Manpower Recruitment for Employers in Bangladesh

The phrase manpower recruitment in Bangladesh is used in two very different ways. Many people mean recruiting agencies that send Bangladeshi workers abroad; that activity is regulated under the Overseas Employment and Migrants Act 2013 and requires a licence administered through the Ministry of Expatriates' Welfare and BMET. We do not provide overseas recruitment.

Our manpower recruitment service is for employers hiring people to work in Bangladesh: a factory adding a production line, a new branch office needing staff, a project contractor needing technicians, or a foreign subsidiary building its first local team. For single senior or confidential roles, see our headhunting page instead.

Roles we recruit for

• Factory operators, helpers, quality inspectors and supervisors
• Technicians, electricians and maintenance staff
• Accounts, tax and VAT officers and assistant managers
• Sales, customer service and field staff
• Office administration, front desk and support staff
• Project-based teams for construction, installation or surveys

How volume recruitment works

Volume hiring depends on a clear definition of each role and a repeatable screening process. We agree job descriptions, minimum qualifications, salary bands and selection criteria with you, then source candidates through job portals, local networks, training institutes and referrals. Practical tests, such as trade tests for technicians or accounting tests for finance staff, filter candidates before management interviews.

For blue-collar roles, verification of age and identity is essential. The Labour Act prohibits employing children below the minimum age and restricts adolescent work, so national ID or birth registration checks and, where needed, a fitness certificate from a registered medical practitioner are part of our process.

Where hiring runs over several weeks, we report progress against each position weekly, so you can adjust salary bands or criteria early if the market is not responding rather than discovering the gap on the planned joining date.

Making offers that comply with the Labour Act

Every worker must receive an appointment letter and identity card under Section 5 of the Bangladesh Labour Act 2006. Offers should state the worker category, probation period, wage structure, working hours, leave and other key terms, and wages must not fall below any minimum wage declared for the sector. A bulk hire is a good moment to standardise these documents rather than issuing hundreds of inconsistent letters.

On the tax side, new joiners need to be set up correctly in payroll so that tax deduction at source under the Income Tax Act 2023 starts from the first month for those whose income is taxable, and e-TIN details are collected where required.

Direct hiring or contract supply?

Some employers prefer that recruited workers be employed by a third-party contractor rather than directly. That is a different service, covered on our contractual staffing page, and the contractor must be registered for outsourcing under Section 3A of the Labour Act. In this service, the people we recruit become your employees from day one, on your payroll and under your service rules.

Recruitment mistakes to avoid

• Charging candidates fees for local job placement
• Hiring without verifying age and identity documents
• Verbal offers with no appointment letter or ID card
• Salaries below the sector minimum wage
• Mass hiring without onboarding and safety induction

How the process works

1. Manpower requisitionWe confirm the number of positions, job descriptions, salary bands and joining dates.
2. SourcingCandidates are sourced through portals, networks, institutes and referrals suited to each role.
3. Screening and testsCV screening, practical tests and preliminary interviews produce a qualified shortlist.
4. VerificationIdentity, age, education and experience documents are checked before final selection.
5. Offer and joiningWe prepare compliant appointment letters and coordinate joining dates and documents.
6. Onboarding hand-offNew joiners are handed to your team or our onboarding service with complete files.

Typical timeline: Recruiting a batch of operational staff typically takes two to six weeks, depending on numbers, skills, location and how quickly interviews can be scheduled; specialist roles may take longer.

How Tax & VAT Associates helps

• Job descriptions and salary bands for each position
• Multi-channel sourcing for volume and mid-level roles
• Trade, accounting and aptitude tests with scored results
• Identity, age and certificate verification
• Labour Act-compliant appointment letters in Bangla and English
• Hand-over of complete personnel files to HR and payroll

Frequently asked questions

Related services

Last reviewed: 6 October 2026. Bangladesh tax and regulatory rules change with each Finance Act, SRO and authority circular. This page is general guidance; confirm current requirements for your case before filing.