Labor Rights of Tannery Workers in Bangladesh: An Overview

Abstract

Tannery in Bangladesh has long history as profitable business though it has both environmental and health hazards. Labor rights of tannery workers are disrupted and their standard of living is miserable. Nevertheless, the job of tannery workers is tedious. The aim of this paper is to explore the current status of basic labor rights maintained in tanneries based on Dhaka and Narayanganj districts of Bangladesh. This study is qualitative in nature. Primary data have been collected from tannery workers through four Focus Group Discussions (FGDs) and five observations from five different factory visits in 2021. The findings reveal that tannery workers are exploited by insufficient employment benefits and lack of welfare facilities as stated in BLA-2006. They also suffer from occupational health, hygiene and safety crisis. Long working hour and pay below minimum wage are also common in this sector. In addition, tannery workers have serious observation on their pay, leave, job security, maternity benefit etc. This paper concludes with the observations that basic labor rights at tanneries in Bangladesh are not protected, which generate grievances. This study also recommends for practicing BLA-2006 in tannery sector in order to avoid further legal obligation and possible labor unrest.

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Introduction
Bangladesh has a huge population with a large and moderate labour force
including rural and non-agricultural jobs. Modern jobs are mostly non-agricultural
jobs. Rely on all enterprises to far-reaching the labour law of all industries accept
public institutions which stipulate employment conditions, working hours, wage
levels, leave procedures, sanitary conditions, and compensation for injured workers
(Law Teacher, 2013). In any case, Bangladesh’s tannery industry is one of the most
aged manufacturing sectors in more than six decades, and the sector has the
opportunity to achieve an absolute economic growth of 3-4% (Azom et al., 2012).
Bangladesh has a long history of leather making business. The main tannery in
Bangladesh was established in Narayanganj in 1940 by the late RP Saha, a well-
known business visionary (Biswas & Rahman, 2013). When the tanning industry
started, the tannery was usually located in Narayanganj, but the Hazaribagh area of
Dhaka City is currently the main area for the tannery in Bangladesh (Biswas &
Rahman, 2013). However, government authorities in Bangladesh are trying to move
Kardan Journal of Economics and
Management Sciences
5 (1) 78–92
©2022 Kardan University
Kardan Publications
Kabul, Afghanistan
DOI: 10.31841/KJEMS.2022.111
https://kardan.edu.af/Research/CurrentIssue.
aspx?j=KJEMS
Mia, Md. Tuhin
Sarker, Md. Atiqur Rahman
Islam, Md. Zahidul
Labor Rights of Tannery Workers
in Bangladesh: An Overview
Abstract
Tannery in Bangladesh has long history as profitable business though it has
both environmental and health hazards. Labor rights of tannery workers
are disrupted and their standard of living is miserable. Nevertheless, the job
of tannery workers is tedious. The aim of this paper is to explore the current
status of basic labor rights maintained in tanneries based on Dhaka and
Narayanganj districts of Bangladesh. This study is qualitative in nature.
Primary data have been collected from tannery workers through four Focus
Group Discussions (FGDs) and five observations from five different factory
visits in 2021. The findings reveal that tannery workers are exploited by
insufficient employment benefits and lack of welfare facilities as stated in
BLA-2006. They also suffer from occupational health, hygiene and safety
crisis. Long working hour and pay below minimum wage are also common
in this sector. In addition, tannery workers have serious observation on
their pay, leave, job security, maternity benefit etc. This paper concludes
with the observations that basic labor rights at tanneries in Bangladesh are
not protected, which generate grievances. This study also recommends for
practicing BLA-2006 in tannery sector in order to avoid further legal
obligation and possible labor unrest.
Keywords: Bangladesh, BLA-2006, Labor Rights, Tannery
Article
Received: 02 Nov 21
Revised: 12 Jan 22
Accepted: 24 Mar 22

Mia, Sarker, and Islam (2022)
79
the tannery from Hazaribagh to Savar territory. Not all of this area is supervised. As
the “Human Rights Watch” report pointed out, the tannery has abused the
common freedom of tanners who are suffering from life-threatening diseases. Due
to the unsafe use of synthetic substances, skin and respiratory infections are basic
health problems among tanners (Sarker, 2014).
So far, the tannery in Bangladesh has been completely privatised, and it may
be the most famous pretend that it plays an important role in the country’s
economy. According to the statistics of the Export Promotion Bureau of Bangladesh
(EPB 2011), the fare profit of export was 3-4%. Bangladesh has more than 1,750 large,
medium and small tanneries, employing approximately 500,000 workers (Sarker,
2014). Although the tannery is one of the rising sectors of trade and commerce, it
hurts the people, climate and labour, as well as the tannery business, which has
future development prospects in Bangladesh.
Of the eight principle conventions of the International Labor Organization
(ILO), Bangladesh has ratified seven. The only core convention that was not
recognised by Bangladesh is ILC 138 (Minimum Age Convention). However, BLA
(Bangladesh Labour Act) 2006 is indeed thorough and reformist. The law is a
combination and update of 25 separate laws. It can be included in administrative
management and employment, youth employment, maternity advantages, well-
being and cleanliness, safety, government assistance, working hours and leave,
wages and instalments, wages for overtime, wages for work-injured workers, and
the state of inclusiveness in trade quickly collect the complete thoughts of the law,
trade unions and industrial relations, disputes resolution, labour courts, support for
workers in organisations, employment and welfare standards for workers,
provident funds, apprenticeship, penalties and systems of organisation, review and
so on (Sarker, 2014). BLA is also regarded as a development because it eliminates
some ambiguities in the old and different work practices are resolved, and the legal
framework of labour is adjusted with the ILO’s core conventions (Khan, 2013).
Afterwards, it is vital to know the extent of the violation of well-being and safety,
and to take prompt treatment measures to stop further labour dilemmas and
reasonable commitments (Sarker, 2014). Therefore, this article investigated the
current working conditions of the tannery in Bangladesh. The rights and difficulties
of tannery workers were also revealed in this paper, and finally some suggestions
were put forward as feasible solutions.
-2. Brief History of Bangladesh Tannery
Tannery business in Bangladesh has long history. Late Mr RP Saha is the
pioneer of tannery business in Bangladesh and the first tannery was established
in1940 at Narayanganj (Biswas & Rahman, 2013). Though the tannery factory initially
started its production in Narayanganj, it was then transferred to Hajaribag area of
Dhaka, which is now moved to Savar, Dhaka in order to consider environmental
consequences and community hazards (Sohel, 2019). Tanneries both in Dhaka and
Narayanganj areas have sever effect on community people in the neighbourhood.
Smell nearby the factories is audacious. Air pollution along with water pollution due
to improper tannery waste disposal has environmental and health hazards in

Labor Rights of Tannery Workers in Ba ngladesh: An Overview
80
Bangladesh (Mohiuddin, 2019). Skin diseases and other health complicacies in the
tannery neighbourhood are common due to the pollution. Apart from the health
and environmental hazards, tannery business has significant role-play for the
economy of Bangladesh. Initially, Bangladesh exported wet leather until 1990
(Bangladesh Tannery Association, 2010) after that local tanneries started producing
finished leather goods for both local use and export. Bangladesh is now exporting
finished leather and leather goods to more than 70 countries employing
approximately 0.5 million workers with a vast export revenue per year (Rakib,
2020). Therefore, this sector is immensely contributing to the national economy.
3. Overview of Labour Rights in Bangladesh
Bangladesh’s labour law framework is the older one. The main labour law
was promulgated in the Indian subcontinent within the time frame established by
the United Kingdom in 1881 (Hossain, Ahmed & Akter, 2010). Therefore, the British
government has proposed some laws on special work issues, such as working
hours, children’s employment, maternity allowance, union activities, wages and so
on. Workers' Compensation Act 1923, The Factories Act 1881, Trade Union Act 1926,
the Trade Disputes Act 1929, the Maternity Benefit Act 1939, the Payment of Wages
Act 1936 and the Employment of Children Act (1938) were promulgated within the
time frame of the United Kingdom eye-catching working scheme. After the division
of the Indian subcontinent in 1947, in fact, the Pakistani government reserves the
right to make certain changes and amendments to every law in the time frame
before the division as a management guide (Khan, 2013). After freedom in 1971, the
Bangladeshi government passed the Bangladesh Laws Order (Presidential Order
No. 48) to retain the past laws. It also promulgated other laws based on the
changing conditions and needs of ordinary works in the country. In 2006, the
country adopted the latest Bangladesh Labour Act (BLA).
The 2006 Bangladesh Labour Act (BLA) included a large number of labour
protections of work rights. The BLA has different active focuses in determining the
right to work with different limitations, satisfactory penalties for employers for not
complying with statutory laws, and lack of an appropriate set of recognised rules
for tannery workers. That is why, labour rights have been violated in this sector. In
2006, the BLA recognised various arrangements regarding Occupational Health and
Safety rights including welfare, cleanliness, occupational diseases, welfare
measures, accidents, safety for women and children in dangerous occupations, and
also covers work status, working hours, government assistance offices, occasions,
leave, etc (Sections 11, 51, 52, 53, 56, 57, 58, 61, 62, 91, 92, 93.94, and 109 respectively
of Bangladesh Labour Act 2006). A large part of these provisions require standard
quality and are not very broad in nature. In terms of health and medical issues, the
situation in Bangladesh is extremely bad; specially the tannery workers are helpless
(Mollah and Shirin, 2021). Section 195 of the Bangladesh Labour Act (revised in 2013)
made various unrequired labour practices. For example, no employer shall “dismiss,
discharge, remove from employment, or threaten to dismiss, discharge, or remove
from employment a worker, or injure or threaten to injure him in respect of his
employment by reason that the worker is or proposes to become, or seeks to

Mia, Sarker, and Islam (2022)
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persuade any other person to become, a member or officer of a trade union”
(Chowdhury, 2018).
The Bangladesh Constitution guarantees the freedom of association and the
right to join a trade union. In addition, the right to organise a trade union is
guaranteed, but it must be approved by the government. In any case, the union is
not allowed to set up a framework in the fare processing. About 3.5% of the workers
in Bangladesh is unionised (Rea, 2013). Workers’ organisations are most deeply
rooted in the fields of jute, garments and transportation. Despite this, people are
still gradually feeling uneasy in the exchanges, thinking that the trade union may
now be filling in the fare processing, and has nothing to do with the hypothetical
boycott. In Bangladesh, labour laws are clear and unmistakable, but these laws are
not modern. The Bangladesh government has not made enough improvements to
ensure basic employment rights, including the basic rights of free expression and
freedom of association or to a large extent strengthened the acceptance of laws
and order for labour and ordinary social activists. Workers in Bangladesh face
dangerous working conditions, and what is terrible is the minimum wage allowed
by the law, regardless of whether it has recently increased or not, while neglecting
to take care of the most basic living expenses. Similarly, the minimum wage allowed
by laws and regulations and other labour rights insurance also faces real strict
requirements. The lack of a principled interpretation and the implementation of the
labour law is the employers’ ignorance just like the government. Therefore, in
Bangladesh, debauched workplaces, low wages, discrimination, child labour, and
many illegal activities in the work environment are extremely common, while legal
positions are ignored (LawTeacher, 2013).
Bangladesh’s labour laws are generally not upheld (Hossain, Ahmed and
Sharif, 2017). The latest labour law states that long-term workers in an organisation
should notify their boss 14 days in advance during the leave period they wish to
stop, or notify him one month in advance if the worker receives a consistent salary.
The end is considered workers are dismissed by employers due to mental or
practical deficiencies, illnesses or other reasons, but workers have not taken
unfortunate actions and were dismissed. When one end of the employment is
disconnected from the discharge, the employer shall pay compensation. Section
100 has an arrangement of 8 working hours per day for an adult employee,
however, as long as each state in the section 108 is fulfilled, adult workers can work
10 hours a day. According to this section, the company needs to pay workers for
over time, which is twice its standard salary, such as basic salary and dearness
remuneration (if any). In addition, the company also needs to keep a record of over
time. The new law stipulates the total 48 working hours of workers; it may likely to
be as long as 60 hours, but it must be paid as overtime according to the section 108
of the law. Children under the age of fourteen will not be required or allowed to
work in any factory. Children over the age of fourteen, if they are learners, or get
health approval and government authorisation, will be allowed to work in the
factory. The law also allows workers to establish trade unions and protect their
rights. The ‘Bangladesh Labour Law’ 2006 points out that every worker should
enjoy paid vacation, easy-going holiday and leave. Female workers will also receive

Labor Rights of Tannery Workers in Ba ngladesh: An Overview
82
paid maternity leave until a certain critical point is reached. The law also explains
the well-being and welfare of workers and the settlement of various disputes and
injustices. Although the government passed these actions, they knew nothing
about the facts of enacting these laws. Therefore, the government did not
implement these actions in Bangladesh as expected, and the government ignored
the declassification of these provisions among individuals practice (LawTeacher,
2013).
Some institutions and associations in the world have expressed genuine
concern about the desperate situation of labour rights in Bangladesh. The United
States Agency for International Development described this situation as follows:
“Labor rights are commonly ignored by the private sector, particularly for the most
vulnerable workers such as women and children.” The US State Department’s
Human Rights Report in 2009 on Bangladesh further states: “Because of high
unemployment rates and inadequate enforcement of laws, workers demanding
redress of dangerous working conditions or who refused to work under hazardous
conditions risked losing their jobs.” Furthermore, the International Labour
Organization (ILO) assessed that in Bangladesh, “11,700 workers suffer fatal
accidents and a further 24,500 die from work related diseases across all sectors”
(Mahmudur Rahim, 2013).
Despite the fact that the government guarantees the formation of trade
unions, it is reasonable to some extent to establish and protect the right to work in
certain areas. The majority of Bangladeshi workers’ unions are related to ideological
groups. In mid-1995, conflicts between the jute factory workers and the police
caused various casualties and several casualties. The brutality and barbaric dangers
of the union have led to wage inflation, because excessive profitability has
increased the labour cost of the unit. It may be necessary to reduce the employment
or the simple danger of reducing powers before it can cause the most real labour
disputes. Labour disputes really should not be heard under the watchful eyes of
general courts. Many organisations believe that determining issues in the ‘Labour
Cour’t is mandatory. Work in private areas is usually non-union and is relatively more
profitable. The profitability of Bangladesh is affected by the call of political groups
and development organisations which causes strikes. This provocation causes
major losses during the holidays by scaring individuals away from their homes. In
this way, people raised a question: “Do workers' organisations really work for
workers, or do they work for their own interests consistent with political groups?”
Another normal situation in Bangladesh is child labour. Family assistance for
children is an endless practice in Bangladesh. Most children are usually between 12
and 17 years old. However, it is also found that the youngest possible children are
working. A study of local experts in children found that 38% were 11 to 13 years old
and almost 24% were 5 to 10 years old. Where the law is engaged in tedious child
labour activities in Bangladesh, but no one is worried about such ruthless behavior
(Mia & Islam, 2012).
4. Importance of Labour Rights and Welfares in Tannery Sector

Mia, Sarker, and Islam (2022)
83
Bangladesh Labour Act 2006 was hailed as a milestone achievement for
factory workers. In the 40 years since Bangladesh gained freedom, the new law has
unified 25 independent acts and expanded the scope and substance of
transnational labour standards. A series of partners participated in making labour
laws, including labour rights groups, human rights associations, the United Nations,
International Labor Organization (ILO) and employers. The law vowed to benefit
workers by ensuring from companies to abuse their rights. For example, the law has
strengthened maternity welfare by extending the period of maternity leave from 12
weeks to four months. It also expects the organisation to provide workers with a
letter of appointment, which can prevent employers from defrauding workers from
benefits. In addition, the law also stipulates the deadline for payment of wages,
determines compensation in the event of an accident in the work environment, and
establishes stronger welfare and safety regulations for factories. Although
Bangladesh’s laws ensure freedom of association, the efforts of tannery workers to
form trade unions have been suppressed. Many workers active in the development
of trade unions discussed the factory manager’s badge and abuse. Another basic
problem in the country is political instability. Based on these interpretations,
government strategies, rules and regulations are constantly evolving. Workers’
organisations are also subject to political influence. Therefore, politicians work for
their own goals in order to achieve their political goals, not for the establishment of
labour rights (Islam, Mia & Islam, 2021). So the strike happens. Pollution is another
problem, but there are prejudices in the protection of the right to work in
Bangladesh. Depreciation is a problem that cuts across all fields, and in this way it
subverts the various arrangements of the law. For example, there is an evil
relationship between the factory owner and the union registration agency. When
the heads of workers with the required signature join the union, they are attracted
by bureaucratic strategies. Some officials of the recruitment authorities not explain
the union to specific owners of the factory. Therefore, pioneers, including
outstanding labourers, need to obtain danger and immunity from their profession.
The union issue is by no means an isolated issue. Due to the intensification of
bargaining and the promotion of labour unions, the aggregates are cleared, which
poses a danger to all UN core convention pending ratification, just like
‘Bangladesh's Labour Law’ (Khan, 2013).
In this way, there are current laws that ensure adequate labour rights, but
most of these laws are written in books only. In Bangladesh, countless peoples
work in the tannery. However, not many tanneries comply with the law. A large part
of the factory cannot guarantee the safety of workers. Workers work in unsanitary
and dangerous environments. As a result, the worker becomes weak and feeble.
There is a strong connection between the factory and the fire. However, in
Bangladesh, most of the factories do not have many fire extinguishers, and the
buildings are so congested. Countless unfortunate accidents happen every day. In
addition, in private areas, wages are determined by industry and due to the high
unemployment rate and labourers’ interest in career stability, general bargaining
rarely occurs. The legal weekly working hour is 48, of which one day is weekly

Labor Rights of Tannery Workers in Ba ngladesh: An Overview
84
holiday. This law is sometimes unfollowed, especially in the leather industry
(Strasser, 2015).
In addition, the law prohibits children under the age of 14 from working in
factories, but they can work in different companies (within the prescribed hours).
However, such restrictions are rarely maintained, and children’s work in every area
of the economy hurts their prosperity (Ahmed, 2013). Although there is a unique
regulation, which states that children between 12 and 14 years old may be used to
engage in ‘light work’, and this will not harm their health, growth and guidance.
However, companies tend to hire children because they are cheaper compared to
adults, and they are considered more consistent and loyal. Although Bangladesh’s
labour law recognises the so-called children’s light industry; the frequency of
occurrence and the circumstances indicated that Bangladesh’s children work in
unsafe locations, such as blocks, iron factories, silver factories and the tanning
industry. Bangladesh is inevitably engaged in child labour, although the most
obvious child labour issue has been approved. It is shocking that Bangladesh knows
nothing about age-based child labour, but it does not recognise that the so-called
child labour is in the most extreme and terrifying structure. This is also contradictory
and controversial. This is based on when it is confirmed; normally, it will be
outrageous for a while. Finally, it is clear that the Bangladesh government cannot
approve the performance of child labour has taken into account the financial reality
(Khan, 2013).
In terms of the existence of provident fund, gratuity and group insurance,
Bangladesh does not often allow workers for the benefits and the rights are
violated in this way one after another. According to the law, each employer shall
pay its workers compensation for work-related injuries, incapacity and death. In
Bangladesh, few institutions have experience with this. Most owners in Bangladesh
attempted to deliberately avoid liability. Due to filth and bureaucratic complexity
and neglect of legal requirements including police, courts and relevant offices or
government departments to track the case, the case is closed as soon as possible
(Khan, 2013).
Bangladesh’s labour laws are current and appropriately promote the rights of
certain workers. In any case, it is undeniable that there are frequent violations of
the right to work in this country. The logical contradiction between health or
suitability and the degree of infringement raises a typical question. Therefore, the
major drawback of guaranteeing the right to work is that the relevant authorities
of the Bangladesh government have weak calculations and weak infrastructure
offices. Finally, such as the defects of state administration, the progress of the
monopoly class and the bourgeoisie, the largest share of industrial proprietors
comes from major political party, or they have some other ideological tendencies.
Therefore, the evil collusion between the owner classes is the ideal of political
power, and they pay little attention to management or resistance. This is the main
danger to guarantee the labour rights in Bangladesh (Alamgir & Banerjee, 2019).
The tanning industry in Bangladesh is not very advanced and supervised. As
stated in the Labour Law of Bangladesh (2006), factories should be cleaned and

Mia, Sarker, and Islam (2022)
85
extensive ventilation should be carried out to remove residual and smoke-free
workplaces. Bangladesh’s Labour Law (2006) also instructs factories to have
sufficient offices to provide adequate lighting, safe drinking water, separate toilets
and urinals for men and women, and provide insurance for potential accidents to
ensure that workers provide a safe working environment (Sarker, 2014).
Nevertheless, tanneries are not always practicing this approach. Illness among
factory workers in the tannery and nearby residents is a serious problem, but
Bangladesh has not received legally authorised inspections and actions (Human
Rights Watch, 2012). Human Right Watch (2012) also elaborated on the dangerous
child labour activities carried out by the Bangladesh tannery industries, which is
inconsistent with the ILO conventions. Tannery workers are not getting the
compensation they deserve, and they do not have proper working habits, because
isolation and abuse are gradually expanding. The tannery in Bangladesh is facing an
emergency in terms of welfare and safety. It also makes the environment dirty. The
toxic openness of Bangladesh's tannery compounds is the main explanation behind
the welfare and safety violations (Human Rights Watch, 2012). Occupational Health
and Safety (OHAS) is a specific field that can promote and maintain the physical,
mental, and social prosperity of workers, and can prevent unfriendly benefits to
representatives due to work cycles and workplace hazards (Sarker, 2014). OHAS
also manages the work changes of representatives by considering issues related to
the cleanliness of the workplace, designing health, safety, toxicology, drugs,
ergonomics, etc (Sarker, 2014). All tasks face the representatives practical or
intellectual danger, and the practice of OHAS enables companies to ensure the
prosperity of workers.
Bangladesh’s labour law has been around for a long time. The focus of the law
is to unquestionably guarantee the rights of Bangladeshi workers, and if it can work
properly, it can undoubtedly do so. In any case, these laws cannot understand the
conditions that result from the feminisation of work, the informalisation of work,
and relocation. The law does not apply to recreational areas and flexible work
where there are no dedicated offices and owners. In fact, due to the shortcomings
of executions, these laws also lose their applicability, but it relies on other
authorised organisations. This is a flaw in the law, because they may have a lot of
emphasis on requirements (Khan, 2013). Nonetheless, there are deduction under
the accompanying term ‘wages’ such as office expenses for lighting and water
supply, corporate commitments to provident funds, transport allowance and
payments to workers related to the different amounts expected to cover the work.
In addition, certain government assistance and social benefits have been improved
or organised. For example, past benefits (money assistance to the ex-employed
labour group), the use of provident fund benefits for all workers in the private
sector, and maternity benefits increased from 12 weeks to about 4 Months, to
allocate protection to institution with at least 200 workers, and expand workers’
compensation to work-related injuries, incompetence, and death (Khan, 2013).
Therefore, it is clear that Bangladeshi tannery sectors will start to get into trouble
in the near future. Under the current circumstances, it is said that the government
and tannery companies are troubled with the Occupational Health and Safety

Labor Rights of Tannery Workers in Ba ngladesh: An Overview
86
problem. For solution, the tannery industry should be removed from the
metropolitan area to the industrial processing area to maintain a strategic distance
from ecological pollution and well-being risks (Khatun, 2016).
5. Research Methodology
This is a qualitative study and it has collected primary data from Dhaka and
Narayngnj tannery industrial belts. Five tanneries have been visited initially in April,
2021 in order to observe the overall industrial production system and tannery
management activities. After that, four Focus Group Discussions (FGDs) have
conducted among tannery workers, supervisors and managers from another four
different tanneries between June and August 2021. Through the FGDs, extensive
information on overall labour rights protections and practices in tannery sector in
Bangladesh have been identified. The identities of participants and tanneries are
kept anonymous, and the discussions during the FGDs have been facilitated by
researchers based on semi-structured questionnaires on different areas of
Bangladesh Labour Act 2006. Synergy of the group interaction on specific areas has
been used for analysis and it was then coded to mention in the finding part. Internal
consistency and frequency of the data have been maintained, and extensiveness of
the comment was considered while drawing the finding statements.
6. Findings and Discussions
In order to investigate the current status of labor rights at tannery sector in
Bangladesh, this study has conducted both four FGDs and five observations, which
are explained in subsequent sections.
6.1 Findings from FGDs
The following issues are found in four FGDs taken place between January and
March 2021.
Leave & Holiday Entitlement: Workers are not aware of holiday and leave
entitlement (F.1.3, F.2.5, F.3.2 and F.4.1 .)They rarely get leave and they often
work on the weekend with no day off later on (F.1.2, F.2.3, F.3.5 and F.4.3.)
Many factories often do not offer sick leave facilities to their worker (F.3.2 and
F.4.7).
Maternity Benefits: Female workers get maternity benefit which is below the
112 days as stated in Bangladesh Labour Act-2006 (BLA-2006), and their payment
are not given according to BLA-2006 ( F.1.5 and F.2.5.) Pregnant workers often
work for long hour in the factory which has health risk (F.2.5 and F.2.6. Most
interestingly, many female workers are unaware of the maternity benefits (F.1.2,
F.2.1 and F.2.6.)
Salary: Salary workers get from the factory is not sufficient enough for
standard of living (F.1.1, F.2.1 , F.2.6, F.3.5 and F.4.7 .)Probationary worker’s
salary is below 60 USD and average salary of workers is below 120 USD (F.1.4 and
F.2.2.)
Overtime Pay: Over time pay of the workers are insufficient and are not paid
as per the Bangladesh Labour Act-2006 (F.1.6 and F.2.1.)

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Day Care: The factory has no arrangement for day care facility though half of
the workers are female with children below six years old ( F.1.2, F .2.2, F.3.8 and
F.4.3.)
Toilet facility: Separate toilets for male and female are available but toiletries
and cleanliness are not maintained properly(F.1.4, F.2.4 and F.2.6.)
Fire Safety: Fire Exit doors are available, but these are kept locked (F.1.2,
F.1.3, F.2.4 and F.2.5 .)Workers do not know how to use fire defensive tools
and they do not get training on fire safety (F.1.2.3, F.2.2 and F.2.6.)
Noise Pollution: Production area creates noise but no air plug or any other
precaution measures are not supplied by the authority ( F.1.3, F.1.5, F.1.6 and
F.2.1.)
Unsafe Storage : Chemicals and wastages of the production are left on the
working passage which often has the chances of accidents and injuries ( F.1.4,
F.1.5, F.2.3 and F.2.6.)
Lack of safety measures: Most of the workers do not wear globes while
working with electric machine, glue and chemical ( F.1.3, F.1.5, F.2.4 and
F.2.5 .)Workers are not provided with safe guards by the company (F.1.5,
F.1.6, F.2.5 and F.2.6.)
ID Card: Many workers do not have ID card which is mandatory according to
BLA-2006 . ID card is written in English and very few workers know what is written
on the ID card ( F.1.3, F.2.3, F.2.5 and F.2.6.)
Unsafe wastage management :Wastage of the factory is disposed to nearby
neighborhood (F.1.5 and F.2.6 .)Disposal of wastage are not done properly
and the method are not environment friendly.
Presence of young workers: Though child Labour (below age 18 )is officially
prohibited, the factory employs adolescence workers who look very young and
have managed fake age identity ( F.1.4, F.1.5 and F.2.4 .)Their age is not
officially certified by registered doctors .
Long working hour :Workers in this sector work for long minimum nine
hours per day and they regularly do overtime which is sixty hours on an average
week (F.1.3, F.1.5, F.2.5 and F.2.6.) Most of the time worker do overtime till
late evening.
Improper way of first aid service: The factory has first aid facilities but these
not sufficient enough according to the numbers of workers ( F.1.2, F.1.4, F.1.6,
F.2.3 and F.2.5 .)There is no trained up first aid provider as mentioned by
respondents.
Health Care Facilities : There is no doctor in the factory, but there is a nurse
who often prescribes medicine to the workers when they get sick (F.1.3, F.2.3,
F.2.4 and F.2.6.) Most of the factories do not have sick bed or rest room for
their sick workers (F.1.3, F.2.6, F.3.1 and F.4.5).
Canteen & Dining facilities: The factory does not have any canteen but has
one tiny dining hall which is unhygienic and not spacious ( F.1.1, F.1.3, F.2.4 and

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F.2.5 .)Most of the workers go home during lunch break for food and it has
impact on productivity (F.1.2, F.2.3 and F.2.4 )
Lighting in working area: Lighting in the working area is not sufficient and
workers often get injured (F.1.2, F.2.3 and F.2.4)
Absence of Trade Union and Participation Committee: Workers are not
aware of the functions of trade union and participation committee and these are
not encouraged to practice in the factory (F.1.3, F.1.4, F.1.5 and F.2.6.)
However, BLA-2006 states that the factory should have the trade union practice and
presence of participation committee is mandatory whenever the number of
workers gets fifty.
Poor relationships between manager and employees : Supervisors often
revoke the subordinates in the working area for which workers get demoralized and
workers are scared of communicating with management (F.1.1, F.1.6, F.2.3,
F.2.5 and F.2.6 .)Worker’s participation in decision making are not
encouraged .
Insurance Coverage: Most of the factories in leather goods manufacturing
sector do not have full insurance coverage for their workers. Compensation in case
of injury and work-related disease is not fully paid and they are often deprived of
group insurance facility (F.1.6, F.2.4, F.3.7 and F.4.8).
Insufficient Pure Drinking Water Facility: Factories have the arrangement of
pure drinking water facility but this is not sufficient enough as per the demand
(F.2.3, F.3.2, F.4.2 and F.4.8). Most of the workers bring drinking water from home
(F.3.4 and F.4.3).
Work-related disease: Workers in leather goods manufacturing sectors suffer
from breathing, migraine and skin diseases (F.1.3, F.2.5, F.4.5 and F.4.7)
Lack of training and learning environment: Workers in this sector do not get
formal training, and the learning environment is inadequate (F.3.1, F.3.4, F.4.3 and
F.4.6). Workers get on the job training which is also insufficient and most of the
workers in this sector are unskilled (F.2.3 and F.3.5).
6.2 Findings from Observation
Before conducting the FGDs, five tannery factories were visited with the
permission. Observations during the factory visits have been noted, but taking
photos and videos were restricted. Based on the observations from five different
factory visits in April 2021, the following issues are found.
Day Care: The factory has no arrangement for day care facility though half of
the workers are female with children below six years old.
Toilet and Wash Room: Separate toilets for male and female are available but
toiletries and cleanliness are not maintained. There is no privacy maintained in the
toilet area since both men and women use all the toilets and wash rooms.
Fire & Emergency Exit: Fire Exit doors are available, but these are kept locked.
Emergency exit of the factories are unseen most of the cases.

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Noise Pollution: Production area creates noise but no air plug or any other
precaution measures are not supplied by the authority.
Unsafe Storage: Chemicals and wastages of the production are left on the
working passage which may have the chances of accidents and injuries.
Lack of safety measures: Most of the workers do not wear globes while
working with electric machine, glue and chemical. Machine operators mostly do
not use safe guard tools.
ID card: Many workers do not have ID card which is mandatory according to
BLA-2006 . ID card is written in English and very few workers know what is written
on the ID card.
Unsafe wastage management: Disposal of wastage is not done properly and
the methods are not environment friendly.
Child Labour: Though child Labour (below age 18 is officially prohibited, the
factory has child workers who looks young and have managed fake age identity .
Their age are not officially certified by registered doctors .
Presence of young worker: Many workers in the factories look younger and
their age not well verified.
Improper way of first aid service: The factory has first aid facilities but these
not sufficient enough according to the numbers of workers .There is no trained
up first aid provider.
Health Care Facilities: The factory does not have doctors but has one nurse
who is not professional and well trained up. It also do not have rest room for sick
workers.
Canteen & Dining facilities: The factory does not have any canteen but has
one tiny dining hall which is unhygienic and not spacious .
Working &Rest Period: Though the factory gives one hour break for eight
working hour, but workers do overtime till late evening.
Lighting in working area: Lighting in the working area is not sufficient and it
may cause incident at any time.
Record Keeping: There is improper record keeping the factory .There is no
service manual, registrar books for health service and safety records in the factory.
Appointment letter, salary sheet, leave registrar and job description are not found
in most of the factories.
Bullying: Supervisors are revoking the subordinates in the working area for
which workers get demoralized .
Inadequate and Dirty Work Space: Work place for each worker is very narrow
and the production areas are often left dirty.
7. Conclusion
This article attempts to analyse the basic labour rights of tanners based on
Bangladesh’s Labour Law. The study is dedicated to testing the practices of
sanctioned programs in Bangladesh, collecting necessary information through

Labor Rights of Tannery Workers in Ba ngladesh: An Overview
90
focus group discussion, and collecting possible information from various sources. It
is also here that recognised some of the institutional deficiencies or defects in the
performance of the International Labor Organization and the implementation of
Bangladesh’s Labour Law. The lack of authority required by the law and skilled
manpower are significant obstacles that must be implemented. According to the
findings of the investigation, especially the arrangements of Bangladesh's Labour
Law and the core convention of the International Labor Organization, almost all
have encountered infringements. Subsequently, it became clear that there was
indeed a loophole between the ILO's ratification and practice. At present,
discovering loopholes to improve these conditions to properly protect labour rights
and laws will be the central goal of policy makers and the government. The current
laws and projects need to be reconsidered and updated to adapt to the unfair
situation of the tannery workers. Unless the government finds proper ways to
establish labour rights, proper improvements and manageable workplaces will
remain smooth.
Therefore, from the perspective of the authors, the law is normal for
ensuring the labour rights, but the components are poor for ensuring the basic
labour rights in the tannery sector. In order to ensure the labour right, the
government should explain the law to all over the factory, industry and many
institutions, screen the activities of trade unions, and monitor the arrangements of
private companies. As the country enters the 21st century, it focuses on accelerating
financial development, the improvement of human assets and independence. The
key to every effort to achieve these goals will be to reduce demand, make simple
improvements in the entire public activities, and enable a well-developed country
to face the difficulties of a rapidly developing global society. If all these tasks have
been completed, labour rights will be ensured one day.
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About the Authors