BANGLADESH has emerged as one of the world’s leading labour-sending countries, with millions of migrant workers contributing to economic development both at home and abroad. Their remittances remain a cornerstone of the economy, strengthening foreign exchange reserves, supporting millions of households and helping reduce poverty.

 

 

Yet, behind this success lies a persistent challenge. Many migrant workers continue to bear high recruitment costs, accumulate debts before departure and remain vulnerable throughout the migration process. As global attention increasingly turns towards ethical recruitment and labour rights, Bangladesh has a timely opportunity to position itself as a preferred source of responsibly recruited workers for employers committed to fair labour practices.

 

 

The issue is no longer how many workers Bangladesh can send overseas. It is, rather, how the country can attract employers who value worker welfare, comply with international labour standards and invest in ethical recruitment. Achieving this requires a shift from a migration model driven primarily by numbers to one centred on quality, transparency and worker protection.

 

 

 

Around the world, governments, multinational corporations, investors and consumers are demanding greater accountability in labour recruitment. International frameworks such as the International Labour Organization’s Fair Recruitment Principles, the United Nations Guiding Principles on Business and Human Rights and emerging human rights due diligence regulations in Europe are compelling employers to examine their labour supply chains more closely.

 

 

Many leading companies have consequently adopted the Employer Pays Principle, under which employers, not workers, cover recruitment costs. The objective is to eliminate debt bondage, reduce exploitation and ensure that labour migration remains a pathway to opportunity rather than indebtedness. For Bangladesh, this global shift presents an opportunity to attract employers seeking skilled, reliable and ethically recruited workers while simultaneously strengthening protection for its migrant workforce.

 

 

Responsible employers offer more than jobs. They are generally associated with better wages, safer working conditions, stronger grievance mechanisms and greater respect for workers’ rights. They are also more likely to provide stable employment and invest in workforce development. Recruiting through such employers creates benefits for all. Workers enjoy safer and more rewarding employment, destination countries gain productive and motivated employees and Bangladesh enhances its reputation as a trusted supplier of skilled labour.

 

 

Moreover, ethical recruitment is becoming a competitive advantage. As destination countries and multinational corporations increasingly prioritise compliance with labour rights standards, countries that can demonstrate transparent and responsible recruitment systems will be better positioned in the global labour market.

 

 

To attract such employers, Bangladesh must send a clear message that ethical recruitment is not merely a policy aspiration but a national commitment.

One practical step would be establishing a responsible employer partnership programme under the expatriates’ welfare and overseas employment ministry and the Bureau of Manpower, Employment and Training. Employers that consistently comply with fair recruitment standards could receive formal recognition and preferential access to recruitment services.

 

 

A publicly accessible registry of accredited employers would further strengthen transparency. Such a database would identify employers with proven records of compliance, worker protection and adherence to fair recruitment principles. It would encourage employers to improve their practices while enabling workers to make more informed choices.

 

 

Bangladesh should also deepen collaboration with industry associations, chambers of commerce and multinational corporations in destination countries. Rather than relying solely on relationships with individual employers, engaging industry-wide platforms could generate broader commitments to responsible recruitment.

 

 

Equally important is promoting Bangladesh internationally as a reliable source of skilled and responsibly recruited workers. Labour wings at overseas missions, bilateral labour dialogues and participation in international migration forums should be used strategically to reinforce this message.

 

 

One of the greatest challenges, however, is ensuring that employers who publicly endorse ethical recruitment genuinely comply with the Employer Pays Principle. Achieving this requires a balanced combination of incentives and accountability.

 

 

Responsible employers should receive tangible benefits. These may include priority processing of labour demands, faster recruitment approvals, access to government-supported recruitment events, public recognition through awards or certification programmes, inclusion in preferred employer databases and stronger collaboration with Bangladesh missions abroad. Such incentives reward good practice while encouraging other employers to adopt similar standards.

 

 

At the same time, voluntary commitments alone cannot guarantee compliance. Employers and recruitment agencies should be required to disclose all recruitment-related costs. Transparent reporting systems would enable authorities to determine whether workers are being charged illegal fees and whether employers are genuinely complying with the Employer Pays Principle.

 

 

Digital monitoring systems could further strengthen accountability by allowing migrant workers to report recruitment expenses anonymously and flag violations. Such platforms would provide valuable evidence for policymakers while helping identify patterns of abuse.

 

 

Where violations occur, meaningful consequences are essential. Employers and recruitment agencies found imposing illegal recruitment costs should face sanctions, including suspension from recruitment activities, financial penalties and public disclosure of repeated violations.

 

 

Introducing joint liability provisions would further strengthen enforcement. Under such a framework, employers and recruitment agencies would share responsibility for unlawful recruitment charges imposed on workers, encouraging greater oversight throughout the recruitment chain.

 

 

The Bureau of Manpower, Employment and Training and recruitment agencies also have a pivotal role to play. Rather than viewing agencies simply as intermediaries, the government should encourage them to become partners in ethical recruitment. Agencies that consistently demonstrate compliance with fair recruitment standards should receive incentives, public recognition and opportunities to participate in pilot initiatives with responsible employers.

 

 

At the same time, stronger auditing, licensing requirements and digital oversight mechanisms are needed to identify unethical practices and improve accountability. The Bureau of Manpower, Employment and Training can reinforce these efforts by integrating responsible recruitment indicators into its licensing, monitoring and evaluation systems.

 

 

Bangladesh has already made notable progress in labour migration governance through investments in skills development, migrant welfare and digital service delivery. The logical next step is to establish itself as a recognised regional leader in ethical recruitment.

 

 

A national strategy on responsible recruitment could bring together government agencies, recruitment agencies, employers, development partners and civil society around a common vision. It should establish measurable targets for reducing recruitment costs, improving employer compliance, strengthening worker protection and ensuring effective grievance redress.

 

 

Such an approach would not only improve conditions for migrant workers but also strengthen Bangladesh’s bargaining position with destination countries and attract employers that value ethical recruitment.

 

 

Ultimately, the future of labour migration is not about sending more workers abroad. It is about ensuring that migration is safe, fair and beneficial for everyone involved. Global demand for responsible recruitment now aligns closely with Bangladesh’s own interest in protecting migrant workers while enhancing its competitiveness in international labour markets.

 

 

By combining incentives with effective enforcement, improving transparency and strengthening international partnerships, Bangladesh can attract employers who genuinely respect workers’ rights and uphold the Employer Pays Principle. In doing so, it can position itself not simply as a major labour-sending country but as a trusted global partner in ethical labour migration.

 

 

 

The message should be unequivocal: Bangladesh welcomes employers who are committed to fair recruitment, respect workers’ rights and share the responsibility of building a migration system that benefits workers, employers and society alike.

 

 

 

Debabrata Ghosh, an assistant director at Bureau of Manpower Employment and Training, is a fellow of the Migration Policy Centre at European University Institute.