Global Payroll Services in Bangladesh

Already have a Bangladeshi entity, or running payroll across several countries? We place you with a vetted Bangladeshi payroll partner who keeps income tax, Provident Fund, and gratuity accruals exactly right, while you stay the legal employer and we stay on your side.

  • Independent advice
  • Vetted partners
  • Multi-country ready

What running payroll in Bangladesh involves

If you already employ people through your own RJSC-registered entity, you stay the legal employer, but you still have to run payroll correctly every month: employer Provident Fund contributions matched at 7-8% of basic pay, income tax withheld and remitted to the National Board of Revenue, and gratuity accrual tracked against each worker’s length of service, on top of a Labour Act that was substantially rewritten in 2025-2026. This is where a specialist payroll partner earns its place: you keep the employment relationship, they keep the mechanics right and current.

01

You stay the employer

You stay the legal employer of your Bangladeshi staff. The payroll partner runs the monthly mechanics; you keep the employment relationship.

02

Accurate every cycle

Income tax and Provident Fund contributions calculated and withheld correctly, payslips issued, and statutory filings made on schedule, every month.

03

Multi-country consolidation

Run payroll across several markets under one partner and one process, rather than a different vendor and standard in every country.

How managed Bangladeshi payroll works, step by step

From onboarding your employee data to filing and reconciliation.

01 — Scope & onboard

We map your entity, headcount, and where you employ people, place you with the right vetted Bangladeshi payroll partner, and onboard your employee data.

02 — Set up calculations

Income tax, Provident Fund, and any statutory benefits configured correctly to current Bangladeshi rules, including the 2025-2026 Labour Act amendment, so every payslip is right from the first run.

03 — Run monthly payroll

Salaries calculated, income tax and Provident Fund contributions withheld, payslips issued, and people paid on schedule, every cycle.

04 — File & reconcile

Statutory filings to the National Board of Revenue and the correct labour authorities made on time, with gratuity accrual tracked and reconciled for you.

What payroll in Bangladesh costs

Your statutory employer costs, plus a payroll partner fee. Bangladesh’s employer burden is not one flat rate but three separate mechanisms (Provident Fund, the profit-linked Workers’ Participation Fund, and gratuity); the value of the partner is accuracy and time, in a system that just went through a major legislative rewrite.

Employer statutory cost

A Provident Fund match of 7-8% of basic pay (now mandatory), a Workers’ Participation Fund contribution of 5% of net profit once your entity crosses the capital/asset threshold, and gratuity accrual of 30-45 days’ wages per year of service, configured correctly for your specific structure every payroll run.

Minimum wage (2026)

No single national rate; the Ready-Made Garment sector’s Tk 12,500/month entry-level figure (effective December 2023) is the most-cited reference, with around 42 other gazetted sectors carrying their own rate.

Income tax (employee)

10% up to 30% above a Tk 375,000 tax-free threshold, calculated and filed correctly on every payslip.

Payroll partner fee

A transparent per-employee or per-payslip fee. We benchmark across our vetted network, typically 15 to 25% below going direct.

Why run it through Bradford Jacobs

One partner, many countries

If you run payroll across several markets, we consolidate it through vetted partners under one point of contact, not a different vendor and a different standard in every country.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

Bangladesh runs a Provident Fund, a profit-linked workers’ fund, and gratuity accrual rather than one combined tax, on top of a Labour Act that changed substantially in 2025-2026, and getting a calculation wrong on a payslip is an easy, visible mistake. We benchmark across our payroll network for rates typically 15 to 25% below going direct, and renegotiate for you at renewal.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Rules that expose risk

The Provident Fund mandate, the Workers’ Participation Fund capital/asset threshold, the earned-leave accrual now at 1 day per 14 days worked, and gratuity calculation on exit. We place you with partners who get the specifics right, and we stay on your side if anything needs escalating.

  • Direct escalation
  • No support queues
  • Named account contact

20+ years and the local detail

Two decades running compliant payroll across global markets, the deadlines, the filings, the year-end detail that exposes risk.

  • Two decades of payroll
  • Deadlines & filings
  • Year-end handled

Built to scale across markets

Run payroll in one country or twenty through one partner and one process. As you add markets, the standard does not fragment, you keep a single point of contact and consistent compliance everywhere.

  • One process everywhere
  • Single point of contact
  • Consistent compliance

The Provident Fund and gratuity detail generic payroll tools miss

These are the ones that catch foreign employers, and the reason a specialist partner pays for itself.

Tax & deduction rates

Misapplying the progressive income-tax withholding. Getting the Provident Fund match or the Workers’ Participation Fund trigger wrong. Miscalculating gratuity against the wrong length-of-service band, especially since the 2025-2026 amendment added a separate resignation-triggered benefit. Each is easy to get wrong alone and visible to the National Board of Revenue and labour authorities when you do.

Filings, deadlines & reporting

Late remittance to the National Board of Revenue or a missed Provident Fund deposit, where penalties apply. None of these are hard for a specialist; all are easy to get wrong alone. That is the whole case for getting your Bangladeshi payroll partner right.

What managed payroll covers

One transparent fee covers the full monthly payroll cycle. No hidden extras.

Tax, Provident Fund & statutory filings

Compliant Bangladeshi payroll processed monthly, with income tax and Provident Fund contributions correct every run.

Payroll & filings

Monthly payroll run, with income tax and Provident Fund contributions calculated, withheld, and filed correctly each month.

Statutory benefits

All statutory benefits administered: earned leave, sick pay, maternity leave, notice and gratuity.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on running compliant payroll in Bangladesh.

Do I need a Bangladeshi entity to use payroll services?

Yes. Payroll outsourcing assumes you are the legal employer, which usually means you have an RJSC-registered entity. If you have no entity and do not want one yet, you need an EOR instead, where the partner is the legal employer. We will confirm which applies to you.

Income tax calculation and remittance, Provident Fund contributions, gratuity accrual, statutory benefits and leave, payslips, and all statutory filings to the National Board of Revenue and the relevant labour authorities. You keep the employment relationship; they keep it compliant and on time.

The Labour Act 2006 went through roughly 90 changes via the Bangladesh Labour (Amendment) Ordinance 2025 and the Bangladesh Labour (Amendment) Act 2026: Provident Fund became mandatory rather than request-triggered, earned leave now accrues at 1 day per 14 days worked (was 18), festival holidays rose to 13 days, and a new resignation-triggered end-of-service benefit was introduced. A good payroll partner reconfigures every payslip and accrual calculation for the new rules, one of the most common payroll mistakes when a scheduled statutory change lands.

Not a single flat rate: a Provident Fund match of 7-8% of basic pay, a Workers’ Participation Fund contribution of 5% of net profit if your entity crosses the capital/asset threshold, and gratuity accrual of 30-45 days’ wages per year of service. Add the transparent payroll partner fee and you have your all-in cost.

Yes, and it is one of the main reasons companies come to us. One point of contact and a consistent process across markets, rather than a separate provider and a different standard in every country.

Yes. When you incorporate with the RJSC and become the legal employer, we move your people from the EOR arrangement onto your own compliant Bangladeshi payroll, and manage the handover so nothing is missed.

Need compliant payroll in Bangladesh?

Tell us your entity setup and headcount and we will come back with the right partner and pricing you will not get direct, usually within a day. One process, every country you operate in.

Tax and labour data verified July 2026 (National Board of Revenue, Bangladesh Labour Act 2006 as amended 2025-2026, Ministry of Labour and Employment, PwC). Figures change; we confirm the current position when we scope your payroll.