The Labour Act 2006 (2025 Amendment Ordinance) introduces significant reforms aimed at modernizing Bangladesh’s labour regulations and aligning them with contemporary employment practices. Through updated worker definitions, enhanced dispute-resolution mechanisms, stricter compliance requirements, and expanded safety standards, the amendment strengthens legal protections for workers while ensuring greater accountability for employers. This update reflects the government’s commitment to creating a safer, fairer, and more transparent labour environment.

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Labour Act 2006 (2025 Amendment) Ordinance.pdf

Bangladesh Labour Law Update 2025

1. Executive Summary

On November 17, 2025, the President of Bangladesh promulgated Ordinance No. 65, bringing significant amendments to the Bangladesh Labour Act, 2006. The amendment focuses on modernizing labor definitions, enhancing women’s rights, recognizing domestic workers, and strictly defining workplace harassment.

2. Key Amendments at a Glance

A. Enhanced Maternity Benefits

The amendment significantly expands support for expectant mothers.

  • Extended Leave: Maternity leave has been increased to 120 days (previously 16 weeks/112 days).

  • Calculation of Wages: Daily average wages for maternity benefits are now calculated by dividing the last drawn monthly total wages by 26.

  • Terminology: The term “Female” (Mohila) has been replaced with “Woman” (Nari) throughout the Act to ensure dignified terminology.

  • Dependent Definition: The definition of a deceased worker’s dependent now explicitly includes the “Husband”.

     

B. Zero Tolerance for Violence & Harassment

For the first time, the Act introduces comprehensive definitions for gender-based violence and sexual harassment, aligning with global standards.

  • Gender-Based Violence: Defined as violence or harassment based on gender, gender identity, or expression, which causes physical, psychological, sexual, or economic harm.

  • Sexual Harassment Defined: A rigorous definition [Section 2(52a)] has been added, covering:

    • Unwelcome sexual advances, physical contact, or requests for sexual favors.

    • Sexually colored remarks, showing pornography, or indecent gestures.

    • Cyber harassment (via SMS, email, social media).

    • Quid Pro Quo Harassment: Making employment decisions based on the acceptance or rejection of sexual advances.

    • Creating a hostile, intimidating, or offensive work environment.

C. Inclusivity: Domestic & Agricultural Workers

The scope of the law has been widened to protect vulnerable sectors.

  • Domestic Workers: “Domestic Worker” (Griho Poricharok) is now legally defined as any person employed (part-time or full-time) to perform household work. Dormitories or messes are also considered “homes” in this context.

  • Agricultural Farms: Defined as any farm (crops, fisheries, poultry, livestock) employing 5 or more workers.

D. Employment & Termination Rules

  • Lay-off Rules: If a work stoppage exceeds 3 days, workers must be laid off and compensated.

  • Lay-off Compensation: If a worker is laid off for more than 45 days in a calendar year, and the period extends by 15 days or more, they must be compensated for those subsequent days.

  • Termination Benefits: A worker who resigns after 10+ years of service is entitled to 30 days’ wages for every completed year of service.

  • Blacklisting Prohibited: The Act defines and likely prohibits “Black Listing”—the practice of employers creating databases to prevent retrenched or dismissed workers from finding new employment.

     

3. Technical & Compliance Updates

Expanded Definitions

  • Accident: Now covers incidents occurring outside the workplace while on professional duty, and includes commuting accidents that result in physical or mental injury.

  • Forced Labour: Explicitly defined as work extracted under threat of penalty or without consent. Exceptions include military service, court-ordered community service, and emergency civil obligations.

  • Ship Breaking: Formally recognized as a specific sector under the law21.

Dispute Resolution

  • Grievance Redressal: If a worker is aggrieved by an order (or lack thereof) regarding a grievance, they may appeal to the government within 30 days. The government must dispose of the appeal within 45 days.

  • Alternative Dispute Resolution (ADR): A specific authority for ADR is established under Section 348(c).

Compensation for Injuries

The Schedule regarding compensation for permanent total disablement and partial disablement has been updated.

  • 100% Earning Capacity Loss: Includes loss of both hands, loss of sight, severe facial disfigurement, and paraplegia.

  • Occupational Diseases: The list of compensable occupational diseases has been updated to include conditions like computer vision syndrome, musculoskeletal disorders, and skin cancer.

     

Disclaimer: This content is for informational purposes based on the Bangladesh Gazette Notification dated November 17, 2025. For legal proceedings, please refer to the official text of Ordinance No. 65 of 2025.