Despite a legal ban on blacklisting in Bangladesh’s garment sector, workers and labour leaders say the practice continues in informal ways, leaving many unable to find jobs even after years of experience.
Md Mainuddin spent about 15 years working in garment factories in Savar, most recently at a factory in Ashulia.
After losing his job during labour unrest in October 2024, he has struggled to secure employment elsewhere.
“I have tried in several factories, but I am not getting work,” he said. “They say I was terminated before. Because of that, no one is hiring me.”
His experience reflects a broader concern among workers who believe that, despite the abolition of the so-called “blacklist” system, similar mechanisms continue to affect hiring decisions.
Under the Bangladesh Labour Act, blacklisting refers to any attempt by employers to create a database that prevents workers from obtaining jobs in other factories.
The amended law explicitly bans such practices.
However, labour leaders argue that while the term “blacklist” may no longer be used, the impact remains.
Records citing “termination” or past disputes are often shared or informally referenced, creating negative perceptions about workers.
“The database was initially created to manage worker information, which could have been useful,” said Khairul Mamun Mintu of the Bangladesh Garments and Sweaters Workers Trade Union Center.
“But in reality, it has been misused. Even now, workers are being denied jobs because of past records.”
Another worker, Mohammad Shariful Islam, who lost his job at a factory in Ashulia, said he has been unable to find stable work for years.
“Sometimes I work in small subcontract factories, sometimes in shops. It is not stable. I feel like I am stuck,” he said.
Labour organisations say complaints about such practices are frequent.
Rafiqul Islam Sujan of the Bangladesh Garments and Industrial Workers Federation said that even without an official blacklist, the use of “termination” labels effectively creates the same barrier.
“Employers may not call it blacklisting, but it works like one,” he said. “Workers lose opportunities because of how their past employment is described.”
Employers, however, reject these claims. BGMEA Senior Vice President Enamul Haque Khan said the blacklist system no longer exists.
“This system was abolished,” he said. “If we receive a written complaint with proper information, we will investigate. But many times, a worker is not hired because he does not meet the requirements.”
Legal experts say the issue now lies in enforcement.
Advocate Md Barkat Ali of BLAST noted that reports of workers being denied jobs due to past records continue to surface, indicating gaps between the law and practice.
Labour reform expert Syed Sultan Uddin Ahmed said such practices undermine workers’ rights and harm the industry’s reputation.
“A worker cannot be denied employment across an entire sector because of one job loss,” he said. “This creates uncertainty and frustration.”
Alongside these concerns, workers have also raised issues about forming trade unions.
While the amended law allows union formation with fewer workers, new requirements -- such as obtaining certification from factory management -- have created fresh obstacles.
Workers and labour leaders say this requirement discourages unionisation, as employers become aware of organising efforts early, exposing workers to potential pressure or dismissal.
“A worker who tries to form a union may be identified and removed before the process is complete,” said one labour organiser in Savar.
Experts argue that while the law contains positive reforms, such as banning blacklisting and easing union formation thresholds, procedural barriers and weak enforcement risk undermining these gains.
As Bangladesh works to align its labour laws with international standards, the gap between legal provisions and workers’ lived experiences remains a critical challenge.
Without stronger enforcement and oversight, workers say the promise of protection may continue to fall short in practice.
