The best Employer of Record providers in Bangladesh, ranked
Nine providers that can employ staff in Bangladesh on your behalf, scored on the five things that decide whether the arrangement works here: whether they employ through their own Bangladeshi company or a partner, how they handle a labour code with no concept of an EOR but precise rules on notice, gratuity and festival bonuses, how accurately they run taka payroll and NBR withholding where there is no national social insurance, how plainly they explain what is included, and whether anyone who knows your account is awake in Dhaka.
Quick verdict
RemotePeople is our pick — best for companies building a real team in Dhaka within an Asian plan. Also worth a call: Staffline Bangladesh for bangladesh-only hiring, especially where recruitment and expatriate permits are needed, and Skuad (Payoneer) for volume hiring across Bangladesh, India and Pakistan on one platform.
Read this before the ranking
Bangladesh has no law that mentions an Employer of Record, and none that prohibits one. Employment is governed by the Bangladesh Labour Act 2006 (amended in 2013 and 2018) and the Labour Rules 2015, and the Act does not distinguish between an employer that uses its staff and one that employs them for a client. That is convenient, but it puts all the weight on the provider’s own standing: a company registered with the Registrar of Joint Stock Companies and Firms, holding a trade licence and a TIN, registered with the Department of Inspection for Factories and Establishments and, if it is to sponsor a foreign hire, holding an active BIDA registration in its own name. A global platform that reaches Dhaka through an unnamed local partner is relying on that partner’s registrations, not its own, and the 120-day notice, gratuity and profit-participation obligations then sit on a balance sheet you have never seen. There is also no national social insurance: nothing is remitted to a state fund each month, so the cost of employment sits in accruals (gratuity, festival bonuses, a provident fund if one exists) that a careless provider can omit until someone resigns. The first question to ask any provider is the name and RJSC registration number of the Bangladeshi company that will sign your employee’s appointment letter.
How we scored, and what we could not verify
Every provider below was assessed against the same five criteria: own-entity presence in Bangladesh, handling of the Labour Act regime (notice, probation, gratuity, festival bonuses and the profit-participation fund), payroll and statutory accuracy, transparency, and support. Where a lower-ranked provider beats a higher-ranked one on a criterion, we say so.
An honest limitation: entity ownership in Bangladesh cannot be checked programmatically from outside the country. The RJSC register allows a name search but does not expose ownership or good standing in a way that lets us confirm who controls a company. Where a provider states that it employs through its own Bangladeshi entity we record that as a claim, and we recommend asking for the RJSC registration number, the trade licence and the BIDA registration certificate before you sign. Founding years and headcounts for the local firms come from their own websites and are likewise claims.
| # | Provider | Score | Bangladesh footprint | Best for |
|---|---|---|---|---|
| 1 |  RemotePeople | 9.2 | Employs directly in Bangladesh; handles BIDA sponsorship | Companies building a real team in Dhaka within an Asian plan |
| 2 |  Staffline Bangladesh | 8.6 | Dhaka-based HR and staffing group; EOR, PEO, payroll, work permits and recruitment | Bangladesh-only hiring, especially where recruitment and expatriate permits are needed |
| 3 |  Skuad (Payoneer) | 8.2 | Singapore-built platform, now part of Payoneer; strong across South Asia; Bangladesh EOR priced publicly | Volume hiring across Bangladesh, India and Pakistan on one platform |
| 4 |  Multiplier | 7.9 | Singapore-headquartered platform; detailed Bangladesh documentation; entity model not stated | Asia-focused companies wanting a platform with regional support hours |
| 5 |  Remote | 7.6 | Global platform; states that it employs through its own Bangladeshi entity (claimed) | Distributed companies that insist on an owned entity and a strong platform |
| 6 |  Deel | 7.3 | Global platform with the best software in this comparison; Bangladesh entity model not stated | Teams hiring in many countries at once with one or two people in Bangladesh |
| 7 |  Faz Solution | 7.0 | Dhaka HR consultancy and payroll firm offering EOR with bilingual contracts | Small foreign companies that want a responsive local employer at a local price |
| 8 |  Payroll2Bangladesh | 6.7 | Dhaka payroll outsourcer with its own RJSC-registered entity (claimed); EOR, PEO, incorporation | Companies that expect to move from EOR to their own Bangladeshi company |
| 9 |  G-P | 6.4 | Boston-headquartered global EOR; 180-plus countries; Bangladesh within a global footprint | Large enterprises that already contract with G-P elsewhere |
Rankings reflect our assessment of each provider for hiring in Bangladesh specifically. A provider ranked lower here may be the better choice if most of your hiring is elsewhere.
RemotePeople
Bangladesh has no national social insurance, a six-slab PAYE system and a detailed private-sector code in the Labour Act 2006, and RemotePeople handles all three as the legal employer: contracts, taka payroll, income-tax filings, gratuity and festival-bonus provision, BIDA sponsorship for foreign hires and compliant offboarding, at fees in the US$300 to US$600 range it publishes, without the trade licence and RJSC incorporation a foreign company would otherwise need. Founded in 2018 by Antoine Boquen and Pierre Pradier and headquartered in New York, with its Asia-Pacific business run from Singapore, the company has more than 250 staff across 30 countries and over 3,000 clients. Every client has a dedicated account manager backed by HR and employment specialists; recruitment, payroll for companies with their own Bangladeshi entity, contractor management and incorporation sit alongside EOR. EOR Flex starts at US$199 per employee per month.
- Labour Act, PAYE, gratuity and festival bonuses handled as the legal employer
- BIDA sponsorship for foreign hires alongside local employment
- Dedicated account manager backed by HR and employment specialists
- Recruitment, payroll, contractor management and incorporation alongside EOR
- EOR Flex from US$199 per employee per month
- Fewer third-party integrations than Deel or Rippling
- Total cost depends on a quote; ask for the all-in figure including gratuity accrual
- Bangladesh Bank remittance rules apply to every provider; ask how salaries are funded
- Bangladesh entity
- Employs directly in Bangladesh under the Labour Act 2006
- Regional base
- Singapore (Asia-Pacific HQ); global HQ New York
- Also offers
- Recruitment, global payroll, US PEO, contractor management, Contractor of Record, benefits and visa support, entity incorporation
- Operating since
- 2018
Staffline Bangladesh
The strongest Bangladesh-native option in this comparison. Staffline Bangladesh is a Dhaka staffing and HR outsourcing group whose EOR sits on top of a large contractual-staffing and payroll business, and that heritage matters here: the firm has been issuing appointment letters, running taka payroll and accruing gratuity for multinational clients for years, and has an in-house work-permit practice that deals with BIDA, BEPZA and security clearance routinely. It also recruits, including for oil, gas and power roles, which no global platform does in Bangladesh. The trade-offs are those of a local specialist. It describes itself as part of South Asia’s largest staffing provider with 2,000 employees across five locations, a claim we could not verify; the website is a catalogue of services with pricing on request; and it will not help you in Singapore or Vietnam. If Bangladesh is the only country on your list and you need people found as well as employed, it may be the better choice over RemotePeople.
- Bangladeshi company employing in its own name, with an established contractual-staffing and payroll operation in Dhaka
- Work-permit and expatriate-management practice familiar with BIDA, BEPZA and security clearance
- Recruitment, executive search and RPO under the same roof, including industrial and energy-sector roles
- Labour Act compliance is its everyday business rather than one country in a hundred
- Coverage is Bangladesh and South Asia; no use for a multi-country programme
- Traditional service model; pricing and terms only on request
- Group-size and footprint claims should be confirmed before you rely on them
- Bangladesh entity
- Own Bangladeshi company (Dhaka)
- Regional base
- Dhaka
- Also offers
- PEO, contractual staffing, payroll outsourcing, recruitment, RPO, work permits and visas, BPO
- Operating since
- More than thirteen years, per the provider
Skuad (Payoneer)
Skuad was built in Singapore for South and South-east Asia, and Bangladesh is squarely inside its comfort zone. It is one of very few platforms that publishes a Bangladesh price (a promotional $199 a month against a $299 list rate at the time of writing), its country guide correctly describes the absence of national social insurance, the optional provident fund, the 3-and-6-month probation split and the two festival bonuses, and since the Payoneer acquisition it pays in taka through one of the largest cross-border payment networks, useful in a country with exchange controls. It beats RemotePeople and Staffline on published pricing and software. What it does not say is whether it employs in Bangladesh through its own company or a partner, and support is platform-first rather than a named person in Dhaka. The organisation is still settling into Payoneer.
- Regional depth across Bangladesh, India and Pakistan; a natural fit for a South Asian delivery team
- Published Bangladesh pricing, which almost no competitor offers
- Payoneer’s payment rails for taka payroll and contractor payments
- Accurate public documentation of Bangladesh’s statutory position
- Own-entity versus partner status in Bangladesh is not stated; ask
- Ticket-based support rather than a named account manager
- Organisation and product still changing after the acquisition
- Bangladesh entity
- Not stated publicly; confirm before signing
- Regional base
- Singapore
- Also offers
- Contractor management, agent of record, global payroll via Payoneer
- Operating since
- 2019; part of Payoneer since 2024
Multiplier
Multiplier is the other Singapore-built platform with real weight in South Asia, and its Bangladesh library (EOR, payroll, hiring, salaries, company registration) is unusually thorough for a global provider, addressing provident fund, gratuity, leave and expatriate work permits. Support runs on Asian hours, which matters when a payslip query lands at 9 a.m. in Dhaka, and the platform is clean and quick. It scores below Skuad because its Bangladesh pricing is not published and because, like Skuad, it does not state whether the employing company is its own or a partner’s. It scores above Remote and Deel because its regional teams are closer to the market and its Bangladesh material is more accurate than Remote’s. A sound choice for a company whose Asian hiring spans Singapore, India, Bangladesh and the Philippines on one platform.
- Singapore headquarters and support in Asian time zones
- Thorough Bangladesh documentation covering PF, gratuity, leave and work permits
- Strong platform for onboarding, payroll and expense management across many Asian markets
- Entity model in Bangladesh is not stated; ask which company signs the appointment letter
- Pricing on request
- Less hands-on than the local specialists for a first hire
- Bangladesh entity
- Not stated publicly; confirm before signing
- Regional base
- Singapore
- Also offers
- Contractor management, global payroll, HRIS, immigration support
- Operating since
- 2020
Remote
Remote’s whole pitch is that it owns every entity it employs through, and it lists Bangladesh among them. If that claim holds up (ask for the RJSC number), it is the only global platform here that puts its own name on the appointment letter, which in a country with no EOR law is worth a great deal and is why it ranks above Deel despite a smaller product. The platform is very good, with equity handling the local firms cannot match, and its documentation correctly states that festival bonuses are due after one year of service and capped at basic pay. Two cautions. Its published Bangladesh guide is thin, and at the time of review its holiday calendar for the country contained entries that plainly belonged to another jurisdiction, which does not inspire confidence in the localisation effort. And its fee sits at the top of the market. Support is asynchronous.
- States that it employs through its own Bangladeshi entity, the only global platform here to do so
- Polished platform, including equity and benefits administration
- Clear public statements on onboarding timelines and payroll cut-offs
- Published Bangladesh content is thin and contained errors when we reviewed it
- Premium pricing; ticket-based support in Western hours
- No recruitment or local work-permit practice
- Bangladesh entity
- Own entity (claimed by the provider)
- Regional base
- Distributed; no Asian headquarters
- Also offers
- Contractor management, global payroll, HRIS, equity
- Operating since
- 2019
Deel
Deel has the best software in this comparison by a distance, and for a company hiring in fifteen countries with one or two people in Bangladesh it remains the path of least resistance: contracts generated in minutes, onboarding quoted at five days, gratuity provisioning and optional private health cover selectable from a menu, and integrations with most HRIS and accounting systems. Its $599 list price is public, which counts for transparency. The reason it ranks sixth rather than third is Bangladesh-specific. Deel says it holds its own entities in more than 100 countries but does not say Bangladesh is one of them, its Bangladesh page is a short template rather than a guide, and support is a queue in which a Section 26 notice dispute is unlikely to reach someone who has handled one. Remote beats it on the entity question; RemotePeople, Staffline and Faz Solution beat it on local knowledge.
- Best-in-class platform, integrations and employee experience
- Public list pricing and a self-service onboarding flow
- Contractors, EOR, payroll and HRIS in one product for a global team
- Whether Deel employs in Bangladesh through its own company or a partner is not stated
- Generic Bangladesh documentation; local nuance can be lost in a global template
- Ticket-based support
- Bangladesh entity
- Not stated publicly; confirm before signing
- Regional base
- Global; regional teams in Singapore and elsewhere
- Also offers
- Contractors, global payroll, HRIS, immigration, equipment
- Operating since
- 2019
Faz Solution
Faz Solution is a small Dhaka firm (with a secondary address in Western Australia) offering EOR, payroll and HR consultancy to foreign companies entering Bangladesh. Its public material is more precise than that of several global platforms: bilingual English and Bengali appointment letters, the 3-month and 6-month probation distinction, BIDA-aligned contract terms and the security-clearance step for expatriates, and invoices that show the service fee and the 15 per cent VAT on it separately, a transparency the larger firms could copy. It promises operational readiness within 48 hours, which we would treat as a target rather than a guarantee. The limits are scale and track record: it does not publish a founding date, its platform is a set of tools rather than a product, and a company building a fifty-person team should ask how gratuity accruals are held. For two or three hires with a responsive local contact, it is a credible choice.
- Bangladeshi employer with bilingual contracts and a working knowledge of BIDA processes
- Transparent invoicing that separates fee and VAT
- Dedicated specialist per client; local pricing
- Small firm with a short public track record; founding year not published
- No platform to speak of; reporting is manual
- Confirm how accrued gratuity and bonus liabilities are ring-fenced
- Bangladesh entity
- Own Bangladeshi company (Dhaka)
- Regional base
- Dhaka
- Also offers
- Payroll outsourcing, HR consultancy, recruitment support
- Operating since
- Not published; management experience stated as more than a decade
Payroll2Bangladesh
A Dhaka payroll company that has added EOR and PEO to a core business of processing taka payroll and NBR withholding for foreign employers. It states that it holds its own RJSC-registered entity and that all work is done in Bangladesh by Bangladeshi practitioners, and it is unusual among the local firms in also registering companies, branch offices and liaison offices, so the EOR-to-entity transition can happen with the same adviser. Against that, the website is sprawling and sales-led, a service range that runs from e-commerce logistics to legal outsourcing suggests EOR is one line among many, and we could not verify the 2007 date or the entity claim. Staffline and Faz Solution present their EOR more coherently.
- Own RJSC-registered Bangladeshi entity (claimed); payroll and tax work done in Dhaka
- Incorporation, branch and liaison-office registration for clients who outgrow EOR
- Long-standing payroll and NBR withholding practice
- EOR is one of many services; ask for EOR client references specifically
- Traditional, sales-led presentation with pricing on request
- Founding date and entity status should be verified
- Bangladesh entity
- Own RJSC-registered company (claimed)
- Regional base
- Dhaka
- Also offers
- Payroll processing, PEO, HR outsourcing, work visas, company and liaison-office registration, accounting
- Operating since
- 2007, per the provider
G-P
G-P more or less invented the modern EOR category and remains the safe procurement choice for large enterprises: a mature compliance function, a large legal and HR bench, and a Bangladesh guide that covers contracts, leave, festival bonuses, termination and tax at a competent if general level. For Bangladesh specifically it ranks last for three reasons: it does not say whether it employs through its own Bangladeshi entity or a partner; pricing is enterprise-style and on request; and there is no Asian centre of gravity, so a Dhaka payroll query is handled from a distance. A company already running forty countries on G-P will reasonably add Bangladesh to the contract. One whose reason for being in Asia is Bangladesh should look higher up this list.
- Long track record and a large compliance and legal team
- 180-plus countries under one enterprise contract
- Reasonable public guide to Bangladeshi employment terms
- Entity model in Bangladesh not stated
- Enterprise pricing and onboarding; less suited to a first hire
- No Asian regional base; support from outside the time zone
- Bangladesh entity
- Not stated publicly; confirm before signing
- Regional base
- Boston; regional offices outside South Asia
- Also offers
- Contractor management, global payroll, AI compliance tools
- Operating since
- 2012
How we scored
- Own-entity presence in BangladeshWhether the provider employs through a company it owns, registered with the RJSC and holding its own trade licence, TIN, DIFE and BIDA registrations, or through a local partner. Bangladesh has no EOR licence, so the employer’s own registrations are the whole compliance story. Partners are acceptable when named and vetted; unnamed partners are not.
- Handling of the Labour Act regimeWhether the provider can explain, before you sign, the 120-day notice for a permanent monthly-rated worker and 60 days on resignation, the 3-month and 6-month probation limits and automatic confirmation, gratuity at 30 days’ wages per completed year, the two festival bonuses, group insurance above 100 workers, and whether the Workers’ Profit Participation Fund applies to the employing company.
- Payroll and statutory accuracyTaka payroll with PAYE withholding at the current six-slab rates deposited with the National Board of Revenue on time; provident fund contributions where a fund exists; gratuity and festival-bonus accruals booked rather than discovered at exit; annual salary certificates and returns; and clean documentation of inbound client payments for Bangladesh Bank purposes.
- TransparencyAre the monthly fee, what it covers, the VAT on it, the treatment of accruals and the exit costs set out plainly before signature, or only after a sales cycle? Published pricing scored well; a quote that omits gratuity provisioning scored badly.
- SupportIs there a named person who knows your account and works Dhaka hours, can speak to the employee in Bengali when needed, and has handled a termination under Section 26 or a BIDA renewal before? Or a ticket queue in another time zone?
Frequently asked questions
Is Employer of Record legal in Bangladesh?
Yes. Nothing in the Bangladesh Labour Act 2006, the Labour Rules 2015 or the tax code prohibits one company from employing a worker who performs services for another, and there is no EOR-specific licence or registration. The consequence is that the provider’s general standing is what counts: it must be a properly registered Bangladeshi company with a trade licence, a TIN and DIFE registration, and it carries the full obligations of an employer under the Act, including notice, gratuity, leave and festival bonuses. Contracting-agency rules for outsourced manual labour exist but are aimed at factory contractors rather than professional staff. See our regional overview at Is EOR legal in Asia?.
What does an EOR cost in Bangladesh, and what are the employer contributions?
Provider fees run from roughly $199 to $600 per employee per month, with the local firms and Skuad at the lower end and Remote, Deel and G-P at the upper. There is no national social insurance, state pension or health contribution for private-sector workers, so the statutory load is far lower than in India or Vietnam. What you do pay for is accruals: gratuity at 30 days’ basic wages per completed year of service (45 days for service beyond ten years), two festival bonuses a year each capped at one month’s basic wage once the employee has a year of service, a provident fund if the employer has established one (typically 7–8 per cent of basic, matched), group life insurance where the establishment has 100 or more permanent workers, and 5 per cent of net profit to the Workers’ Profit Participation Fund where the employing company exceeds the paid-up capital or asset thresholds in Chapter XV of the Act. Budget around 15–20 per cent of basic wage in accruals, plus the fee and 15 per cent VAT on it. Our employer cost guide compares this with the rest of the region.
Can an EOR sponsor a work permit in Bangladesh?
In principle yes, and in practice only if the EOR is the kind of company BIDA will accept as a sponsor. Work permits for private-sector foreign nationals are issued by BIDA through its One Stop Service portal (by BEPZA in export processing zones and BEZA in economic zones), and the applicant is the employer, which must hold an active BIDA registration in its own name and stay within the foreign-staff cap: 5 per cent of headcount in industrial establishments and 20 per cent in commercial ones. An E-visa recommendation precedes entry, security clearance from the Ministry of Home Affairs follows, and the process typically adds four to six weeks; permits run for up to two years and are renewable. Expect only providers with their own registered Bangladeshi company and a work-permit practice, notably RemotePeople and Staffline Bangladesh, to take this on; the global platforms are generally built for hiring Bangladeshi nationals.
How long can an employee stay on an EOR in Bangladesh?
Indefinitely. Bangladesh imposes no time limit on third-party employment for professional staff, unlike the dispatch caps in Vietnam or South Korea. The practical constraint is cost: once a team passes fifteen or twenty people, the monthly fees approach the cost of running your own private limited company. Providers that also incorporate (RemotePeople, Payroll2Bangladesh) make that transition simpler, and continuity of service can be preserved when employees move to your entity, so gratuity does not reset.
What are the probation and termination rules in Bangladesh?
Probation under Section 4 is three months for most workers, extendable once by three months, and six months for clerical workers; a worker kept on beyond that is confirmed as permanent whether or not a letter is issued. Terminating a permanent monthly-rated worker without cause (termination simpliciter under Section 26) then requires 120 days’ written notice or pay in lieu, plus compensation of 30 days’ wages for each completed year of service or gratuity, whichever is higher. A monthly-rated employee who resigns must give 60 days’ notice. Dismissal for misconduct under Section 23 follows a separate procedure with a written charge, a hearing and an inquiry; retrenchment and discharge have their own rules. A good EOR will walk you through which route applies before you decide anything; see our Asian employment law guide and benefits comparison.
Should we use an EOR or set up our own company in Bangladesh?
For fewer than about fifteen people, an EOR. Incorporating a private limited company means RJSC registration, a trade licence, a TIN and VAT registration with the NBR, a bank account and encashment certificates for inbound capital under Bangladesh Bank’s exchange-control rules, BIDA registration if you want foreign staff, DIFE registration once you employ anyone, and then filings for all of them; most foreign companies take three to six months. An EOR gives you an employed team in one to two weeks. Above that headcount, or where you need to hold contracts and intellectual property locally, sign leases, or operate inside an EPZ through BEPZA, your own entity becomes the better answer, and a provider that also incorporates (RemotePeople, Payroll2Bangladesh) can carry you across. Our regional ranking covers the same question for the rest of Asia.
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- Bangladesh Labour Act 2006, as amended in 2013 and 2018: Sections 4 (probation), 20 (retrenchment), 23 (misconduct), 26–27 (notice), 99 (group insurance), 117 (annual leave), 232–240 (Workers’ Participation Fund) and 264 (provident fund).
- Bangladesh Labour Rules 2015, including Rule 111 on festival bonuses.
- National Board of Revenue, Income Tax Act 2023 and Finance Ordinance 2025 (personal income tax slabs for income year 2025–26).
- Bangladesh Investment Development Authority, One Stop Service portal: work permit guidelines for foreign nationals in industrial and commercial establishments; Bangladesh Export Processing Zones Authority and Bangladesh Economic Zones Authority equivalents.
- Bangladesh Bank, Guidelines for Foreign Exchange Transactions, on inward remittances and remittance of salaries by foreign nationals.
- Registrar of Joint Stock Companies and Firms (RJSC) and Department of Inspection for Factories and Establishments (DIFE), registration requirements.
- Provider websites and published documentation, reviewed September 2026.