A Study on Labour Rights for Women in Readymade A Study on Labour Rights for Women in Readymade Garment Industries of Bangladesh A Study on Labour Rights for Women in Readymade Garment Industries of Bangladesh

Abstract

The readymade garment (RMG) sector of Bangladesh constitutes a central pillar of the national economy, contributing over 80% of total export earnings and employing more than four million workers. Notably, women—predominantly from rural and socio-economically disadvantaged backgrounds—represent approximately 60–70% of the workforce. Their participation has significantly transformed economic structures and gender relations by challenging entrenched patriarchal norms and extending women’s roles beyond domestic spheres. Nevertheless, their socio-economic advancement continues to be constrained by persistent violations of labour rights, unsafe working conditions, and limited access to effective legal remedies. This study undertakes a comprehensive analysis of the labour rights of female RMG workers within a legal and socio-political framework. It critically examines relevant national and international legal instruments, including the Bangladesh Labour Act 2006 (as amended), corresponding rules and regulations, and international conventions such as ILO Conventions No. 100 (Equal Remuneration), No. 111 (Discrimination in Employment), and the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). Employing a qualitative doctrinal methodology, the study integrates case law, policy analyses, reports from non-governmental organizations, academic literature, and expert opinions to identify the disparity between statutory protections and their practical enforcement. The findings reveal a substantial gap between legal guarantees and workplace realities. Although statutory provisions ensure equal remuneration, maternity benefits, protection against workplace 8 | P a ge harassment, and occupational safety, female workers frequently encounter wage discrimination, informal employment arrangements, limited union representation, and systemic gender bias. Common challenges include delayed or irregular payment of wages, denial of statutory benefits, unpaid overtime, and the absence of formal employment contracts, thereby exposing workers to exploitation and arbitrary termination. Workplace safety remains a pressing concern, notwithstanding reforms initiated following major industrial disasters such as the Rana Plaza collapse in 2013. While initiatives like the Accord on Fire and Building Safety and the Alliance for Bangladesh Worker Safety have contributed to improvements, compliance remains inconsistent, particularly among smaller factories. Persistent issues include inadequate ventilation, insufficient lighting, overcrowded workspaces, excessive working hours, and unsafe emergency exits. Moreover, gender-based violence and sexual harassment are prevalent yet significantly underreported due to inadequate grievance mechanisms, a shortage of female labour inspectors, and fear of retaliation. The study further identifies the marginalization of women in trade unions and collective bargaining processes, despite their numerical majority in the workforce. Structural, cultural, and institutional barriers—alongside male-dominated union leadership and concerns over job security—limit women’s participation and representation. Informal workers, particularly those engaged in subcontracting arrangements or home-based production, face even greater vulnerabilities, operating outside formal legal protections with minimal wages, excessive working hours, and no access to social security benefits. Institutional limitations exacerbate these challenges, as the Department of Labour is constrained by insufficient funding, inadequate staffing, and 9 | P a ge limited administrative capacity. Labour inspections are often irregular, superficial, or compromised by corruption, while access to legal redress remains slow, costly, and largely inaccessible. Additionally, the absence of sex-disaggregated labour data impedes the formulation of effective, evidence-based policies. In light of these findings, the study proposes a series of comprehensive policy reforms. These include the amendment of the Bangladesh Labour Act to incorporate gender-specific provisions such as mandatory childcare facilities, menstrual leave, and strengthened anti-harassment safeguards. It further recommends enhancing labour inspection mechanisms through increased funding, specialized training, and the recruitment of female inspectors. The establishment of accessible, independent grievance redress systems, including provisions for anonymous reporting, is also essential. Moreover, formalizing informal labour arrangements and extending legal protections to marginalized workers are critical priorities. Promoting female leadership within trade unions through targeted training and affirmative measures is recommended to ensure greater representation and advocacy. Ultimately, the study underscores the necessity of a coordinated, multi stakeholder approach involving the government, factory owners, trade unions, civil society, international buyers, and labour organizations. Without sustained and collective efforts to strengthen enforcement, improve working conditions, and address structural inequalities, the objective of ensuring equitable, safe, and dignified employment for women in Bangladesh’s RMG sector will remain unattainable, thereby undermining both social justice and the long-term sustainability of the industry. 10 | P a g e