Labor law in Bangladesh is primarily governed by the Bangladesh Labour Act, 2006 (amended in 2013, 2015, and 2018). This comprehensive legislation covers a wide range of issues related to employment, working conditions, and industrial relations. Key aspects of labor law in Bangladesh include employment contracts, working hours, minimum wage, leave and holidays, occupational safety and health, child labor regulations, trade union rights, termination of employment, maternity benefits, and social security provisions. The standard workweek in Bangladesh is 48 hours, with a maximum of 60 hours including overtime. Workers are entitled to one day off per week. Bangladesh has a national minimum wage system, which varies by sector. The garment industry, a major employer, has its own minimum wage structure. Workers are entitled to various types of leave, including annual leave, sick leave, and festival holidays. The law mandates safety measures and health protections for workers. This has been a focus area following industrial accidents like the Rana Plaza collapse in 2013. The minimum working age is 14, with restrictions on the type of work that can be performed by those under 18. Workers have the right to form and join trade unions, although there are some restrictions, particularly in export processing zones. The law provides guidelines for termination procedures and severance payments. Female workers are entitled to 16 weeks of paid maternity leave. The law also provides for various forms of social security, including provident funds and gratuity payments. Despite these legal protections, enforcement of labor laws remains a challenge in Bangladesh. Issues such as unsafe working conditions, low wages, and restrictions on union activities continue to be concerns, particularly in the informal sector.