In Conversation with Mr. Max Tuñón, Country Director of the International Labour Organization (ILO) in Bangladesh

Interview by Barrister Miti Sanjana

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Mr. Max Tuñón is the Country Director of the International Labour Organization (ILO) Office in Bangladesh, where he provides strategic leadership for one of the ILO’s largest country offices worldwide. In this role, he oversees a broad portfolio of programmes and initiatives aimed at promoting decent work, strengthening labour rights, fostering inclusive economic growth, and supporting sustainable social development in Bangladesh.

Prior to his current appointment, Mr. Tuñón served as the Head of the ILO Office in Doha. He has also held several key leadership and technical positions across the ILO, including assignments covering South Asia based in New Delhi, the ILO Regional Office for Asia and the Pacific in Bangkok, and China. His extensive international experience has enabled him to contribute significantly to the development and implementation of labour and employment policies across diverse regional contexts.

1. How do you assess the recent amendment of the Bangladesh Labour Act, 2006 for the benefit of workers, employers and the country at large?

The recent amendments to the Bangladesh Labour Act (BLA) represent a significant milestone in the continued modernisation of Bangladesh’s labour legislation. They reflect the Government’s commitment to strengthening the legal framework governing the labour market, and to progressively aligning national legislation with international labour standards.  

The amendments introduce many important protections for workers, including in relation to fundamental principles and rights at work. They strengthen safeguards against discrimination, violence and harassment, and forced labour. They expand the scope of workers covered by the law and reinforce the right to organise. The amendments also introduce provisions consistent with international standards on occupational safety and health, including workers’ right to remove themselves from situations presenting an imminent and serious danger. 

The Law establishes new institutions and strengthens others. Workers injured on the job will receive improved compensation, in a manner that also reduces financial risks for employers through a predictable, pooled system. Moreover, Alternative Dispute Resolution (ADR) mechanisms will provide a pathway to settle workplace conflicts fairly and efficiently outside of the court system. The responsibilities and power of labour inspectors have been clarified.

From a broader perspective, the new labour legislation contributes to sustainable economic development. Predictable and balanced labour relations help improve productivity, support responsible business conduct, and strengthen confidence among investors, buyers and trading partners. Strong labour institutions also contribute to social stability, which is essential for maintaining Bangladesh’s competitiveness in global supply chains. 

The amendments should also be viewed as part of Bangladesh’s broader labour reform agenda and its ongoing engagement with the ILO supervisory system. The ILO has had the privilege of supporting the Government, employers’ and workers’ organizations over many years through technical advice, comparative legal analysis, tripartite consultations and capacity-building. These reforms demonstrate that constructive social dialogue can deliver meaningful legislative progress. 

2. In what areas in do you consider that labour legislation could be further improved?

The recent amendments clearly represent significant progress, and the Committee of Experts on the Application of Conventions and Recommendations – an independent body of legal experts – is tasked with impartially examining whether national laws and practice in ILO Member States align with the international conventions they have ratified.

Currently, through a consultative process, the Government and social partners are translating the Labour Act into effective workplace practices by revising the Bangladesh Labour Rules (BLR). These rules serve as the “operational manual” for implementing the Act.  

Moreover, there are continued efforts to promote coherence across different labour regimes, including those applicable in Export Processing Zones. This will also contribute to greater legal certainty for employers and workers while supporting consistent protection of fundamental principles and rights at work. 

Finally, labour law reform is an evolving process. As Bangladesh’s economy continues to diversify and the labour market changes, the legal framework should continue to evolve in line with national priorities and international labour standards. A good example of this constant change is the adoption of a new international labour standard on the platform economy in June 2026, which established a global framework to help ensure that technological innovation and new business models go hand in hand with workers’ rights, fair competition and sustainable economic growth.

3. Is the ILO supporting the implementation of the legislation?

Legislative reform delivers its intended impact only when supported by effective enforcement institutions, adequate inspection capacity, accessible dispute resolution mechanisms, and awareness among employers and workers. Continued investment in institutional capacity, labour inspection, access to justice and social dialogue will be essential to realizing the full benefits of the recent amendments. 

The Government of Bangladesh has clearly identified the creation of decent working opportunities as a top priority. Delivering on these commitments will require strong institutions and constructive industrial relations. The ILO remains committed to supporting the Government and the social partners through technical expertise, evidence-based policy advice, and international experience to help build a future-ready labour market that is productive, inclusive and resilient.