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Some Information About Bangladesh Labor Act - 2006
Some Information About Bangladesh Labor Act - 2006
Some Information About Bangladesh Labor Act - 2006
2006
How BLA 2006 Came?
▪ National Labor Law Commission consists of 38 members and lead
by Justice Abdul Kuddus Chowdhury.
▪ The Commission framed a questionnaire and sent to the different
stakeholders i.e. the employers, workers, CBA leaders, NGOs to get
their views and recommendations for amending the than labor laws.
▪ The commission submitted a report after 2 years of its constitution.
▪ The Commission held consultations with the workers’
representatives, CBA leaders and employers’ representatives to
effectively involve them in the process of renovation of labor laws
in Bangladesh.
▪ Subsequently Bangladesh Labor Act 2006 came into force on
October 11, 2006.
Chapters of BLA 2006
• Chapter 1: Preliminary
• Chapter 2: Conditions of Service and Employment
• Chapter 3: Employment of Adolescent
• Chapter 4: Maternity Benefit
• Chapter 5: Health and Hygiene
• Chapter 6: Safety
• Chapter 7: Special Provisions Relating to Health, Hygiene and Safety
• Chapter 8: Welfare
• Chapter 9: Working Hours and Leave
• Chapter 10: Wages and Payment
• Chapter 11: Wages Boards
• Chapter 12: Workmen’s Compensation for Injury by Accident
• Chapter 13: Trade Unions and Industrial Relations
• Chapter 14: Settlements of Disputes, Labour Court, Labour Appellate Tribunal,
Legal Proceedings, Etc.
• Chapter 15: Workers’ Participation in Companies Profits
• Chapter 16: Regulations of Employment and Safety of Dock Workers
• Chapter 17: Provident Funds
• Chapter 18: Apprenticeship
• Chapter 19: Penalty and Procedure
• Chapter 20: Administration, Inspection Etc.
Conditions of Service
& Employment
(Chapter 2)
According to
Bangladesh Labor Act
2006
In a Nutshell
Put Simply,
To Protect the Rights of the Employees
at all levels in every kind of business
establishments regarding the
employment contract.
Topics Included:-
Conditions of Employment
Who are the ‘Employees’
Leave, Lay-off & Payment
Separation
Punishment & Fines
Termination of employment by Worker
Eviction from Residential Accommodation
Grievance Procedure
Conditions of Employment
According to BLA 2006, every establishment must follow the
conditions given in section 3 (with 5 sub-sections).
But, if any establishment wish to make their own, no rules
shall be less favorable to any worker than the provisions of
this chapter.
S-3(1)
S-3(2)
S-3(4)
Classification of workers
(according to the nature and condition of work)
Section 4 of the new labor code of 2006 classifies the workers into
following classes:
Apprentice: A worker who is appointed in an establishment as a trainee
and during the period of training he is paid an allowance is called an
apprentice.
BADLI: A worker who is employed for the period of absence of a
permanent or probationer worker.
Casual: A worker who is employed on casual basis with no fixed working
hours & no benefits of a permanent employee.
Temporary: A worker who is employed purely for a temporary nature of
work.
Probationer: A worker who is employed on probation for a fix time with
a view to fill up a permanent vacancy.
Permanent: A worker who is employed to fill up a permanent post or
when a probationer completes his probation period in an establishment.
EMPLOYMENT: PROBATION PERIOD
⦿ Probationary/TEST period:
Period of probation:
• 6 months for the worker employed in office activities
• 3 months for other workers.
• permanent worker might be given waiver if rejoins as
a probationer for the same post.
• If an employee leaves during the probation period &
joins again under the same employer within next 3
years of such employment, He will be treated as a
probationer but the previous period of probation will
be calculated with new period.
EMPLOYMENT: SERVICE LENGTH
CALCULATION
Calculation of continuous service:
Section 145 of the new labor law provides for the
method of the calculation of the continuous service
period of a labor for the purpose of this law in the
following manner:
• If the actual number of the working days of a worker
is 240 days during the previous 12 months, He will be
considered to have worked for a continuous period of
one year.
• If the actual number of the working days in the
previous 12 months is 120 days, He will be considered
to be employed there for a continuous period of 6
months.
EMPLOYMENT: DEATH BENEFIT
⦿ Payment of wages for leave:
In case of the expiry of the employment of any worker by
dismissal, termination, retrenchment or retirement, he
will be entitled to get wages for any leave ‘due to be
availed’.
⦿ Death benefit