As Bangladesh's national elections draw closer, political pressures increase -- and their wave effects are also felt in industrial areas. Especially in industry-dense zones such as Ashulia, Savar, Gazipur, and Narayanganj, a latent instability often emerges before and after elections. This directly affects workers' demands, management decisions, trade union activities, and the overall production environment.
On one hand, there is political uncertainty; on the other, workers face financial and social pressures. Together, these factors consistently increase the risk of labour unrest during election periods. In election years, disputes over wages and bonuses, various forms of provocation, the spread of rumours, and external influences can quickly deteriorate the relationship between workers and management. The consequences extend beyond individual factories, affecting export trade, industrial growth, and foreign investment.
The Bangladesh Labour Act, 2006, along with its subsequent amendments --particularly the 2025 reforms that incorporated provisions on Alternative Dispute Resolution (ADR) -- has made the use of this mechanism clearer, more structured, and more effective. By enabling dispute resolution through dialogue, mediation, and mutual settlement without resorting to courts, ADR has already proven its effectiveness in various industrial zones across the country.
During election periods especially, when even minor misunderstandings can escalate into major unrest, the importance of ADR becomes even more pronounced. If disputes are resolved at an early stage through dialogue and consensus, labour unrest can be kept under control, production remains uninterrupted, and overall industrial peace is easier to maintain. Therefore, during times of election-centred tension, ADR can be regarded as the safest and most reliable means of ensuring stability in the industrial environment.
Bangladesh's labour market is not driven by economics alone-political conditions also have a significant impact on workers' behaviour, expectations, and movements. As elections approach, blockades, transport disruptions, and security concerns make commuting to and from workplaces difficult for workers, increase costs, and create uncertainty. At the same time, trade unions become more active, raise new demands, prepare for movements, and in many cases external political actors attempt to incite workers. Workers often believe that in an election year the government or political parties are compelled to adopt labour-friendly decisions, which raises their expectations. When those expectations are not met, dissatisfaction can quickly arise, turning even small issues into major crises.
Rumours and misinformation spread through social media can quickly complicate the situation in industrial areas. Panic spreads among workers, and even minor provocation can trigger tension that takes time for the authorities to control -- especially in the pre-election period. Therefore, in such critical times, there is a need for swift, humane, and trust-based solutions, where problems are resolved through dialogue and compromise rather than litigation or punishment. This is where Alternative Dispute Resolution (ADR) plays an effective role. ADR facilitates direct dialogue between workers and management, removes misunderstandings, and helps maintain stability before unrest can spread.
Alternative Dispute Resolution (ADR) is a humane process in which disputes are resolved outside the courts through dialogue, discussion, and mutual understanding. It is not a contest of winning or losing; rather, its primary objective is the satisfaction and consent of both parties. By avoiding the formality and delays of court proceedings, ADR creates a pathway to amicable solutions and helps build trust-based relationships for the future.
In Bangladesh's labour sector, ADR provides a platform for trust-based dialogue between workers and employers. It reduces time and costs, prevents disruption to production, and fosters continuous trust between the two sides. Particularly before and after elections, when tensions run high, ADR is the most effective and safest method for maintaining stability.
During elections, ADR is the most effective tool for preserving industrial peace. Small issues -- such as wages, leave, or behavioural misunderstandings-can instantly escalate into major crises amid electoral tensions, but ADR helps restore calm quickly. Punitive measures such as suspension, dismissal, retrenchment, lay-offs, or termination often complicate the situation further, whereas ADR offers peaceful solutions. It resolves problems internally, reduces political or third-party influence, maintains trust with trade unions, lowers security risks in industrial zones, and sustains the confidence of foreign buyers during election periods. As a result, ADR has emerged as one of the key instruments for ensuring industrial peace and stability.
In Bangladesh, ADR in the labour sector has been established as a fast, humane, and effective dispute-resolution mechanism. The Ministry of Labour, BEPZA, BGMEA, BKMEA, labour courts, the ILO, BILS, and various national trade union federations all place strong emphasis on mediation and amicable settlement in resolving worker-employer disputes. Especially in the EPZs, regular inspections, field-based dialogue, grievance hearings, and immediate interventions have made ADR even more effective. Consequently, hundreds of disputes are being resolved swiftly without resorting to courts, playing a vital role in maintaining industrial peace, productivity, and the stability of export flows.
However, some limitations remain in practical implementation. The shortage of skilled mediators, the lack of competence among HR and welfare officers, workers' limited legal awareness, and an ongoing trust deficit continue to pose challenges. In the context of elections, these limitations become even more pronounced. Nevertheless, concerned institutions are increasingly able to prevent major unrest by applying ADR effectively and resolving disputes swiftly.
To make ADR effective during election periods, it is essential to establish internal ADR committees in every factory, where management and worker representatives work jointly with skilled ADR experts. HR and welfare officers in industrial establishments must receive specialized training so they can identify emerging problems at an early stage and resolve them promptly. The introduction of 24/7 grievance hotlines, online dispute resolution (ODR) platforms, regular assessment of workers' daily sentiments, and the identification of politically and socially sensitive zones with corresponding contingency planning are also crucial. In addition, early resolution of wage and bonus-related disputes, regular tripartite meetings with trade unions, social media monitoring cells, and coordinated teams involving industrial police, civil administration, and management will play a vital role in rapid decision-making and maintaining stability in industrial areas.
Moreover, it is critically important to swiftly establish and operationalise the proposed Alternative Dispute Resolution Authority under Section 348(c) of the amended Labour Act, as this body would play a central role in policy formulation, training, and quality control. Making ADR mandatory for the speedy disposal of labour court cases would reduce the burden on the courts and accelerate resolutions. Setting up dedicated ADR centres in each industrial zone would provide immediate support to workers and management, while mandatory ADR training for trade union leaders would reduce conflict and strengthen a culture of compromise. The development of an integrated network involving the industrial police, BEPZA, BEZA, and the Ministry of Labour would further enhance information flow, decision-making, and crisis response -- making them more timely, rapid, and effective.
If industrial areas are to withstand election-related instability, there is no room for delay -- ADR must be adopted as a primary tool from now on. Political tensions, financial pressures, or union rivalries can instantly disrupt the factory environment. ADR, however, offers a fast, humane, and credible pathway where workers have a voice, management can understand and address problems in a timely manner, and the entire process remains cost-effective for all parties involved.
ADR is not merely a "problem-solving" mechanism for industrial areas; it is a system for building trust. It strengthens the relationship between workers and owners/management on a sustainable basis and plays a crucial role in maintaining national stability during election periods. Therefore, to safeguard Bangladesh's industrial development during and after elections, it is now essential to adopt ADR as a central strategy at both national and industrial levels and to implement it through coordinated action by all stakeholders.
Dr. Sohel Miah is Labour Relations Specialist, Columnist and Researcher.
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