Bangladesh Labor Act, 2006

TABLE OF CONTENTS
Introduction ................................................................................................................................................. 5
History of Bangladesh Labor Act, 2006 .................................................................................................... 5
Bangladesh Labor Act, 2006 ...................................................................................................................... 7
1st Chapter (Preliminary) ....................................................................................................................... 7
2nd Chapter (Appointment and service Condition) .............................................................................. 7
i. Procedure for leave. (Sections 10) .............................................................................................. 7
ii. Payment of wages for unveiled leave. (Sections 11).................................................................. 8
3rd Chapter (Appointment of Under Age Workers) ............................................................................. 8
i. Dispute as to the age. (Sections 36) ............................................................................................ 8
ii. Certificate of fitness. (Sections 37)............................................................................................. 8
4th Chapter (Facilities for the Welfare of Mother) ............................................................................... 8
i. Amount of maternity benefit. (Sections 48) ........................................................................... 8
ii. Payment of maternity benefit in case of death of a woman. (Sections 49) .......................... 9
th
5 Chapter (Measures to Protect the Health) ....................................................................................... 9
i. Cleanliness. (Sections 51) ............................................................................................................ 9
ii. Disposal of wastes and effluents. (Sections 54) .................................................................... 9
6th Chapter (Security) ............................................................................................................................. 9
i. Precaution as to fire. (Section 62) ........................................................................................... 9
ii. Floors, stairs and passages. (Section 72) ............................................................................. 10
7th Chapter (Special Rules About Health, Health Rules, and Security) ........................................... 10
i. Notice of certain dangerous occurrences. (Section 81) .......................................................... 10
ii. Providing information about dangerous building and machinery. (Section 86) ................. 10
8th Chapter (Welfare Measure) ............................................................................................................ 11
i. First-aid appliances. (Section 89)........................................................................................... 11
ii. Rooms for children. (Section 94) ......................................................................................... 11
9th Chapter (Work Labor and Leave).................................................................................................. 11
i. Daily working hours. (Section 100) ......................................................................................... 11
ii. Weekly working hours. (Section 102) .................................................................................. 11
iii. Compensatory weekly holiday. (Section 104) ..................................................................... 12
th
10 Chapter (Wage and Its Payment) ................................................................................................. 12
i. Fixation of wage-periods. (Section 123) .............................................................................. 12
ii. Wages to be paid in current coin or currency notes, etc. (Section 124) ............................ 12
 iii. Deductions from wages for services rendered. (Section 127) ........................................... 12
11th Chapter (Wage Board) .................................................................................................................. 12
i. Power to declare minimum rate of wages. (Section 140) .................................................. 12
ii. Application to the Labor Court. (Section 147) .................................................................. 13
12th Chapter (Compensation for the Workers Due to the Reasons of Accident) ............................. 13
i. Liability of the employer to pay compensation. (Section 150) .............................................. 13
ii. Distribution of compensation. (Section 155) ........................................................................... 13
13th Chapter (Trade Union and Industrial Relations)........................................................................ 13
i. Trade union of workers and employers. (Section 176) .......................................................... 13
ii. Registered trade unions to maintain register, etc. (Section 181) ..................................... 14
14th Chapter (Settlement of Dispute Labor Court, Labor Appeal Tribunal and Legal Procedure)
................................................................................................................................................................ 14
i. Strike and lock-out. (Section 211) ............................................................................................ 14
ii. Labor Courts. (Section 214) ................................................................................................ 14
15th Chapter (Participation of Worker in the Profit of the Company) ............................................. 14
i. Fine, recovery of money, etc. (Section 236) ............................................................................. 14
ii. Delegation of power. (Section 239) ........................................................................................... 15
16th Chapter (Secretary Control of Appointment of Dock Workers) ............................................... 15
i. Meeting of Board. (Section 256) .......................................................................................... 15
ii. Function of the Board. (Section 257) .................................................................................. 15
17th Chapter (Provident Found)........................................................................................................... 15
i. Cost of administration. (Section 267) .................................................................................... 15
ii. Recovery of damages. (Section 269) ................................................................................... 15
18th Chapter (Probation Period) .......................................................................................................... 16
i. Obligations of employers. (Section 277) .................................................................................. 16
ii. Exemption from income-tax, etc. (Section 278) ................................................................... 16
19th Chapter (Crime, Jail and Procedure) .......................................................................................... 16
i. Penalty for employment of a child and adolescent. (Section 284) ......................................... 16
ii. Penalty for illegal strike or lock-out. (Section 294) ................................................................ 16
20th Chapter (Administration Inspection etc) ..................................................................................... 17
i. Powers and functions of Inspector General, etc. (Section 319) ............................................. 17
ii. Accounts and audit. (Section 321) ....................................................................................... 17
21th Chapter (Misc) .............................................................................................................................. 17
 i. Obligations of workers. (Section 331) ..................................................................................... 17
ii. Conduct towards women. (Section 332) ............................................................................. 17
Findings...................................................................................................................................................... 18
Recommendation....................................................................................................................................... 18
Conclusion ................................................................................................................................................. 18
Reference ................................................................................................................................................... 20
Introduction
The Bangladesh Labor Act 2006 stands as a cornerstone in the realm of labor legislation within
the nation. Rooted in a history of labor movements and the recognition of labor rights as
fundamental, this legislation embodies the commitment of the Government of Bangladesh to
ensure fair and just conditions of employment for its vast workforce. The Act, a comprehensive
and pivotal piece of labor legislation, aims to regulate the relationship between employers and
employees, promote industrial harmony, and safeguard the rights and interests of workers across
diverse sectors of the economy. The Bangladesh Labor Act 2006, with its comprehensive
provisions, emerged as a successor to the earlier labor laws and aligns itself with international
labor standards and conventions. This legislative endeavor was driven by the need to modernize
and harmonize labor laws in Bangladesh, addressing the evolving dynamics of the labor market
and the growing complexities of industrial relations. It has been meticulously crafted to strike a
balance between the interests of employers and the welfare of workers. One of the primary
objectives of the Act is to establish a legal framework that ensures the protection of the rights of
workers. It encompasses a wide range of labor-related issues, including employment contracts,
working hours, wage payments, occupational health and safety, and dispute resolution
mechanisms. The Act recognizes the significance of trade unions and collective bargaining as vital
components of labor relations, fostering an environment where workers can voice their concerns
and negotiate for better working conditions. Furthermore, the Bangladesh Labor Act 2006
acknowledges the evolving nature of the labor market, accommodating changes in work patterns,
technology, and economic development. It reflects a commitment to align the nation's labor laws
with global labor standards, aiming to enhance the attractiveness of Bangladesh as a destination
for foreign investment while ensuring that domestic labor rights are upheld. In this academic
exploration of the Bangladesh Labor Act 2006, we will delve into the Act's key provisions,
historical context, implications for labor and industry, and its alignment with international labor
norms. This comprehensive analysis seeks to shed light on the Act's role in shaping labor relations
and promoting decent work in Bangladesh, ultimately contributing to a deeper understanding of
the nation's labor laws and their impact on its workforce and industrial landscape.

History of Bangladesh Labor Act, 2006

The Bangladesh Labor Act 2006 has a significant historical backdrop that traces its origins to
earlier labor legislation and the need to modernize and harmonize labor laws in the country. Here
is a brief history of the Labor Act 2006:
Although it is not clear where labor and industrial law first originated, many believe that labor and
industrial law first originated in ancient Rome. Thus, it can be seen that labor and industrial laws
originated from the dawn of civilization. Since the Industrial Revolution in Europe, the importance
of labor and industrial law has increased and the law has developed with new vigor. The first
modern Labor and Industrial Act was born in England in 1802. Then in 1999 a further step was
taken in the improvement and development of modern labor laws with the establishment of I, L,
O (International Labor Organization).
Many labor laws, ordinances and rules have been promulgated in Bangladesh since the British
rule. Many laws and rules have been amended and some laws and rules have been repealed. The
labor unrest in Bangladesh in 2006 created a need for radical changes in labor laws for the
government, employers and workers alike. So, on 26/09/06 Jatiya Sangsad promulgated a new
labor law called Bangladesh Labor Law. The Bangladesh Labor Act consolidates 27 laws into one
comprehensive labor law. This Act consists of 21 Chapters, 353 Sections and 5 Schedules. The
scope of the present labor law is much larger and wider than the scope of the previous labor law.
In addition to industrial establishments, commercial establishments, shop establishments, the
present labor law also applies to NGOs and hospitals etc.
In 1886, it is celebrated to commemorate the sacrifice of the martyrs of the Hay Market Massacre
in the city of Chicago in 1886. On that day, the workers gathered at Hay Market demanding eight
hours of daily work. Police opened fire on the workers after an unidentified person hurled a bomb
at the policemen who surrounded them. As a result, about 10-12 workers and police were killed.
➢ Pre-Independence Labor Laws: Prior to Bangladesh's independence in 1971, labor laws
in the region were primarily influenced by British colonial-era laws. These laws did not
adequately protect the rights and welfare of workers and were often criticized for their
inadequacies.
➢ Post-Independence Era: After gaining independence, Bangladesh took steps to formulate
its labor laws that would reflect the aspirations of a new nation and provide better
protection to workers. The Labor Act of 1972 was one of the earliest legislative efforts in
this direction.
➢ Amendments and Revisions: Over the years, various amendments were made to the labor
laws to address emerging labor issues and align with international labor standards. The
Labor Act of 1972 underwent several amendments in subsequent years, but it became
increasingly apparent that a comprehensive revision was needed to address the changing
labor landscape.
➢ The Bangladesh Labor Act 2006: The Bangladesh Labor Act 2006 was enacted to replace
the earlier labor laws and to bring about significant reforms in the labor sector. It was
passed with the aim of consolidating and updating labor legislation, aligning it with
international labor standards, and addressing the concerns of both workers and employers.
➢ Key Features: The Labor Act 2006 introduced several key features, including provisions
for collective bargaining, occupational health and safety standards, and regulations related
to employment contracts and termination. It also sought to address issues such as child
labor, discrimination, and forced labor.
➢ International Labor Standards: The Act was designed to bring Bangladesh's labor laws
in compliance with international labor standards, as Bangladesh is a member of the
 International Labor Organization (ILO). Aligning with these standards was seen as
essential for trade and economic development while upholding the rights of workers.
➢ Ongoing Amendments and Revisions: Since its enactment, the Bangladesh Labor Act
2006 has undergone further amendments and revisions to address emerging labor issues
and improve its effectiveness in protecting workers' rights. These changes have been aimed
at maintaining a balance between the interests of employers and workers.
In summary, the Bangladesh Labor Act 2006 represents a crucial milestone in the country's labor
history. It reflects the government's commitment to providing better legal protection for workers
and promoting industrial harmony while addressing the evolving needs of the labor market and
aligning with international labor standards.

Bangladesh Labor Act, 2006

Chapter: 21
Section: 354
Schedule: 5

1st Chapter (Preliminary)

Sections: 1-2
Thera have Brief Headlines, Introductions, Applications, Definitions (Retirement, Partial inability,
Work hour etc.)

2nd Chapter (Appointment and service Condition)

Sections: 3-33
i. Procedure for leave. (Sections 10)
(1) A worker who desires to obtain leave of absence shall apply to his employer in writing and
shall state therein his address during leave.
(2) The employer or an officer authorized by him shall issue an order within 7 (seven) days of
receipt of the application or 2 (two) days prior to the commencement of leave applied for,
whichever is earlier: Provided that if due to any urgent reasons the leave applied for is to commence
on the date of application or within 3 (three) days thereof, such order shall be given on the day of
receipt of the application.
(3) If the leave asked for is granted, a leave pass shall be issued to the worker.
 ii. Payment of wages for unveiled leave. (Sections 11)
If the service of a worker terminates, due to retrenchment, discharge, removal, dismissal,
retirement, resignation or any other reason and any annual leave is due to him, the employer shall
pay him wages in lieu of the unveiled leave at the rate he is entitled to the payment of wages during
the period of leave in accordance with the provisions of this Act.

3rd Chapter (Appointment of Under Age Workers)

Sections: 34-44
i. Dispute as to the age. (Sections 36)
If any question arises as to whether any person is a child or an adolescent it shall be resolved on
the basis of birth registration certificate or school certificate or a certificate issued by a registered
medical practitioner certifying the age of the concerned person.

ii. Certificate of fitness. (Sections 37)

A registered medical practitioner shall, on a request made by any adolescent or his parent or
guardian or by an employer for examining whether the adolescent is fit to work in any occupation
or establishment, examine the adolescent and give decision as to his fitness.
(1) Provided that when such application is made by any adolescent or his parent or guardian, the
application shall be accompanied by a letter signed by the employer in whose establishment the
adolescent is an applicant for employment stating that such adolescent shall be employed if he is
certified to be fit for work.
(2) A certificate of fitness granted under this section shall remain valid for a period of 12 (twelve)
months from the date on which it was issued.
(3) Any fee payable for such certificate shall be paid by the employer, and shall not be recoverable
from the concerned adolescent or his parents or guardian.

4th Chapter (Facilities for the Welfare of Mother)

Sections: 45-50
i. Amount of maternity benefit. (Sections 48)
(1) The maternity benefit which is payable under this Chapter shall be paid at the rate of daily,
weekly or monthly average wages, as the case may be, calculated in the manner laid down in sub-
section (2), and such payment shall be made wholly in cash.
(2) For the purpose of sub-section (1), the daily, weekly or monthly average wages shall be
calculated by dividing the total wages earned by the concerned woman during 3 (three) months
immediately preceding the date on which she gives notice under this Chapter by the number of
days she actually worked during that period.

ii. Payment of maternity benefit in case of death of a woman. (Sections 49)

If a woman entitled to maternity benefit under this Chapter dies at the time of her delivery or during
8 (eight) weeks following thereof, the employer shall pay the amount of maternity benefit, if the
newly born child survives, to the person who takes care of the child, and if the child does not
survive to the person nominated by her under this Chapter, or if there is no such nominee, to her
legal representative.

5th Chapter (Measures to Protect the Health)

Sections: 51-60
i. Cleanliness. (Sections 51)
Every establishment shall be kept clean and free from effluvia arising from any drain, privy or any
other nuisance, and in particular-
(1) the dirt and refuge shall be removed daily by sweeping in a suitable manner from the floors,
work-rooms, staircases and passages of the establishment.
(2) the floor of every work-room shall be washed at least once in every week and, if necessary,
disinfectant shall be used in washing.
(3) where any floor becomes wet in the course of any manufacturing process to such an extent that
drainage is required thereof, effective means of drainage shall be provided and maintained.

ii. Disposal of wastes and effluents. (Sections 54)

Effective arrangements shall be taken in every establishment for disposal of wastes and effluents
due to manufacturing process carried on therein.

6th Chapter (Security)

Sections: 61-78
i. Precaution as to fire. (Section 62)
(1) Every establishment shall be provided with such means of exit including at least one alternative
staircase connecting with every floor at the time of fire and requisite number of firefighting
equipment’s in every floor as may be prescribed by rules.
(2) If it appears to a Labor Inspector that no means of exit has been provided according to the rules
mentioned in sub-section (1) or no requisite number of firefighting equipment’s have been placed
according to the license given by the Fire Service Department, he may, by serving an order in
writing upon the employer, inform him of the measures which in his opinion are required to be
taken within the time specified in that order

ii. Floors, stairs and passages. (Section 72)

(1) All floors, stairs, passages shall be of sound construction and properly maintained and
where necessary strong railing shall be provided to ensure their safety, and the passages
and stairs shall be kept opened for easy movement during continuance of work.

(2) There shall, in so far as reasonably practicable, be provided with safe means of access to
every place where any person is, at any time, required to work.

(3) Passages and stairways shall be clean, wide and clear of all obstructions; and (d) an
employer may, for overall safety of the factory and workers, bring the passages of
movements, stairs, gates, go downs and common utility area of the place of work under
close circuit camera.

7th Chapter (Special Rules About Health, Health Rules, and Security)
Sections: 79-88
i. Notice of certain dangerous occurrences. (Section 81)
Where in an establishment, any dangerous occurrence of a nature prescribed by rules occurs,
whether causing any bodily injury or not, the employer shall inform the Labor Inspector by notice
within the following three working days.

ii. Providing information about dangerous building and machinery. (Section 86)
(1) Where any worker of an establishment finds that any building or machinery thereof, which
is ordinarily used by the workers, is in such a dangerous condition that it is likely to cause
bodily injury to any worker at any time, he shall immediately inform the employer of it in
writing.
(2) If, on the receipt of such information, the employer fails to take appropriate measures on
this matter within 3 (three) days and any worker is injured due to use of such building or
machinery, he shall be liable to pay compensation to the worker so injured at the rate of
double of the compensation payable for such injury under.
8th Chapter (Welfare Measure)
Sections: 89-99
i. First-aid appliances. (Section 89)
(1) In every establishment the first-aid box or cupboard equipped with the contents prescribed by
rules shall be provided to be readily accessible during all working hours.
(2) The number of such box or cupboard shall not be less than one for every 150 (one hundred and
fifty) workers ordinarily employed in the establishment.
(3) Every first-aid box or cupboard shall be kept in charge of such a responsible person who is
trained in first-aid treatment, and who shall be available during all working hours of the
establishment.

ii. Rooms for children. (Section 94)

(1) In every establishment, where 40 (forty) or more female workers are ordinarily employed, one
or more suitable rooms shall be provided and maintained for the use of their children who are
under the age of 6 (six) years.
(2) The said room shall be provided with adequate accommodation, light and ventilation and shall
be maintained in clean and sanitary condition, and shall be under the charge of an experienced or
trained woman for the care of children.
(3) The said rooms shall be easily accessible to the mothers of the children, and, so far as is
reasonably practicable, they shall not be situated adjacent to or near any part of the establishment
where obnoxious fumes, dust or odors are given off, or where excessively noisy works are carried
on.

9th Chapter (Work Labor and Leave)

Sections: 100-119
i. Daily working hours. (Section 100)
No adult worker shall ordinarily work or be required to work in an establishment for more than 8
(eight) hours in a day. Provided that subject to the provisions of section 108, any such worker may
work in an establishment up to 10 (ten) hours also in a day.
ii. Weekly working hours. (Section 102)
(1) No adult worker shall ordinarily work or be required to work in an establishment for more than
48 (forty-eight) hours in a week.
(2) Subject to the provisions of section 108, an adult worker may work for more than 48 (forty-
eight) hours also in a week: Provided that the total working hours of such worker shall not exceed
60 (sixty) hours in a week, and on the average 56 (fifty-six) hours per week in a year. Provided
further that the total additional working hours of a worker employed in a road transport
establishment shall not exceed 150 (one hundred and fifty) hours in a year.
iii. Compensatory weekly holiday. (Section 104)
Where, as a result of the passing of an order or making of a rule under the provisions of this Act
exempting an establishment or the workers employed therein from the provisions of section 103,
a worker is deprived of any of the weekly holidays provided for in that section, he shall be allowed,
as soon as circumstances permit, compensatory holidays of equal number to the holidays so
deprived of.

10th Chapter (Wage and Its Payment)

Sections: 120-137
i. Fixation of wage-periods. (Section 123)
(1) Every person liable for the payment of wages under section 121 shall fix wage periods in
respect of such payment.
(2) No wage period shall exceed 1 (one) month.

ii. Wages to be paid in current coin or currency notes, etc. (Section 124)
(1) All wages shall be paid in current coin or currency notes or bank cheque.
(2) Besides the manner mentioned in sub-section (1), where applicable, as per demand of a worker
the wages may be paid directly through electronic transfer or any other digital manner to the bank
account of such worker.

iii. Deductions from wages for services rendered. (Section 127)

No deduction shall be made from the wages of a worker under section 125(2)(d) and (e) unless the
house accommodation, facilities or services provided are accepted by the concerned worker
according to the terms of employment or otherwise, and such deduction shall not, in no
circumstances, exceed the value of the house accommodation, facilities or service provided, and
in the case of deduction under clause (e) it shall be subject to such conditions as the Government
may impose.

11th Chapter (Wage Board)

Sections: 138-149
i. Power to declare minimum rate of wages. (Section 140)
(1) Upon receipt of the recommendation of the Wages Board under section 139, the Government
may, by notification in the official Gazette, declare that the minimum rates of wages recommended
by the Wages Board for the various workers shall, subject to such exception as may be specified
in the notification, be the minimum rates of wages for such workers.
(2) If the Government thinks that the said recommendation is not, in any respect, equitable to the
employers or the workers, it may, within 45 (forty-five) days of receipt of the recommendation,
refer it back to the Wages Board for reconsideration, and at the time of such referring back if the
Government thinks fit, it may make comments on it and give any information relating thereto.
ii. Application to the Labor Court. (Section 147)
If any dispute arises as to classification or re-classification of a newspaper or a newspaper
establishment due to the decision of the Newspaper Wage Board, with modifications, published
under section 145(2), any person aggrieved by such decision may apply to the Labor Court for
adjudication of the dispute.

12th Chapter (Compensation for the Workers Due to the Reasons of Accident)
Sections: 150-174
i. Liability of the employer to pay compensation. (Section 150)
If a worker is bodily injured by an accident arising out of the course of his employment, his
employer shall be liable to pay him compensation in accordance with the provisions of this
Chapter.

ii. Distribution of compensation. (Section 155)

No compensation payable in respect of a worker died from injury and no lump sum amount payable
as compensation to a person under a legal disability, shall be paid otherwise than by making deposit
with the Labor Court.

13th Chapter (Trade Union and Industrial Relations)

Sections: 175-208
i. Trade union of workers and employers. (Section 176)
Subject to the provisions of this Chapter,
(1) All workers shall, without distinction whatsoever, have the right to form trade union primarily
for the purpose of regulating the relations between workers and employers, or between workers
and workers and, subject to the constitution of the union concerned, to join trade union of their
own choice.
(2) All employers shall, without distinction whatsoever, have the right to form trade union
primarily for the purpose of regulating the relations between employers and workers, or between
employers and employers and, subject to the constitution of the union concerned, to join trade
union of their own choice.

ii. Registered trade unions to maintain register, etc. (Section 181)

Every registered trade union shall maintain the following registers or books in such form as may
be prescribed by rules, namely:
(1) A register of members, which shall contain the particulars of subscriptions paid by each
member.
(2) An accounts book, in which the receipts and expenditure shall be shown, and
(3) A minute book, in which all kinds of minutes shall be recorded.

14th Chapter (Settlement of Dispute Labor Court, Labor Appeal Tribunal and
Legal Procedure)
Sections: 209-231
i. Strike and lock-out. (Section 211)
The party which raises any industrial dispute may, within 15 (fifteen) days of receipt of the
certificate of failure under section 210 (11), give a notice to the other party, of strike or lockout, as
the case may be, in which the date of commencement of such strike or lockout shall be mentioned,
which shall not be earlier than seven days and later than 14 (fourteen) days of the date of giving
such notice, or the party raising such dispute may make an application to the Labor Court for
adjudication of the dispute.

ii. Labor Courts. (Section 214)

(1) For the purposes of this Act, the Government may, by notification in the official Gazette,
establish as many Labor Courts as it considers necessary.
(2) Where more than 1 (one) Labor Court is established under sub-section (1), the Government
shall specify in the notification the territorial limits within which each of them shall exercise
jurisdiction under this Act.

15th Chapter (Participation of Worker in the Profit of the Company)

Sections: 232-252
i. Fine, recovery of money, etc. (Section 236)
Where any company or Trustee Board fails to comply with the provisions of section 234, the
Government may, by order, direct it to do acts in accordance with the provisions within such time
as may be specified is that order.
ii. Delegation of power. (Section 239)
The Government may, by notification in the official Gazette, delegate all or any of its powers or
duties under this Chapter, subject to such conditions as may be specified in the notification, upon
any of its officers or any other authority.

16th Chapter (Secretary Control of Appointment of Dock Workers)

Sections: 253-263
i. Meeting of Board. (Section 256)
(1) Board meeting will be held in the way, time & place as determined by rules.
(2) To fill up quorum of any Board Meeting at least attendance of five members will be necessary
among which representative from owners and one member from laborers will have to remain
present.
(3) In the Board Meeting each member shall have one vote but in the case of equal votes the
Chairman shall give one casting vote.
(4) In the Board Meeting in absence of Chairman the vice-chairman shall president over the
meeting.

ii. Function of the Board. (Section 257)

(1) The Board constituted for those port to implement scheme for that port the board shall remain
responsible.
(2) The Board perform function as specified in the scheme or all other (2) The following activities
as fixed by rules.
(3) The Board during the period of performing function shall be remain function as per directions
by the government time to time.

17th Chapter (Provident Found)

Sections: 264-273
i. Cost of administration. (Section 267)
(1) The Board of Trustees may levy an administrative charge on the basis of subscription.
(2) The Government shall, in consultation with the Board, fix such percentage of the total
contributions of employers and workers as shall be the cost of administration.

ii. Recovery of damages. (Section 269)

Where an employer makes default in the payment of any subscription to the provident fund, or
default in the payment of any charges payable under this Chapter or any rules, the Board of
Trustees may, in addition to the amount of arrear so due, recover from the employer damages at
the rate not exceeding 25% (twenty five percent) of the amount of such arrear.

18th Chapter (Probation Period)

Sections: 274-282
i. Obligations of employers. (Section 277)
Subject to the provisions of this Chapter and the rules, an employer shall.
(1) ensure proper compliance of the provisions of this Chapter and rules in his establishment.
(2) introduce an apprenticeship programmed in his establishment in accordance with the rules; and
get the programmed registered with the competent authority within such time as may be prescribed
by rules.

ii. Exemption from income-tax, etc. (Section 278)

Notwithstanding anything contained otherwise in the Income-tax Ordinance, 1984 (Ordinance No.
XXXVI of 1984), no income-tax shall be payable by an employer in respect of any expenditure
incurred by him for the operation of an apprenticeship programmed in accordance with the
provisions of this Chapter and rules.

19th Chapter (Crime, Jail and Procedure)

Sections: 283-316
i. Penalty for employment of a child and adolescent. (Section 284)
If any person employs any child or adolescent, or permits any child or adolescent to work in
contravention of any provision of this Act, he shall be punished with fine which may extend to
5,000 (five thousand) takas.

ii. Penalty for illegal strike or lock-out. (Section 294)

Any worker, who commences or continues or otherwise acts in furtherance of an illegal strike,
shall be punished with imprisonment for a term which may extend to 6 (six) months, or with fine
which may extend to 5,000 (five thousand) takas, or with both.
20th Chapter (Administration Inspection etc)
Sections: 317-323
i. Powers and functions of Inspector General, etc. (Section 319)
For the purposes of this Act, the Inspector General or any Additional Inspector General, Joint
Inspector General, Deputy Inspector General, Assistant Inspector General and Labor Inspector
shall have the following powers and functions within their respective jurisdictions.

ii. Accounts and audit. (Section 321)

(1) A Board shall maintain its accounts in such manner and in such form as the Government may
direct.
(2) The accounts of income and expenditure of a Board shall be audited every year by the
Comptroller and Auditor General of Bangladesh, hereinafter referred to as the Auditor General, in
such manner as he deems fit.

21th Chapter (Misc)

Sections: 324-354
i. Obligations of workers. (Section 331)
No worker in an establishment shall-
(1) willfully misuse or interfere in the use of any system or appliance provided in the establishment
for the purpose of securing the health, safety or welfare of the workers therein.
(2) willfully or without reasonable cause do anything which is likely to endanger himself or any
other person.
(3) willfully neglect to make use of any appliance or system provided in the establishment for the
purposes of securing the health or safety of the workers therein.

ii. Conduct towards women. (Section 332)

Where any woman is employed in any work of any establishment, whatever her rank or status may
be, no person of that establishment shall behave with her which may seem to be indecent or
unmannerly or which is repugnant to the modesty or honor of that woman.
Findings
The Bangladesh Labor Act of 2006 is a comprehensive piece of legislation that aims to regulate
labor relations and improve working conditions in the country. Some of its key findings and
provisions can be summarized as follows:
1. Labor Rights: The Act upholds the fundamental rights of workers, ensuring their right
to organize, form trade unions, and engage in collective bargaining.
2. Working Hours: It limits the maximum working hours to 48 hours per week and
mandates rest periods and overtime pay for workers who exceed these limits.
3. Child Labor: The Act strictly prohibits child labor, setting the minimum working age
at 14 years and restricting the types of hazardous work that can be done by minors.
4. Health and Safety: It emphasizes workplace safety and health standards, requiring
employers to maintain safe working conditions, provide necessary protective gear, and
establish safety committees.
5. Wages and Benefits: The Act establishes regulations for minimum wage rates, timely
payment of wages, and compensation in the event of accidents or injuries at work.
6. Termination and Severance: It outlines procedures for terminating employment and
ensures workers' rights to severance pay in the event of redundancy or retrenchment.
7. Discrimination: The Act prohibits discrimination on the basis of gender, religion, or
disability, and promotes equal pay for equal work.
8. Social Welfare: It mandates the establishment of welfare funds and social safety nets
for workers, including provisions for maternity leave and facilities for breastfeeding.
Overall, the Bangladesh Labor Act, 2006, strives to protect the rights of workers, promote fair
labor practices, and improve labor conditions to foster a more equitable and safe working
environment in the country.

Recommendation
The Bangladesh Labor Act, 2006 is a comprehensive legal framework that governs labor relations
in the country.
1. It provides essential protections and regulations for workers, including provisions for
minimum wage, working hours, occupational health and safety, and collective bargaining
rights.
2. The Act emphasizes the welfare of employees, addressing issues related to child labor,
discrimination, and workplace harassment.
3. It also establishes mechanisms for resolving labor disputes and sets guidelines for
employment contracts and termination.
Overall, the Bangladesh Labor Act, 2006 aims to create a fair and just environment for both
employers and employees, promoting better working conditions and labor rights.
Conclusion
The Bangladesh Labor Act, 2006, is a landmark legislation that has significantly contributed to the
labor landscape in the country. This comprehensive legal framework prioritizes the rights and well-
being of workers while establishing essential guidelines for employers. The Act's strengths lie in
its provisions for minimum wage, working hours, and occupational health and safety. It helps to
uplift the living standards of the labor force and create safer working environments. Furthermore,
the Act encourages collective bargaining, allowing workers to negotiate for better conditions and
wages. This not only empowers the workforce but also promotes social harmony and equitable
labor practices. It addresses issues like child labor, discrimination, and workplace harassment,
reinforcing the principles of fairness and justice. Moreover, the Act provides mechanisms for
resolving disputes between employers and employees, which helps maintain industrial harmony
and peace. However, challenges in implementing and enforcing the Act persist, including
compliance issues and the informal labor sector. Continued efforts are necessary to ensure its full
realization. In sum, the Bangladesh Labor Act, 2006, has been a vital step towards protecting the
rights and welfare of workers, improving working conditions, and promoting equitable labor
practices. Despite challenges, it remains a pivotal instrument for labor reform and economic
development in Bangladesh.
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