The Bangladesh Labour Act of 2006 brings together various laws governing work, pay, conditions, unions, and relations between workers and management. Historically, as industries grew in the mid-1800s, workers faced tough conditions. Laws like the Factories Act of 1881 and the Workmen's Compensation Act of 1923 were introduced to address these challenges. After 1947, these laws continued with some changes. In 2006, they were combined into the Bangladesh Labour Act.
Bangladesh labor laws, designed to safeguard workers' rights, contain specific exclusions for certain job categories and workplaces. These exceptions, detailed in various clauses of Bangladesh Labour Law – 2006, Section 2, reveal a careful approach to legal coverage. Notably, government employees, those in security printing presses, and workers in ordnance factories are not directly governed by these laws. Similarly, institutions providing care services to specific groups are excluded if they operate on a non-profit basis. The scope of these exclusions extends to shops or stalls in public fairs, non-profit educational and research institutions, and facilities like hostels, mess halls, hospitals, clinics, and diagnostic centers. Government-owned shops and establishments, along with workers in specific government departments, also fall under these exemptions. Furthermore, agricultural farms with fewer than five workers, domestic servants, and family-run establishments without waged employees are specifically exempted. This acknowledgment of diverse work environments underscores the necessity for nuanced regulatory approaches to ensure fair application of labor laws across different sectors.
Several challenges undermine the effectiveness of Bangladesh labor laws in ensuring justice. One big problem is that it takes a long time for cases to finish in Labour Courts. Also, bosses don't always follow court orders quickly. Another tough thing is that people have to travel far to go to Labour Court hearings, making it hard to seek justice. All these problems, along with the slow legal processes and delays in getting money, make it expensive for victims to travel and make them lose trust in the justice system.
In Bangladesh's job scene, there are several big issues that need quick attention. Many workers face dangers at work, especially in places like garment factories. People are also not paid enough in some jobs, making it hard to cover basic needs. It's tough for workers to organize and stand up for their rights. Some kids are still working when they shouldn't do, and there's a lot of uncertainty in jobs that aren't protected by the rules. Fixing these problems means making sure workplaces are safe, paying people fairly, and giving everyone a chance to speak up for their rights at work.
Bangladesh's labor law - 2006, as outlined in Article 26, allows employers to terminate employees without clarifying the cause, requiring a four-month salary payout for permanent employees. This provision has sparked discussions on job security and fairness in the workplace. While it grants employers flexibility, concerns arise about potential abuses of power and employee vulnerability.
The government should work on making Labor Courts faster by introducing a strong monitoring system and ensuring consequences for delays. Additionally, there is a need to increase the number of Labor Courts, emphasizing the basic principles of employer responsibility for workplace incidents. These recommendations aim to improve the efficiency of the system and ensure justice for all.
Md. Jahangir Hossain Head of Human Resources Division First Finance Limited
