Leave rules that match how you actually run leave
Most companies in Bangladesh still run their employee leave tracker as a shared spreadsheet, a paper register at the front desk, or a group chat message to a manager. A leave system worth using has to be more than the same register on a screen. You set the rules once for each leave type. After that the same rule is applied every time, for every employee, in every branch.
Leave types built around how you actually structure leave
Annual, sick, unpaid, casual, or any custom leave type you define, tracked in either full days or hours. Nothing forces every leave request into a single generic “time off” bucket the way many global HR tools do. If your company separates annual leave from earned leave and casual leave, define all three as distinct types, each with its own rules.
How days are earned, set per leave type
For each leave type, decide whether staff get the full year’s days on day one, or earn them month by month. You can also make new hires wait until they finish probation before they start earning days or can apply. Restrict a leave type by gender or employment type where a policy calls for it, set a minimum notice period before a request can be submitted, and require a supporting document, such as a medical certificate for extended sick leave, before it is approved.
Carryover with an expiry date you set
Unused leave can roll into the next year, but with its own expiry date, so old balances do not accumulate without limit. You decide how long a carried-over balance survives before it disappears, not a fixed system default.
Overlap checked automatically, before submission
The system checks for overlapping leave requests before an employee can even submit one, so a manager is never left untangling a double-booking after the fact, and two people from the same team can’t accidentally book the same week off unnoticed.
One balance screen, three numbers
Regular balance, carryover balance, and any manual override all sit on one employee-facing screen. No spreadsheet, no emailing HR to ask how many days of annual leave are left.
A team calendar managers actually use
Managers see their whole team’s leave on one calendar, with every pending request sitting right there, ready to approve or reject. Approvals do not get buried in an email thread or a paper form left on someone’s desk.
A holiday calendar per company
Recurring public holidays and company-specific holidays are configured once per company and apply automatically across every leave calculation, so a leave request spanning a holiday is not double-counted against an employee’s balance.
Leave flows straight into payroll
Once a leave request is approved, the deduction (or the lack of one, for paid leave types) is applied to payroll automatically. HR does not re-key anything, and the same balance update that HR sees is what the payroll run sees.
Matches Bangladesh Labour Act rules. Leave types and policy rules are built to align with the Bangladesh Labour Act, not adapted from a foreign HR template.
Leave links straight to payroll. Deductions flow into payroll automatically, no manual entry needed.
Carryover with an expiry you set. Decide how long unused leave can roll over before it expires.
Every leave decision is recorded. Approvals, rejections, and any balance you change by hand are all written down, which matters for labour law as much as for getting salaries right.
Bangla interface. Full Bangla UI, not just a translated menu.
Built for the situations a spreadsheet can’t handle
A leave balance management software tool only earns its place once it survives the cases that break a shared spreadsheet or a paper register.
Half-day and partial-day leave
Leave types can be tracked in hours as well as full days, so a half-day medical appointment or an early departure does not have to be rounded up to a full day off, or ignored entirely because the register only has room for “present” or “absent.”
Different rules for different employment types
Probationary staff, permanent staff, and any custom employment category can each have different rules for the same leave type: who qualifies, how days are earned, and how much notice is needed, so one policy screen does not force every employee into identical treatment.
Multi-branch companies, one rulebook
Holiday calendars and leave policies are configured per company, so a business running several branches or offices keeps one consistent set of leave rules across every location, instead of each branch keeping its own informal tracking on the side.
Document requirements without the paper chase
Where a policy calls for supporting documentation (a medical certificate for extended sick leave, for example), the requirement is enforced by the system at submission time, instead of being chased down by HR by phone after the leave has already started.
Restricted leave types, applied automatically
A leave type such as maternity leave can be restricted to a specific gender or employment type at the policy level, so eligibility is enforced automatically rather than relying on whoever is processing the request that week to remember the rule.
Setting up a leave policy, step by step
There is no separate consultant onboarding needed to configure an HR leave module Bangladesh companies can run day to day. The policy engine is built to be set up directly by whoever owns HR at your company.
- Define the leave type. Create annual, sick, unpaid, casual, or a custom type such as marriage leave, and decide whether it is tracked in full days or hours.
- Decide how days are earned. Either staff get the full year’s days at the start, or they earn them month by month.
- Add eligibility rules. Set a probation period before the leave type becomes available, and restrict it by gender or employment type if the policy calls for it.
- Set notice and document requirements. Add a minimum notice period, and mark whether a supporting document is required before a request can be approved.
- Configure carryover. Decide whether unused balance can roll into the next year, and set the expiry date for anything carried over.
- Employees apply, and the system checks itself. An employee submits a request; the system checks it against their current balance and against any overlapping request before it ever reaches a manager.
- Managers approve from one calendar. The request appears on the manager’s team calendar alongside everyone else’s leave, so approving it means looking at real team coverage, not an isolated form.
- Payroll and notifications update automatically. Once approved, the balance updates, the relevant deduction (or lack of one) flows into payroll, and both the employee and manager are notified. No separate email, no manual entry into a payroll sheet.
Bangladesh Labour Act alignment, not a foreign template bolted on
Leave types and leave policy rules are built to align with the Bangladesh Labour Act from the start, rather than starting from a foreign HR product and adjusting the day counts afterwards. That alignment covers how leave types are named and structured, not just the number of days attached to each one. Because every approval, rejection, and hand-made balance change is written down, the same records that keep payroll correct also let HR show exactly what happened if a leave decision is ever questioned, which matters under Bangladesh labour law as much as it matters for day-to-day HR administration.
Start your 2-month free trial and set up your first leave policy today. Leave management is part of the core HRM suite from the Starter tier, not a separate paid add-on.