Immigration support for hiring expatriates in Bangladesh

Bangladesh allows foreign nationals to work only when the employer can show a legitimate need for overseas expertise and can evidence compliant sponsorship, work authorisation, and ongoing local compliance.

For global employers, the practical problem is rarely “how do we get a visa”. It is how to ensure the hire is legally employable in Bangladesh, remains employable at renewal time, and does not create avoidable exposure through inconsistent sponsor, job scope, payroll, or reporting.

Who issues work permission in Bangladesh

Most private-sector expatriate work permission flows through Bangladesh Investment Development Authority (BIDA) via its One Stop Service (OSS) portal, including work permits and mandatory security clearance steps.

Bangladesh also distinguishes employment visas by category (for example E and E-1).

What employers must get for an expat to work legally

In practice you are managing three connected requirements:

1. Visa recommendation and entry on the correct visa

Bangladesh missions describe the E visa category for employment. In many cases, the visa recommendation is processed through BIDA’s OSS service line for commercial offices / investment-related cases.

2. Work permit: employer- and role-linked

BIDA runs the work permit application process through OSS and the permit is awarded via an inter-ministerial process. BIDA also publishes the document expectations for new work permits (for foreign/joint venture investment cases) such as board resolution details, passport/visa pages and related corporate documents.

3. Security clearance: mandatory and time-sensitive

BIDA states that all foreign investors and foreign employees must apply for security clearance via the OSS portal, and that failure to submit within the time specified in the work permit renders the permit invalid. BIDA also notes a “deemed granted” rule if no objections are raised within 21 working days.

Separately, the Special Branch security clearance guidance lists typical supporting documents (appointment letter, work permit, visa recommendation, TIN/tax certificates, trade licence, etc.).

Real timelines you can plan against

There are two different “clocks” employers should plan for:

BIDA service timelines for the work permit action itself
BIDA lists a service time of 16 working days for “Work permit (new)” for commercial offices through OSS, with a stated fee of BDT 25,000 (online payment).
The broader end-to-end time to get a person working compliantly
The overall timeline is often longer than the work-permit service time because it includes visa issuance through a mission, the security clearance step, and practical sequencing. (This is where poorly prepared cases slip by months.)

Renewal outcomes in Bangladesh are closely tied to consistency across the approval file. Where the sponsoring employer named in the work permit differs from the employer referenced in employment or assignment documentation, or where the commercial reality does not clearly correspond to the permit record, renewal review becomes more complex. This is particularly relevant in cases where the original approval relied on a narrowly defined business justification, as renewal assessments tend to revisit the full context rather than only the permit validity period.

Job scope drift

Work permission in Bangladesh is issued for a specific role under a named sponsor. Over time, it is common for responsibilities, reporting lines, or work locations to evolve, particularly in longer assignments. Where these changes are material and not reflected in the permit record, renewal may require reassessment rather than simple extension. This does not imply non-compliance, but it does affect how authorities evaluate continuity of approval.

Security clearance timing

Security clearance is a required step following work permit issuance and is subject to defined submission timelines. Where clearance is not submitted within the prescribed window, the permit may cease to be effective, regardless of the underlying merits of the application. In practice, this is a sequencing issue rather than a substantive one, but it has a direct impact on renewal eligibility.

Tax and payroll consistency

During renewals or related administrative reviews, authorities may also consider whether payroll and tax handling align with the approved employment arrangement. Situations where salary payment, reporting, or tax treatment differs from the employer and role reflected in the permit can complicate extensions or related processes. These issues are typically easier to address when identified early in the assignment lifecycle.

Employing expatriates in Bangladesh without a local entity

Local employer requirement

Bangladesh requires foreign nationals to be employed by a legally recognised local employer for work authorisation purposes. Where a foreign company does not have an incorporated presence, expatriate hiring is still possible, but only if the employer role is assumed by a locally established organisation that can lawfully employ staff, issue contracts, run payroll, and appear as sponsor in immigration filings.

Use of an Employer of Record

In practice, this requirement is addressed through an Employer of Record arrangement. Under this model, the EOR becomes the legal employer for the purposes of employment law, immigration sponsorship, payroll, and statutory reporting, while the foreign company retains operational responsibility for the role itself. The EOR does not replace the need for a valid business rationale for foreign employment, but it enables that employment to take place without the foreign company establishing its own entity.

Alignment across approvals and employment records

For this approach to remain viable, the employer named in the work permit and security clearance must correspond with the entity issuing the employment contract and processing local payroll. Where these elements diverge, renewal reviews often require additional scrutiny, as authorities reassess whether the approved employment relationship continues to reflect the actual engagement. This is particularly relevant for longer assignments or where responsibilities evolve over time.

Practical use cases

Employers most commonly use this model where incorporation would be disproportionate to the scale or duration of the assignment, where the presence in Bangladesh is transitional, or where the role supports market entry, oversight, or time-bound projects. It is less frequently used for open-ended expansion or larger teams, where local incorporation typically provides greater long-term stability.

How Acumen International supports expatriate hiring in Bangladesh

Scope of support

Acumen International supports employer-led expatriate hiring in Bangladesh where immigration approval, local employment, payroll, and ongoing compliance must operate coherently over the full assignment lifecycle. The service is designed for companies that have identified the individual and the role and require a compliant way to employ that person locally, either for a defined assignment or for a longer-term presence.

Immigration coordination linked to employment

Acumen’s involvement begins before applications are submitted, focusing on aligning the intended role, sponsor, and employment arrangement with the expectations applied by Bangladeshi authorities. This includes coordinating work permit and security clearance submissions through the appropriate authority and ensuring that employment documentation and payroll arrangements correspond to what is presented in the approval file. Immigration is handled as part of an employer engagement, not as a standalone service.

Local employment and payroll delivery

Once work authorisation is granted, Acumen employs the expatriate locally through an Employer of Record arrangement. This covers issuance of a locally compliant employment contract, payroll processing in Bangladesh, and handling of applicable tax withholding and statutory reporting. The foreign company retains day-to-day oversight of the individual’s work, while Acumen assumes the local employer obligations required under Bangladeshi law.

Ongoing immigration compliance and renewals

Expatriate assignments in Bangladesh often require periodic renewals and administrative updates. Acumen supports employers throughout the assignment by managing renewals, monitoring changes that may affect permit validity, and coordinating updates where roles or assignment parameters evolve. This approach is intended to reduce disruption at renewal stage and avoid issues that arise when approvals, employment records, and payroll handling fall out of alignment over time.

What this service is not

Acumen International does not provide immigration assistance to individuals without an employer, does not act as a recruitment or placement agency, and does not submit speculative applications for roles that do not meet the threshold for foreign employment in Bangladesh. The service is designed for senior, specialist, or business-critical roles where compliant local employment is required.