Trade union must have constitution and shall be applied for
registration of the concerned area.
Incase of immoral activities or conviction or offensive
involvement within the factory trade union will be closed.
After proper investigation and findings of the offence factory
owner will apply before Labor court for cancellation of the
registration of trade union.
A group of trade union will compile a trade federation and will
be registered showing the receipt of expenditure, meeting
proceedings, register book and other documents on behalf of
trade unions.
Present Situation of Trade
Union
Bangladesh Employers Federation (BEF)

BEF was founded in 1998 and is the

national employer organization,
representing 131 affiliates with around
90% of established employers in the
private sector. BEF is represented in
most national bi- or tripartite bodies.
Child Labor In BANGLADESH
Child labor is a working child under the age
specified by law.
In 2006, Bangladesh passed a Labor Law
setting the minimum legal age for
employment as 14
Child Labor In BANGLADESH

Child labor in Bangladesh is common, with 4.7

million or 12.6% of children aged 5 to 14 in the
work force. Out of the child laborers engaged in
various sector , 83% are employed in rural areas
and 17% are employed in urban areas.
Employment ranges from jobs in the informal
sector such as in agriculture and domestic
service, to jobs in the formal sector, such as in
the garment industry.
A boy making metal components
at a factory. Dhaka, Bangladesh
Child labor in Chittagong, leaving after Agriculture deploys 70% of the world's child labor. Above,
child worker on a rice farm in Bogra
collecting recyclables from a landfill

Child Labor in a quarry Child labor in Bangladesh

Md. Faisal Hossain
ID No: 1334
 LABOR LAW AMENDMENTS
Section 19: Compensation due to Death
Section 27: Resigned from the job due to
absence
Section 28(a): Workers relations due to any
disaster beyond control or damage
Section 62: Establishment the doors
affording exit
Section 78: Personal safety equipment and
offer trainings
Section 89: The establishment of a Health
care Center
Robiul Awal Tuhin
ID No: 1327
LABOR LAW AMENDMENTS
Insertion of Section 90(a): Formation of the Safety
Committee

Insertion of Section 94(a): Residential Facility for

Physically Challenged Workers

Replacement of Section 99 of the Act No. 42 of 2006:

Compulsory Group Insurance

Insertion of Section 140(a): Special Power of the

Government

Amendment to Section 176 of the Act No. 42 of 2006: A

trade union formation
LABOR LAW AMENDMENTS
Amendment to Section 178 of the Act No. 42 of 2006 :
Condition requiring the Director of Labor

Insertion of Section 202: Labor Act permitting

workers to appoint outside experts

Amendment to Section 215 of the Act No. 42 of

2006:First Class Magistrate shall be replaced by
the First Class Judicial Magistrate or Metropolitan
Magistrate
Md. Rashadul Hasan
ID No: 1328
 Violation of Section 108
Violation of
Implied provisions provision

No adult worker shall But the real scenario,

ordinary be required or specially in tannery
allowed to work for industry, is working
more than 8 hours in hour there is about 9-
a day. 11 hours and all the
When a worker works hour is considered as
for more than the a working hour.
prescribed hours in a Weekly hour of an
day under the code, employee goes even
he or she will be much higher of this.
entitled to allowance No casual leave or
at the rate of twice of sick leave with
his basic wages. payment is allowed for
employees.
 Violation of Section 34,
Section 41, and Section 45
Implied provisions
Section 34: A certificate of
fitness and a certificate of
willingness to work will be
mandatory in case of
employing child or
adolescent
Section 41: No adolescent
shall be allowed or required
to work more than 5 hours
a day and 30 hours a
week.
Section 45: Every employed
women will be provided at
least 8 weeks of maternity
leave with payment but she
has to submit the proof of
delivery.
Violation of provision
But both of the section
34 and 41 is
continuously violated
as child labor is
considered as a
cheap and easily
controllable labor.
Many organization
recruits women
employee as a
temporary worker or
daily basis, so they
are quite deprived of
getting maternal leave
or maternity benefits.
 Violation of Section 89,
Section 92, and Section 93
Implied Violation of
provisions provision

Section 89: An almirah Unfortunately,

and an aid box for every
150 workers should be only the 2.35% of
available.
Section 92: A canteen
industries are
has to be established availing this
where more than 100 benefits for blue
workers are employed.
Section 93: A rest room color employees
should be available for in Bangladesh.
every 50 workers and
rest room for female
workers should be
separated.
 Impact-Urgency Model
Core findings at a glance:
Urgency for resolution
Most of the workers Urgency level
dont know about their Urgency level Urgency level
rights and benefits. High Moderate Low
Job security in most
of the organization is
almost zero. Implementing Availability of Payment of job,
Payment of job, prescribed aid kit, bonus and
bonus and increment working hour. canteen or increment
isnt according to the rest room
labor code.
facility
No definite working
hour.
Protecting Providing
Casual leave, Sick
leave and Maternity the rights Casual leave, Job
benefits arent Sick leave Security
followed. of child and
and Maternity
adolescent
Employment of benefits
adolescent is quite
high, working hour
isnt maintained and
they are paid less than
adults.
No first aid kit, no Informing
canteen or rest room about
facility and no room employees
for children of the
female workers are rights and
provided. benefits.
Any
Question????