ILO and Bangladesh

Executive Summary:
This paper explores the implementation of International Labour Organization (ILO) conventions
in the Bangladesh labour law, the challenges faced in enforcing these conventions, and the
strategies required to overcome these challenges. The study adopts a qualitative research
methodology, including literature review and analysis of relevant laws and regulations.
The study finds that despite having the necessary legal framework, the enforcement of labour
laws in Bangladesh faces several challenges, including insufficient resources, inadequate training
of labour inspectors, and lack of awareness among workers about their rights. The inadequate
number of labour inspectors makes it difficult to ensure compliance with labour laws, and many
inspectors lack the necessary knowledge and skills to enforce the labour laws effectively. The
government needs to provide adequate training to labour inspectors to ensure that they can
identify and address labour law violations. Moreover, workers in Bangladesh are unaware of the
labour laws and their rights, making it difficult for them to report labour law violations. The
government needs to increase awareness-raising campaigns to educate workers about their rights
and the labour laws.
The paper recommends that the government needs to strengthen its enforcement mechanisms and
increase its awareness-raising campaigns to ensure the implementation of ILO conventions in
Bangladesh. The findings of this study will be useful for policymakers, labour rights activists,
and other stakeholders involved in promoting decent work for all in Bangladesh.
Introduction:
Labour laws play a significant role in protecting workers' rights and promoting decent work for
all. The International Labour Organization (ILO) is a specialized agency of the United Nations
system that aims to promote social justice and decent work for all individuals. Bangladesh is a
member state of the ILO and has ratified several conventions and recommendations of the
organization to ensure workers' rights. However, the implementation of these conventions in the
Bangladesh labour law faces several challenges. This paper aims to explore the implementation
of ILO conventions in the Bangladesh labour law, the challenges faced in enforcing these
conventions, and the strategies required to overcome these challenges.
The Bangladesh labour law is designed to ensure the protection of workers' rights and promote
decent work for all. The International Labour Organization (ILO) is a specialized agency of the
United Nations system that aims to promote social justice and decent work for all individuals.
Bangladesh is a member state of the ILO and has ratified several conventions and
recommendations of the organization to ensure workers' rights. However, the implementation of
these conventions in the Bangladesh labour law faces several challenges. This paper aims to
explore the implementation of ILO conventions in the Bangladesh labour law, the challenges
faced in enforcing these conventions, and the strategies required to overcome these challenges.

The labour market in Bangladesh is diverse, with workers employed in both the formal and
informal sectors. The informal sector accounts for a significant proportion of the country's
workforce, with many workers employed in agriculture, small-scale manufacturing, and services.
The formal sector includes industries such as textiles, readymade garments, and construction.
The workers in the formal sector enjoy better working conditions, higher wages, and greater
protection of their rights than those in the informal sector.
Despite the existence of labour laws and regulations, labour law violations are widespread in
Bangladesh. Workers face a range of issues, including low wages, long working hours, unsafe
working conditions, and limited access to social protection. Child labour and forced labour are
also prevalent in some industries. The government's efforts to enforce labour laws have been
inadequate, and the enforcement mechanisms face several challenges.
The paper will explore the implementation of ILO conventions in the Bangladesh labour law and
the challenges faced in enforcing these conventions. The study will analyze the relevant literature
on the subject and examine the laws and regulations that govern workers' rights in Bangladesh.
The study will also recommend strategies required to overcome the challenges faced in enforcing
the labour laws and ensuring the implementation of ILO conventions in Bangladesh. The
findings of this study will be useful for policymakers, labour rights activists, and other
stakeholders involved in promoting decent work for all in Bangladesh.
Bangladesh labour law regulation:
The Bangladesh labour law is a set of legal regulations that governs the labour market in
Bangladesh. The law aims to ensure the protection of workers' rights, promote decent work for
all, and provide a legal framework for resolving disputes between employers and workers. The
following are some of the key provisions of the Bangladesh labour law:
Employment contracts: The law requires employers to provide written contracts to their
employees, specifying their terms and conditions of employment. The contracts must include
information such as the job description, wages, hours of work, and benefits.
Minimum wage: The law sets a minimum wage for workers in different industries. Employers
are required to pay their workers at least the minimum wage for their respective industries.
Working hours: The law limits the maximum number of working hours per week to 48 hours.
Workers who work more than 48 hours per week are entitled to overtime pay.
Holidays and leave: The law provides for paid annual leave, sick leave, and maternity leave.
Workers are entitled to a certain number of days of paid leave per year, depending on their length
of service.
Health and safety: The law requires employers to provide a safe and healthy working
environment for their employees. Employers must take measures to prevent accidents, injuries,
and illnesses in the workplace.
Child labour: The law prohibits the employment of children under the age of 14 in any
occupation. Children between the ages of 14 and 18 can work only in certain industries and
under certain conditions.
Collective bargaining: The law recognizes the right of workers to form trade unions and engage
in collective bargaining with their employers.
The Bangladesh labour law regulates the employment of both local and foreign workers in the
country. It applies to all types of establishments, including factories, offices, shops, and other
commercial enterprises. The law also applies to workers in the informal sector, although
enforcement in this sector is challenging due to its decentralized nature.
One of the key provisions of the Bangladesh labour law is the requirement for written
employment contracts. Employers are required to provide a written contract to their employees
within the first three months of employment. The contract must specify the terms and conditions
of employment, including the nature of the work, hours of work, wages, benefits, and other
relevant information.
The law sets a minimum wage for workers in different industries. The minimum wage is
periodically revised by the government based on inflation and other factors. The law also
provides for overtime pay for workers who work more than the maximum number of hours per
week. Employers are required to pay workers overtime pay at a rate of one and a half times their
regular hourly wage.
The Bangladesh labour law also provides for paid leave for workers. Workers are entitled to a
certain number of days of annual leave, sick leave, and maternity leave. The law requires
employers to provide a safe and healthy working environment for their employees. Employers
must take measures to prevent accidents, injuries, and illnesses in the workplace.
The law also prohibits the employment of children under the age of 14 in any occupation.
Children between the ages of 14 and 18 can work only in certain industries and under certain
conditions. The law recognizes the right of workers to form trade unions and engage in collective
bargaining with their employers.
The implementation of the Bangladesh labour law faces several challenges, including inadequate
enforcement mechanisms and lack of awareness among workers about their rights. The
government needs to strengthen its enforcement mechanisms and increase awareness-raising
campaigns to ensure the implementation of the labour law and the protection of workers' rights.

ILO introductory:
The International Labour Organization (ILO) is a specialized agency of the United Nations that
was established in 1919. The ILO's mandate is to promote social justice and promote decent
work for all. The ILO works to advance opportunities for women and men to obtain decent and
productive work, in conditions of freedom, equity, security, and human dignity.
The ILO's work is guided by international labour standards, which are legally binding
conventions and recommendations on labour and social issues. The ILO has adopted over 190
international labour standards covering a wide range of topics, including child labour, forced
labour, minimum age for employment, occupational safety and health, social security, and
collective bargaining. The standards provide a framework for countries to protect workers' rights
and promote decent work.
The ILO works with governments, employers' and workers' organizations, and civil society to
promote decent work and social justice. The ILO provides technical assistance and advisory
services to member states to support the implementation of international labour standards and the
promotion of decent work. The ILO also conducts research and analysis to generate knowledge
and evidence on labour and social issues and to inform its policy and programme development.
The ILO's work is based on four strategic objectives: promoting rights at work, promoting decent
employment opportunities, enhancing social protection, and strengthening social dialogue. The
ILO works to achieve these objectives through its technical cooperation programme, advocacy,
and research and analysis.
The ILO's work is relevant to countries around the world, including Bangladesh. The ILO has
worked with the Bangladesh government, employers' and workers' organizations, and civil
society to promote decent work and social justice in the country. The ILO has provided technical
assistance and advisory services to support the implementation of international labour standards
and the promotion of decent work in Bangladesh.
The ILO's work in Bangladesh has focused on a range of labour and social issues, including child
labour, forced labour, occupational safety and health, social protection, and gender equality. The
ILO has worked closely with the Bangladesh government and social partners to address these
issues and promote decent work in the country.
One of the ILO's key areas of focus in Bangladesh has been the elimination of child labour. The
ILO has worked with the government and social partners to develop and implement policies and
programs to prevent and eliminate child labour in the country. The ILO has also provided
technical assistance and advisory services to support the implementation of the Bangladesh
National Child Labour Elimination Policy.
The ILO has also been involved in efforts to eliminate forced labour in Bangladesh. The ILO has
worked with the government, employers' and workers' organizations, and civil society to raise
awareness about forced labour and to strengthen the legal and policy framework to prevent and
eliminate forced labour in the country.
In the area of occupational safety and health, the ILO has worked with the Bangladesh
government and social partners to improve working conditions and reduce workplace accidents
and injuries. The ILO has provided technical assistance and advisory services to support the
development and implementation of national policies and programs on occupational safety and
health.
The ILO has also worked to promote social protection in Bangladesh. The ILO has supported the
development and implementation of social protection policies and programs in the country,
including the National Social Security Strategy.
In the area of gender equality, the ILO has worked with the government and social partners to
promote women's rights and gender equality in the workplace. The ILO has provided technical
assistance and advisory services to support the development and implementation of policies and
programs to promote women's rights and gender equality in the workplace.
Overall, the ILO's work in Bangladesh has been aimed at promoting decent work and social
justice in the country. The ILO's efforts have contributed to the improvement of working
conditions, the protection of workers' rights, and the promotion of social justice in Bangladesh.

The relation between Bangladesh labour law and ILO:

The Bangladesh Labour Law is closely related to the International Labour Organization (ILO) as
it is based on the principles and standards of the ILO. The Bangladesh Labour Law was first
enacted in 2006 and has been amended several times since then to align with the ILO's
international labour standards and recommendations.
The ILO's international labour standards cover a wide range of labour and social issues,
including freedom of association and the right to collective bargaining, forced labour, child
labour, discrimination in employment, and occupational safety and health. These standards
provide a framework for countries to protect workers' rights and promote decent work.
The Bangladesh Labour Law is aligned with several of the ILO's international labour standards,
including the Convention on Freedom of Association and Protection of the Right to Organise, the
Convention on the Elimination of All Forms of Discrimination Against Women, and the
Convention on the Worst Forms of Child Labour.

The Bangladesh government has worked closely with the ILO to align the country's labour laws
and policies with the ILO's international labour standards. The ILO has provided technical
assistance and advisory services to support the development and implementation of labour laws
and policies in Bangladesh. The ILO has also conducted research and analysis to inform the
development of labour laws and policies in the country.
The Bangladesh Labour Law is an important tool for protecting workers' rights and promoting
decent work in the country. Its alignment with the ILO's international labour standards ensures
that workers in Bangladesh are afforded the same rights and protections as workers in other
countries around the world. The ILO's support for the development and implementation of the
Bangladesh Labour Law has contributed to the promotion of decent work and social justice in
the country.
The Bangladesh Labour Law is a comprehensive legal framework that sets out the rights and
responsibilities of employers and workers in the country. The law covers a wide range of issues
related to employment, including working conditions, wages, hours of work, occupational safety
and health, social security, and labour relations.
The Bangladesh Labour Law is closely related to the ILO's international labour standards, which
provide a framework for countries to protect workers' rights and promote decent work. The ILO
has worked closely with the Bangladesh government and social partners to align the country's
labour laws and policies with its international labour standards.
One example of the alignment between the Bangladesh Labour Law and the ILO's international
labour standards is the provision for freedom of association and the right to collective bargaining.
The Bangladesh Labour Law guarantees workers the right to form and join trade unions, and to
bargain collectively with employers. This provision is in line with the ILO's Convention on
Freedom of Association and Protection of the Right to Organize.
The Bangladesh Labour Law also includes provisions related to forced labour and child labour,
which are key areas of focus for the ILO. The law prohibits forced labour and provides for
measures to prevent and eliminate it. It also sets out strict regulations to prevent the employment
of children under the age of 14, in line with the ILO's Convention on the Worst Forms of Child
Labour.
In the area of occupational safety and health, the Bangladesh Labour Law requires employers to
provide a safe and healthy working environment for their employees, and to take measures to
prevent accidents and injuries at work. This provision is in line with the ILO's Convention on
Occupational Safety and Health.
The ILO has provided technical assistance and advisory services to support the development and
implementation of the Bangladesh Labour Law. The ILO has also conducted research and
analysis to inform the development of labour laws and policies in the country.

Overall, the alignment between the Bangladesh Labour Law and the ILO's international labour
standards is important for promoting decent work and social justice in the country. The ILO's
support for the development and implementation of the labour law has contributed to the
protection of workers' rights and the promotion of social justice in Bangladesh.

Organization related to ILO:

There are several organizations related to the International Labour Organization (ILO), which
support the implementation of the ILO's international labour standards and promote decent work
around the world. Some of these organizations include:
International Trade Union Confederation (ITUC): The ITUC was founded in 2006 and is the
largest global trade union federation. It works to promote and protect workers' rights by
advocating for better working conditions, wages, and social protection measures. The ITUC also
supports the establishment of new unions and the strengthening of existing unions.
International Organization of Employers (IOE): The IOE was founded in 1920 and represents
employers in all sectors of the economy, including small and medium-sized enterprises. It works
to promote the interests of employers by advocating for policies and practices that create a
favorable business environment, such as reducing red tape, ensuring fair competition, and
promoting sustainable development.
Global March Against Child Labour: The Global March Against Child Labour was founded in
1998 and is a global network of organizations and individuals that works to eliminate child
labour. It campaigns for the ratification and implementation of the ILO's Convention on the
Worst Forms of Child Labour and supports the development of policies and programs to prevent
and eliminate child labour. The organization also works to raise awareness of the issue of child
labour and to mobilize public opinion in support of efforts to eliminate it.
Fairtrade International: Fairtrade International was founded in 1997 and is an organization that
works to promote fair and sustainable trade practices. It sets standards for fair trade and supports
farmers and workers in developing countries to improve their working conditions and
livelihoods. Fairtrade International also works to raise awareness of the benefits of fair trade and
to promote the availability of fair-trade products.
Better Work: Better Work is a program jointly run by the ILO and the International Finance
Corporation (IFC) that was launched in 2007. It works to improve working conditions in the
global garment industry, which employs millions of workers in developing countries. The
program provides training and assessments to factories to help them comply with labour
standards and improve productivity. It also works with governments and other stakeholders to
promote policies that support decent work in the garment industry.
Global Compact: The Global Compact is a United Nations initiative that brings together
companies, civil society organizations, and other stakeholders to promote sustainable business
practices and support the achievement of the United Nations Sustainable Development Goals
(SDGs). The Global Compact has a dedicated workstream on labour rights, which focuses on
promoting decent work and improving working conditions.
International Labour Organization-International Training Centre (ILO-ITC): The ILO-ITC
is a training institution that provides capacity building and technical assistance to governments,
workers, and employers around the world. It offers training courses and programs on a range of
topics related to labour and social issues, including employment, social protection, and labour
relations.
Workers' Group and Employers' Group: Within the ILO, there are two groups that represent
workers and employers: the Workers' Group and the Employers' Group. These groups participate
in the decision-making processes of the ILO and work to advance the interests of workers and
employers, respectively.
Overall, these organizations work closely with the ILO to promote decent work and to protect
workers' rights around the world. They provide technical expertise, advocacy, and other forms of
support to advance the ILO's objectives of promoting social justice and promoting decent
working conditions for all.

Organization related to Bangladesh labour law:

There are several organizations related to the implementation and enforcement of labour laws in
Bangladesh. Here are a few examples:
Ministry of Labour and Employment: The Ministry of Labour and Employment is responsible
for implementing and enforcing labour laws in Bangladesh. It oversees the administration of the
Bangladesh Labour Act, 2006 and the Bangladesh Labour Rules, 2015, which set out the legal
framework for employment and working conditions in the country. The Ministry also works to
promote employment generation, support the development of skills and entrepreneurship, and
protect the rights and welfare of workers.
Department of Inspection for Factories and Establishments (DIFE): The DIFE is the
regulatory body responsible for enforcing labour laws and ensuring workplace safety in factories
and establishments in Bangladesh. It conducts regular inspections of workplaces to ensure
compliance with labour laws and regulations, and takes legal action against violators. The DIFE
also provides technical assistance and training to employers and workers to improve their
knowledge and understanding of labour laws and regulations.
Bangladesh Employers Federation (BEF): The BEF is the apex organization representing
employers in Bangladesh. It works to promote the interests of employers, provide support and
advice to its members, and engage in social dialogue with workers and the government to
promote better working conditions and industrial relations. The BEF plays an important role in
advocating for policies and regulations that support the growth of businesses and the creation of
jobs in Bangladesh.
Bangladesh Garment Manufacturers and Exporters Association (BGMEA): The BGMEA is
the trade association representing the country's garment manufacturers and exporters. The
garment industry is a key sector in Bangladesh's economy, accounting for a significant portion of
the country's export earnings and employing millions of workers. The BGMEA works to promote
the interests of the industry, advocate for favorable policies and regulations, and provide support
and assistance to its members. It also plays a key role in ensuring compliance with labour laws
and promoting workplace safety in the garment industry.
National Coordination Committee for Workers' Education (NCCWE): The NCCWE is an
organization that provides education and training to workers to help them understand their rights,
improve their skills, and advocate for better working conditions. It works closely with trade
unions, civil society organizations, and other stakeholders to promote workers' rights and
improve labour standards in Bangladesh. The NCCWE plays an important role in empowering
workers and promoting their active participation in the labour movement.
Bangladesh Institute of Labour Studies (BILS): BILS is a non-profit organization that works
to promote workers' rights, improve working conditions, and support the development of the
labour movement in Bangladesh. It conducts research, advocacy, and education activities on
labour-related issues, and works closely with trade unions and other civil society organizations to
promote social justice and decent work.
Bangladesh Institute of Management (BIM): BIM is a professional management institute that
provides education and training to managers and professionals in various sectors, including
labour management. It offers programs and courses on labour laws, industrial relations, and other
topics related to the management of human resources in organizations. BIM also conducts
research and consultancy activities on labour-related issues.
Bangladesh Institute of Human Resource Management (BIHRM): BIHRM is a professional
institute that offers education and training on human resource management. It offers courses and
programs on various topics related to labour management, including labour laws, industrial
relations, and human resource development. BIHRM also conducts research and consultancy
activities on labour-related issues.
Bangladesh Occupational Safety, Health and Environment Foundation (OSHE): OSHE is a
non-profit organization that works to promote workplace safety, health, and environmental
sustainability in Bangladesh. It conducts research, advocacy, and education activities on
occupational safety and health issues, and works closely with employers, workers, and other
stakeholders to promote workplace safety and health.
Bangladesh Institute of Labour Administration (BILA): BILA is a government agency that
provides training and capacity building for labour administrators, labour inspectors, and other
officials involved in the enforcement of labour laws and policies. It works closely with other
stakeholders to ensure the effective implementation of labour laws and the protection of workers'
rights.
These organizations play an important role in promoting compliance with labour laws and
improving working conditions in Bangladesh. They work together with other stakeholders to
promote the interests of employers and workers, and to support the development of a sustainable
and inclusive economy.

The challenges faced in enforcing these conventions:

Enforcing labour conventions in Bangladesh faces a number of challenges, including:
Weak institutional capacity: The institutions responsible for enforcing labour laws and
conventions in Bangladesh, such as the Department of Labour and the Labour Court, are often
under-resourced and understaffed. This limits their ability to effectively monitor compliance with
labour laws and regulations. Moreover, corruption and political interference can further
undermine the effectiveness of enforcement agencies.
Informal economy: A large proportion of Bangladesh's workforce is employed in the informal
sector, which is largely unregulated and not covered by labour laws and regulations. This
includes workers in agriculture, domestic work, and small-scale manufacturing. Enforcing labour
conventions in this sector can be difficult, as these workers are often not organized and are
vulnerable to exploitation.
Lack of awareness: Many workers in Bangladesh are not aware of their labour rights and the
protections afforded to them under labour laws and conventions. This can make it difficult for
them to assert their rights and for enforcement agencies to effectively protect their rights.
Improving awareness of labour rights and providing access to information on labour laws and
regulations could help address this challenge.
Limited unionization: Unionization rates in Bangladesh are relatively low, which limits the
ability of workers to collectively bargain and advocate for their rights. This can make it difficult
for enforcement agencies to monitor compliance with labour laws and conventions.
Strengthening workers' collective bargaining power and promoting the formation of independent
trade unions could help address this challenge.

Supply chain complexity: Many of the goods produced in Bangladesh are part of global supply
chains, which can make it difficult to enforce labour conventions. Companies operating in
Bangladesh may be held accountable for labour violations in their supply chains, but monitoring
and enforcement can be challenging. Improving transparency in supply chains and promoting
responsible business conduct could help address this challenge.
Addressing these challenges will require a multi-stakeholder approach, involving the
government, employers, workers, civil society organizations, and international organizations.
This could involve improving institutional capacity, promoting awareness of labour rights,
strengthening workers' collective bargaining power, and promoting responsible business conduct
in global supply chains.

The strategies required to overcome these challenges:

To overcome the challenges faced in enforcing labour conventions in Bangladesh, the following
strategies could be considered:
Strengthen institutional capacity: This could involve providing adequate resources, training,
and staff to labour enforcement agencies to effectively monitor compliance with labour laws and
regulations. Additionally, measures could be taken to reduce corruption and political interference
in the enforcement process.
Extend labour protections to informal sector workers: To ensure that all workers are covered
by labour laws and regulations, efforts could be made to extend labour protections to informal
sector workers. This could involve developing new regulations specifically for the informal
sector and ensuring that enforcement agencies have the capacity to monitor compliance in this
sector.
Promote awareness of labour rights: Efforts could be made to educate workers about their
labour rights and the protections afforded to them under labour laws and conventions. This could
involve developing awareness-raising campaigns and providing access to information on labour
laws and regulations.
Strengthen workers' collective bargaining power: To ensure that workers have a voice in the
enforcement process, efforts could be made to promote the formation of independent trade
unions and to strengthen workers' collective bargaining power. This could involve providing
legal protections for workers who participate in unions and establishing mechanisms for
collective bargaining.
Promote responsible business conduct: To address labour violations in global supply chains,
efforts could be made to promote responsible business conduct among companies operating in
Bangladesh. This could involve developing codes of conduct for companies, establishing
monitoring mechanisms for labour violations, and promoting transparency in supply chains.
These strategies would require a multi-stakeholder approach, involving the government,
employers, workers, civil society organizations, and international organizations. Additionally,
sustained political will and commitment will be essential to ensure that these strategies are
effectively implemented and that progress is made towards ensuring that all workers in
Bangladesh are protected by labour laws and conventions.

Conclusion:
In conclusion, the International Labour Organization (ILO) has played an important role in
promoting labour rights and protections in Bangladesh. Bangladesh has ratified several ILO
conventions, and the country's labour laws and regulations reflect many of the principles
enshrined in these conventions. However, enforcing labour conventions in Bangladesh can be
challenging, as the country faces several obstacles, such as weak institutional capacity, a large
informal economy, limited unionization, and supply chain complexity.
To address these challenges, a multi-stakeholder approach is required, involving the government,
employers, workers, civil society organizations, and international organizations. Strategies to
strengthen institutional capacity, extend labour protections to informal sector workers, promote
awareness of labour rights, strengthen workers' collective bargaining power, and promote
responsible business conduct in global supply chains could help overcome these challenges.
By implementing these strategies, Bangladesh can move closer towards ensuring that all workers
in the country are protected by labour laws and conventions. This would not only benefit workers
but would also contribute to the country's economic development and the achievement of the
United Nations Sustainable Development Goals.
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