Hire Remote Staff in Bangladesh
Last reviewed October 2026
Avg Salary
$100–$1,060/mo by role (published Dhaka pay data, Oct 2026) (est.)
Talent Pool
Dhaka and Chattogram; BASIS lists 2,882 member companies (est.)
Timezone
BST (UTC+6, no clock changes)
English
EF EPI 2025: 62nd of 123 (score 506, moderate)
Bangladesh offers an organised software and IT-services sector, a single UTC+6 time zone with no clock changes, and published pay data for developers, QA, support, finance and design roles in Dhaka. Employment is governed by the Bangladesh Labour Act 2006, amended in April 2026 (maternity leave of 60 days before and after delivery, 13 festival holidays), with sector-based minimum wages and no general payroll social-security contribution under the Labour Act.
Strengths
- ✓Published Dhaka pay data for software, QA, support, accounting, design and virtual-assistant roles
- ✓BASIS, the software and IT-services industry body, lists 2,882 member companies
- ✓Single time zone, UTC+6, with no clock changes (none in Dhaka 2020–2029)
- ✓Labour Act available in English: 8-hour day, 48-hour week, overtime at twice the ordinary rate
- ✓Bangladesh Bank has told banks to offer retention-quota (ERQ) accounts to ICT firms and freelancers
Limitations
- !English proficiency is mid-table: 62nd of 123 in EF EPI 2025 (score 506), so test each candidate
- !Notice is 120 days for a monthly-rated permanent worker, plus end-of-service compensation or gratuity
- !Labour law changed in April 2026 (Act 43 of 2026) and an ordinance was issued in 2025; the IT/ITES tax exemption is scheduled to end on 30 June 2027
Salary Benchmarks
| Role | Monthly (USD) | Annual (USD) | Source |
|---|---|---|---|
| Junior Software Engineer (Dhaka) | $170–$350/mo (BDT 21,667–43,750 a month; average BDT 32,117; @ BDT 124.14/USD, 31 Oct 2026) | $2,090–$4,230/yr (BDT 260,000–525,000) + notice, leave, gratuity and any festival bonus or provident-fund contribution; no general payroll social-security contribution (see the Pragati pension option in 2026 statutory changes) | Glassdoor, total pay 25th–75th percentile (290 salaries, Oct 2026) · as of 2026-10 |
| Software Developer (mid-level, 2–5 years) | $240–$970/mo (BDT 30,000–120,000 a month; mid-level range; @ BDT 124.14/USD, 31 Oct 2026) | $2,900–$11,600/yr (BDT 360,000–1,440,000) + notice, leave, gratuity and any festival bonus or provident-fund contribution; no general payroll social-security contribution (see the Pragati pension option in 2026 statutory changes) | BD Tech Jobs salary guide, monthly base range for 2–5 years (editorial ranges, no sample size stated, 23 Jan 2026) · as of 2026-10 |
| Senior Software Engineer (Dhaka) | $570–$1,060/mo (BDT 71,250–131,667 a month; average BDT 95,500; @ BDT 124.14/USD, 31 Oct 2026) | $6,890–$12,730/yr (BDT 855,000–1,580,000) + notice, leave, gratuity and any festival bonus or provident-fund contribution; no general payroll social-security contribution (see the Pragati pension option in 2026 statutory changes) | Glassdoor, total pay 25th–75th percentile (1,396 salaries, Oct 2026) · as of 2026-10 |
| QA / Test Engineer (mid-level) | $200–$640/mo (BDT 25,000–80,000 a month; mid-level range; @ BDT 124.14/USD, 31 Oct 2026) | $2,420–$7,730/yr (BDT 300,000–960,000) + notice, leave, gratuity and any festival bonus or provident-fund contribution; no general payroll social-security contribution (see the Pragati pension option in 2026 statutory changes) | BD Tech Jobs salary guide, monthly base range for mid-level (editorial ranges, no sample size stated, 23 Jan 2026) · as of 2026-10 |
| Customer Service Representative (Dhaka) | $100–$250/mo (BDT 12,501–30,500 a month; median BDT 18K; @ BDT 124.14/USD, 31 Oct 2026) | $1,210–$2,950/yr (BDT 150,000–366,000) + notice, leave, gratuity and any festival bonus or provident-fund contribution; no general payroll social-security contribution (see the Pragati pension option in 2026 statutory changes) | Glassdoor, total pay 25th–75th percentile (134 salaries, Oct 2026) · as of 2026-10 |
| Accountant (Dhaka) | $170–$560/mo (BDT 21,667–70,000 a month; median BDT 34K; @ BDT 124.14/USD, 31 Oct 2026) | $2,090–$6,770/yr (BDT 260,000–840,000) + notice, leave, gratuity and any festival bonus or provident-fund contribution; no general payroll social-security contribution (see the Pragati pension option in 2026 statutory changes) | Glassdoor, total pay 25th–75th percentile (69 salaries, Oct 2026) · as of 2026-10 |
| Graphic Designer (Dhaka) | $140–$320/mo (BDT 16,833–39,167 a month; median BDT 27K; @ BDT 124.14/USD, 31 Oct 2026) | $1,630–$3,790/yr (BDT 202,000–470,000) + notice, leave, gratuity and any festival bonus or provident-fund contribution; no general payroll social-security contribution (see the Pragati pension option in 2026 statutory changes) | Glassdoor, total pay 25th–75th percentile (205 salaries, Oct 2026) · as of 2026-10 |
| Virtual Assistant (Dhaka, small sample) | $120–$230/mo (BDT 15,001–28,333 a month; median BDT 20K; @ BDT 124.14/USD, 31 Oct 2026) | $1,450–$2,740/yr (BDT 180,000–340,000) + notice, leave, gratuity and any festival bonus or provident-fund contribution; no general payroll social-security contribution (see the Pragati pension option in 2026 statutory changes) | Glassdoor, total pay 25th–75th percentile (13 salaries only, Oct 2026) · as of 2026-10 |
Salary figures are approximate market estimates based on recruitment platform data and may vary by provider, seniority, and engagement model. All figures in USD equivalent.
Top Roles to Hire in Bangladesh
Why hire in Bangladesh
Bangladesh has an organised software and IT-services sector, a single time zone with no clock changes, and a statutory framework that fits in one Act, the Bangladesh Labour Act 2006. The industry body BASIS (Bangladesh Association of Software and Information Services) lists 2,882 member companies on its website (BASIS). Pay data for developers, quality-assurance staff, customer support, accountants, designers and virtual assistants is published for Dhaka, and the dollar figures on this page are converted from taka at the 31 October 2026 rate.
English is a working language for many professionals but the national average sits in the middle of the world table. In the EF English Proficiency Index 2025 Bangladesh ranks 62nd of 123 countries and regions with a score of 506, against a global average of 488, and EF places it in its “moderate proficiency” group (EF EPI, Bangladesh; EF EPI global ranking). That is a country-level average. Test each candidate you intend to hire with a writing exercise and a short call.
The 2026 rules below matter for a first-time employer: an Act dated 10 April 2026 lengthened maternity leave and festival holidays, and the Labour Act’s provisions on notice, overtime and leave are written for employers who hire people directly in Bangladesh. If you are hiring across borders, those rules decide whether you use an employer of record, a contractor arrangement or your own entity.
Where the talent is
EF’s published sub-scores for the 2025 index put Dhaka at 532 and Chattogram at 512 among the cities it lists, with Dhaka region at 527 and Chattogram region at 491 (EF EPI, Bangladesh). RemoteStaffingWiki’s judgement is to search those two metros first. The salary data on this page is for Dhaka.
Candidates in other cities can work remotely under a Bangladeshi contract, and the Labour Act applies wherever in Bangladesh the person works. Ask each candidate where they live and where they will be working, because that decides which employer registrations and which holiday calendar apply.
Compare the table below with the salary benchmark explorer before you set an offer.
Best roles to hire in Bangladesh
The salary table covers software developers at three levels, quality-assurance engineers, customer support representatives, accountants, graphic designers and virtual assistants. Those are the roles with published Dhaka pay data. For developer roles, the software developer role guide and QA engineer role guide explain how to scope and interview.
The government has given the IT and IT-enabled services sector an income-tax exemption. A press report from July 2026 states that the income-tax exemption for the IT and IT-enabled services sector is scheduled to expire on 30 June 2027 and that the national budget for the current fiscal year gave no indication of an extension (The Daily Star, 2 July 2026). That exemption is a matter for the Bangladeshi company claiming it, not for a foreign client, but it can influence how local providers price multi-year work.
If you are comparing South Asian locations, the site has guides for Pakistan and India, and the country comparison tool lays options side by side.
Working hours and communication
Bangladesh uses Bangladesh Standard Time, UTC+6. A clock-and-calendar reference reports no clock changes in Dhaka during 2026 and none for the whole 2020–2029 period (see Sources). Because Bangladesh does not change its clocks, the gap with the US, the UK and Australia moves whenever your own country changes its clocks. Check your pairing with the time-zone overlap tool before you promise a shared window.
The Labour Act sets working hours at 8 a day and 48 a week for adult workers, with total hours capped at 10 in a day, 60 in a week and an average of 56 over a year where overtime is worked (section 100 and section 102, see Sources). Overtime is paid at twice the ordinary rate of basic wage plus dearness allowance and any ad hoc or interim wage (section 108). Write start times, core hours and on-call expectations into the contract so that reasonable overlap with your day is part of the job rather than an extra.
How to hire: three routes
Through an employer of record
An employer of record employs the person under a Bangladeshi contract, runs payroll and handles registrations, while you direct the daily work. It suits a first hire when you have no local entity. Ask any provider how it handles notice, the festival allowances, leave and end-of-service payments, because the Labour Act’s obligations stay with the employer whoever issues the payslip. The employer of record cost analysis explains how fees are structured.
As an independent contractor
A contractor invoices you and runs their own tax. This only works where the person is genuinely independent: sets their own methods and hours, serves other clients and can send a substitute. The Labour Act’s definition of a worker covers someone employed “directly or through a contractor”, so a label on a contract does not settle the question. Read EOR vs contractor and run the misclassification risk checker before you choose this route, and see how to pay international contractors for the payment mechanics.
Through your own entity or a dedicated team
A Bangladeshi company gives you direct employment but also direct responsibility for the Labour Act’s obligations. Some buyers instead use an offshore development center, where a local operator employs a dedicated team for you. Take local legal and accounting advice before deciding.
Cost
Gross pay is only part of the cost. Under the Labour Act the employer-side items to budget for are: 120 days’ notice or pay in lieu for a monthly-rated permanent worker, end-of-service compensation or gratuity, paid casual, sick, annual and festival leave, overtime at double rate, and, where the employer sets one up, a provident fund to which the employer contributes an amount equal to the worker’s 7 to 8 per cent of basic wages. Festival bonuses are common in practice and are discussed under compliance. The salary table gives published pay in Dhaka, converted to US dollars. Add your own provider fee and local costs with the Remote Hiring Cost Calculator, and read the total cost of employment definition for the full list of items.
Pay data is reported in taka. Dollar figures on this page use USD 1 = BDT 124.138 on 31 October 2026 (see Sources), so they move with the exchange rate even when the taka salary does not.
Paying people in Bangladesh
Bangladesh Bank, the central bank, has told authorised dealer banks and licensed mobile financial service providers to offer exporters’ retention quota (ERQ) accounts to ICT companies, freelancers and other cross-border service providers so that they can bring foreign-currency income into the country, and to issue international cards against those balances for online payments abroad (Bangladesh Bank FE Circular Letter No. 02, 5 February 2023). The circular also says that inward remittances for ICT services can come through banks, online payment gateways, payment aggregators, digital wallets or other legitimate payment systems. For you, the practical point is that a contractor or provider should be able to receive a foreign-currency payment into a retention-quota account at a local bank. Ask for the bank’s details early, and confirm any tax or incentive treatment with the recipient’s adviser.
Practical tips
Put the probation period in writing. The Act sets probation at 6 months for clerical work and 3 months for other workers, and says a worker is treated as permanent after probation even without a confirmation letter (section 4).
Agree the festival-bonus arrangement in the contract, including the number of payments, the amount and the eligibility rule, so there is no dispute at festival time.
Keep leave in view when you plan coverage. The leave comparator lays entitlements side by side across hiring countries, and the Act’s 13 festival holidays are in addition to casual, sick and annual leave.
Allow for the notice that applies on both sides: a permanent worker resigning gives 60 days’ notice under the Act, and your own hiring timeline should allow for a candidate’s notice period at their current employer.
Check which role titles you are using. The Act’s 2026 definition of a worker excludes people designated in writing to a managerial, chief-executive, administrative or supervisory role, so a team lead’s status can differ from a developer’s.
Confirm each rule on this page with a Bangladeshi employment adviser before you sign. The Labour Act was amended in 2026 and an earlier ordinance was issued in 2025.
2026 statutory changes
These are the 2026 developments that matter to a small business hiring in Bangladesh.
Bangladesh Labour (Amendment) Act 2026
The Bangladesh Labour (Amendment) Act 2026 (Act no. 43 of 2026) is dated 10 April 2026 and takes effect immediately (Act no. 43 of 2026, section 1). Among the amendments relevant to employers: maternity benefit periods were changed from eight weeks before and eight weeks after delivery to 60 days before and 60 days after, with the employer permitting up to 120 days’ absence; the number of paid festival holidays rose from 11 to 13; the leave-accrual rate for adolescent factory workers was changed to one day for every 14 days worked; maternity leave of up to 120 days now counts as continuous service; and the compensation payable when a permanent worker resigns was restated as 7 days’ wages per year of service up to 3 years, 15 days for over 3 and under 10 years, and 30 days’ wages or gratuity, whichever is higher, from 10 years.
Provident fund and pension
The same Act amended section 264. In establishments with at least 100 permanent workers, the employer must set up a provident fund if at least two-thirds of workers ask in writing (the earlier threshold was three-quarters). An employer is relieved of that duty if it enrols interested workers in the National Pension Authority’s universal pension scheme “Pragati”, with the employer paying 50 per cent of the contribution and the worker 50 per cent (Act no. 43 of 2026, section 56).
2025 ordinance
Before the Act, the interim government promulgated the Bangladesh Labour Act (Amendment) Ordinance 2025, which the ILO says incorporates “most of the principal obligations” of ILO Conventions 155, 187 and 190, three conventions Bangladesh ratified (ILO). The April 2026 Act is the current amending text on the government’s legislation database.
Tax exemption for IT and IT-enabled services
As of a July 2026 press report, the income-tax exemption for IT and IT-enabled services companies is scheduled to expire on 30 June 2027 (The Daily Star). Industry figures called for an extension; the report says the current budget gives no indication of one. Treat the date as the scheduled position, not as a settled outcome.
Employment law and compliance in Bangladesh
The Bangladesh Labour Act 2006 (Act no. XLII of 2006), as amended, governs employment for “workers”. The 2026 amendment defines a worker as anyone employed in an establishment or industry, directly or through a contractor, for skilled, unskilled, manual, technical, business-promotion or clerical work, other than a person designated in writing to a managerial, chief-executive, administrative or supervisory role (Act no. 43 of 2026, section 4). The 2006 text excluded a person “employed mainly in a managerial, administrative or supervisory capacity” (Labour Act, English text).
Contract types and probation
The Act classifies workers as apprentice, substitute, casual, temporary, probationer, permanent or seasonal. Probation is 6 months for clerical work and 3 months for other workers, extendable by 3 months for a skilled worker if the first 3 months were not enough to judge quality, and a worker is deemed permanent after probation without a confirmation letter (section 4).
Working time and overtime
Adult workers ordinarily work no more than 8 hours a day and 48 hours a week; with overtime, no more than 10 hours a day, 60 hours a week and 56 hours a week on average over a year. Overtime is paid at twice the ordinary rate of basic wage, dearness allowance and ad hoc or interim wage (sections 100, 102 and 108).
Leave and holidays
Every worker is entitled to 10 days of casual leave and 14 days of sick leave a calendar year on full wages; neither carries forward (sections 115 and 116). After one year of continuous service an adult worker in a shop, commercial or industrial establishment earns one day of annual leave for every 18 days worked, with the balance carried forward and accrual stopping at 60 days (40 days for factory workers) (section 117). Festival holidays were 11 days a year and are 13 after the April 2026 amendment; a worker required to work on a festival holiday receives a substitute holiday and two days’ compensatory wages (section 118).
Maternity benefit
A woman worker who has worked for the employer for at least six months before delivery is entitled to maternity benefit, paid in cash (sections 46 and 48). The 2006 text calculated the benefit at her average wage; the 2026 Act redefines maternity benefit as the wages and benefits she received from the establishment in the month before going on leave, with the section 48(2) wage calculation still applying (Act no. 43 of 2026, section 4). The 2006 text gave 8 weeks before and 8 weeks after delivery. The 2026 Act changed each period to 60 days and provides for up to 120 days’ absence with maternity benefit (Act no. 43 of 2026, sections 16 and 17).
Festival bonus
The Act’s only reference to a festival payment is a definition: “festival allowance” means the allowance paid to workers on the occasion of the respective religious festival “as determined by the Rules” (section 2(2A)). The Act itself does not state an amount or a number of payments. In practice, a job-board salary guide for Dhaka software engineers reports that employers typically pay two festival bonuses a year (see Sources). Agree the amount, number and eligibility in the contract and confirm them against the Rules with a local adviser.
Notice, termination and gratuity
An employer ending a permanent worker’s employment other than by dismissal gives 120 days’ written notice for a monthly-rated worker and 60 days for others, or pays wages in lieu, plus compensation of 30 days’ wages for each completed year of service or gratuity if payable, whichever is higher (section 26). A permanent worker resigning gives 60 days’ notice (section 27). The Act defines gratuity as at least 30 days’ wages for each completed year of service, or 45 days for service of more than ten years.
Provident fund, pension and social security
The Labour Act does not set a monthly employer contribution to a national social-security fund. Other employer-side items are group insurance for establishments with at least 100 permanent workers (section 99) and, for companies meeting the Act’s capital or asset thresholds, a payment of 5 per cent of net profit split 80:10:10 between the workers’ participation fund, the welfare fund and the Workers Welfare Foundation (sections 232 and 234). A provident fund is optional for a private-sector employer unless the workers’ request described above is made; where one exists, a permanent worker contributes 7 to 8 per cent of basic wages after one year and the employer contributes an equal amount (section 264), with the 2026 amendments described above.
Minimum wage
Bangladesh has no single national minimum wage in the Labour Act. The Government establishes a Minimum Wages Board and can direct it to recommend minimum rates for workers or classes of workers in a particular industry (sections 138 and 139). Rates are therefore set sector by sector. For a software or support role, set the offer from market pay data and ask a local adviser whether a sector rate applies.
Sources
EF English Proficiency Index 2025, Bangladesh.
EF English Proficiency Index 2025, global ranking.
timeanddate.com, Dhaka time zone.
Exchange rates (open.er-api.com), 31 October 2026.
Bangladesh Labour Act 2006, English text amended up to 2018 (MCCI PDF).
Bangladesh Labour Act 2006, English text (ILO NATLEX PDF).
ILO, ratification of Conventions 155, 187 and 190 and the Labour Act (Amendment) Ordinance 2025.
The Daily Star, IT sector experts call for extended tax holiday (2 July 2026).
Software engineer salary guide, BD Tech Jobs (23 January 2026).
Glassdoor, Jr Software Engineer salaries in Dhaka.
Glassdoor, Senior Software Engineer salaries in Dhaka.
Glassdoor, Customer Service Representative salaries in Dhaka.
Glassdoor, Accountant salaries in Dhaka.
Glassdoor, Graphic Designer salaries in Dhaka.
Glassdoor, Virtual Assistant salaries in Dhaka.
References checked on 31 October 2026. Rates, thresholds and laws change; this page is general information, not legal advice, so confirm current rules with a Bangladeshi employment lawyer or your employer of record before you hire.
FAQ
How much does it cost to hire a developer in Bangladesh?
Is Bangladesh a good country for hiring remote staff?
What is the time difference between Bangladesh and the United States?
Do I need a legal entity to hire in Bangladesh?
What are the working hours, leave and holiday entitlements?
How long is maternity leave in Bangladesh?
Is a festival bonus legally required?
What about tax and getting paid from abroad?
Compare With
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BulgariaAvg: $1,350–$6,530/mo net for developers (advertised ranges, 2025; Java and Python categories) · EET/EEST (UTC+02:00 / UTC+03:00)
ColombiaAvg: $500–$3,000/mo by role (elempleo 2025) · COT (UTC-5)
IndiaAvg: $200–$4,000/mo depending on role and seniority (AmbitionBox, 2025–Oct 2026) · IST (UTC+5:30)