Manpower supplier in Bangladesh

Buying manpower in Bangladesh

Factories in Gazipur, Savar, Ashulia and Narayanganj, offices, banks and hospitals in Dhaka, and ports, warehouses and projects around Chattogram use contracted staff for security, cleaning, driving, office support and short-term peaks. Buyers want a fixed monthly cost, cover for absences and one contract instead of many hires. The provider employs the staff under the Bangladesh Labour Act 2006, and its records must pass buyer audits and DIFE inspections.

Rates from a manpower supplier in Bangladesh often differ because they include different things: wages, overtime, festival bonuses, uniforms, supervision and cover. We turn your requirement into one scope, source through verified providers, check their licences, wage records and references, and agree a written scope, rates and replacement policy. The provider employs and supervises the staff; we stay your single point of contact from mobilisation to monthly invoicing.

Manpower we source

What to tell a manpower supplier in Bangladesh

Roles and headcount

List each role and the headcount per shift, including supervisors, and separate day and night posts. For round-the-clock posts, count posts, not people; the provider builds the roster.

Shifts and hours

Give the shift pattern, the weekly day off and how overtime is approved and recorded. The Labour Act sets 8 hours a day and 48 a week, with overtime up to 10 hours a day.

Skills and vetting

State experience, education, language, licence class for drivers, gender where the role needs it, and checks such as national ID, police verification and previous employer references.

Site, start and duration

Give the address, access rules, start date and contract length. Sites outside Dhaka are usually staffed by local hires, which cuts travel and turnover.

What the rate includes

Ask for wages, overtime, festival bonuses, uniforms, PPE, equipment, supervision and the provider's fee line by line, with VAT shown separately, so rates compare like for like.

Compliance evidence

Name the codes your site follows, such as a buyer's code of conduct, and say what your auditors need: attendance, wage payment records, appointment letters and minimum wage proof.

Replacement and absence cover

State how fast an absent or departing person must be replaced: within the shift for security posts, days for most other roles, and the deduction if a post is left empty.

Laws, licences and credentials that apply

Bangladesh Labour Act 2006

As amended in 2013 and 2018, it governs appointment letters, working hours, overtime at twice the ordinary rate of basic wage, leave, holidays and wage payment. The provider, as employer, must comply.

Bangladesh Labour Rules 2015

The rules under the Act, detailing the registers an employer keeps, including attendance, wages, leave and service books. Ask to see them for the staff on your site.

Sector minimum wage gazettes

The government sets minimum wages by sector through gazettes. A rate that cannot cover the gazette wage plus overtime and bonuses is a warning sign, and rates are revised when the gazette changes.

Trade licence, security licence and VAT registration

Every provider needs a current trade licence and VAT registration so each monthly bill carries a VAT invoice (Mushak 6.3); security providers also need a government licence to provide guards.

DIFE and social audits

DIFE inspects factories and establishments under the Labour Act, and export buyers audit contracted staff under codes such as amfori BSCI, WRAP and Sedex SMETA, alongside your own payroll.

What moves the price of contracted staff

• Wage grade and sector: never below the gazetted minimum, and higher for skilled roles and night duty.
• Hours and overtime: extra hours are paid at twice the ordinary rate, and weekly and festival holidays need relief cover.
• Relief factor: extra staff to cover weekly days off, leave and absence on continuous posts.
• Inclusions: uniforms, PPE, equipment, cleaning supplies, meals and transport may be in or out of the rate.
• Contract length and team size: longer contracts and larger teams usually get a lower rate per person.

Lead times and delivery

Small teams for common roles such as guards, cleaners and office staff are usually deployed within 1 to 2 weeks of a signed agreement. Larger teams, night shifts, drivers for specific vehicle classes and roles that need police verification typically take 2 to 4 weeks. Some providers set a minimum team size or contract length. Roptan confirms the start date and any minimum in the quote.

Mobilisation starts with a site survey and a written deployment plan: roster, posts, duties and reporting line. Staff arrive with ID cards and uniforms, the provider's supervisor is introduced to your site manager, and attendance is recorded daily. Each month you receive attendance records, wage payment evidence where your audit needs it and a VAT invoice (Mushak 6.3). If you deduct VAT or income tax at source, say so before the quote so every rate is stated on the same basis.

What we check for this order

• Trade licence and registrationCurrent trade licence, VAT registration and any sector licence, such as the security licence, in the name on the quote and the contract.
• References from current clientsNamed clients with sites like yours who will take a call about attendance, replacements and compliance.
• Terms of engagement in writingScope, headcount, hours, rates, overtime basis, inclusions and notice period in one agreement before anyone is deployed.
• A replacement policyHow fast an absent, departing or unsuitable person is replaced, who covers leave days, and the deduction if a post is left empty.