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Labour Court & Employment Disputes

Employment disputes have their own court, their own procedure and short time limits. We act for employees pursuing unpaid dues and wrongful termination, and for employers defending claims and getting their processes right.

Bangladesh Labour Act 2006Bangladesh Labour Rules 2015Labour Court and Labour Appellate Tribunal
Safety helmet, timesheet clipboard and pay envelope, for labour law rights of employees in Bangladesh

Labour Court cases: unpaid wages, dismissal and benefits

We appear in the Labour Court in disputes about termination, dismissal and retrenchment, unpaid wages, overtime and service benefits, provident fund and gratuity, and workplace grievances, and we advise employers on doing it correctly in the first place.

For employees

Most claims begin with a grievance to the employer within the period the law prescribes, and only then move to the Labour Court. Missing that step or its deadline can end a good claim before it starts. We handle the grievance and the case.

For employers

Terminations go wrong on process far more often than on substance. We advise on the correct procedure for termination, dismissal for misconduct and retrenchment, on the payments due, and we defend claims where they are brought.

The grievance step and its deadline are where most employee claims are lost. If you have been dismissed or your dues are unpaid, take advice within days: the internal step usually has to come first and it is measured in a short number of days.

What helps

  • The appointment letter, contract and service rules
  • The termination or dismissal letter, with its date
  • Pay records, attendance and any provident fund statements
  • The grievance letter and the employer’s response

Where it is heard, and how long it takes

Claims go to the Labour Court, with appeal to the Labour Appellate Tribunal. Labour Court matters commonly run several months to over a year. The short pre-litigation deadlines at the start are the sharpest risk in this area.

Illustration representing employment disputes
How a labour claim runs
1

Check the deadlines

We identify the grievance period and the limitation for the claim.

2

Take the internal step

We raise the grievance properly so the claim is not defeated on procedure.

3

File in the Labour Court

We bring or defend the case and quantify the dues.

4

Appeal if needed

We take the matter to the Labour Appellate Tribunal where the outcome requires it.

The pre-litigation deadlines are the sharpest risk here.Book a Consultation

Read the free guides first

Most of what clients ask at a first meeting is answered step by step in our free guides. Read the ones below first; book a consultation when you want the chamber to act.

Common questions

I was dismissed without notice. What can I do?

You may have claims for wrongful termination and unpaid dues, but there is usually a grievance step with a short deadline before the Labour Court. Act within days rather than weeks.

What am I entitled to on termination?

It depends on the ground for termination and your length of service, and it can include notice pay, compensation, gratuity and other dues. We calculate it against the Act and your contract.

Can an employer dismiss for misconduct without an inquiry?

The Act prescribes a procedure for misconduct, and skipping it is the most common reason employer decisions are overturned. We advise employers on getting this right.

My company has not paid my salary. What can I do?

Wages must be paid within seven working days after the wage period ends (s.123, Bangladesh Labour Act 2006). Send a written demand; if it is ignored, apply to the Labour Court under section 132, generally within 12 months of the date the wages fell due.

How do I file a case in the Labour Court?

For dismissal or termination, first serve a written grievance on the employer within 30 days (s.33). If the employer does not resolve it in time, file a complaint in the Labour Court within the period section 33 allows. Bring your appointment letter, ID card, pay slips and the termination letter.

Deal with an employment dispute

Short deadlines. Act within days. A written assessment costs nothing.

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