FOR decades, Bangladesh’s economy has been fuelled by remittances sent by millions of its migrant workers. These men and women, mostly employed in low-wage sectors in the Gulf states and Malaysia, work tirelessly in construction, domestic service, and factories, sending home billions of dollars each year. In 2024, Bangladesh received almost $27 billion in remittances, a crucial pillar of the nation’s economic stability.
Yet, beneath these figures lies a deeper issue: Bangladesh is exporting labour, not talent. While countries like India and the Philippines are sending skilled professionals abroad, Bangladesh continues to supply cheap labour, leaving its workforce vulnerable to low wages, poor working conditions, and economic instability. This outdated model must change.
As the world transitions towards a knowledge-driven economy, Bangladesh must rethink its migration strategy. Instead of exporting workers with limited skills and earning potential, it must equip its people with the expertise to secure high-value jobs in developed economies. Countries like the United Kingdom and Canada have successfully implemented data-driven, skills-based migration policies. Without decisive action, Bangladesh risks being left behind in the evolving global labour market.
Strategic migration models
The UK: a data-driven immigration system
The United Kingdom has implemented a skills-based immigration system that aligns migration with economic needs. The Migration Advisory Committee, an independent body, continuously updates the Shortage Occupation List using real-time employer surveys, big data analysis, and economic forecasting. This ensures that migrants entering the UK fill genuine skill gaps rather than contributing to an oversupply of labour.
For instance, when the UK faced a shortage of healthcare professionals, it fast-tracked visas for foreign nurses and care workers. This evidence-based approach guarantees that migration directly supports economic growth while providing stable career pathways for skilled workers.
Canada: a future-proof migration policy
Canada, facing an ageing population and workforce shortages in key industries, has developed one of the most sophisticated skills-based migration systems globally. The Canadian Occupational Projection System forecasts labour demand over the next two decades, enabling policymakers to adjust immigration policies accordingly.
Through its Express Entry system, Canada prioritises highly skilled professionals, particularly in STEM fields, healthcare, and skilled trades. In 2023, recognising shortages in construction, Canada actively recruited foreign electricians, welders, and engineers. A well-trained Bangladeshi professional with the right certification could qualify for permanent residency and a high-paying job in Canada, a stark contrast to the limited opportunities available in the Gulf.
Bangladesh’s current migration model: a race to the bottom
BANGLADESH continues to prioritise quantity over quality in its migration strategy. Instead of developing and exporting high-value professionals, the country remains a primary source of cheap labour. The consequences are severe:
73% of Bangladeshi migrants work in low-skilled jobs.
Only 17% hold skilled positions.
A mere 0.33% enter high-paying professions.
Consider Abdur Rahman, a 27-year-old from Cumilla, who borrowed Tk 5 lakh to pay a recruitment agent for a job in Dubai. He was promised work as a machine operator but, upon arrival, found himself in manual labour for half the expected salary. Lacking certification or leverage, he endured years of exploitation before returning home with little savings and no new skills.
Contrast this with Arvind, a 29-year-old Indian IT professional, who applied for Canada’s Express Entry program, secured a job at a top software firm in Toronto, and now earns a six-figure salary. While Abdur Rahman struggles, Arvind thrives. This disparity underscores why Bangladesh must transition from exporting labour to exporting skills.
A roadmap for a skills-based migration model
FOR Bangladesh to transition towards a high-skilled migration strategy, it must take some decisive steps:
Invest in data-driven workforce planning
Bangladesh must establish a Bangladesh Occupational Projection System, modelled after Canada’s COPS, to accurately predict labour market demands. Integrating real-time job market analytics from GCC countries, Malaysia, and Europe will help ensure that training programs align with global workforce needs. A Migration Intelligence Unit within BMET should be set up to analyse workforce trends and shape future policies.
Prioritise skills-based migration pathways
A points-based visa system, similar to the UK’s model, must be introduced to prioritise professionals in high-demand fields. Expanding recognition of prior learning programs would allow workers to obtain internationally recognised certifications before migration, increasing their employability and earning potential. Additionally, government-backed recruitment agencies should replace unregulated middlemen to ensure ethical migration practices.
Strengthen public-private partnerships in workforce training
Bangladesh must forge industry partnerships to align education with employer needs. A National Talent Mobility Council, composed of government officials, training institutes, and corporate leaders, should oversee a structured, demand-driven training framework. Encouraging collaboration between universities and employers can bridge the skills gap and foster a more competitive workforce.
Leverage technology for transparent and efficient migration
A Bangladesh Skills Portal, modeled after Canada’s Job Bank, could centralize job postings, certification programs, and digital labor contracts. This platform would facilitate connections between skilled workers and global employers, ensuring transparency in recruitment processes.
Shift from remittance dependency to a talent export strategy
Bangladesh must move beyond its current remittance-dependent model by focusing on equipping its workforce with high-value skills. Engaging the Bangladeshi diaspora through mentorship programs and skills transfer initiatives could enhance knowledge exchange and professional networking, positioning Bangladesh as a leader in global labour mobility.
The moment for change is now
Bangladesh stands at a crossroads. It can either continue exporting cheap labour, exposing its workforce to exploitation and economic stagnation, or pivot toward a skills-based migration model that prioritises long-term national prosperity. The strategies adopted by the UK and Canada provide a roadmap for this transformation.
By integrating skills intelligence, strategic workforce planning, and targeted migration policies, Bangladesh can empower its workforce and secure a competitive position in the global labour market.
Migration should not be merely about movement — it must be about mobility, opportunity, and economic empowerment.
The question remains: Will Bangladesh take the leap?
Sohana Samrin Chowdhury has worked with the International Labour Organization, UNDP and WFP, focusing on skills development, labour migration, and workplace safety policy.