The document is a presentation on Bangladesh Labor Law given by a group of students. It includes: - An introduction to the group members giving their names and student IDs. - Background on the development of labor laws in Bangladesh from British rule through independence. - Key aspects of the Bangladesh Labor Law of 2006 such as working hours, leave policies, safety requirements, and amendments made in 2013. - Discussion of issues like child labor, roles of trade unions, and common violations of labor laws particularly in industries like tanneries. - An impact-urgency model identifying the most pressing labor rights issues in Bangladesh that require resolution such as long working hours, lack of benefits, and child labor.

1. Welcome to Our
Presentation

2. Presented By

3. Group Members
Name ID
Raiyan-Ul Jannah 1323
Robiul Awal Tuhin 1327
Md. Rashadul Hasan 1328
Md. Anwar Parvez 1331
Md. Faisal Hossain 1334
Md. Mostafizur Rahman 1341

4. Presentation on Bangladesh
Labor Law

5. Raiyan-Ul Jannah
ID No: 1323

6. Bangladesh Labor Law - 2006
 Enacted in 11 October, 2006 and
amended in 2013

7. Background of Bangladesh
Labor Law - 2006
 During the Pakistan regime the Factories Act, 1934 continued up to
1965. The then East Pakistan Assembly repeated the said Act and
in its place re-enact the same and passed the East Pakistan
Factories Act,1965 (Act IV of 1965).The Act was passed in the
Assembly on the 5th August, 1965 and was published in the
Gazette dated 1st September,1965.After liberation of Bangladesh
on the 26th March,1971 the Act remained in force.
 The laws which this Code has replaced were made mostly during
the British Colonial regime and Pakistan period and they were as
many as 50 in number. In many cases these laws were outdated,
scattered, inconsistent and often overlapping each other.
 In 1992 a Labor Law Commission was formed by the Government
of the day which examined 44 labor laws and recommended to
repeal 27 laws and it prepared a draft Labor Code in 1994. This
draft of Labor Code,1994 underwent series of changes in its vetting
stages and finally the Bangladesh Labor Code 2006 was passed
by the Parliament on October 11,2006.The Bangladesh Labor
Code 2006 is one of the very recent laws with major overhauling
changes in the field of labor legislation.

8. Acts in Bangladesh
Bank Company Act,1991
Bangladesh Securities and Exchange
Commission Act,1993
Company Act,1994
Copyright Act,2000
Mobile Court Act,2009
Insurance Act,2010

9. Acts in Bangladesh
The sale of Goods Act,1930
The Partnership Act,1932
The petroleum Act,1934
The business Profits Tax Act,1947
The Government Educational and
Training Institutions Ordinance,1961
(East Pakistan Ordinance)
The Jahangirnagar University Act,1973

10. Acts in Bangladesh
The Judicial Officers Protection
Act,1850
The Penal Code,1860
The Police Act,1861
The Contract Act,1872
The Income-tax Ordinance,1984
The Foreign Recruiting Act,1874
The Negotiable Instruments Act,1881

11. Acts related to Labor Law

12. Acts related to Labor Law

13. Labor Court
• A labor
court (or labour
court or industrial
tribunal) is a
governmental
judiciary body which
rules on labor or
employment-related
matters and
disputes.

14. Labor Court in Bangladesh
There are only seven labor courts in
Bangladesh –
Three are based in Dhaka,
Two in Chittagong,
One in Rajshahi and
One in Khulna and each of these
courts have jurisdiction over different
parts of the country.

15. Md. Mostafizur Rahman
ID No: 1341

16. WORKING HOURS………..
 Section-100: No Adult
Worker Shall ordinarily
be required or allowed
to work in an
establishment for more
than eight hours in any
day.
 Section-102: Adult workers
shall ordinarily be required
or allowed to work in an
establishment for more than
48 hours in any week.
 Provided that the total hours
of work of an adult worker
shall not exceed 60 hours in
any week and on the average
56 hours per week in any
year.
DAILY WORKING HOURS WEEKLY WORKING HOURS

17. Section-108: When a
worker works in an
establishment for
more then the
prescribed hours in
any day or week, in
that case he shall get
OT at the rate of twice
of average of his basic
wages.
Extra Allowance For Over Time

18. EMPLOYEE LEAVE TYPES…….
1. Casual Leave
2. Sick Leave
3. Festival Holidays
4. Annual Leave
5. Maternity Leave

19. EMPLOYEE LEAVE ……
 Section-115: Every worker
shall be entitled to casual
Leave with full wages for 10
(Ten) days in a calendar year.
It will not be accumulated
and carried forward to the
succeeding year.
 Section-116: Every worker
shall be entitled to sick leave
with full wages for a total
period of 14 (Fourteen) days
in a year. It will not be
accumulated and carried
forward to the succeeding
year.
Casual Leave Sick Leave

20.  Section-118: Every worker shall be allowed 11 (Eleven
Days) festival holidays with full wages in a year.
Festival Holidays
Annual Leave
 Section-117: Every adult worker who has completed a
period of one year continuous service in the
establishment shall be allowed leave & it calculated at the
rate of 01 day for every 18 days of work.

21. o Section -45,46: Employers are liable to provide
maternity benefits to the employee who has
completed at least 6 months of service with the
employer by the date of confinement.
The working mothers in public and private
sector are supposed to get maternity leave for 6
months
[Note: No woman worker shall be entitled to such
benefit if she has, at the time of delivery, two or
more children alive].
Maternity welfare facilities

22. Safety
 All the workers are accessible to receive first aid
from the factory at the time of working hour
 Prohibit or restrict employment of women,
adolescents or children in hazardous
operation;
 Provide periodical medical examination of
persons employed in dangerous condition.

24. Rana Plaza Tragedy in 2013

25. Md. Anwar Parvez
ID No: 1331

26. Roles and responsibilities of Trade Union
 "trade union" means any combination whether temporary or permanent, the
principal purposes of which are, under its constitution, the regulation of the
relations between workers and employers, or between workers and workers, or
between employers and employers whether such combination would or would not,
if this Act had not been enacted, have been deemed to have been an unlawful
combination by reason of some one or more of its purposes being in restraint of
trade.
 TUs inspire every member of Union to abide by laws/rules on OHS and aware the
workers and officials about the law and rights with responsibilities; Participate,
cooperate and provide necessary support in bilateral and tripartite discussion and
activities on OHS; Expand full support to the activities of occupational health
surveillance in identifying work related diseases or OHS problems.
 Trade unions preserve the right to collective bargaining for any specific issues.
 Federation of trade unions will call general meetings specially convened the
purpose, by the vote of note less than majority of the total membership will be
selected for bargaining agent on behalf of all workers.
 Federation members will keep commitment with mutual trust, understanding and
cooperation between employer and the workers.
 Bargaining agents will influence and inspire other members for vocational training,
workers education and family welfare training.

27. Industrial Relations with Trade Union
 Workers have right to form a trade union within factory.
 Every worker has right to join in trade union. No workers shall
be allowed for duel membership of trade unions.
 Trade union must have constitution and shall be applied for
registration of the concerned area.
 Incase of immoral activities or conviction or offensive
involvement within the factory trade union will be closed.
After proper investigation and findings of the offence factory
owner will apply before Labor court for cancellation of the
registration of trade union.
 A group of trade union will compile a trade federation and will
be registered showing the receipt of expenditure, meeting
proceedings, register book and other documents on behalf of
trade unions.

28. Present Situation of Trade
Union

29. Bangladesh Employers’ Federation (BEF)
BEF was founded in 1998 and is the
national employer organization,
representing 131 affiliates with around
90% of established employers in the
private sector. BEF is represented in
most national bi- or tripartite bodies.

30. Child Labor In BANGLADESH
Child labor is a working child under the age
specified by law.
In 2006, Bangladesh passed a Labor Law
setting the minimum legal age for
employment as 14

31. Child labor in Bangladesh is common, with 4.7
million or 12.6% of children aged 5 to 14 in the
work force. Out of the child laborers engaged in
various sector , 83% are employed in rural areas
and 17% are employed in urban areas.
Employment ranges from jobs in the informal
sector such as in agriculture and domestic
service, to jobs in the formal sector, such as in
the garment industry.
Child Labor In BANGLADESH

32. A boy making metal components
at a factory. Dhaka, Bangladesh

33. Child labor in Chittagong, leaving after
collecting recyclables from a landfill
Agriculture deploys 70% of the world's child labor. Above,
child worker on a rice farm in Bogra
Child Labor in a quarry Child labor in Bangladesh

34. Md. Faisal Hossain
ID No: 1334

35. LABOR LAW AMENDMENTS
• Section 19: Compensation due to Death
• Section 27: Resigned from the job due to
absence
• Section 28(a): Workers relations due to any
disaster beyond control or damage
• Section 62: Establishment the doors
affording exit
• Section 78: Personal safety equipment and
offer trainings
• Section 89: The establishment of a Health
care Center

36. Robiul Awal Tuhin
ID No: 1327

37. LABOR LAW AMENDMENTS
• Insertion of Section 90(a): Formation of the Safety
Committee
• Insertion of Section 94(a): Residential Facility for
Physically Challenged Workers
• Replacement of Section 99 of the Act No. 42 of 2006:
Compulsory Group Insurance
• Insertion of Section 140(a): Special Power of the
Government
• Amendment to Section 176 of the Act No. 42 of 2006: A
trade union formation

38. LABOR LAW AMENDMENTS
• Amendment to Section 178 of the Act No. 42 of 2006 :
Condition requiring the Director of Labor
• Insertion of Section 202: Labor Act permitting
workers to appoint outside experts
 Amendment to Section 215 of the Act No. 42 of
2006:“First Class Magistrate” shall be replaced by
the “First Class Judicial Magistrate or Metropolitan
Magistrate”

39. Md. Rashadul Hasan
ID No: 1328

40. Violation of Section 108
Implied provisions
• No adult worker shall
ordinary be required or
allowed to work for
more than 8 hours in
a day.
• When a worker works
for more than the
prescribed hours in a
day under the code,
he or she will be
entitled to allowance
at the rate of twice of
his basic wages.
Violation of
provision
• But the real scenario,
specially in tannery
industry, is working
hour there is about 9-
11 hours and all the
hour is considered as
a working hour.
• Weekly hour of an
employee goes even
much higher of this.
• No casual leave or
sick leave with
payment is allowed for
employees.

41. Violation of Section 34,
Section 41, and Section 45
Implied provisions
• Section 34: A certificate of
fitness and a certificate of
willingness to work will be
mandatory in case of
employing child or
adolescent
• Section 41: No adolescent
shall be allowed or required
to work more than 5 hours
a day and 30 hours a
week.
• Section 45: Every employed
women will be provided at
least 8 weeks of maternity
leave with payment but she
has to submit the proof of
delivery.
Violation of provision
• But both of the section
34 and 41 is
continuously violated
as child labor is
considered as a
cheap and easily
controllable labor.
• Many organization
recruits women
employee as a
temporary worker or
daily basis, so they
are quite deprived of
getting maternal leave
or maternity benefits.

42. Violation of Section 89,
Section 92, and Section 93
Implied
provisions
Section 89: An almirah
and an aid box for every
150 workers should be
available.
Section 92: A canteen
has to be established
where more than 100
workers are employed.
Section 93: A rest room
should be available for
every 50 workers and
rest room for female
workers should be
separated.
Violation of
provision
• Unfortunately,
only the 2.35% of
industries are
availing this
benefits for blue
color employees
in Bangladesh.

43. Urgency level
High
Urgency level
Low
Urgency level
Moderate
Implementing
prescribed
working hour.
Payment of job,
bonus and
increment
Impact-Urgency Model
Job
Security
Availability of
aid kit,
canteen or
rest room
facility
Informing
about
employee’s
rights and
benefits.
Protecting
the rights
of child and
adolescent
Providing
Casual leave,
Sick leave
and Maternity
benefits
Urgency for resolution
 Most of the workers
don’t know about their
rights and benefits.
 Job security in most
of the organization is
almost zero.
 Payment of job,
bonus and increment
isn’t according to the
labor code.
 No definite working
hour.
 Casual leave, Sick
leave and Maternity
benefits aren’t
followed.
 Employment of
adolescent is quite
high, working hour
isn’t maintained and
they are paid less than
adults.
 No first aid kit, no
canteen or rest room
facility and no room
for children of the
female workers are
provided.
Core findings at a glance:

45. Any
Question…………………????