PEO Services in Bangladesh
Optimize Your HR Processes with Professional PEO ServicesPEO services in Bangladesh, run by our Dhaka-based team, are professional employer organization (PEO) services for an international company that already owns a local entity. They replace the human resources (HR) and payroll desk it would otherwise staff itself. Your entity stays the employer on every appointment letter. We run payroll, leave, records and the Labour Act deadlines for it, per employee, at a fixed price, while your managers direct the work. An HR administrator and a payroll accountant work inside your HR and payroll systems under a signed non-disclosure agreement (NDA). Your owner approves each payroll run before it is paid.
One exit after each step. No long-term commitment at any stage. We start with the entity you own in Bangladesh: headcount, contracts in place, who runs payroll today, which filings are open, and what you want handed over. If part of that headcount is foreign nationals, expat payroll in Bangladesh covers their tax residency, remittance records and work permit dates inside the same monthly run. Each task is marked yours, ours or shared, and the first payroll calendar is drawn back from the Labour Act’s wage deadline.
You get a written verdict — a PEO scope for your entity, payroll processing only, a handover from your current provider, or an employer of record because no entity exists yet. Where no entity exists and you want us to find, employ and pay the team for you, our remote staffing agency in Bangladesh covers that route. If your desk already covers it, you stop there and the review is yours to keep.
30 minutes 01 Scope · free call
1 week 02 Diagnose · credited to the first cycle
One cycle 03 Pilot · fixed price, per entity
Per employee 04 Production · per month, fixed in the contract
Monthly 05 Managed Ops · cancel any month
What is included in PEO services in Bangladesh?
PEO services in Bangladesh cover six things for a company that already employs people through its own local entity: a written split of duties, appointment letters and employee records, monthly payroll approved by your owner, leave registers, statutory filings in scope, and final settlements when someone leaves. Each card is one deliverable.
Written scope: yours, ours, shared
Before the first payroll run, every recurring HR and payroll task is listed and marked yours, ours or shared. Hiring decisions and supervision stay with you. Letters, registers, payroll and deadlines come to us. Both sides sign the list, and it is kept with the contract.
Appointment letters and employee records
Each new hire’s appointment letter is drafted from your approved terms and issued in your entity’s name, with the identity card the Labour Act requires. One file per employee holds the contract, ID, pay history and leave, kept in your HR system, not ours.
Monthly payroll, approved before it is paid
Gross-to-net is calculated per employee, with deductions and employer costs shown line by line. Your owner receives the payroll register for approval. Payment is released only after that approval, inside the Labour Act’s wage deadline.
Leave and attendance registers
Casual, sick, annual and festival leave accrues per employee at the Act’s rates. Managers see the balances, and approvals are recorded. Registers are kept in the form an inspector or auditor asks to see.
Statutory filings in scope
Every filing your entity owes as an employer sits in the written scope with its due date and owner. We prepare and file those marked ours on your calendar. For those marked yours, you get a reminder two weeks ahead.
Final settlement at exit
When an employee resigns or is let go, the final dues are calculated per the Act: wages, leave encashment, gratuity where it applies, and deductions. Your owner approves them, they are paid inside the statutory window, and the file is closed with a dated record.
Not included: Hiring, pay and performance decisions and daily supervision, which stay with you · employing your staff or signing as the employer · legal and tax advice · filings outside the signed scope, which are reminded, not filed · new entities, new filings or a change in the law, each priced first as a change request.
Which Labour Act date will your entity miss first: wages, letters, leave or settlement?
Four dates in the Bangladesh Labour Act, as amended, drive a PEO’s calendar: wages inside seven working days of the wage period, an appointment letter for each hire, leave earned by days worked, final dues inside thirty working days. The review shows which one your entity is closest to missing. No entity? Our employer of record service fits instead.
Wage deadline
Section 123: wages fall due within seven working days of the wage period’s end; a payroll run from abroad often lands later.
Appointment letter
Section 5: a written appointment letter and photo identity card for every worker, when hires started on an email.
Leave accrual
Sections 115–117: ten days of casual leave and fourteen of sick leave a year, a day of annual leave per eighteen worked, when nobody reconciles the spreadsheet.
Final settlement
Section 123: final dues within thirty working days of exit, when nobody knows what a leaver is owed.
What does the first payroll cycle under a PEO contain?
The first payroll cycle under a PEO contains five logged steps, because “we handle HR and payroll” proves nothing. Each item traces to an employee file, a Labour Act date, an approver and a day. The example is a twelve-person entity whose parent ran payroll from abroad without letters or registers. Yellow shows the step a person signs.
The five logged steps
On file at that step · its result
Scope signed
| Scope item | Sample entity |
|---|---|
| Employees | 12 |
| Recurring tasks | 31, marked yours, ours or shared |
| Owner | Named |
| Calendar | Drawn from the wage deadline |
31
Recurring tasks in scope
Files built
Appointment letters12, issued in the entity’s name
Identity cardsone for every worker
Leave balancesloaded from contract dates
Labour ActSection 5 · Sections 115–117
12 of 12
Employees on file
Payroll calculated
Gross-to-netcalculated per employee
Deductions and employer costshown line by line
Registerversioned and sent to your owner
Payroll register sent for approval
Owner sign-off · a person signs
Registerapproved by your owner
Approvallogged with its date and version
Paymentreleased after approval
Approved before payment
Paid and reported
Wagespaid inside seven working days
First monthly reportin your HR system
Next cycledated
Labour ActSection 123, the wage deadline
7
Working days allowed after the wage period
Open a step to see what is on file
After the first cycle, payroll runs monthly on the approved calendar.
Illustrative run. The yellow step is the one a person signs; each step is logged and traceable to an employee file, a Labour Act date, an approver and a day.
How is a PEO engagement set up, from scoping review to Managed Ops?
A PEO engagement is set up in five steps, each an exit: a free call to scope, a one-week review, the first payroll cycle, production for each later hire, and Managed Ops. Arrangements fail when the split of duties lives in someone’s head and payroll runs before anyone reads the contracts. Each step ends with a document you keep.
01 30 min · free
Scope The call covers the entity: headcount, contracts in place, who runs payroll today, which filings are open, and what you want handed over. With entity and headcount known, you leave with a quote for the review.
02 1 week · credited
Diagnose Contracts, payroll history and open filings read; every recurring task listed and marked yours, ours or shared; gaps against the Labour Act’s four dates flagged per employee; a written price for the first payroll cycle.
03 One cycle · fixed price
Pilot One payroll run under the signed scope: employee files built, registers loaded from contract dates, gross-to-net calculated, the register approved by your owner, wages paid inside the statutory window, a first monthly report sent.
04 Per employee · after the first cycle
Production For each later hire, a letter and a file on day one; every leaver settled inside the window; payroll run monthly on the approved calendar; filings in scope prepared on their dates.
05 Monthly · cancel any month
Managed Ops Each month: payroll approved and paid, registers updated, filings done and the report issued. The scope is re-read whenever the Labour Act or its rules change, by an administrator who knows your team. Cancel any month.
Who runs your PEO administration, and with what?
You meet a named team on day one: an HR administrator who owns letters, files and registers, a payroll accountant who calculates gross-to-net and prepares filings, and a reviewer who checks every register.
Calendar Payroll dates drawn back from the Labour Act’s wage deadline
References The Labour Act and its Rules, as amended
Communication A monthly review call, plus one shared channel
Delivery Your HR system, your payroll tool, your document store; nothing held on our side
Quality assurance (QA) A second person reviews every register; versioned, with a named approver
Ownership Every letter, file, register and payslip in your entity’s name
Do you need a PEO, payroll processing only, a provider handover, or an employer of record?
PEO buyers arrive in one of four situations. An entity with no HR desk → a PEO scope. An entity whose HR is fine but payroll is late → Bangladesh payroll processing only. An entity served by another provider → a handover with a gap list first. No entity → an employer of record. Five questions show which fits.
1. Does your company own an entity in Bangladesh?
2. How many people does that entity employ?
3. Who runs HR and payroll for it today?
4. What do you want handed over?
5. When is the next wage period due?
Which one do you need? Answer five questions.
A PEO scope for your entity
Your entity employs the team and nobody owns the calendar. The review lists every recurring task as yours, ours or shared, and files and registers are built from the contracts. Your owner approves the first payroll run, and it is paid inside the statutory window within one cycle.
A first estimate; the one-week review confirms it.
How the verdict is decided
No registered entity → employer of record
Another provider holds the records → handover first
Payroll only wanted → payroll processing
Otherwise → a PEO scope for your entity
Why choose us as your PEO in Bangladesh?
A PEO is judged on whether wages land inside the deadline of the Bangladesh Labour Act and whether the file survives an inspector’s question, not on the number of countries it lists. Your entity stays the employer. Your owner approves; we administer. Priced per employee, in writing.
Section 123 of that Act states: “The wages of a worker shall be paid before the expiry of the seventh working day following the last day of the wage period in respect of which the wages is payable.” Section 121 states that “Every employer shall be liable to pay to workers employed by him all wages required to be paid under this Act”. The deadline is the law’s, and the duty to pay stays with your entity; a PEO runs the calendar that meets both. A PEO is not a staffing agency: it administers the staff your entity already employs in one country. If your staff sit in several countries, our multi-country payroll services put every country on one consolidated register. If you still need to find those people, our recruitment services in Bangladesh run the search, the verification and the appointment letter.
Reviewed by Asma Sultana Minu, Local Corporate Counsel. The Bangladesh Labour Act 2006 references on this page were last checked on 5 October 2026.
Without a PEO
!!!!!
- Payroll run from abroad, landing after the Act’s seven working days
- Hires working on an email because nobody drafted the appointment letter
- Leave balances in a spreadsheet, disputed on the day someone resigns
- A global platform’s country page instead of a person who knows your entity
With EICRA
First-cycle report · twelve-person entity
Employees on file12 of 12Tasks in scope31Gaps closed9Approvals recorded2VerdictFirst cycle acceptedAgreed gate✓ Passed
Illustrative example
- A signed split of every recurring task: yours, ours or shared
- Letters, files and registers built from the contracts in your name
- Payroll approved by your owner and paid inside the wage deadline
- A named administrator and accountant, on a review call each month
Is it safe to outsource HR and payroll for your Bangladesh entity to a PEO?
A PEO is safe when your entity stays the employer, your owner approves and access is limited to what the work needs. The risk is who approves payments and who sees employee data, not where an administrator sits. Our Bangladesh-based team works under NDA and a data processing agreement (DPA), releasing no unapproved payment. Reviewed By Eicra.com team
Which agreements are signed, and when?
NDA — mutual and signed first, before any contract, salary figure, employee file or register is shared.
DPA — terms for a processor under Article 28(3) of the General Data Protection Regulation (GDPR) where it applies, and under the Bangladesh Personal Data Protection Act 2026 for the employee records we handle.
International data transfers — the standard contractual clauses, or whichever transfer instrument your jurisdiction requires, signed before any employee data moves.
Access — only the HR and payroll modules named in the scope, nothing more; no bank credentials, no authority to pay, none of your production systems.
Certifications — listed only once held; none is claimed, and we are not the employer, a law firm or a tax advisory practice.
What controls, ownership and rework terms apply?
Your accounts From the first day, every letter, file, register, payslip and report sits in your own HR system and document store; we hold nothing on our side.
Document ownership All records belong to your entity under the contract and its intellectual property (IP) assignment. Export them, show them to an inspector or auditor, or take them to another provider whenever you choose.
Boundary We administer only. We never employ your staff, sign as the employer, advise on law or tax, or settle a question the Labour Act reserves for the employer; your entity and its counsel decide those.
Approval No wage, settlement or filing payment leaves until your named owner approves that cycle’s register; each approval is recorded with its date and version.
Rework Free within thirty days when a register line fails its agreed acceptance list. New entities, new filings or a change in the law are priced as a change request first.
What proof do you get before you pay for PEO services?
Before you pay for PEO services, you get three things you can check: a free 30-minute scoping call about your entity, a one-week review that ends in your own task-by-task scope list, and a wage deadline the Labour Act fixes, not one we made up. No setup fee is charged if the first cycle misses its agreed scope list.
30 minutes
A free call about your entity and what you want handed over. If the entity and headcount are known, you leave with a quote for the review.
1 week
A scoping review that ends in your own task-by-task scope list, with every recurring task marked yours, ours or shared. Its fee is credited to your first cycle.
One cycle
To a payroll run approved by your owner and paid inside the Labour Act’s wage deadline of seven working days, following the one-week review.
Case studies: named client results with figures will appear here once clients permit it. For references in your industry, ask on the scoping call.
What do buyers ask about PEO services?
How much do PEO services in Bangladesh cost?
PEO services in Bangladesh are priced per employee, never per hour; the cards at the top show each step’s time and term. A one-week scoping review ends in a written scope, credited to the first cycle. The first payroll cycle is priced per entity, then administration per employee per month, starting from US$18 per employee per month; cancel any month. For comparison, PEO administration fees in the United States run US$40 to US$160 per employee per month, or 2 to 12 per cent of payroll, and NAPEO puts the average at US$1,395 per employee per year. Justworks publishes US$79 and US$124 per employee per month for its two PEO plans. In the United Kingdom, fully managed payroll runs about £4 to £12 per employee per month, and adding HR administration costs a further £10 to £25. A freelance payroll specialist on Upwork charges US$40 to US$75 an hour and still leaves the registers, the filings and the liability with you. An employer of record, where the provider becomes the legal employer instead of your entity, runs US$400 to US$699 per employee per month.
What does a PEO in Bangladesh do for a foreign-owned entity?
A professional employer organization in Bangladesh runs HR and payroll administration for a company that owns a local entity: appointment letters, employee files, monthly payroll, leave registers, filings in scope and final settlements. Your entity stays the employer on every letter. We administer against a written scope; your owner approves each payroll.
What is the difference between a PEO and an employer of record?
The difference is who holds the employment contract: your entity under a PEO, ours under an employer of record. Under a PEO your Bangladesh entity employs the staff and we administer HR and payroll for it. So a PEO needs your registered entity; without one, choose an employer of record.
Does a PEO require us to have a Bangladesh entity?
Yes. A PEO works alongside an entity you already own, such as a subsidiary or branch, because that entity remains the legal employer and signs every appointment letter. Without one there is nothing for a PEO to administer. The test is simple: ask who signs the appointment letter.
Who is the legal employer, and who is liable, under a PEO?
Your Bangladesh entity is the legal employer and stays liable: it is named on every appointment letter and carries the obligations the Labour Act places on an employer. We run the administration that meets those obligations, so you see what was done and when. We do not sign as employer and give no legal or tax advice.
Start with a free 30-minute scoping call or the one-week PEO review.Prefer to talk first? Call +880 1917 746550.