The Leave And Holidays Regarding Labor Laws In Bangladesh

Employment Act 2022 In  Bangladesh

Bangladesh has such a population of 168.1 million people, with a labor force of over 90 million people. Roughly 60 million of them work in agricultural employment which are expanding by 1% per year and about 30 million in non-agricultural employment which are growing by 6% a year. Every worker in Bangladesh must abide by federal labor laws that govern working conditions, hours, pay, leave policy, and health legislation.

Employment Condition In Bangladesh

According to the Bangladesh Labor and employment law of 2006, an establishment may adopt its own regulations as long as they follow the Act’s standards and are approved by the Chief Inspector. They may be regarded as acceptable if no changes are suggested within 90 days after receipt. If the Prime Minister disagrees with the service regulation, the aggrieved party has 30 days to submit an appeal with the Court. Within 45 days, the government has the power to evaluate the appeal and make a final judgment.

Leave And Holidays In Bangladesh

The issue of ‘Leaves and Holidays’ in labor laws is both timely and important. Every employee who has a vacation is provided with the following leaves:

1. Weekly holiday

2. Personal time off

3. Sick time

4. Festival vacation

According to the Maternity Benefit Act of 1939, employees are entitled to five days of annual leave and six days of paid maternity leave (now abrogated).

Weekly Vacation: 

An adult employee can take a week off each week –

1. One and a half days holiday for a shop, commercial establishment, or industrial establishment, and one day in a week for a factory and establishment.

2. Can claim one day of twenty-four consecutive hours in each week if he works for a road transport service; and no deduction for such holidays shall be made from the salary.

Casual Leave in Bangladesh:

Circumstances such as unexpected illness, minor accidents, or pressing needs might lead to casual leave eligibility. It should be acquired on a previous application unless there is an emergency that forbids such an application. Casual leave is permitted under Section 115 of the Employment law of 2006. It is offered for ten days each year at maximum pay and it will not be carried over to the next year.

Sick Leave in Bangladesh:

In the absence of a medical certificate, sick leave is frequently utilized. No such leave shall be authorized unless a qualified medical practitioner confirms that the employee is ill and requires sick leave, according to Section 116 of the Employment  law of 2006.

Subsection (2) of Section 80 of the Factories Act of 1965 states: “Every worker should be eligible to 14th days’ sick leave on half-average salary in a year.”

If a worker does not use such leave within a calendar year, it may be carried ahead, but the total amount of such leave at any one time cannot exceed twenty-eight days.

Festival vacations

In a calendar year, every employee will be entitled to 11 days of paid festival vacation. A worker will get two additional compensatory vacations with full salary and a substitution holiday if he or she works on a festival holiday.

Annual Leave with wages in Bangladesh:

Section 117 of the Labor and employment law of 2006 governs yearly leave. When a person completes a year of continuous service in an institution, he or she is generally permitted to depart with Wages for a specific number of days calculated at a set rate over the course of the year. Adults normally have a rate of:

(a) For every 18th days of labor in the case of a shop, commercial or industrial enterprise, factory, or road transport service;

(b) For every 22 days of labor on a tea plantation;

(c) For every 11 days of labor accomplished by a newspaper employee over the previous twelve-month period.

Termination process of employees in Bangladesh:

Either as the employer can terminate a company’s employment. Under the Labor Act of 2006, both the employers and employees have distinct employment termination processes.

Termination by dismissal in Bangladesh:

If an employee is determined to have been: Convicted of any crime; or Stealing, reward giving and receiving, fraud, purposeful disobedience, and other offenses have been committed against him.

The employer has the right to fire an employee without warning or pay in place of a notice period. On the other hand the supervisor may always provide a lesser punishment instead of firing for worse behavior.

What if the layoff time in Bangladesh is more than 45 days?

It’s worth remembering that no worker is eligible to pay compensation if he or she is laid off for more than 45 days in a calendar year.

However, if a worker is laid off for more than 45 days in a calendar year, whether continuously or intermittently, and the lay-off period is extended for an additional 15 days or more after the expiration of those 45 days, the worker will be paid for each successive lay-off period of 15 days or more. The salary for a 15-day extension will be one-fourth of the entire basic wages, dearness allowance and temporary earnings.

Employees who are absent without notice in Bangladesh:

If Employee misses work without notice in Bangladesh the notification should request that he explain his absence and return to duty within 10 days. If he fails to produce any written statement and enter the services within the necessary period, the employer will give him additional 7 days to defend himself. Should the employee fails to return to work or defend himself, he is considered to be dismissed from service as of the day of his absence.

Maternity & paternity Leave in Bangladesh

There’s been a tremendous growth in women’s engagement in Bangladesh’s workforce in recent years. Women make up one-fourth of Bangladesh’s workforce, or 12.1 million people, out of a total of 49.5 million people.

Employees who are female are eligible for 16 weeks of paid maternity leave (8 weeks before and 8 weeks after the delivery). In the first year, fathers are eligible for 10 days of unpaid leave.

Labor laws and employment laws are intended to both empower and protect employees. They monitor employer-employee relations, allowing both sides to be made accountable for their behavior. Between both the employers and employees, there is indeed a natural hierarchy.

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