Workplace Safety · Bangladesh
Anti-Harassment Policy and Complaint Committee in Bangladesh
Put a written anti-harassment policy, a properly formed complaint committee and a fair complaint process in place, so your company meets the Bangladesh Labour Act and your people know exactly where to go if something goes wrong.
Definition
What Is an Anti-Harassment Policy?
An anti-harassment policy is an employer’s written rulebook that defines harassment and sexual harassment, explains how to report it, sets up a complaint committee to investigate, and states the action the company will take, in line with Section 332 of the Bangladesh Labour Act 2006, Rule 361A of the Bangladesh Labour Rules 2015 and the 2009 High Court guidelines.
The policy only works if people trust it. That means a committee they can reach, a process that is fair to both sides, and a promise that nobody is punished for speaking up.
Who the policy should protect
- 1Permanent, probationary and temporary employees
- 2Interns, trainees and job applicants
- 3Contract and agency staff, visitors and clients on site
Verbal
- Sexual jokes or remarks about the body
- Indecent words or comments
- Threats or pressure for a relationship
Non-verbal
- Showing sexual images or videos
- Offensive gestures or staring
- Posters or wall writing
Physical
- Unwanted touching
- Blocking someone's way
- Any physical contact with bad intent
Digital
- Messages, emails or SMS
- Calls or social media posts
- Sharing private images
The legal framework
Four Layers of Anti-Harassment Law in Bangladesh
Your policy has to satisfy all four at once. Here is how they stack up, from the foundation to the newest rule.
Bangladesh Labour Act, Sections 332 and 332A
Adds legal definitions of sexual harassment and gender-based violence and requires a five-member complaint committee, chaired by a woman with a majority of women members.
ILO Violence and Harassment Convention (C190)
Bangladesh ratified C190 on 20 November 2025. It covers everyone in the world of work, including interns, job applicants and people working regardless of contract type.
Bangladesh Labour Rules 2015, Rule 361A
Requires a complaint committee of at least five members, mostly women and headed by a woman, a written prevention guideline for all staff, a complaint box and a complaint register.
High Court guidelines on sexual harassment
The foundation. Defines sexual harassment, requires a complaint committee in every workplace, protects the identity of the people involved and requires action within 30 days of a finding.
Each layer builds on the one below it. The 2009 guidelines still apply wherever the newer rules are silent.
The committee
How to Form a Harassment Complaint Committee
Every workplace needs a complaint committee of at least five members. A woman must chair it and most of the members must be women. Members should be senior enough to be taken seriously and trusted enough that staff will actually come to them.
The 2009 High Court guidelines asked for two members from outside the organisation. Newer draft rules make outside members subject to availability, but an independent external member still makes the committee far more credible when a complaint involves a senior manager.
Paperwork the committee needs
- 1Board or management resolution forming it
- 2Appointment letters and terms of reference
- 3Names and contacts displayed to all staff
Committee5 MEMBERS MINIMUM
From complaint to closure
How a Harassment Complaint Is Handled
Six stops, in this order. Skipping one is how fair complaints turn into disputes.
Report
By complaint box, email, phone or directly to any committee member.
RequiredRecord
Entered in the complaint register and acknowledged in writing.
RequiredProtect
Interim steps such as separate reporting lines or shifts, and a clear ban on retaliation.
Good practiceInvestigate
Both sides heard, witnesses and evidence reviewed, names kept confidential.
RequiredDecide
Written findings and a recommendation to management.
RequiredAct
Disciplinary action within 30 days of a finding, and criminal acts referred to the court.
RequiredHarassment rules sit inside your wider employment obligations. See labour law compliance in Bangladesh for the full picture.
What we do
Our Anti-Harassment Compliance Service
Everything a Bangladesh workplace needs, from the first draft of the policy to the yearly review.
Policy drafting
A clear anti-harassment policy in English and Bangla, fitted to your workplace and the current law.
Committee setup
Composition check, appointment letters, terms of reference and the resolution that forms it.
Complaint channels
Complaint box, register, email and phone routes that people can use safely.
Training
Short sessions for staff, managers and committee members on behaviour, reporting and fair hearings.
Investigation support
Help for the committee to plan interviews, weigh evidence and write findings that hold up.
Annual review
A yearly check of the policy, records and committee as the law and your team change.
FAQs
Anti-Harassment Policy and Committee: FAQs
Is an anti-harassment committee mandatory in Bangladesh?
Yes. Rule 361A of the Bangladesh Labour Rules 2015, added in 2022, requires every workplace to form a complaint committee, and the 2026 amendment to the Bangladesh Labour Act puts the requirement into Sections 332 and 332A. The 2009 High Court guidelines also apply to all workplaces.
Who should sit on the complaint committee?
At least five members, with a woman as chair and a majority of women members. The 2009 High Court guidelines asked for two members from outside the organisation. Newer draft rules make outside members subject to availability, but we recommend at least one independent external member with legal or gender expertise.
What counts as sexual harassment at work?
Unwelcome sexual behaviour of any kind: indecent remarks or jokes, unwanted touching, showing sexual images, sexual messages by email, SMS or social media, threats or pressure for a relationship, and asking for sexual favours in return for job benefits.
How should an employee report harassment?
Through any channel the policy sets up: the complaint box, a dedicated email or phone line, or directly to any committee member. Every complaint should be entered in the complaint register and acknowledged in writing.
How long should an investigation take?
The implementing rules for the 2026 amendment have not yet set a timeline. The 2009 High Court guidelines require the employer to act within 30 days of a finding. We recommend your policy sets a clear target, for example completing the investigation within 30 days of the complaint.
Is the complainant's identity kept confidential?
Yes. The 2009 High Court guidelines say the names and addresses of the complainant and the accused must not be disclosed until the allegation is proved. Your policy should also protect witnesses and ban any retaliation.
Does the policy cover interns, contractors and visitors?
It should. ILO Convention 190, which Bangladesh ratified in November 2025, covers everyone in the world of work, including interns, trainees, job applicants and people working regardless of their contract type.
Does the policy need to be in Bangla?
The Labour Rules require the prevention guideline to be circulated to all employees. In practice that means a Bangla version every worker can read, alongside English for management and foreign head offices.
Set Up a Policy and Committee That Actually Works
Tell us your headcount, where your people work and what you already have in place. We will review your policy and committee against the current law and send a fixed quote to close the gaps.