Our work
Labour and Employment Law
Clear advice on workplace rights, responsibilities and disputes.
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How we help
StoneGate Chamber advises employers and individuals on employment relationships, workplace disputes and labour compliance in Bangladesh. We help clients understand their position, assess the available options and take practical steps towards resolution. Our practice also covers related matters in real estate and property law, where employment and workplace issues may intersect with property rights and tenancy arrangements.
Services
Matters we cover
Advice for employers
Employment contracts and appointment letters; service rules and workplace policies; disciplinary procedures and internal inquiries; termination, retrenchment and separation documentation; wages, benefits and workplace compliance. We review documents and proposed decisions with attention to the applicable legal framework, the evidence and the operational needs of the business.
Advice for employees and workers
Review of appointment terms and employment records; unpaid wages and disputed benefits; dismissal, termination and separation disputes; workplace grievances; assessment of available remedies and appropriate forums. We explain the strengths and difficulties of a matter before recommending the next step.
Dispute resolution and representation
Advice on legal notices, negotiation, settlement and proceedings before the appropriate forum, including Labour Courts where applicable. The correct procedure depends on the person's duties, the establishment, the dispute and the law governing the relationship.
Workplace compliance and regulatory advice
Guidance on employment law compliance, workplace safety, inspection responses and regulatory obligations under the applicable legal framework. We help businesses and individuals understand their responsibilities and available remedies.
Our approach
A considered approach
- 01Understand the employment relationship, parties and the issue.
- 02Review the relevant documents and assess the applicable legal framework.
- 03Explain options, likely costs and next steps before substantive work is agreed.
First enquiry
Useful information to bring
- Appointment letter or employment contract
- Relevant workplace policies and service rules
- Wage or payment records and correspondence
- Any notices, court papers or hearing dates
Please do not send confidential material until the team has confirmed the appropriate way to share it.
Managing workplace decisions before a dispute
A disciplinary decision or separation should be based on the actual duties, applicable service rules and a reliable record. We review proposed charges, responses, inquiry documents, wage calculations and correspondence before advising on a lawful process. Labels in a contract do not by themselves settle worker status or jurisdiction.
RMG operations and overseas supply chains
For garment manufacturers and their advisers, we help connect employment documents, workplace records and inspection responses with the legal requirements applicable to the establishment. A customer’s audit standard and Bangladesh statutory obligations may address different issues. We identify those distinctions and coordinate technical workplace assessments with qualified specialists when required.
Leadership
Barrister Mirza Imran Hassan
Head of Chamber, Barrister of Gray’s Inn and Advocate of the Supreme Court of Bangladesh. Instructions are assessed for the appropriate expertise, conflicts and availability before the scope and fees are agreed.
Read his professional profileCommon questions
Frequently asked questions
Does every employee come within the Labour Act?
Coverage depends on the person’s actual duties, the establishment and the applicable legal framework. Managerial labels and appointment titles are not decisive by themselves. We assess status and jurisdiction before recommending a Labour Court claim or another route.
What process should an employer follow for alleged misconduct?
The applicable law and service rules may require written allegations, a fair opportunity to respond, an inquiry and a reasoned decision. We examine the evidence and procedure before action is taken. A contractual policy does not displace mandatory statutory protections.
What notice or compensation applies on termination?
The answer depends on worker status, employment category, length of service, the reason for separation and current law. Dismissal, retrenchment, discharge and ordinary termination are distinct. We review the records before calculating notice, benefits or compensation.
Which forum hears a workplace dispute?
The proper forum and any grievance, notice, filing or appeal requirements depend on the employment relationship and remedy sought. Labour Court jurisdiction should be checked at the outset. An urgent deadline should be identified in the first enquiry, even if settlement is being discussed.
What maternity and working-time rights apply?
Entitlements must be checked against the law and amendments currently applicable to the establishment, including the 2026 labour amendments where relevant. Eligibility, records, leave, hours and overtime may require separate calculations. We review the actual employment circumstances rather than rely on an outdated standard figure.
Related legal services
Get in touch
Contact our clerks to discuss your matter and arrange a consultation.
StoneGate Chamber
Flat C2, House 38, Road 104
Gulshan 2, Dhaka 1212
Bangladesh
We can discuss the circumstances and direct your enquiry to an appropriate member of the chambers.
Contact usConsultation and disclaimer
Contact our clerks to discuss your matter and arrange a consultation. The information on this page is general and is not legal advice. Enquiries are subject to conflict checks and agreed terms.
Each matter depends on its facts, evidence, procedure and the applicable law. This page does not constitute an offer to advise or represent you.
Legal framework and official resources
Advice depends on the law applicable to the particular employment relationship, including the Bangladesh Labour Act 2006 as amended and the Bangladesh Labour Rules 2015 as amended, where applicable.
Bangladesh Labour Act 2006, consolidatedBangladesh Labour Amendment Act 2026DIFE Labour Rules