Unpaid Wages and Wrongful Termination

What this covers

This page is for workers and employees who searched for an unpaid salary complaint, final settlement dues, termination benefits or a gratuity claim. It covers wages held back, dues on resignation, retrenchment, discharge, termination without cause and dismissal for misconduct, together with provident fund and gratuity. The Bangladesh Labour Act 2006, as amended by the Bangladesh Labour (Amendment) Act 2026, sets the minimum benefits and a strict grievance route before the Labour Court. Government employees follow a different route.

Wages, final settlement and service certificate

Wages must be paid within the time the Act fixes after the end of each wage period, and on resignation, retrenchment, discharge, dismissal or termination the final dues must be paid within 30 working days of the employment ending. Ask for a written statement of the final settlement and a service certificate.

Termination, retrenchment, dismissal and gratuity

The benefit depends on how the job ended and your length of continuous service. An employer ending a permanent worker’s service without misconduct must give the statutory notice or pay in lieu and compensation for each completed year of service, or gratuity if higher. Retrenchment and discharge carry their own compensation. Dismissal for misconduct requires a written charge, a chance to answer and a proper inquiry; if that procedure is skipped, the dismissal can be set aside. The 2026 amendment also changed how continuous service is counted and brought in provident fund or national pension scheme obligations for larger establishments where workers ask in writing.

Grievance, Labour Court and appeal

Under section 33 a worker with a complaint about termination or dues must first send a written grievance to the employer within 30 days of the cause, preferably by registered post with acknowledgement. The employer has 30 days to hear it and decide. If the worker is not satisfied, or no decision comes, a complaint can be filed in the Labour Court within the following 30 days. A party dissatisfied with the Labour Court’s decision can appeal to the Labour Appellate Tribunal within the time the Act allows.

What helps

• Appointment letter, contract, ID card and any promotion or increment letters
• Payslips, bank statements or mobile payment records showing wages paid and missed
• The termination, dismissal, show-cause or resignation letter, with dates
• Attendance records, leave records and any provident fund or gratuity statements
• Messages or emails with HR about unpaid dues or the end of employment

Where it is handled, and how long it takes

Claims under the Labour Act go to the Labour Court with territorial jurisdiction over the workplace, with appeals to the Labour Appellate Tribunal in Dhaka. Contested cases often take many months or longer, though many settle once a complaint is filed. Civil servants and employees of government bodies go to the Administrative Tribunal instead (see Administrative and Service Matters), and senior staff outside the worker definition may need a civil suit.