Workplace Harassment Laws in Bangladesh RMG

In Bangladesh’s ready-made garments (RMG) sector, where over four million people—mostly women—work tirelessly to drive the country’s largest export industry, safety and dignity at work should be non-negotiable. Yet, harassment at the workplace has remained an under-addressed issue for years. As global buyers and civil society demand better accountability, the spotlight is now firmly on harassment policy Bangladesh garments sector must enforce—not just on paper, but in practice. Today, workplace harassment laws are more than compliance—they’re a step toward an equitable and empowered workforce.

Harassment Policy Bangladesh Garments: Legal Framework and Industry Mandates

Workplace harassment, in the context of RMG, includes physical, verbal, psychological, and sexual misconduct experienced by employees—often by supervisors or peers. For an industry with a predominantly female workforce, ensuring a safe environment is critical for retention, productivity, and ethical compliance.

The primary legal instruments addressing harassment in Bangladesh include:

• High Court Guidelines (2009): These provide a framework for prevention and redress of sexual harassment, requiring internal complaints committees in all organizations.
• Labour Act 2006 (Amended 2018): Mandates the formation of participation committees and requires non-discrimination in employment practices.
• National Women Development Policy: Encourages female leadership and protection in workplaces.

In addition, the Bangladesh Garment Manufacturers and Exporters Association (BGMEA) has partnered with international organizations to promote workplace safety through codes of conduct and regular compliance audits. Many international buyers now require zero-tolerance harassment policies as part of supplier agreements.

Current Practices and Gaps in Implementation

Although policies exist, enforcement and awareness are still lacking across many RMG factories. Internal complaints committees (ICCs)—mandated by the High Court—are missing or non-functional in many cases. Victims often fear retaliation or losing their jobs, which leads to underreporting.

Studies by rights groups have shown that verbal abuse, inappropriate behavior, and gender-based discrimination remain prevalent in low-compliance factories. Furthermore, male-dominated leadership in factories often lacks training in gender sensitivity or grievance handling.

Key challenges include:

• Lack of awareness among workers about their rights.
• No trained HR personnel to address complaints sensitively.
• Fear of job loss or stigma among female workers reporting harassment.
• Inadequate training and monitoring by factory management.

These gaps not only endanger worker welfare but also risk the factory’s ability to retain global buyers who demand strict adherence to ethical sourcing guidelines.

Best Practices for Addressing Workplace Harassment in RMG

Leading factories and responsible buyers are stepping up with proactive measures that go beyond legal minimums. Some best practices include:

• Establishing ICCs: Functional Internal Complaints Committees with gender-balanced representation and anonymous reporting options.
• Regular Training: Gender sensitivity, workplace behavior, and anti-harassment training for all staff, including management.
• Worker Awareness Campaigns: Posters, workshops, and hotline numbers in local languages to educate workers on rights and redress mechanisms.
• Partnership with NGOs: Collaborating with women’s rights organizations for training, counseling, and independent monitoring.
• Transparent Grievance Systems: Confidential processes with assured protection against retaliation for complainants.

Some factories have also started linking management bonuses or performance metrics to employee satisfaction and ethical conduct KPIs.

Wikipedia offers detailed insights into the legal history and developments regarding workplace harassment in Bangladesh.

Implementing a strong harassment policy Bangladesh garments sector can trust is essential to protecting its workforce and maintaining global ethical standards.

FAQs

What defines workplace harassment in the garment sector?

It includes any unwanted physical, verbal, or psychological behavior that creates an intimidating or unsafe work environment.

Are factories legally required to have harassment policies?

Yes, per High Court guidelines, all workplaces must have an Internal Complaints Committee and clear harassment prevention policies.

Do buyers monitor harassment policy implementation?

Yes, many global brands include harassment prevention and reporting procedures in their supplier audits and codes of conduct.

What support is available for victims of harassment?

Factories are encouraged to offer counseling, anonymous complaint channels, and partner with NGOs for support services.

How can factory leadership improve harassment prevention?

By conducting regular training, setting up transparent systems, and promoting a zero-tolerance culture through policy and practice.