In conversation with, Ms Rupali Haque Chowdhury, President Foreign Investors’ Chamber of Commerce and Industry (FICCI)

 Interview by Barrister Omar H. Khan

Ms. Rupali Haque Chowdhury is the President of the Foreign Investors’ Chamber of Commerce & Industry (FICCI) and one of Bangladesh’s most accomplished corporate leaders. With over four decades of experience in business leadership, strategy, and corporate governance, she has played a pivotal role in shaping Bangladesh’s corporate sector. She has served as the Managing Director of Berger Paints Bangladesh Limited since 2008, after holding a series of senior leadership positions within the company since joining in 1990.

A respected voice in Bangladesh’s business community, Ms. Chowdhury is widely recognized for her leadership in promoting foreign investment, sustainable business practices, and private sector development. She has also served in leadership and board positions across several prominent business organizations and companies, including as President of the Bangladesh Association of Publicly Listed Companies (BAPLC). In recognition of her contributions to Bangladesh’s business and industrial development, she has been awarded the prestigious Commercially Important Person (CIP) status on multiple occasions.

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 How do you assess the recent amendment of the Bangladesh Labor Act, 2006 for the benefit of the workforce and the country at large?

The recent amendment to the Bangladesh Labor Act, 2006 marks a significant milestone in our journey toward aligning national labor standards with international benchmarks, particularly those advocated by the ILO and our key trading partners under the EU GSP framework and the forthcoming LDC graduation transition. The amendment reflects a thoughtful balance between safeguarding worker welfare and preserving the competitiveness of our industries.

Provisions strengthening occupational safety, broadening the scope of maternity benefits, enhancing freedom of association, and modernizing provisions on workplace harassment are particularly commendable. Equally important are the clarifications around digital and platform-based work, which acknowledge the evolving nature of employment in a post-pandemic, technology-driven economy.

From a macroeconomic standpoint, a robust and equitable labor framework enhances Bangladesh’s standing as a responsible sourcing destination, attracts foreign direct investment, and supports the ambitions of a Smart Bangladesh. For the workforce, it translates into dignity, predictability, and a clearer pathway for grievance redressal-foundational elements for inclusive growth.

2. What are the areas in the BLA that you consider need to be further improvised?

While the amendment is progressive, several areas merit further refinement.

First, the coverage of the informal sector – which constitutes nearly 85% of our workforce- remains limited. A phased framework extending core protections to informal and gig workers is essential.

Second, provisions for white-collar professionals and the services sector (including IT, financial services, and shared services) require greater clarity. The Act remains largely industrial in orientation, whereas Bangladesh’s services economy is rapidly expanding.

Third, dispute resolution mechanisms could benefit from streamlined timelines and the introduction of mediation and arbitration as preferred first-tier options, reducing the backlog in labor Courts.

Fourth, the framework around employee stock options, performance-linked incentives, and non-compete clauses needs modernization to reflect contemporary talent practices.

Finally, gender-responsive provisions – including pay equity audits, childcare facilities thresholds, and protection against workplace harassment – should be more rigorously codified and enforced

3. What -are the major 3 challenges in terms of implementation of the labor, laws in Bangladesh and how the same may be overcome?

First, capacity and resource constraints at the regulatory level. The Department of Inspection for Factories and Establishments (DIFE) and Labor Courts remain under- resourced relative to the scale of the workforce. This can be addressed through digital transformation – risk-based inspection systems, e-filing of complaints, and centralized compliance dashboards – alongside meaningful investment in human capital at the regulatory bodies.

Second, awareness and literacy gaps among workers and small employers. Many workers, particularly in SMEs and rural enterprises, are unaware of their entitlements, while smaller employers struggle to interpret compliance obligations. A national awareness campaign, supported by trade bodies, NGOs, and digital outreach in local languages, would significantly enhance voluntary compliance

Third, inconsistent enforcement across sectors and geographies. Compliance standards in export-oriented industries are markedly higher than in domestic-facing sectors. A uniform, risk-based enforcement architecture – coupled with public disclosure of compliance ratings – would create healthy peer pressure and level the Playing field.

Ultimately, tripartite dialogue between government, employers, and worker representatives remains the most sustainable enabler of effective implementation.

4. Any other comment that you consider relevant.

Labor law reform should not be viewed in isolation but as part of a broader ecosystem encompassing skills development, social protection, and ease of doing business. As Bangladesh prepares for LDC graduation in 2026, our labor standards will increasingly be scrutinized, by global buyers, investors, and development partners.

I would encourage policymakers to adopt a continuous reform mindset, rather than treating the BLA as a static instrument revisited every decade. Periodic, evidence-based reviews – informed by data analytics, industry consultations, and international best practices – will keep the framework relevant.

QUOTE: “Ultimately, tripartite dialogue between government, employers, and worker representatives remains the most sustainable enabler of effective implementation.”