This document discusses labor laws in Bangladesh, specifically comparing the Bangladesh Labour Act of 2006 to standards set by the International Labour Organization (ILO). It notes that while Bangladeshi labor laws aim to comply with ILO standards, they could be made more protective of employee rights. Key topics covered include discrimination in wages, overtime pay, leaves, child labor definitions, constitutional protections, and the need for due process protections and modernizing the labor act to be more democratic and worker-friendly.

1. 
Bangladesh University of
Professionals
Department of Law
Presented by
Din Islam
ID-16421082

2. International Labour
Organization(ILO)
and
Bangladesh Labour Act,
2006

3. 
 Labour law is most important for any developing
country.
 In Bangladesh, the contrary has occurred with labour
laws often quite stringent and in compliance with
ILO standards.
 Generally one of the more effective ways to
challenge employer prerogative and to protect
employees is to provide employees with the right to
strike.
Introduction

4. 
 Labour law primarily concerns the rights and
responsibilities of unionized employees.
 Unions can negotiate for better pay, more convenient
hours, and increased workplace safety.
What is Labour law?

5. 
 The International Labour Organization (ILO) is
devoted to advancing opportunities for women and
men to obtain decent and productive work in
conditions of freedom, equity, security and human
dignity.
 Its main aims are to promote rights at work,
encourage decent employment opportunities,
enhance social protection and strengthen dialogue in
handling work-related issues.
What is ILO?

6. 
 Labour Act,2006 under section 345 and ILO
convention-100 that male and female workers
should get equal wages for work of equal nature or
value.
 But they face discrimination in job placement,
increment and promotion.
 The Labour Act lacks specific provisions to
address discrimination related to work place
facilities, treatment of non-wage issues and other
grounds of discrimination.
Discrimination as to
wages

7. 
 Labour Act,2006 workers providing extra hours of
service to the employer are entitled to get overtime-
allowance at a rate double than the ordinary basic
wage plus other perquisites.
 ILO convention-111 that prohibition of discrimination
practice of payment of low wages for overtime work
exemplifies the incidence of discrimination at work.
Over-time wages

8. 
 Labour Act,2006
 ILO convention-111
Discrimination as to
leaves

9. 
 Child labour is usually defined by the Labour Act as
those children below 14 years of age.
 ILO Conventions 138 and 182, child labour can be
categorized as:
 (i) children at work aged between 5-11;
 (ii) children in light work age 12-14 and
 (iii) children in hazardous or worst forms of child
labour age 15-17.
Child labour

10. 
 Article 20 mentions that work is a right of every
citizen capable of working and he or she shall be
paid for considering his or her abilities to
increase creative endeavour and human
personality.
 Article 34 of the Bangladesh Constitution prohibited
of forced labour.
Constitutional Framework
of Labour Rights

11. 
 The Labour Act 2006 has no express provision on the
principle of due process, which should be observed
by employers in disciplinary, suspension and
termination cases.
 Due process means workers should be notified
specific cases against them and given reasonable
opportunity to defend themselves through a
procedure that is fair and objective.
Absence of due process
rule

12. 
 There are some suggestion will be help for worker.
Present situation is not modernized system for new
generation. Follow its-
 It is the high time to ensure democratisation of the
Bangladesh Labour Act keeping equal scope for all to
protect their rights.
 This Act is not worker-friendly one; rather it's an
owner-friendly law. So it should allocated by
International Labour Organisation.
Recommendations