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ISSN 2708-6313

Supreme Court’s Intervention on the Legality of Mobile Courts Act

Comprehending the application of intellectual property law in internet marketing strategies…, the clause of “special circumstances” under section 19 of cmra for…, right to water: from international to national legal arena, strengthening labour adjudication in bangladesh.

Labour law bangladesh

Focus Keyword: Bangladesh Labour Law 

At present, labour courts in Bangladesh are functioning under the Bangladesh Labour Act, 2006 . According to this Act, the labour court is a unique and distinctive court, the constitution of which is based on tripartite representation model. The Court consists of a chairman and two members, one representing the workers and the other representing the employer. The Chairman represents the state as s/he is appointed by the Government from amongst the District or Additional District Judges. There is a panel of members of the labour court from which the Chairman appoints two members to constitute the court for the purpose of hearing an industrial dispute or a dispute relating to the service/employment of the workers. The Court in trying offences under the Act or resolving a dispute relating to the payment of wages or of compensation to workers for accidents, consists only of the Chairman.

Appeal from the judgments, decisions, or awards of Labour Court lies to the Labour Appellate Tribunal . The Tribunal may be constituted with one Chairman alone or with the Chairman and such other members as the Government may fix. The Chairman may be appointed from amongst the persons who are or had been a Judge or Additional Judge of the Supreme Court . Ordinarily the decisions of the Tribunal is final, no appeal lies against the order or judgment of the Tribunal.

As of now, there are only 7 Labour Courts across the country (3 in Dhaka, 2 in Chittagong, and 1 each in Rajshahi and Khulna). There is only one Labour Appellate Tribunal at Dhaka. By analyzing court registers, it is found that, till September 2016: in the Labour Courts of Bangladesh, 15128 cases were pending among these 11272 cases were pending for more than six months. It is also found that, case filing rate is higher than case disposal rate. As a result backlog and delay in disposal of cases, both are increasing simultaneously, which cause great sufferings to the working masses.

Following are some causes of delay and recommendations to strengthen and accelerate the labour adjudication system in Bangladesh and to mitigate people’s sufferings:

1.  A Labour Court despite being a tripartite adjudicatory body, law has not provided any criteria of judicial knowledge, experience or minimum qualification for members except the Chairman. Though the Labour Court is a specialized judicial body, but there is no provision for any prior experience (in dealing with labour law matters) or minimum training for judges before appointing here from lower judiciary. As a result, indifference, unskillfulness, incapacity and unprofessionalism of judges and members hinder the proceedings of labour courts. These things should be considered for smooth functioning of the labour courts.

2. Though the Act mandated the Government to establish required number of labour courts. The Government so far established only 7 Labour Courts. Among these, Courts of Dhaka and Chittagong are situated in the divisional headquarters. Even there is no labour court at four divisions-Sylhet, Barisal, Rangpur and Mymensingh. As a result, a tea garden worker of Sylhet and a rice-mill worker of Brahmanbaria has to go the Labour Court of Chittagong to file cases for their grievance, unpaid wages and compensation. A worker of Syedpur has to go the Labour Court of Rajshahi and a worker of Barishal has to go Khulna for seeking labour justice. After traveling hundreds of kilometers and after waiting months after months, remedy awarded by the labour courts simply becomes mockery to the workers when their claims are so minimal. That’s why, instead of going courts for their redress many workers have to embrace injustice. Harassing the toiling masses and workers such a way in the name of delivering justice amount to exploitation by the state which is contrary to the spirit of our Constitution. To make the labour courts accessible to the workers and to facilitate them to recover their legal rights at least one Labour Court (constituted with a Joint District Judge) should be established in every district and two in every district having industrial area and at least one Labour Appellate Tribunal (constituted with a District Judge) in every division of Bangladesh.

3. Though the Act mandated to complete trial in the Labour Courts and Tribunal/s within 60 days, it is found that about 50% cases take time from 1-3 years. Around 20% cases take more than 3 years. In most of the cases, the reason behind this delay is adjournment of judicial proceedings on the request from employer side. As a result, a worker who is being terminated from one factory fighting for his/her unpaid wages and other dues and joined in a new factory, by appearing in the Court frequently s/he has to be terminated from new factory also. Thus, labour adjudication system of the country should be made worker-friendly.

4. Delays and backlogs in the labour courts are not only due to the scarcity of courts and inadequate staffing thereof but also because of judges’ aversion to sit in benches regularly and timely. As a general practice, the labour courts tend only to sit for half a day. In some courts, judges sit for less than one hour. In resolving industrial disputes, complaints and some other labour disputes the Labour Court is supposed to be formed with the Chairman and 2 other members. In reality, most of the days members remain absent or one remains present but other does not or when remain/s present used to sit in all types of cases including trial of offences and disputes on payment of wages or compensation which is a clear violation of law. The presence of members should be ensured during disposal of the cases.

5. Disputes between employers and workers are inevitable in industrial relations. Resolving these disputes peacefully, amicably and mutually with keeping working environment intact will result in production, growth, investment, industry and economy of the country. For this, compulsory court sponsored ADR system should be introduced in the Bangladesh Labour Act, 2006 to reduce inordinate delay and backlogging of labour disputes. At the same time, the existing legal aid scheme of the Labour Courts should be expanded as most of the workers are covered by this scheme.

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  • ইতিহাস ও কার্যাবলী
  • মিশন ও ভিশন
  • সাংগঠনিক কাঠামো
  • কর্মকর্তাবৃন্দ

বিভাগীয় শ্রম অফিস

  • বিভাগীয় শ্রম দপ্তর, ঢাকা
  • বিভাগীয় শ্রম দপ্তর, চট্টগ্রাম
  • বিভাগীয় শ্রম দপ্তর, রাজশাহী
  • বিভাগীয় শ্রম দপ্তর, খুলনা
  • বিভাগীয় শ্রম দপ্তর, নারায়ণগঞ্জ
  • বিভাগীয় শ্রম দপ্তর, শ্রীমঙ্গল, মৌলভীবাজার

প্রশিক্ষণকেন্দ্র

  • ঢাকা আইআরআই
  • চট্ট্রগ্রাম আই আর আই
  • রাজশাহী আই আর আই
  • খুলনা আই আর আই

আঞ্চলিক অফিস সমূহ

  • আঞ্চলিক শ্রম দপ্তর, বগুড়া
  • আঞ্চলিক শ্রম দপ্তর, সিলেট
  • আঞ্চলিক শ্রম দপ্তর, কুমিল্লা
  • আঞ্চলিক শ্রম দপ্তর,কুষ্টিয়া
  • আঞ্চলিক শ্রম দপ্তর, রংপুর
  • আঞ্চলিক শ্রম দপ্তর, দিনাজপুর
  • আঞ্চলিক শ্রম দপ্তর, ফরিদপুর
  • আঞ্চলিক শ্রম দপ্তর, ময়মনসিংহ
  • আঞ্চলিক শ্রম দপ্তর, বরিশাল

শ্রম কল্যাণ কেন্দ্র

  • শ্রম কল্যাণ কেন্দ্র, টঙ্গী
  • শ্রম কল্যাণ কেন্দ্র,তেজগাও
  • শ্রম কল্যাণ কেন্দ্র,চাষাড়া
  • শ্রম কল্যাণ কেন্দ্র,বন্দর
  • শ্রম কল্যাণ কেন্দ্র,নরসিংদী
  • শ্রম কল্যাণ কেন্দ্র,ষোলশহর
  • শ্রম কল্যাণ কেন্দ্র,চাঁদপুর
  • শ্রম কল্যাণ কেন্দ্র, ব্রাহ্মণবাড়ীয়া
  • শ্রম কল্যাণ কেন্দ্র,কালুরঘাট
  • শ্রম কল্যাণ কেন্দ্র,ফুসকুিড়
  • শ্রম কল্যাণ কেন্দ্র,শমসেরনগর
  • শ্রম কল্যাণ কেন্দ্র,পাত্রখোলা
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  • শ্রম কল্যাণ কেন্দ্র,চিকনাগুল
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সমাপ্ত প্রকল্পসমূহ

  • ১- নারায়ণগঞ্জ বন্দর ও চট্টগ্রামের কালুরঘাটে মহিলা শ্রমজীবী হোস্টেল এবং ০৫ শয্যার হাসপাতাল সুবিধাসহ শ্রম কল্যাণ কেন্দ্র নির্মাণ প্রকল্প। (বাস্তবায়নকাল: ০১/০৪/২০১৮খ্রি- হতে ৩০/০৬/২০২২খ্রি-)
  • ২- দেশের পার্বত্য অঞ্চলের শ্রমিকদের কল্যাণ সুবিধাদি ও দক্ষতা উন্নয়ন কার্যক্রম সম্প্রসারণ এবং জোরদারকরণে রাঙ্গামাটির ঘাগড়ায় বহুবিধ সুবিধাসহ কমপ্লেক্স নির্মাণ। (বাস্তবায়নকাল: ০১/০৪/২০১৭খ্রি- হতে ৩০/০৬/২০২২খ্রি-)
  • ৩- শ্রম অধিদপ্তরাধীন ০৬টি অফিস পুনঃনির্মাণ ও আধুনিকায়ন প্রকল্প। (বাস্তবায়নকাল: ০১/০৪/২০১৭খ্রি- হতে ৩০/০৬/২০২১খ্রি-)
  • ৪-‘শ্রম ভবন নির্মাণ’ প্রকল্প। (বাস্তবায়নকাল: ০১/১০/২০১৪খ্রি- হতে ৩০/০৬/২০১৯খ্রি-)

চলমান প্রকল্পসমূহ

  • ১- “শিল্পের উৎপাদনশীলতার বৃদ্ধিতে পিছিয়ে পড়া যুবসমাজকে শিল্প শ্রমিকে রূপান্তর” শীর্ষক প্রকল্প। (বাস্তবায়নকাল: জুলাই ২০২৩- জুন ২০২৬খ্রি-)
  • ২- “মুনশী আরফান আলী-ইউসেপ শ্রম ও কর্মসংস্থান ইনস্টিটিউট স্থাপন ও মানবসম্পদ উন্নয়ন” শীর্ষক প্রকল্প। (বাস্তবায়নকাল: জুলাই ২০২৩- জুন ২০২৮খ্রি-)

প্রস্তাবিত প্রকল্পসমূহ

  • ১- “টঙ্গী শ্রম কল্যাণ কেন্দ্রের পুন:নির্মাণ ও আধুনিকায়ন” শীর্ষক প্রকল্প
  • ২-“বঙ্গবন্ধু জাতীয় শ্রম ইনস্টিটিউট” প্রকল্প
  • ৩-“আধুনিক সুবিধায় খুলনা ও বরিশালে ০২ টি বহুতল শ্রম ভবন নির্মাণ” প্রকল্প
  • ফটোগ্যালারী
  • ভিডিওগ্যালারী
  • অভিযোগ ও পরামর্শ
  • সামাজিক সুরক্ষা এম.আই.এস.

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শেখ হাসিনা, এমপি

গণপ্রজাতন্ত্রী বাংলাদেশ সরকার

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বীর মুক্তিযোদ্ধা মোঃ নজরুল ইসলাম চৌধুরী , এমপি মাননীয় প্রতিমন্ত্রী শ্রম ও কর্মসংস্থান মন্ত্রণালয়ের

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শ্রম ও কর্মসংস্থান মন্ত্রণালয়

2024-02-26-06-46-992c8fcf636c787180931688f3f024e1

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মহাপরিচালক (অতিরিক্ত সচিব)

শ্রম অধিদপ্তর

হটলাইন নম্বর

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নারী ও শিশু নির্যাতন/ পাচার রোধে সেবা ১০৯

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  • রিকুইজিশন এন্ড ইনভেনটরি ম্যানেজমেন্ট সিস্টেম
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Employee Rights in Bangladesh and Employer Rights| Labour & Workers Law in Bangladesh in 2024

Employee rights & labour law in bangladesh.

This post in will explain in details the Employee Rights & Labour Law in Bangladesh| Labour & Workers Law in Bangladesh| Everything about Employment law that you need to know and be aware of.

Labour/Workers in Bangladesh 

With a population of 168.1 million people, Bangladesh has a huge and cheap workforce of about 90 million, consisting of 60 million agricultural jobs (growing at one percent per year) and 30 million non-agricultural jobs (growing at six percent per annum). Industrial jobs fall mostly within non-agricultural work. All employers are required to follow federal labor laws that prescribe conditions of employment, working hours, salary levels, leave policies, health and health conditions, and insurance for injured workers.  BANGLADESH CONSTITUTION GUARANTEES FREEDOM OF ASSOCIATION  and the right to join unions in it’s jurisdiction of Employee Rights & Labour Law in Bangladesh.  

Bangladesh Labour Act 2006 – A complete Overview of Employee Rights & Labour Law in Bangladesh

THE 2006 BANGLADESH LABOR ACT IS RELATIVELY SWEEPING AND PROGRESSIVE. THE ACT CONSOLIDATES AND REPLACES THE 25 EXISTING ACTS. THE COMPREHENSIVE NATURE OF THE LAW CAN IMMEDIATELY BE GLEANED FROM ITS COVERAGE — CONDITIONS OF SERVICE AND EMPLOYMENT, YOUTH EMPLOYMENT, MATERNITY BENEFIT, HEALTH HYGIENE, SAFETY, WELFARE, WORKING HOURS AND LEAVE, WAGES AND PAYMENT, WORKERS’ COMPENSATION FOR INJURY, TRADE UNIONS AND INDUSTRIAL RELATIONS, DISPUTES, LABOUR COURT, WORKERS’ PARTICIPATION IN COMPANIES PROFITS, REGULATION OF EMPLOYMENT AND SAFETY OF DOCK WORKERS, PROVIDENT FUNDS, APPRENTICESHIP, PENALTY AND PROCEDURE, ADMINISTRATION, INSPECTION, ETC.

( Definition of ‘Worker’ According to the Bangladeshi Law 

ACCORDING TO THE BANGLADESH LABOR ACT 2006,’ WORKER’ MEANS ANY PERSON, INCLUDING AN APPRENTICE EMPLOYED IN ANY ESTABLISHMENT OR INDUSTRY, EITHER DIRECTLY OR THROUGH A CONTRACTOR, TO CARRY OUT ANY SKILLED, UNQUALIFIED, MANUAL, TECHNICAL, COMMERCIAL PROMOTIONAL OR CLERICAL HIRE OR REWARD WORK, WHETHER THE TERMS OF EMPLOYMENT ARE EXPRESSED OR IMPLIED, BUT DOES NOT INCLUDE A PERSON EMPLOYED PRIMARILY IN A MANAGERIAL OR A CLERICAL WORK. (EMPLOYEE RIGHTS & LABOUR LAW IN BANGLADESH)

Labour/ Employment Law in Bangladesh 

BANGLADESH’S EMPLOYMENT LAW IS REGULATED BY THE 2006 LABOR ACT  (“Act”) and the 2015 Labor Rules (“Rules”). The Act and Rules apply to employees (laborers) working in commercial and industrial enterprises. The laws and regulations prescribe working hours, weekly vacations, annual leave, medical leave. It also uses the company’s profits for gratuity benefits, provident funds and participation. 

Best Labour Law Firm In Dhaka Bangladesh Tahmidur

Types of Workers in Bangladesh 

Workers employed in any institution are graded according to the type and condition of their work in any of the following classes: (a) Apprentice, (b) Substitute / Badli, (c) Casual, (d) Temporary, (e) Probationer, (f) Permanent and (g) Seasonal.

  • Apprentice:  As a trainee + Paid allowance only
  • Substitute/ Badli:  In the post of a permanent Worker or of a probation worker
  • Casual:  Casual in nature
  • Temporary:  Temporary in nature + finished within a limited period
  • Probationer:  In a permanent post + the period of his probation
  • Permanent:  He has completed the period of his probation
  • Seasonal:  Any work season and remain in employment up to the end of the season 

Conditions of Employment   

IT IS GIVEN IN THE 2006 BANGLADESH LABOR ACT THAT ANY ESTABLISHMENT MAY HAVE ITS OWN SERVICE RULE, BUT THE SERVICE RULE MUST INCLUDE ALL THE REGULATIONS SPECIFIED IN THE ACT. The service rule will then have to be presented to the Chief Inspector. He must accept it if no change is made within 90 days of receipt. IF HE DOES NOT AGREE, HOWEVER, THE AGGRIEVED PERSON CAN PURSUE AN APPEAL WITHIN 30 DAYS TO THE COURT. THE GOVERNMENT WILL THEN DISPOSE OF SUCH AN APPEAL WITHIN 45 DAYS AND THE GOVERNMENT’S ORDER WILL BE FINAL.  

 RECRUITMENT in Bangladesh (Employee Rights & Labour Law in Bangladesh):  

 No employer shall hire any worker without giving a letter of appointment to such worker and a photo identity card shall be given to each such employed worker.

“Tahmidur Rahman Remura Wahid Parnters is Considered as one of the leading firms in Labour Law in Dhaka, Bangladesh”

Carpe Noctem Bangladesh

WORKING HOURS IN BANGLADESH LABOUR LAW 

Some labor law regimes require legislative working time limits. Originally, it was intended to enforce hour limits to ensure a safe and healthy working environment and sufficient rest or leisure time between shifts. However, over the past century, hour limits have become increasingly seen as a way to advance the additional policy objectives of allowing workers to balance their paid work with their family responsibilities and other aspects of their lives, promoting productivity and reducing unemployment. In our country, the 2006 Labor Act lists the daily and weekly basis of working hours, with the overtime hours and their payment.

UNDER THE PROVISIONS OF EMPLOYEE RIGHTS & LABOUR LAW IN BANGLADESH, IT IS BROUGHT UP THE WORKING HOURS OF A WORKER, SUCH AS:

  • Daily Working Hour:  Up to 8 hours per day.
  • Interval for Rest or Meal:

Shift exceeding 6 hours: 1-hour break

Shift of 5 hours: 30 minutes

Shift of 8 hours: i) Two 30 minutes break, or ii) One 1-hour break

  • Weekly Working Hour:  Up to 48 hours per week.
  • Overtime:  Up to 10 hours per day and 60 hours per week.

On average 56 hours per week.

For road transport workers, 150 hours of overtime per year.

  • Night Shift:  A holiday for a whole day which means 24 hours break between each night shift has to be given.
  • Limitation for Women Workers:  No shift from 10.00pm to 06.00am without the woman worker’s consent.
  • Restriction on Double Employment:  Double employment is not allowed for any worker.

Best Employee Rights Labour Law In Bangladesh Law Firm In Bangladesh 1

Daily Limit in regards to International Standards Labour Law

Daily working hour limits are a feature of Conventions Nos. 1 and 30, both of which provide for an 8-hour limit on normal hours. Convention No. 47 and Recommendation No. 116 do not provide for daily limits, the 40-hour week being considered an adequate guarantee of a working day of 8 hours or less[1]. Under the international standards, daily hours can be averaged within the 48-hour week, allowing the 8-hour limit to be extended to 9 hours in industry (Convention No. 1)19 and 10 hours in commerce (Convention No. 30).

The Labour Act, 2006: as per section 100, 8-hour day is the daily work limit but it may not exceed 10-hour day subject to the satisfaction of section 108.

Wages in Bangladesh:

WAGES’ MEANS ANY REMUNERATION EXPRESSED IN TERMS OF MONEY OR CAPABLE OF BEING SO EXPRESSED THAT, IF THE TERMS OF EMPLOYMENT, EXPRESSED OR IMPLIED, WERE MET, WOULD BE PAYABLE TO A WORKER IN RESPECT OF HIS OR HER EMPLOYMENT OR WORK PERFORMED IN THAT JOB, AND INCLUDES ANY OTHER ADDITIONAL REMUNERATION OF THE AFOREMENTIONED NATURE THAT WOULD BE SO PAYABLE BUT NOT INCLUDED-

o The value of any  house accommodation, supply of light, water, medical attendance  or other amenity or of any service excluded by general or special order of the government,

o  Any contribution paid by the employer to any  pension fund, provident fund ,

o Any  traveling allowance  on the value of any traveling concession,

o Any sum paid to the worker to defray  special expenses  entitled on him by the nature of his employment;

Every worker’s wages shall be paid before the expiry of the seventh day after the last day of the payable wage period. Where any worker’s employment is terminated by retirement or by the employer, whether by retrenchment, discharge, removal, dismissal or otherwise, the wages payable to him shall be paid before the expiry of the seventh working day from the day on which his employment is so terminated according to Employee Rights & Labour  LAW IN BANGLADESH . All salary payments shall be made on a working day.

How ‘Tahmidur Rahman & TR Barristers in Bangladesh Associates’ helps the Employee/Employer according to Labour Law Provisions of Bangladesh

At TR Barristers in Bangladesh in Gulshan, Dhaka, Bangladesh, the barristers, lawyers and lawyers are highly experienced in dealing with labor disputes. It also has experience in consulting and assisting numerous international clients, in addition to handling various issues related to employment service among domestic clients on a regular basis. For queries or legal assistance, please reach us at: E-mail:  [email protected] Phone: +8801847220062 or +8801779127165 House 410, Road 29, Mohakhali DOHS

Types Of Workers In Bangladesh Labour Law Firm In Dhaka

CLICK HERE TO EMAIL US AT [email protected]

Leave and Holidays in Bangladesh Labour Law

The topic of’ Leaves and Holidays’ in labor  LAW IS RELEVANT  and also fundamental. Every employee usually with a holiday is entitled to the following leaves:

  • Weekly holy day
  • Personal leave
  • Festival leave
  • Annual leave and
  • Maternity leave with full pay as per the Maternity Benefit Act of 1939 (now abrogated). 

Casual Leave in Bangladesh:

CASUAL LEAVE ELIGIBILITY IS CREATED BY CIRCUMSTANCES SUCH AS SUDDEN ILLNESS, MINOR ACCIDENTS, URGENT PURPOSES. IT SHOULD BE OBTAINED ON PRIOR APPLICATION, UNLESS THE URGENCY PREVENTS SUCH APPLICATION FROM BEING MADE. SECTION 115 OF THE LABOR ACT, 2006, ALLOWS FOR CASUAL LEAVE. IT IS GIVEN FOR TEN DAYS IN A YEAR WITH MAXIMUM WAGES AND WILL NOT BE CARRIED FORWARD INTO THE NEXT YEAR.

Sick Leave in Bangladesh:

WITH LIEU OF A MEDICAL CERTIFICATE SICK LEAVE IS USUALLY USED. UNDER SECTION 116 OF THE LABOR ACT, 2006 NO SUCH LEAVE SHALL BE ALLOWED UNLESS A REGISTERED MEDICAL PRACTITIONER APPOINTED BY THE EMPLOYER OR, UNLESS SUCH MEDICAL PRACTITIONER IS APPOINTED BY THE EMPLOYER, AFTER REVIEW, ANY OTHER REGISTERED MEDICAL PRACTITIONER CERTIFIES THAT THE WORKER IS ILL AND NEEDS SICK LEAVE FOR CURE OR CARE FOR SUCH TIME AS MAY BE SPECIFIED BY THE EMPLOYER. THESE LEAVE SHALL NOT ACCUMULATE AND BE CARRIED FORWARD INTO THE NEXT YEAR. OVER FOURTEEN DAYS IN A CALENDAR YEAR, ANY WORKER OTHER THAN A NEWSPAPER WORKER SHALL BE ENTITLED TO SICK LEAVE WITH FULL WAGES.

The Factories Act, 1965 Sub-Section (2) of Sections 80 Provides as follows: Every worker shall be entitled to fourteen days ‘ sick leave on half-average wages in a year.

Again, Section 16 of the Shops and Establishments Act, 1965 says that Every worker shall be entitled to sick leave With full wages for a total period of fourteen days in a year; if such leave not availed of by any worker during a calendar year may be carried forward, but the total accumulation of such leave shall not exceed twenty-eight days at any one time.

  Annual Leave with wages in Bangladesh :

Labor Act 2006 section 117 deals with annual leave. A worker who completes one year of continuous service at an institution is usually allowed to leave with Wages for a  NUMBER OF DAYS MEASURED AT A CERTAIN RATE  during the corresponding span of twelve months. The rate for adults usually is:

(a) in case of a shop or commercial or industrial establishment or factory or road transport service, for every eighteen days of work ;

(b) In the case of tea plantation, for every twenty two days of work;

(c) In case of a newspaper worker, for every eleven days of work performed by him during the previous period of twelve months.

Leave In Bangladesh Labour Law Firm In Dhaka Tahmidur Rahman

“WAGES’ MEANS ANY REMUNERATION EXPRESSED IN TERMS OF MONEY OR CAPABLE OF BEING SO EXPRESSED THAT, IF THE TERMS OF EMPLOYMENT, EXPRESSED OR IMPLIED, WERE MET, WOULD BE PAYABLE TO A WORKER IN RESPECT OF HIS OR HER EMPLOYMENT OR WORK PERFORMED IN THAT JOB, AND INCLUDES ANY OTHER ADDITIONAL REMUNERATION OF THE AFOREMENTIONED NATURE THAT WOULD BE SO PAYABLE.”

Termination process of employees in Bangladesh

Employment termination  PROCESS CAN BE PERFORMED  by either the employer or the worker. The employer and the worker each have separate job termination process procedures under the Labor Act 2006.

Termination by dismissal in Bangladesh

If either an employee is found to be: Convicted of any offence; or Guilty of such crimes as stealing, bribe giving and taking, fraud, deliberate disobedience etc.

Employer can terminate the employee in lieu of a notice without warning or without pay. The boss, however, always has the option of offering less penalty instead of dismissal for more behaviour.

What is the procedure of penalising an employee  in Bangladesh?

The employer can not fire or discipline an employee for his misconduct unless: ♢ The charges brought against him are reported in writing; ♢ A copy of the accusation shall be given, and a duration of at least seven days to explain; ♢ He is given a chance to be heard; A committee shall then be created for the investigation in this regards. The commission will complete its inquiry within 60 (sixty) days. The order of dismissal will be accepted, after having sufficient evidence. If, upon investigation, the allegation against the worker is not proven, he shall be considered to have been in service during the time of suspension and his wages shall be charged for that time with the modification of the subsistence allowance already charged.

Termination by  Retrenchment in Bangladesh

An employer could be retrenching an en employee on retirement grounds from the operation of any institution. If any worker has been in continuous service under an employer for at least 1 (one) year, in the case of such worker being retrenched, the employer shall:

◙ Offer him 1 (one) month’s notice in writing specifying the  REASONS FOR HIS WITHDRAWAL , or pay him salaries for the duration of notice in lieu of such notice; ◙ Give a copy of that notice, if any, to the Chief Inspector or any other officer specified by him, and another copy to the establishment’s collective bargaining agent; ◙ Pay him as reimbursement 30 (thirty) days’ salaries in excess of his annual service or gratuity, if any, whichever is greater.

Lay-off termination in Bangladesh Labour Law

An employer that, at any moment, in the event of a fire, a sudden disaster, an epidemic (like the Coronavirus pandemic/Covid 19 pandemic) a breakdown of machinery, a power shutdown, epidemics, wide-spread riots or any other cause outside his control, stop any section or section of his establishment, wholly or in part, for such duration as the cause of such shutdown remains. In such a case where the duration of work stoppage reaches 3 (three) working days, the workers concerned shall be laid off. 

What if, the lay off period is more than 45 days  in Bangladesh?

It should be remembered that during any calendar year, no worker shall be entitled to pay compensation in the event of a laid-off for more than 45 (forty-five) days. However, if, within a calendar year, any worker is laid-off for more than 45 (forty-five) days, whether continuously or intermittently and after the expiry of those 45 (forty-five) days, the lay-off period shall be extended for an additional 15 (fifteen) days or more, the worker shall be paid for each subsequent lay-off period for 15 (fifteen) days or more. The pay sum for an extension of 15days shall be equal to one-fourth of the total basic wages and dearness allowance and ad hoc or temporary wages.

What are my rights to compensation as a laid-off employee/worker?

Whenever a worker, other than a replacement or casual worker, whose name is on an establishment’s muster-rolls and who has completed at least 1 (one) year of service under the  EMPLOYER IS LAID OFF, THE EMPLOYER SHALL PAY COMPENSATION  to him for all the days on which he is so laid off, except for weekly holidays.

What would be the amount of compensation for laid off workers?

The amount of compensation for a worker other than a replacement or temporary worker shall be equivalent to half of the overall regular wages and dearness allowance and, if any, ad-hoc or transitional wages, and equivalent to the maximum amount of housing allowance that would have been payable to him had he not been so laid-off. Nevertheless, if a substitute worker whose name is on an institution’s muster-rolls has completed one year of continuous service at the institution, he would not in this case be considered as a substitute worker.

Termination by  Discharge in Bangladeshi Labour Law

For reasons of physical or mental incapacity or continuing ill health, a worker may be discharged from service, approved by a licensed medical practitioner. If a worker who is discharged completes at least one year of continuous service, the employer shall pay, as compensation, 30 (thirty) days’ wages for each year of service, or gratuity, if payable, whichever is greater.

Termination by Notice in Bangladesh

An job can also be terminated by providing a notice to the employer. The time frame for the warning, however, defers depending on whether the employee is permanent or temporary.

Termination by notice for Permanent Workers: The written notice must be given on: 120 (one hundred and twenty) days, if he is a respected worker every month; In the case of other workers 60 (sixty) days. Upon paying the fee an job of a permanent worker can be terminated by notice. The employer’s rate of compensation shall be at the rate of 30 (thirty) days’ wages for each completed year of service or gratuity, where payable, whichever is higher. The salary shall be in addition to any other benefit payable to such employee.

Termination by notice for Temporary Workers:

The written notice must be given on:

30 (Thirty) days, if he is a skilled worker per month; 14 (14) days, in the case of other jobs. At the other hand, it is possible to fire an employee without warning by paying the salary of the worker for the notice period instead of the notice as specified for permanent and temporary employee.

Termination of employment by the workers or employee themselves in the  Labour Law of Bangladesh

Employees may terminate their employment by notifying employers. The time period for the warning varies, however, depending on whether the employee is a permanent or temporary employee. Permanent Employees terminating their employment: A permanent worker can terminate his service by giving written notice of 60 (sixty) days to the employer. Where a permanent worker withdraws his job by presenting the warning, compensation to the employer shall be paid. Temporary   Employees terminating their employment: A temporary worker can terminate his job by notifying the employer in writing of: 30 (Thirty) days, if he is a skilled worker per month; 14 (14) days, in the case of other jobs.

Employee resigning without notice in Bangladesh:

A worker may resign without notice from his / her job. The worker can only do so by paying the employer for the notice period an sum equal to the salaries.

Employee absent from work without notice in Bangladesh:

If a worker remains absent without warning or consent for more than 10 (ten) days, the employer shall enquire about the absence from him through a notice. The notice should ask to justify why he is missing, and to resume the service within 10 ( ten) days. The employer shall send him another 7 ( seven) days in which to defend himself if he fails to provide any written statement or enter the service within the prescribed time. If the worker does not resume the service or protect himself then he shall be considered to have been released from service on and from the date of such absence.

Maternity Benefit/Maternity Leave in Bangladesh

In the last few years there has been a significant increase over women’s participation in Bangladesh’s workforce. Women workers currently account for one-fourth, that is, 12.1 million, of Bangladesh’s total workforce of 49.5 million. Important legal changes have also been implemented through the introduction of the Labor Act, 2006, which eliminates some ambiguities in the existing, diverse labor laws and amends occupational safety issues such as maternity benefits, health and hygiene, injury compensation, etc. 

The Labor Act, 2006 repeals three previous Maternity Benefit Acts-The Maternity Benefit Act, 1939, The Mines Maternity Benefit Act, 1941 and The Maternity Benefit (Tea Estate) Act, 1950 and combines almost all of the provisions of these Acts in Chapter IV. Section 2(xxxiv) of the Act describes maternity benefit as the sum of money payable to a woman under Chapter IV; Section 45(1) of the Act prohibits an employer from employing a woman for the eight weeks immediately after the day of delivery. Section 45(2) prohibits a woman employee from working in any establishment for the eight weeks immediately after the day of delivery.

Section 45(2) forbids a woman employee from serving in any institution for the eight weeks immediately following the day on which she was born. Section 45(3)  PROHIBITS  the use of any woman for some arduous work if she is likely to be delivered from a child within 10 weeks or if she has been delivered from a child within 10 weeks. In Section 46 of the Labor Act provisions have been made for maternity leave of 16 weeks (8 weeks before and 8 weeks after the delivery).It has also made the provision that this benefit shall only be available to workers who have served under the owner for a minimum period of6-months prior to the  NOTICE OF THE PROBABILITY OF THE DELIVERY .

Implementation of Maternity Benefit/Maternity Leave in Bangladesh

The main purpose of having 16 weeks maternity leave was to combat hunger and to ensure that the new generation grows to be physically and mentally much healthier[20]. It was also expected to help increase the productivity and motivation of working women. Nevertheless, the reality is that many women working in the private sector are unaware of their maternity-related rights, especially those in the garment industry and in low-paid labor-intensive jobs. In fact, most non-governmental organizations and ready-made textile companies don’t even give their female employees four months of leave.

For queries or legal assistance in regards to  BANGLADESH LABOUR LAW , please reach us at:

E-mail: [email protected] Phone: +8801847220062 or +8801779127165

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A Critical Review on Labour Law of Bangladesh

Profile image of Khaled Mosarof

2019, ASA University Bangladesh

Role of labour and industrial laws are of paramount importance. We know that the total economy of a country greatly depends upon the industrial sector. In addition, the growth of the industrial sector involves with some major aspect. These major aspects are the local investment policy, foreign direct investment policy, labour management etc. Besides the necessary infrastructure for investment natural resources are also important and it is very clear that if all these essential elements are not available then growth of industrial sector is unfeasible. Besides all these things labour issues are also very important. Proper management of labour is an essential matter for growth of industrial sector. Timely disposal of labour disputes are also important. We see that in most of the cases the labour law disputes do not solve with in short time. So the remedy which is essential from the case becomes delayed. The labour law is very much important in Bangladesh perspective. It is highly important for the industrial development of Bangladesh. We know that labour is a most important part of an industry. So, we cannot think an industry without labour. Labour right is most essential in Bangladesh. But the labours are in ignorance about their right. They don’t know properly about labour laws and education. It is a great problem. For this reason, they retrenched by the employee. Very often, they retrenched without any legal process. So no one should support the retrenchment of the labour by any illegal process. The retrenchment of labour should be legal and humanly treated. In this report we discussed about Labour Court and Labour Appellate Tribunal in Bangladesh including application to the Labour court, Jurisdiction of the labour court, Power and status of the labour court in trying offences, Power and functions of the labour court and the tribunal. Lastly we tried to discuss about conclusion on the report like Findings, Recommendations.

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Mohammed Rahel

The role of labour and industrial laws is of paramount importance when the economy of a country depends largely on its industrial sector. In addition, the necessary infrastructure for investments in natural resources is also important. It is clear that if these essential elements are not available then the growth of the industrial sector is hardly feasible. Besides all these, the proper management of labour is essential for the growth of the industrial sector including managing labour issues. Thus timely disposal of labour disputes is also important. However, in most cases labour law disputes are not solved within a short period of time causing remedies which are essential for these disputes to be delayed. Labour laws are important from the Bangladesh perspective as it is crucial for the industrial development of the country. Labour is an important part of an industry and as such an industry without labour would be inconceivable. Although labour rights are crucial in Bangladesh, employees are ignorant about their rights as they do not have adequate education and knowledge about labour laws. This is a huge problem. This paper aims to narrow the gap between existing laws and the real scenario relating to industrial practices in Bangladesh.

presentation on labour law in bangladesh

M Zillur Rahman

Zillur Rahman

Topic: Nature and pattern of recent submitted disputes at labour courts in Bangladesh. Methodology: Through this study a scientific research approach and methodology has been applied to have hands on exercise by the team members and an authentic study to be done on our subject matter. To get adequate data from reliable sources the study followed the method of qualitative and both quantitative data collection method. Data was collected from respective labour court office secondary source, interview with key informants, observation. Time line of the study: The study has been completed by a four months period from Dec 2018 to March 2019. By this time the study team has selected the research issue and complete all the research process and prepared the report. Key Findings a. Conditions of Service and Employment related issues and wage and dispute settlement is two most big are for raising disputes in employment sector. b. Job sector in Bangladesh is struggling on very primary level of labour rights so that the major stake of rights issues remaining behind. c. Garments sector case number is highest than other sectors. d. Female workers ration of submitting dispute in labour court to get remedy is very insignificant. e. Government (labour inspector) itself playing a significant role in favor of labour and worker rights, benefits and justice. f. Individuals and sufferer not coming at labour court forgetting justice and compensation against illegal or unlawful offences under the criminal section of BLA by the employer or employee. g. Labours are missing labour court services to get justice due to far distance between location of Labour court and its geographical jurisdiction. h. Legal Aid support is a good initiative to get service for the poor and underprivileged workers/employees.

Mahanaz Islam

Bangladesh's economic growth is largely related to its export-oriented garment industry, which employs a large, mostly female workforce. Despite considerable advances, the country's labor laws are still insufficient to protect workers' rights and provide good working conditions. This study critically examines Bangladesh's present labor laws, exposing their deficiencies in comparison to international labor norms. Key areas of weakness include limitations on freedom of association, poor workplace safety and health measures, and insufficient pay safeguards. These legislative flaws lead to common labor rights breaches, such as union suppression, unsafe workplaces, and wage exploitation. The article contends that Bangladesh needs urgent and comprehensive labor law reforms to promote social fairness and long-term prosperity.

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Journal of Malaysian and Comparative Law

RaisuL Islam Sourav

Bangladeshi domestic workers suffer from lack of legal protection. There are a lot of laws, but none can ensure the rights of the domestic workers separately. Albeit, the Constitution of the People’s Republic of Bangladesh guaranteed some rights of the domestic workers impliedly. However, domestic workers can seek redress under ordinary civil and criminal laws of Bangladesh. Nonetheless, they need some sort of special treatment, because they work in private place and in more vulnerable situation. In addition, the nature of their work is quite different from other traditional work sectors. There is no provision for their working hours, leave, minimum wages, holiday, maternity benefits etc. Though the ILO Convention No 189 has been adopted to ensure the rights of the domestic workers but Bangladesh is not a state party to the convention. Hence they need a new piece of legislation to protect their employment rights. This research paper aims to find out the lacunas of existing laws of Bangladesh and recommend to enact a new law in this regard.

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Labour and Industrial Law (Spring 223)

Topic outline.

presentation on labour law in bangladesh

I would like to welcome you all to this course on Labour and Industrial Law. I am very much looking forward to have a great learning session with you all during these extraordinary times.

presentation on labour law in bangladesh

Your Course Instructor:

Mohammad abu sufian ll.b (hons) & ll.m (london) certificate of higher education in law (london) master of laws in international trade law (london) senior lecturer, department of law assistant proctor (pc)daffodil international university cell: 01716362630e-mail:  [email protected] office hours: sunday to thursday (from 8.30am  to 4.30pm.).

Class Schedule:

Day: Sunday    section A                             Monday SECTION B Time: 1.30 pm ---3.30pm                              8.30AM ----10.30AM

Objectives of the Course: 

The aims of the course are to study in detail those aspects labour law that regulates relationship between workers and the employers. This course aims to provide an overview of central topics of both Bangladesh labour laws and international labour law promoted by ILO. Students will understand the emergence of the movement for the protection of labour rights throughout the world. It will mainly focus on legal mechanism of protecting worker rights in both formal and informal sectors. One of the key concerns will be to promote labour activism from among students of this course.

Expected Learning Outcomes from the Course:  

It is expected that students will be able to:

·         Understand the idea of labour relations and the premise of abour legislations;

·         Become aware of labour rights, safety, health and hygiene etc;

·         Learn about the Wages, Compensation and Trade Union rights;

·         Apply and analyze laws as capacity of judges, academics;

·         Contribute in safeguarding labour human rights.

 Course Content:

The course will focus on the protection worker rights. This will be done on the basis of international labour laws promulgated by ILO. It will examine the significance of protecting worker rights from the lens of human rights law, constitutional law, Islamic law, and other principles of natural justice. The appointment of workers along with the condition of work, welfare measures, wages, and dispute regulation will be thoroughly looked at from Bangladesh labour law perspective. 

Instructions/Guidelines/Requirement for this Course:

  • Classes will be conducted through google meet during the pandemic.
  • All the students registered for this course have to enroll in Moodle.
  • The link of the classes will be provided in the Moodle. 
  • Students can find all the course materials from Moodle.
  • All the students have to submit the soft copy of their "Assignment" in Moodle under assignment section created here and for this they will be graded here.
  • One discussion or feedback forum is created under each of the lecture Students have to give their feedback on these forum and marks will be given for their feedback
  • Any announcement regarding the class will be posted on Moodle. So they have to keep themselves always active on Moodle.
  • All the quizzes and presentations will be held on this platform and students will be informed accordingly.
  • The question pattern and the syllabus for the quizzes, midterm and final exam will be given along with the announcement for these tests.
  • Two special discussion forums will be created before mid-term and final examination for analyzing both the question and exam methods.

presentation on labour law in bangladesh

Reference: 

·         Md. Mahbubur Rahman, Lectures on Labour Laws of Bangladesh, 1st Edition, 2017, University Publication, Dhaka.

·         AKM Nasim (ed), Nirmalendu Dhar, Labour and Industrial Laws of Bangladesh, 3rd edition, 2016, Remisi Publishers, Dhaka.

·         Md. Abdul Halim, Text Book on Bangladesh Labour Code, 5th Edition, 2014, CCB Foundation, Dhaka.

Three Additional Books

Google Class Room Code: u6smkme

presentation on labour law in bangladesh

Feel free either to ask me anything about this course or to share your own expectations from this subject. Your participation will be greatly appreciated. 

presentation on labour law in bangladesh

Dear Students, 

You may connect me here for a virtual meeting in line with the given timeline. 

presentation on labour law in bangladesh

Module 1: Preliminary concept of Labour Law (Lecture 1&2)

Lecture objectives: .

  • Elaborating the preliminary concept of Labour Law;
  • Defining the nature of the Labour Law;
  • Presenting the significance of studying this course;
  • Principles of Labour law. 

Lecture Outcomes: 

At the end of the 1st week, students will be able to-

  • Demonstrate the genesis of Labour legislation;
  • Appreciate the subject matter of Labour law;
  • Know the existing applicable Labour laws in Bangladesh. 

Contents: 

This module covers the preliminary concept of labour and industrial law. It looks at the historical development of this branch of law. It also attempts to present the necessity of studying this course for  the law students.  

Broadly, it will cover the following topics: 

  •   Meaning and nature of labour law;
  •   Subject matter of labour law;
  •   Historical development of labour law;
  •    Labour laws of Bangladesh;
  •   Is Bangladesh labour Act Code;
  •   Importance of studying labour law;
  •    Principles of labour legislations.

presentation on labour law in bangladesh

Principles of Labour Legislation 

This video tells you everything about the history of workers' rights.  The Industrial Revolution did not simply change the way we work and how it is organized, it also had a profound impact on the situation of workers in Europe. Catastrophic living conditions in the ever-growing cities lead to protests and strikes that ultimately led to the modern work-life we know today. 

You all are asked to give your opinions on the relationship between labour rights and human rights. In particular, which labour rights are recognized or could be recognized as protected under human rights law. 

The Nature and Formation of Labour Law

A hypothesis on the economic nature of labour law

presentation on labour law in bangladesh

Please share your opinion on whether you think that labour legislation can protect the rights of the workers? 

you may also ask any questions with regard to this module. 

Managing Director, Sonali Bank and 2 others vs Md Jahangir Kabir Molla 48 DLR 395.

Module II: ILO, Constitutional and Jurisprudential Basis of Labour Law (Lecture 3&4)

  • Understanding the role and function of ILO;
  • Explaining the international law-making process; 
  • How the constitution function as a basis of the protection of Labour rights;
  • Elaborating Islamic Perspective to Labour Law. 

At the end of the second week, students will be able to-

  • Demonstrate the relationship of Bangladeshi Labour law with International Law;
  • Appreciate the constitutional basis of Labour law;
  • Analyze the jurisprudential basis of Labour law. 
  •    International Labour law;
  •     ILO and Bangladesh;
  •     Constitution and Labour rights;
  •     Islam and Labour rights;
  •     Philosophical foundation of Labour legislation.

This is mandatory reading. Please go through it and read as many pages as you can. It will give you a very good sense about ILO promoted labour standards. 

Additional Resources: 

Bangladesh and International Labour Standards

ILO and Fundamental Labour Conventions

Towards a Jurisprudence of Labour Law: Methodological Preliminaries

THE DEVELOPMENT OF INDUSTRIAL JURISPRUDENCE

A short report on the ILO web page in your own words. 

Module III on Application of Bangladesh Labour Code 2006 (Lecture 5&6)

  • Explaining the application of the Bangladesh Labour Act 2006; 

Describing the  Non-application of labour law;

At the end of this module, students will be able to-

  • Demonstrate which workers are benefited from the existing law;
  • Appreciate the need for enacting new laws for workers in informal sectors. 
  • Application of labour law;
  • Non-application of labour law;
  • Extending labour laws to informal sectors of Bangladesh.

Module IV on Meaning and Classification of Workers along with Employment Condition (Lecture 7&8)

  • Elaborating the preliminary concept about workers and their classification;
  • Defining the nature of work of the employees;
  • Conditions of the work.
  • Demonstrate the classification of the worker;
  • Appreciate the differences between workers and other employees;
  • Know the standing rules of the services. 

·         Meaning of workers;

·         Classification of workers;

·         Condition of work;

·         Employment procedure;

·         Service rules and books.

It is mandatory to go through this case. 

Labour Laws in the Garment Sector of Bangladesh: a Workers’ View

Module V on Termination of Employment and Relief against Termination (Lecture 9, 10 & 11)

  • Elaborating the methods of firing a worker from employment;
  • Defining the grounds of both permanent and temporary termination;
  • elaborating the remedy against termination.
  • Demonstrate the reasons of termination of employment;
  • Appreciate differences between various types of determination;
  • Advise a victim terminated worker. 

·         Permanent termination of employment;

·         Temporary termination of employment;

·         Grievance procedure against termination.

COVID- 19 and Lay Off and Retrenchment under Labour Law in Bangladesh

Tips for health and safety at the workplace in the context of COVID-19

Coronavirus epidemic and worker rights

Protecting Garment Workers During COVID-19 Crisis

Bangladesh’s labour law in the time of the Covid-19 pandemic

Covid-19: Together we can save workers

Mid-term Examination

Module iv: child and women workers (lecture 12&13).

  • Understanding the merits and demerits of child labour;
  • Laws regulating child labour; 

Maternity benefits for women;

  • Demonstrate the rights of the child in the workplace;
  • Appreciate the need for enacting new laws for protecting child and women workers' rights. 

Child and adolescent worker Child labour Women worker rights Maternity benefits 

Women workers in the Bangladeshi garment sector

Protection of women's rights in Bangladesh : a legal study in an international and comparative perspective

Workers’ Rights

BLAST on Women Workers Right

The Children Act 2013: A milestone of child protection

Please share your thoughts on h ow do you justify child labour practice in Bangladesh?

Module VII: Health, Safety, Working Hours and Leave (Lecture 14&15)

  • Defining the right to health and safety of the workers ;
  • Laws regulating working hours leave and holiday.
  • Demonstrate the rights to health, safety, and security of the workers;
  • Appreciate the laws governing the right to rest, leisure, and entertainment. 

Contents:  

  • Right to health
  • security of the workers
  • Working hours
  •  holiday and leave

Health as Human Rights  under National and  International Legal  Framework: Bangladesh  Perspective

Access to health services by informal sector workers  in Bangladesh

Human rights and health Human rights, health and the state in Bangladesh Health is a fundamental human right

Please share your thoughts on  Is there any compensation against injuries suffered due to work?

presentation on labour law in bangladesh

General Guidelines:

1.      All students are mandatorily required to submit an assignment of 5 marks electronically in every course.

2.      Generally, assignments are taken before the final examination. The course teacher may set the title of the assignments or even ask students to find out their own topics from any particular area of the course. 

3.      Students must submit assignments no later than due date fixed by the course teacher using BLC platform.

Assessment Plan:

1.      The assessment activity should mainly focus on theoretical and analytical understanding of the topic.

2.      Since writing an assignment is considered as a baby step towards creating a research mind among students, assessment strategy must concern the originality of the ideas.

3.      20% of assignment mark could be allotted for simply being able to select a good title for the assignment.

4.      The contribution of the task in the scholarship and real life are two crucial factors in assessing the quality of assignment works.

Assessment Rubrics:

Every faculty may set criteria for the assessment. He or she rq1may decide what criteria or essential elements must be present in the student’s work to ensure that it is high in quality. However, an effort is taken to present an example of the general rubric’s criteria for marking assignment.

Assignment Methods/Policy (Sample):

Students should be able find out their own topic from within one given particular contemporary area. However, a list of sample topics/questions could also be provided by the respective course instructor. It will be useful, if the topics are delivered 2/3 weeks before the deadline for submission. Assignment could be taken in any of the following ways.

1.      Writing short articles on the given/chosen topics;

2.      Book review;

3.      Case review;

4.      Article review;

5.      Preparing draft legislations.   

Submission : Students will submit assignments clicking the submission button in the assignment section. The length of the assignment should not exceed 5 pages (1500/2000 words). Students should be allowed at least 3 days to submit assignments after date of announcement. Students can either put texts or attach files for submitting assignments using BLC.

Topic: 

Is there any compensation against injuries suffered due to work? And  what if a worker dies being infected by COVID 19 in the workplace?

Module VIII: Wages and Minimum Wages (Lecture 16&17)

  • How wages are determined;
  • The role and functions of the minimum wage board.
  • Demonstrate the rights of the workers to be paid after the end of a minimum period of time;
  • Appreciate the laws governing the minimum wages in Bangladesh. 
  • Minimum wages;
  • Whether the existing amount of minimum wages is fair and equitable.

National Minimum Wage for Bangladesh’s Workers: Rational Standard and Rationality of National Minimum

Latest Status of Minimum Wage in Bangladesh 

Recent Wage Debates in the RMG Sector: What is it All About?

Main characteristics of the labour force and the apparel sector

A year after crackdown on wage protests in Bangladesh, hundreds of workers still face retaliatory charges

Do you think the existing minimum wage rate is fair and equitable?

presentation on labour law in bangladesh

  Assessment Rubrics for essay type questions in Quizzes:

Top of Form

presentation on labour law in bangladesh

This Quiz evaluates your active participation and overall performance in BLC. How much have you been able to comprehend from readings given in BLC will be tested?

Module IX: Trade Union and Labour Dispute Resolution (Lecture 18,19 & 20)

  • Defining the constitutional rights of the workers to join a trade union;
  • Examing the practices which are unlawful;
  • Explaining the formal method of dispute settlement;
  • Explaining the informal method of dispute settlement.
  • Demonstrate the right of every worker to become part of a trade union;
  • Appreciate the laws governing CBA and unfair labour practices;
  • Demonstrate the role of ADR in the settlement of labour disputes;
  • Appreciate the functioning of the appellate court to settle labour disputes. 
  • Trade union;
  • Unfair labour practice;
  • Labour dispute settlement mechanism;
  • ADR in labour law;
  •   Labour court and labour appellate tribunal.

Legal Framework for Trade Unionism in Bangladesh

INDUSTRIAL DISPUTE SETTLEMENT MECHANISM AND ITS  EFFECTIVENESS IN BANGLADESH: A LEGAL STUDY

Current Status and Evolution of Industrial Relations System in  Bangladesh

Dr. Abdullah Al Faruque, International Labour Organization

Alternative Dispute Resolution under Labour Laws of Bangladesh: A Critical Review

Bangladesh Labour Foundation 

Trade Unions in Bangladesh: Promoting Safe and Healthy Workplaces in the Ready Made Garment (RMG) Sector

The present condition of trade union in Bangladesh

The Prospect of ADR in Settling Labour Disputes in Bangladesh

Please share your opinion on the role of trade union in ensuring a peaceful working environment? 

QUIZ 3 FOR B(43)

Presentation.

presentation on labour law in bangladesh

1.      All students are mandatorily required to participate in the presentation session which is of 8 marks.

2.      Being a law student, one of the key visions should be how to become a good orator. The course teacher has full discretions to take presentations at any time of the semester based on their individual plan of achieving the objectives of the course.

3.      Generally, presentations are taken before the final examination. The art of articulating arguments in front of an informed audience and camera will be tested.

4.      The course teacher may set the title of the presentations or even ask students to find out their own topics from any particular area of the course which has contemporary significance. 

5.      Students will either submit video recording of the presentation using BLC or present in front of all using Google Meet or Zoom.

1.      The assessment activity should primarily look at whether students are able to present with confidence.

2.      Enhancing the lawyering skill of the students is the key component of the assessment strategy.

3.      Students should be able to present their arguments within the stipulated time. Students should be properly directed on how they will effectively respond to the questions from their friends and the moderator.

Every faculty may set criteria for the assessment. He or she may decide what criteria or essential elements must be present in the student’s work to ensure that it is high in quality. However, an effort is taken to present an example of the general rubric’s criteria for marking presentations.

Presentation Topics (Sample):

Students should be able find out their own topic from within one given particular contemporary area. However, a list of sample topics/questions could also be provided by the respective course instructor. It will be useful, if the topics are delivered 2/3 weeks before the deadline for presentation.

Dress Code: Formal

Submission :

Presentations could be conducted in any of the two methods:

1.      The traditional method of presenting during the class using Google Meet while the video camera will remain on;

2.      Submitting the video file using the BLC forum.

The duration should not exceed 10 minutes. Students should be allowed at least several days to submit presentation file after the date of announcement.

As discussed in the class, you may submit your recorded presentation here. Duration should be within 3-5 minutes. 

presentation on labour law in bangladesh

If you have enjoyed the course and any opinions on further improvement of my course conduction and organization. I wish you the best of luck for your all future endeavors.  

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