The Workers Rights 
The changes in the Bangladesh Labour (Amendment) Act 2026 are massive as far as workers rights and freedom of association of workers via trade unions, work place safety and employers responsibility. The reforms aim at reforming the national labour framework and aligning it with the ILO international standards.
Lower Trade Union Thresholds
One of the key differences is the abolition of the previous mandate that unions be required to include at least 20% of an establishment’s workforce. The new legislation establishes maximum membership limits by size of work place.
The number of members required is based on the number of workers the establishment has: For establishments of 1–300 workers, 20 members are required; and for establishments of 301–500 workers, 40 members are required.
The law also caps the number of registered unions in any one establishment to three. Enhance opportunities for experienced union reps by allowing up to 10% external representation in union executives of unions in the industrial sector.
Stronger Protection Against Union Discrimination
The revised amendments provide for greater safeguards for workers against unfair labour practices. Employers are not allowed to make or publicize blacklists of union members or union organizers that would limit future employment opportunities.
Unions under the control or funding of the employer are also not allowed. The Director General of Labour is given expanded powers in investigating and in conducting administrative action where a complaint is made of unfair labour practices.
Mandatory Workplace Harassment Panels
Another key area of the reforms is workplace protection. It contains new elements on sexual harassment and gender-based violence and forced labour.
Five member panels at the workplace must be established to provide for the processing of complaints on matters relating to harassment. To ensure a better reporting and investigation process, the committee shall be headed by a woman and consist of at least 75% women.
Expanded Safety and Employee Benefits
Safety Committees must be established in workplaces with 50+ employees. Workers also get a clear shoot-out option to abandon unsafe work assignments without risking being fired, demoted or getting deducted salary.
Increased the paid maternity leave by 112 to 120 days; raised the annual festival holidays from 11 to 13 days. Also, the provident fund or facility for enrolment of National Pension Scheme must be set up in case 10% or more of the employees are willing to do so in establishments having 100 or more employees.
What Employers Need to Do?
The conduct of the working environment, union policies, working arrangements and processes for complaints should be checked. HR should also make sure to document any disciplinary action taken and make sure it cannot be interpreted as a retaliation against employees who use their legal rights.
FAQs
Which is the most significant change of Bangladesh’s Labour law 2026?
The law sets temp-sizes, instead of the current unionization requirement of 20%.
Is there a requirement for the workers at your establishment to have harassment committees?
Yes. Five-member committees, with a female majority and chaired by a woman are required by law.
Are there situations in which there is no such thing as refusing unsafe work?
Yes. There is a statutory protection for workers when they try to remove themselves from a dangerous working condition.
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