Introduction

The Bangladesh Labor Act 2006 (BLA) is created to safeguard the benefit of both the employer and the worker. We know that in Bangladesh, more than 18.1 million women work there. In percentage which is almost 29.1%. So, it is very necessary to make sure that, are they getting equal rights and privileges. The good news is that The Bangladesh Labor Act 2006 is ensuring women’s rights and privileges. Now we are giving a short note about women’s rights and privileges mentioned in The Bangladesh Labor Act 2006 (BLA) below:

Maternity Benefits under the Bangladesh Labor Act 2006

Chapter IV of The Bangladesh Labor Act 2006, ensures maternity benefits as maternity benefits are the rights of every woman when she conceives. According to Section 46 of The Bangladesh Labour Act 2006, every women worker shall be entitled to maternity benefits from her employer for the period of eight weeks preceding the expected day of her delivery and eight weeks immediately following the day of her delivery, and her employer shall be bound to give her this benefit.

Section 48 says the payment of maternity benefits will have to be calculated according to an average of three months of salary before leave or an average of daily wages for the period of her actual absence depending on the nature of her job. The payment of maternity benefits shall be made wholly in cash.

Moreover, employers are prohibited from discharging, dismissing, and terminating any pregnant woman before six months of the date of her delivery and eight weeks after the date of delivery. If the employer gives notice or order of dismissal, discharge, or removal to a woman ‘without sufficient cause’ within the above-mentioned period, she will not be divested of the maternity benefit to which she may have become entitled according to the Bangladesh Labor Act 2006.

Restriction of Employment of Women in Certain Work

If any woman is working in any establishment as an adolescent worker then Sections 39, 40, and 42 shall apply as per Section 87 of The Bangladesh Labor Act 2006.

Rest Room Facilities

According to Section 93(3) of The Bangladesh Labor Act 2006, in every establishment where more than 25 female workers are employed, separate rest room shall be provided for female workers and where less than 25 female workers are employed, separate screened spaces shall be provided in the rest room for female workers.

Limited Hours of Work for Woman Workers

According to Section 109 of The Bangladesh Labor Act 2006, No woman worker shall, without her consent, be allowed to work in an establishment between 10 p.m. and 6 a.m.

Conduct towards Women

Where any woman is employed in any work of any establishment, whatever her rank or status, no person of that establishment shall behave with her indecent or unmannerly, which is repugnant to the modesty of that woman. In the case of sexual assault and harassment within the workplace, the woman employee can file a criminal case against the offender. The offender could include other male employees or even the employer. Even if the local police station denies registering any such cases, as is often the case in our country, the woman employee can alternatively file a criminal case at the magistrate court.

Payment of Equal Wages for Equal Work

According to Section 345 of The Bangladesh Labor Act 2006, In determining wages or fixing the minimum rate of wages for any worker, the principle of equal wages for male, female, and handicapped workers for work of equal nature or standard or value shall be followed and no discrimination shall be made in this respect on the ground of being male-female-handicapped.

Conclusion

In cases of refusal of such benefits by any employer, the woman worker can take legal action against the employer and pursue justice in the Labor Court of Bangladesh. In cases of unfair dismissals, she can go to the Labor Court as well. If the woman worker is a permanent employee of any establishment, the employer has to give at least four months’ notice before terminating her permanently. Alternatively, if the employer terminates her instantly, the employer has to give her four months’ wages during such termination. The terminated woman employee is also entitled to other compensation according to her years of service.