PEO Services
Optimize Your HR Processes with Professional PEO ServicesPEO services in Bangladesh are professional employer organization (PEO) services for an international company that already owns a local entity and does not want to staff its own human resources (HR) and payroll desk. 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. As a Dhaka-based company, we provide an HR administrator and a payroll accountant, working inside your HR and payroll systems under a non-disclosure agreement (NDA); your owner approves every payroll run before it is paid.
One exit at each step. No long-term commitment at any of them. 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. 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. If your desk already covers it, you stop here and keep the review.
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; the list is signed by both sides and kept with the contract.
Appointment letters and employee records
Each new hire’s appointment letter drafted from your approved terms and issued in your entity’s name, the identity card the Labour Act requires, and one employee file per person — contract, ID, pay history, leave — kept in your HR system, not ours.
Monthly payroll, approved before it is paid
Gross-to-net calculated per employee, deductions and employer costs shown line by line, a payroll register sent to your owner for approval, and payment released only after that approval, inside the Labour Act’s wage deadline.
Leave and attendance registers
Casual, sick, annual and festival leave accrued at the Act’s rates per employee, balances visible to your managers, approvals recorded, and the registers kept in the form an inspector or auditor asks to see.
Statutory filings in scope
The filings your entity owes as an employer, listed in the written scope with a due date and an owner: those marked ours are prepared and filed on your calendar; those marked yours are reminded two weeks ahead.
Final settlement at exit
When an employee resigns or is let go, the final dues — wages, leave encashment, gratuity where it applies, deductions — calculated per the Act, approved by your owner, paid inside the statutory window, and the file 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 changes in the law, priced first as a change request.
Which Labour Act date will your entity miss first: wages, letters, leave or settlement?
The Bangladesh Labour Act, as amended, fixes four dates a PEO builds its calendar from; the review says which one your entity is nearest to missing: wages within seven working days of the wage period, an appointment letter per hire, leave by days worked, final dues within thirty working days. No entity? Use our employer of record service instead.
Wage deadline
Section 123: wages paid within seven working days after the wage period ends, when a foreign payroll run lands late.
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: casual, sick and annual leave at the Act’s rates, when balances sit in a spreadsheet nobody reconciles.
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” tells you nothing. Every 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 marks where 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 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 after the wage period ends
Open a step to see what is on file
After the first cycle, payroll runs monthly on the approved calendar.
Illustrative run. Yellow marks the step where a person signs; every 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 one an exit: a free scoping call, a one-week review, a first payroll cycle, production for every later hire, then Managed Ops. Arrangements fail when the split of duties lives in someone’s head and payroll runs before anyone has read the contracts. Every step ends with a document you keep.
01 30 min · free
Scope A call about the entity: headcount, contracts in place, who runs payroll today, which filings are open, and what you want handed over. If entity and headcount are known, you leave with a review quote.
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; the first payroll cycle priced in writing.
03 One cycle · fixed price
Pilot The first 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, the first monthly report issued.
04 Per employee · after the first cycle
Production Every later hire issued 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 The monthly cycle: payroll approved and paid, registers updated, filings done, the report issued, the scope re-read when the Labour Act or its rules change, with an administrator who knows your team. Cancel any month.
Who runs your PEO administration, and with what?
A named team you meet 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 Monthly review call and a shared channel
Delivery Your HR system, payroll tool and document store; nothing stored on our side
QA Second-person review of every register; versioned; approver named
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, files and registers are built from the contracts, and the first payroll run is approved by your owner and paid inside the statutory window within one cycle.
A first estimate; the diagnostic 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.
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 monthly review call
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, approval stays with your owner and access is limited to what the work needs. The risk is who approves payments and sees employee data, not where the administrator sits. As a Bangladesh-based company, we work in your systems under NDA and a data processing agreement (DPA), releasing no payment unapproved. Reviewed By Eicra.com team
Which agreements are signed, and when?
NDA — mutual, signed before any contract, salary figure, employee file or register is shared with anyone.
DPA — processor terms under Article 28(3) of the GDPR where it applies, and the Bangladesh Personal Data Protection Ordinance for the employee data we process.
International data transfers — standard contractual clauses or the transfer instrument your jurisdiction requires, signed before employee data moves.
Access — the HR and payroll modules the scope names, nothing more; no bank credentials, no payment authority, no production systems of yours.
Certifications — listed only when held; none are claimed, and we are not the employer, a law firm or a tax adviser.
What controls, ownership and rework terms apply?
Your accounts Every letter, file, register, payslip and report lives in your HR system and document store from the first day; nothing is stored on our side.
Document ownership All records belong to your entity under the contract; you may export them, hand them to an inspector or auditor, or move them to another provider at any time.
Boundary We administer; we do not employ your staff, sign as the employer, give legal or tax advice, or decide questions the Labour Act leaves to the employer — your entity and your counsel decide.
Approval No wage, settlement or filing payment is released until your named owner has approved that cycle’s register; approvals, dates and versions are recorded.
Rework Free when a register line fails its agreed acceptance list within thirty days; new entities, new filings or changes in the law are priced first as a change request.
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. There is no setup fee 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 review quote.
1 week
A scoping review that ends in your own task-by-task scope list, every recurring task marked yours, ours or shared, credited to the 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: client results with numbers are added here as clients give permission to name them. Ask on the scoping call for references in your industry.
What do buyers ask about PEO services?
How much do PEO services in Bangladesh cost?
Our PEO services are priced per employee, never per hour, and each step is on the price cards at the top: a one-week scoping review ending in a written task-by-task scope, credited to the first cycle; the first payroll cycle under the signed scope, priced per entity; then administration per employee per month, cancel any 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 already 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; your managers keep hiring and supervising. We administer against a written scope; your owner approves each payroll.
What is the difference between a PEO and an employer of record?
Who holds the employment contract. Under a PEO your own Bangladesh entity employs the staff and we administer HR and payroll for it; under an employer of record our entity employs them and the agreement names only us. A PEO therefore needs your registered entity; an employer of record does not. With no entity yet, choose the 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, and a provider that says otherwise is describing an employer of record. 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: 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 — registers, calendars, approvals — so you can 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.