In conversation with Taslima Akhter, President of Garments Workers Solidarity and Member of the NTCC and Labour Reform Commission 2024
The Daily Star (TDS): How do you assess the Labour Ordinance 2025?
Taslima Akhter (TA): A large proportion of those who lost their lives in the 2024 mass uprising were working people. Students, workers, and women — thousands sacrificed their lives, and we believe that the 2024 mass uprising laid the foundation for the Labour Ordinance 2025.
A total of 125 sections have been amended or revised in the ordinance. In my view, the interim government has attempted to strike a balance between the demands of both workers and owners. Although some disagreements remain between the two sides, whatever progress has been achieved is, I believe, significant for workers and for the labour sector as a whole.
For the first time, National Tripartite Consultative Council (NTCC), formed after the mass uprising, had the opportunity, space, and sincerity to work free from political influence. The NTCC brought together the views of workers, employers, and the government. In the past, the NTCC had never spent so much time or held such extensive discussions on labour law.
TDS: How will the Ordinance be implemented?
TA: This Ordinance now functions as law. After the election, the newly elected parliament will begin the process of converting the Ordinance into permanent legislation. Until then, this is the law — and it must not remain confined to paper. Practical implementation must begin now.
Issues raised by us or by employers, where we still have questions or objections, should be addressed through continued engagement in the coming days. The interim government must quickly take initiatives during its remaining tenure to clarify the ambiguous areas through rules and regulations.
At the same time, for the advancement of workers and the labour sector, the government and both parties — workers and employers — must undertake extensive outreach so the law can be applied properly. The language of the labour law remains so complex that even educated people struggle to understand it, let alone workers. It is urgently necessary to simplify its legal terminology and present the law clearly in Bangla so that everyone can grasp and apply it.
TDS: Do you think the Ordinance will meaningfully expand workers' rights and opportunities?
TA: Let me begin with some of the gains that have received less attention. One of our key proposals was to replace the word mohila with nari throughout the labour law. The word mohila originates from mohol, the inner quarters of traditional households, and historically reinforced the notion that women's work holds lesser value. Both employers and workers agreed to this change. In the Labour Ordinance 2025, the word nari has now been substituted for mohila across the law.
This time, a new clause — 345A — has been introduced to prohibit discrimination against workers. Here, discrimination refers to any form of distinction, exclusion, or lesser treatment based on race, colour, gender, religion, political opinion, nationality, social status, or disability — practices that undermine equality of opportunity and treatment at work. Alongside the existing clause on equal pay for equal work, new clauses 345A, 345B, and 345C have been added to expand and clarify the definitions and forms of discrimination.
Section 332, previously titled Behaviour towards women, has been renamed to emphasise the responsibility of all to prevent violence in the world of work and at the workplace. Although we repeatedly submitted written recommendations to replace subjective terms such as decency, modesty, and obscenity, those changes were not adopted. However, a new section — 332A— establishes committees for the resolution of discrimination, violence, and harassment, in line with the 2009 High Court guidelines and our long-standing demands. In addition, Clause 12(b) of Section 2 has incorporated a definition of gender-based violence and harassment in the workplace. These changes also align with ILO Convention 190.
At the same time, Bangladesh has ratified a total of three ILO conventions—Convention No. 190 and Conventions Nos. 155 and 187 (both of which aim to ensure workers' safety, health, and protection in the workplace, though they differ in emphasis and scope). The core principles of these conventions have also been reflected in our national laws.
TDS: Union registration can now begin with just 20 workers. Employers fear this may create instability. What is your view?
TA: I don't see it that way. In fact, I believe the new Ordinance will enhance workers' freedom of association and help stabilise the labour sector. Workers will be able to negotiate in a more democratic work environment.
It also provides a pathway for Bangladesh to move past longstanding ILO complaints. Ultimately, a stable workforce and improved workplace relations will encourage foreign investment.
For many years, the workers have demanded easing registration requirements and shifting from percentage-based requirements to a fixed numerical threshold. Under the old law, union registration required the consent of 20% of workers in an establishment and 30% in an industrial group. The entire process had become highly politicised.
The Ordinance now allows union formation across five tiers:
• 20 to 300 workers = 20 members
• 301 to 500 workers = 40 members
• 501 to 1,500 workers = 100 members
• 1,501 to 3,000 workers = 300 members
• Above 3,000 workers = 400 members
Other registration conditions have also been simplified. Although some complexities remain, the process is now far easier than before.
TDS: What other important additions or deletions do you see in the Ordinance?
TA: Several significant changes have been made among the 125 amended sections. Some notable ones include:
• Bangladesh has approximately 7.5–8 crore (75–80 million) workers, of whom only 15% were legally recognised as "workers". The demand for recognising all workers and ensuring social protection was raised in both the Labour Commission and the NTCC, though not fully achieved. However, for the first time, domestic workers have been recognised as workers (Section 2/9B). This is a major step forward, allowing domestic workers to form organisations.
• Section 118(1): Festival holidays have increased from 11 to 13 days.
• Minimum wage, Section 139(6): Instead of revision every five years, wages must now be revised every three years.
• Death compensation (Section 19): Eligibility has been reduced from two years of continuous service to one year.
• Lay-off compensation (Section 16): Previously required one year of continuous service; now workers will qualify after three months.
• Resignation benefits (Section 27/4): Previously, anyone with less than five consecutive years of service received no benefits. Now:
o After one year of service: 7 days' wages per year
o From 3 to 10 years: 15 days' wages per year
o More than 10 years: 30 days' wages per year or gratuity
• Employment Injury Scheme Fund (Section 151A): A new fund will be established for compensation due to workplace accidents.
• Provident Fund is now mandatory in establishments with 100 or more workers. Earlier, it was optional.
• The definition of worker has been expanded, Section 2(65).
TDS: What key issues were left out of the Ordinance?
TA: Several important demands and long-standing aspirations of workers remain unfulfilled. For example, despite repeated calls from workers, the national minimum wage commission and a framework for determining a national minimum wage were not included in the ordinance.
Maternity leave still remains discriminatory across the public and private sectors. Government employees receive 180 days of leave. We had proposed extending maternity leave to 180 days for all workers. Instead, the existing 112 days have been increased to only 120 days — a mere eight-day rise.
Even after the tragedies of Rana Plaza and Tazreen, demands to revise compensation standards were not fulfilled. The current Ordinance has not clearly defined or increased penalties for deaths caused by negligence or for structural killings.
We believe it is unrealistic to expect all demands to be met at once. The amendment of 125 sections is already a major achievement in our legislative history and sets a new precedent. Reforming labour laws is an ongoing process.
The interview was taken by Md Raihan Raju of The Daily Star.
