Termination / Resignation Settlement

A resignation letter is the employee's written notice ending an employment relationship in Bangladesh. Under Section 27 of the Bangladesh Labour Act, 2006, a permanent worker resigning voluntarily must give 60 days notice (or pay the equivalent wages); a temporary worker gives 30 days. The letter should state the intent to resign, the last working day calculated from the notice period, willingness to complete pending handover, and a request for the employer's acceptance and final settlement. A well-drafted resignation preserves the employee's entitlement to gratuity, provident fund, and encashment of accrued leave — vague or improperly-served resignations can lead to disputes about the effective date.

Stamp & registrationA resignation letter needs no stamp duty or registration. It is delivered on plain paper (or by email with the physical letter following). The employer typically issues an acceptance letter or acknowledgement of receipt, which becomes the anchor date for calculating the final settlement — full and final of dues, gratuity per Section 2(10), festival bonus proration, and encashment of any accrued leave.

What this agreement typically contains

Employee full name, employee ID, designation, department
Employer name and addressee (usually HR head or reporting manager)
Date of resignation letter
Effective notice period start date and calculated last working day
Reason (optional — courteous, not required by law)
Willingness to complete handover and knowledge transfer
Request for acceptance and full-and-final settlement
Employee signature

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Frequently asked questions

How much notice must an employee give when resigning in Bangladesh?: Section 27 of the Bangladesh Labour Act, 2006 requires 60 days notice from a permanent worker who resigns voluntarily; a temporary worker gives 30 days. Employees may instead pay the employer wages for the un-served notice period. During probation Section 27 permits 30 days notice. Any employment contract clause requiring longer notice (some multinationals demand 3 months for senior roles) is enforceable only if it does not effectively bond the employee — the statutory floor is a right, not a ceiling.
Can the employer refuse to accept my resignation?: No. Resignation is a unilateral act of the employee that takes effect on expiry of the notice period regardless of employer acceptance. Section 27 does not require acceptance. Employer refusal cannot force the employee to continue working; if the employer withholds the release letter or final settlement to pressure the employee to stay, that is illegal retention of dues and can be challenged in the labour court under Section 213.
What am I entitled to receive at final settlement?: Full pending salary up to the last working day, encashment of accrued but unused earned leave (subject to any contract cap), festival bonus proration for the calendar year worked, gratuity under Section 2(10) if you have completed the minimum service (usually one year continuous), provident fund member and employer contribution (per PF trust rules), and TDS certificate for the fiscal year. The employer should also issue a release letter or experience certificate for the period served.

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What this agreement typically contains

Employee full name, employee ID, designation, department

Employer name and addressee (usually HR head or reporting manager)

Date of resignation letter

Effective notice period start date and calculated last working day

Reason (optional — courteous, not required by law)

Willingness to complete handover and knowledge transfer

Request for acceptance and full-and-final settlement

Employee signature

Frequently asked questions

How much notice must an employee give when resigning in Bangladesh?

Section 27 of the Bangladesh Labour Act, 2006 requires 60 days notice from a permanent worker who resigns voluntarily; a temporary worker gives 30 days. Employees may instead pay the employer wages for the un-served notice period. During probation Section 27 permits 30 days notice. Any employment contract clause requiring longer notice (some multinationals demand 3 months for senior roles) is enforceable only if it does not effectively bond the employee — the statutory floor is a right, not a ceiling.

Can the employer refuse to accept my resignation?

No. Resignation is a unilateral act of the employee that takes effect on expiry of the notice period regardless of employer acceptance. Section 27 does not require acceptance. Employer refusal cannot force the employee to continue working; if the employer withholds the release letter or final settlement to pressure the employee to stay, that is illegal retention of dues and can be challenged in the labour court under Section 213.

What am I entitled to receive at final settlement?

Full pending salary up to the last working day, encashment of accrued but unused earned leave (subject to any contract cap), festival bonus proration for the calendar year worked, gratuity under Section 2(10) if you have completed the minimum service (usually one year continuous), provident fund member and employer contribution (per PF trust rules), and TDS certificate for the fiscal year. The employer should also issue a release letter or experience certificate for the period served.