Work out your festival bonus in Bangladesh. Under the Labour Rules, workers with one year of service get two festival bonuses a year — one before Eid-ul-Fitr and one before Eid-ul-Adha — each up to one month's basic salary. If you have worked less than a year, the bonus is pro-rata by days worked. Government staff also get a Boishakhi (Bengali New Year) allowance. Everything runs in your browser; nothing is uploaded.
The bonus is calculated on your basic salary, not your gross pay.
365 days (a full year) means the full bonus. Fewer days means a pro-rata bonus: annual bonus ÷ 365 × days worked.
Two festival bonuses a year after one year of continuous service (Bangladesh Labour Act 2006, Labour Rules 2015 Rule 111(5)), each up to one month's basic salary — paid before Eid-ul-Fitr and Eid-ul-Adha. Under one year of service: pro-rata, (annual bonus ÷ 365) × days worked. Government employees: 100% of basic per bonus, plus a Boishakhi allowance of 20% of basic for Pahela Boishakh. MPO-listed teachers and staff: 50% of basic per bonus (raised from 25% in 2025; a rise to 60% was proposed in 2026 but is not yet approved).
Any worker who has completed one year of continuous service with the same employer — in government, private companies and the garment sector. Workers with less than a year of service get a pro-rata amount based on the days they worked.
Basic salary. Allowances such as house rent and medical allowance are not included in the bonus calculation. That is why the basic-and-allowance split in your appointment letter matters.
Government employees get an extra allowance for Pahela Boishakh (Bengali New Year) — currently 20% of basic salary, paid once a year. A National Pay Commission proposal would raise it to 50%, but that is not yet approved.
Disclaimer: This is an estimate based on the Bangladesh Labour Act 2006 and Labour Rules 2015 (Rule 111(5)) and the published government/MPO rates for 2025–2026. Company policy, sector wage-board gazettes and EPZ rules can differ — EPZ workers, for example, follow the EPZ Labour Act. Always confirm the final amount with your HR or payroll department. This tool is not legal advice.