For 18 years, Humayun has worked in Saudi Arabia, contributing to his family’s livelihood and Bangladesh’s economy through remittances.
Yet, despite nearly two decades of overseas experience, his monthly income remains around Tk110,000 – a figure he believes could have been much higher if he had received proper skills training before migrating.
Humayun’s experience reflects a broader challenge facing Bangladesh’s overseas employment sector: the country is sending millions of workers abroad, but most are entering low-paying jobs rather than high-value occupations.
While global demand for skilled manpower continues to rise, Bangladesh remains heavily dependent on unskilled labour exports. The result is a widening gap between the number of workers leaving the country and the economic value they generate.
Bangladesh received nearly $24 billion in remittances in the 2023-24 fiscal year. The figure crossed $30 billion the following year and reached $35.5 billion in FY26.
These earnings have provided crucial support to the economy, but analysts say the country could earn far more by shifting from a low-skilled migration model to one focused on skilled workers and professionals.
Compared with competing countries, Bangladesh’s return from migrant workers remains limited. Around 18.5 million Indian workers abroad sent nearly $145 billion in remittances last year, with per-worker remittances exceeding $7,800.
Bangladesh, with an estimated 8 million migrant workers, earns less than $4,500 per worker on average. Sri Lanka records nearly $5,500 per migrant worker, while Pakistan and Nepal also perform better than Bangladesh in terms of per-worker earnings.
The difference is largely linked to the types of jobs migrants secure. Nearly seven out of every ten Bangladeshi migrant workers leave the country as unskilled workers, limiting their access to higher-paying international markets.
Government data shows that skilled workers account for only 22 per cent of overseas workers, while semi-skilled workers make up 7 per cent and professionals just 0.4 per cent. Around 71 per cent of migrants are classified as low-skilled.
This comes at a time when global demand is rapidly increasing for workers in healthcare, information technology, advanced construction, industrial technology, automation, and machine operations.
A migration model built around low wages
Bangladesh continues to send more than one million workers abroad every year. In 2025 alone, 1,131,173 Bangladeshis migrated for employment.
The strong demand for Bangladeshi workers shows that the country retains an important advantage in the global labour market. However, most migrants continue to enter sectors such as construction, agriculture, cleaning services, domestic work, and general labour — occupations where wages are lower and career advancement opportunities are limited.
Labour market experts say the success of overseas employment should not be judged only by the number of workers sent abroad. The real measure is how many workers enter skilled professions and secure higher-income jobs.
In the Middle East, where a large share of Bangladeshi migrants work, skilled professionals often earn significantly more than general labourers.
Welders, electricians, plumbers, CNC machine operators, steel fixers, nurses, caregivers, and industrial technicians frequently earn two to three times more than unskilled workers in the same countries. They also receive better housing, healthcare, overtime opportunities, and greater job security.
Yet Bangladesh’s migrant workforce remains concentrated in labour-dependent markets such as Saudi Arabia, Qatar, the United Arab Emirates, Kuwait, and Malaysia. In 2024, around 62 per cent of Bangladeshi overseas workers went to Saudi Arabia.
The high-income markets Bangladesh cannot reach
The global labour market is changing rapidly. Countries such as Japan, South Korea, Germany, Italy, Croatia, Romania, and Poland are facing shortages of skilled workers due to ageing populations, industrial workforce gaps, and healthcare demands.
However, Bangladesh has struggled to benefit from these opportunities.
Even in Malaysia, a market Bangladesh has long sought to expand into, workers remain largely concentrated in agriculture and construction.
Experts say accessing European and East Asian markets requires more than technical ability. Workers need internationally recognised training, professional certification, and language skills.
In Japan, South Korea, and Germany, workers with technical expertise but poor language ability often fail to qualify for better-paying positions.
Mohammad Asaduzzaman Shamim, chairman of recruiting agency Al Zaman Overseas International, said foreign employers are looking for electricians, plumbers, welders, machine operators, tile workers, block masons, and steel fixers.
“Bangladesh has significant potential in European and East Asian markets if it can develop a reliable supply of skilled workers,” he said.
According to him, the biggest barriers are inadequate language skills, limited international-standard training, insufficient certification systems, weaknesses in bilateral labour agreements, and a lack of transparency in recruitment.
Why competitor countries are ahead
Bangladesh’s major competitors in the global labour market include India, the Philippines, and Vietnam. Their success comes from aligning workforce development with international market demand.
India has built a global reputation by exporting professionals in information technology, engineering, healthcare, and technology-based industries. Its advantage comes from strong professional education systems and widespread English proficiency.
The Philippines has become a global leader in healthcare and caregiving services by investing in internationally recognised training, language skills, and certification.
Vietnam has developed a strong workforce in manufacturing, electronics, machine operations, and technical industries, supplying workers to Japan, South Korea, and European markets.
The difference is not simply the size of the workforce. It is the ability to convert workers into internationally competitive professionals.
Where Bangladesh falls behind
The biggest weakness in Bangladesh’s skilled manpower development is the quality and relevance of training.
Many training centres lack qualified instructors, modern equipment, and updated curricula. Foreign employers visiting these facilities often question whether workers possess the practical skills required for international jobs.
Shariful Hasan, associate director of BRAC’s Migration Programme, said Bangladesh must focus on international-standard training, language education, skill assessment, and globally recognised certification.
“Many university graduates leave with degrees but without skills aligned with international labour market requirements,” he said.
The challenge extends beyond training centres. Bangladesh’s education system remains weakly connected with global employment trends. Universities and vocational institutions often do not sufficiently prepare students for industries where international demand is growing.
The cost of missing the opportunity
Bangladesh currently benefits from a large working-age population, giving the country a major demographic advantage. But this advantage will not last forever.
Without greater investment in technical education, language training, certification, and industry-linked skills development, Bangladesh may continue sending large numbers of workers abroad while capturing only a fraction of the economic value they could generate.
The future of manpower export will not depend on how many workers Bangladesh can send overseas. It will depend on whether those workers can compete for the jobs the world increasingly needs.
