Bangladesh has introduced a major change to its labour law by allowing just 20 workers in any establishment to apply to form a trade union, under the Bangladesh Labour (Amendment) Ordinance, 2025.

President Md Shahabuddin promulgated the ordinance on November 17, revising several provisions of the law, expanding workplace definitions and categories, and introducing new safety, hygiene, and maternity-related obligations for employers across multiple sectors.

Under the new rule, at least 20 workers in any establishment may jointly apply for registration, although the ordinance sets additional membership thresholds for final approval.

These thresholds scale with the size of the workforce, ranging from 20 members in establishments with up to 300 workers to 400 members where more than 3,001 workers are employed.

Beyond unionisation rules, the ordinance brings extensive changes to Section 2, the interpretation and definitions clause of the Labour Act.

Several new definitions have been added and existing ones broadened to reflect evolving workplace realities.

A new definition of “seafarers” expands the category of maritime workers covered by the Act, while the updated definition of “commercial establishment” now includes a wider range of business activities, such as trading houses, banks, insurance firms, warehouses, restaurants and entertainment venues.

The definition of “residential hotel or hostel” has been revised to include a broader set of employer-provided lodging arrangements, bringing more accommodation facilities under statutory safety and welfare requirements.

The ordinance also expands the definition of “port worker”, covering workers engaged in loading, unloading, warehousing, stevedoring and other dockside functions, alongside a clearer classification of “port premises”.

These changes provide stronger legal protection for a large segment of the logistics workforce operating in high-risk environments.

A further set of additions includes technical classifications, occupational codes and hazard definitions, which will influence how inspectors assess compliance and how employers manage workplace safety.

Significant changes also apply to maternity protection, workplace health, hygiene and occupational safety.

Although core entitlements such as 16 weeks of maternity leave remain unchanged, the ordinance prohibits assigning pregnant or breastfeeding workers to hazardous tasks involving toxic chemicals, radiation, extreme heat, whole-body vibration, heavy manual work and certain infectious risks.

Employers must now reassign such workers to safer duties without loss of pay, conduct medical assessments where necessary, and maintain proper records.

New Standard Operating Procedure (SOP) requirements mean employers must adopt documented safety processes, conduct regular training and keep compliance records for inspection. Non-compliance with SOPs has been added to the penalties section as a specific offence.

The Labour Act—covering hygiene and occupational safety—are indirectly strengthened through the expanded definitions and hazard classifications.

In sectors identified as hazardous, employers must now follow SOP-driven hygiene requirements, provide certified protective equipment and demonstrate continuous monitoring of workplace risks.

Inspectors have been given clearer benchmarks against which to assess safety failures, and accidents occurring in classified hazard zones may attract stricter scrutiny.