1 I. Introduction

Labour welfare is one of the significant areas in the garment manufacturing industry in Bangladesh. It covers a large area of corporate social responsibility such as labour well-being, pleasure, and overall satisfaction among the workers. It has also been observed that labour welfare originates from a broader concept of social welfare, which is concerned with the well-being and happiness of the human resources within an establishment. According to Patro (2012), a labour welfare facility broadly can be classified into two categories: intramural facilities, i.e., within the establishment such as canteen facilities, available drinking water facilities, medical facilities, and toilet facilities of the labour. On the other hand, the extramural facilities, i.e., outside the establishment such as transportation facilities, child care facilities, sports facilities and housing facilities of the labour.

Labour welfare not only enhances employee satisfaction but also inspires workers to make positive contributions to their organisations (Wolf et al. 2022). It inspires workers, and endorses strong industrial relations (Alam et al. 2020). Moreover, it promotes the sustainability of the establishment extensively (Nusrat & Solaiman 2016). Several studies recommended that inspiration through various labour welfare activities is essential for consistency in productivity growth and attaining the industrial goal (Alam et al. 2020). According to the stakeholder theory, workers’ interests are indispensable for maximising the profit of the establishment (Dmytriyev et al. 2021).

As far as garments workers’ welfare is concerned, a study demonstrates (Nusrat & Solaiman 2016) that the welfare facilities are quite good in a few garments industry in Chittagong city of Bangladesh. However, the same study raises some issues such as recreational activity, medical facilities, hygiene facilities and performance incentives for the workers remain a challenge for the long-term sustainability of this sector in Bangladesh. In fact, in other areas of Bangladesh, labour welfare policies are not practised as expected (Islam et al. 2020). Instead, it is deteriorating day by day. One of the reasons is that there is no adequate enforcement mechanism under the labour legislation to improve labour welfare in Bangladesh (Syed 2020a). For example, many labour welfare facilities have been mentioned under Chapter VIII of the Bangladesh Labour Act 2006 (thereafter, BLA2006) (s 89–99 BLA, 2006). But there are no adequate penalties, incarceration or other sanctions for breaching the provisions of national labour legislation (s 89–99 BLA, 2006). Moreover, they have no adequate inspection mechanism to ensure the effective application of the labour legislation (Caro et al. 2021).

Theories of labor welfare policy emphasise not only policy formulation but also effective implementation (Rana 2014). One of the labour welfare theories known as policing theory "assumes that man is selfish and self-centred and always tries to achieve his own ends, even at the cost of the welfare of others" (Mukherjee & Vyas 2020). This theory posits that without external compulsion, employers fail to provide even the minimum welfare facilities to their workers. In Bangladesh, having welfare policies, garment workers still struggle to access their rights in terms of economic and social aspects (Siddiqi 2020; Quayyum 2019). For example, Bangladesh labour law refers to the medical facility for all garment workers [s 79(c), 89(5)(6)(7) BLA, 2006], despite the garment workers being deprived of enjoying these rights adequately in the country.

It is expected that the policies will be implemented properly and will ensure the workers' economic and social welfare. Thus, this study will quest to get the answer to the following research questions:

  • Do workers’ welfare policies under labour law really matter for garment manufacturing workers?

  • Assess the opinions of the workers on whether these policies are practised in improving their well-being.

2 Welfare Policy under Labour Legislation in Bangladesh

Chapter VIII of the Bangladesh Labour Act 2006 discusses matters relating to workers' welfare (s. 89–99 BLA, 2006). For instance, the regulations stipulate that industries employing at least 150 workers must have a first-aid appliance available. Further, establishments with 300 or more workers are required to provide a medical practitioner, nursing staff, a sick-room, and a dispensary. Additionally, any establishment employing 5,000 or more workers must establish a permanent medical center [Section 89(2) BLA, 2006].

The Bangladesh Labour Act of 2006, amended in 2013 following the tragic Rana Plaza collapse and the Tazreen Fashions fire, places a strong emphasis on enhancing worker safety to improve welfare issues (Syed & Ikra 2022). The Rana Plaza and Tazreen Fashion disasters tragically resulted in the deaths of thousands of workers and left several thousand more injured (Ullah 2022; Quelch & Rodriguez 2015). A safety record book maintenance is compulsory in every establishment where more than 25 workers are employed, and a safety information board shall be exhibited in a manner prescribed by rules (s 90 BLA, 2006). Further, a safety committee has to be formed and functioned in every factory where 50 or more workers are employed in the garments-manufacturing business (s 90A BLA, 2006). Labour legislation further makes provisions to provide personal safety equipment to the workers (s 78A BLA, 2006).

Besides, labour legislation stated to provide a sufficient number of washing and bathing facilities separately to male and female workers, which shall be kept clean at all times and easily accessible (s 91 BLA, 2006). An adequate number of canteen facilities shall be there with standard construction, accommodation, furniture and other necessary equipment for the workers where more than 100 workers are employed (s 92 BLA, 2006). In every garment factory where more than 50 employees are ordinarily employed, a sufficient and suitable number of restrooms should be provided for workers [s 93(1) BLA, 2006]. The restrooms shall be sufficiently lighted and ventilated and shall be in a condition of clean and tolerable temperature [s 93(2) BLA, 2006]. An available lunchroom facility for workers is the provision drafted under the labour law in Bangladesh. In every garments-manufacturing industry where more than 50 employees are ordinarily employed, a suitable lunchroom with an arrangement of drinking water should be provided to workers [s 93(1) BLA, 2006]. Also, the lunchrooms shall be sufficiently lighted and ventilated and shall be in a condition of clean and tolerable temperature [s 93(2) BLA, 2006]. There is also a provision mentioned in national labour legislation that, where 40 or more female employees are ordinarily employed, one or more suitable childcare rooms shall be provided for the use of their children who are under the age of 6 years [s 94(1) BLA, 2006]. The childcare rooms shall be provided with sufficient accommodation, light, ventilation and kept in a clean and sanitary condition, under the charge of an experienced or trained woman for caring children [s 94(2) BLA, 2006]. Additionally, childcare rooms must be easily accessible to the mothers and located away from any industrial areas that emit dust, odors, or noxious fumes, or where excessively noisy operations are conducted [s 94(3) BLA, 2006]. The said rooms shall be strongly constructed with suitable heat-resisting materials [s 94(4) BLA, 2006], sufficient light, air, and ventilation of fresh air [s 94(6) BLA, 2006]. The childcare rooms shall be with adequate toys [s 94(7) BLA, 2006] and a fenced shady open-air playground for comparatively older children [s 94(8) BLA, 2006]. A compulsory group insurance policy shall be introduced in an establishment by the employer where at least 100 permanent workers are employed (s 99 BLA, 2006).

Therefore, it is expected that employers of the garment supply chain industry will provide facilities, benefits, and services (welfare) to the workers as part of its obligation enacted under the BLA2006. The industry must take initiatives to provide welfare as a comfortable and ethical work environment for its employees. Based on this expectation, several welfare factors have been selected from the BLA2006 to investigate research questions.

3 Conceptual Framework

Labour welfare largely depends on ensuring a bunch of some supports and facilities including healthcare facilities, safety policy, educational support, infrastructural facilities, and financial support to workers by an organisation (Fig. 1). Most of the facilities and supports mentioned in Fig. 1 are the existing provisions of Bangladesh labour legislation. However, a policy regarding labour welfare under the labour legislation may not secure workers' welfare without a static implementation mechanism, i.e., compensation, penalty, or incarceration for non-compliance with the labour legislation (Fig. 1). It is expected that healthcare facilities, i.e., doctors and nurses, medical equipment, medicine with sickroom and permanent medical centre for workers, ensure workers’ welfare. It is also expected that an available healthcare facility and educational support may help workers take about their safety measures, which is considered worker welfare. Again, financial support to workers may help to get workers and their children’s education.

Fig. 1
figure 1

Source: Authors, based on BLA 2006

Conceptual framework for improving labour welfare.

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Also, education assists in acquiring knowledge, increasing skills, improving workers' access to information, and pursuing labour welfare. Providing educational facilities to a worker would be an effective strategy to improve the welfare of the workers in terms of social and economic aspects. Many studies demonstrate that garments workers work hard (Al Mamun & Hoque 2022) from dawn to dusk for their survival (Syed 2020b; Islam 2016) but get minimum returns that are inadequate to meet their primary needs (Sen et al. 2020). Thus, fixing the minimum wage as per the labour legislation (s 141 BLA, 2006) may secure workers' welfare. Overtime payment according to labour legislation (s 108 BLA, 2006), may increase workers’ welfare. But in practice, workers in the industries are not getting the standard rate for their overtime work (Anner 2020).

It can be content that workers can buy some household necessities, spend money for recreation, visit spectacular sights, and watch a movie with their friends and family from overtime earnings. Further, labour welfare can be ensured with ‘Intra-mural’ (services within the organisation), i.e., canteens, restrooms, washing and bathing facilities, etc. and ‘Extra-mural’ (services outside the organisation), i.e., housing, transport, children’s education, sports fields, interest-free loans, etc. (Patro 2012). In fact, welfare facilities for workers may also be secured with three basic categories — economic services, recreational services, and facilitative services. Thus, the appointment and function of a welfare officer may accelerate workers' well-being.

Furthermore, solely providing welfare as per labour legislation may not be an effective strategy. Instead, the role of other factors such as workers’ age, work experience, family members, and earning family members should be critically analysed in developing the conceptual framework of workers’ welfare (Fig. 1). Age is a factor that is closely related to the experience of the workers (Mahmud & Hilton 2020). It is expected that with the increase in age, respondents become more experienced, which may help workers adopt and enjoy labour welfare. The number of dependent family members of workers and earning family members may be considered factors for workers' well-being. It can be assumed that more dependent family members create a burden on workers, which infringes on workers’ welfare, and a greater number of earning members in a family shares the burden of the family, which may secure the welfare of the workers.

4 Methods

4.1 Target Group

Full-time workers in garments-manufacturing industries in Bangladesh. There are three categories [‘A’ (large), ‘B’(medium), and ‘C’ (small)] of industries. Categories ‘A’ and ‘B’ are known as compliant and one hundred percent export-oriented and were targeted for this study. Smaller and sub-contracting companies were ignored in this study.

4.2 Time and Location of the Study

This study was conducted between July 2021 and August 2021 in three Upazilas, namely — Savar and Ashulia (Dhaka District) and Gazipur Sadar (Gazipur District) in Bangladesh. These three Upazilas were purposively selected because these areas are known as an industrial hub of the garments sector in Bangladesh.

4.3 Sampling Technique

There is no comprehensive list of garment workers in these specific areas. As a result, the Convenient Sampling Technique (CST) was used to collect data. Other researchers also use CST for assessing the workers' satisfaction level in Bangladesh (Syed & Mahmud 2022; Syed 2020a, b, c).

A total of 257 workers were approached for data collection, of which data from 208 workers was found to be complete and valid.

4.4 Data Collection

Primary data were collected from the workers using a structured questionnaire administered through face-to-face interviews. Before collecting the data, a questionnaire was prepared and pretested. Afterwards, necessary modifications were made to the questionnaire on the basis of the pretesting, and then, it was finalised.

Data were collected mainly on the following aspects that include: (i) demographic status of the respondents; (ii) economic status of the respondents; (iii) opinions of the workers regarding welfare provisions mentioned in the labour law of Bangladesh.

4.5 Construction of the Dependent Variable

A ‘5-Point Likert Scale’ was used by several previous studies to assess the opinions of workers regarding labour satisfaction (Syed & Mahmud 2022; Syed 2020a, b, c).

In this study, using a 5-Point Likert scale, an index of labour welfare facilities was developed for workers, following the Labour Act. From this index,  10 indicators relating to labour welfare have been categorised under the national labour legislation. The respondent workers were asked to provide their opinions about the 10 statements which have been provided in Table 2.

Each of the respondents was given a score of 5, 4, 3, 2, and 1 for strongly agree (SA); agree (A); neutral (N), disagree (DA), and strongly disagree (SDA), respectively, for each of the labour welfare statements. Therefore, each worker's overall labour welfare score lays within the range of 10 points to 50 points. Of the 208 respondents, the worker who received a welfare score of  30 (60%) or above was considered a satisfied worker and coded “one". A worker with lesser than 30 points was coded “zero”. Similarly, a study also considered a score of 60% or above as satisfactory performance in pursuing economic activities (Mahmud et al. 2020).

4.6 Ethical Issues

Ethical issues such as respondents’ flexible timing, privacy to answer the questions, among others were considered during data collection. Besides, participants had the freedom to give an answer or refuse to answer any question. Also, they had an option of opting out at any time if they do not feel comfortable during the interview. Before the interview started and they gave consent to it, the intentions of the study and details of the interview process were shared with the respondents. The respondents were also reassured that their identities would not be exposed at any stage to anyone except to the researchers.

4.7 Analytical Strategies

The Binary Logistic Regression (BLR) technique was used in this study to assess the opinions of the workers about the welfare facility provided by the garment industries. It is important to note that the BLR technique can be applied only if the dependent variable is dichotomous (Mahmud & Hilton 2020; Kabir et al. 2021; Mahmud et al. 2014b). In this study, the BLR technique was used since the dependent variable ‘Satisfaction with existing welfare measures provided by the company’ was dichotomous. The model can be specified as:

$$\begin{aligned} {\text{Ln}}\left[ {{\text{Pi}}/\left( {1 - {\text{Pi}}} \right)} \right] & = C + \beta_{1} X_{1} + \, \beta_{2} X_{2} + \, \beta_{3} X_{3} + \beta_{4} X_{4} + \, \beta_{5} X_{5} + \, \beta_{6} X_{6} \\ & \quad + \beta_{7} X_{7} + \, \beta_{8} X_{8} + \, \beta_{9} X_{9} + \, \beta_{10} X_{10} + \, \beta_{11} X_{11} + \beta_{12} X_{12} + \, \beta_{13} X_{13} + \, \beta_{14} X_{14} \\ & \quad + \beta_{15} X_{15} + \, \beta_{16} X_{16} + \, \beta_{17} X_{17} + \, \mu \\ \end{aligned}$$
(1)

where Pi Probability that workers would be satisfied; 1-Pi Probability that workers would not be satisfied; X1 worker’s work experience (year); X2 age of the worker (years); X3 education of the worker (year); X4 number of the worker’s family member; X5 number of earning family member; X6 worker’s monthly salary (BDT); X7 overtime received by the worker (hour/month); X8 total number of the medical facility received by the worker; X9 number of welfare facility provided by the welfare office; X10 number of safety provided by safety committee; X11 number of washing and bathing room facility for workers; X12 canteen facility available for the worker (dummy: yes = 1 and no = 0); X13 number of restrooms available for the worker; X14 lunchroom with drinking water facility exists for the worker (dummy: yes = 1 and no = 0); X15 number of the restroom exists for the female worker; X16 childcare room exists for female workers’ children (dummy: yes = 1 and no = 0); X17 group insurance facility exists for the worker (dummy: yes = 1 and no = 0); C Constant of Eq. 1; βi Coefficients of Eq. 1; μ Error term of the Eq. 1.

5 Results and Discussion

5.1 Socioeconomic Status of the Garments Workers

The owners of garment factories usually prefer to hire young and energetic workers because working in garment factories is a laborious job. This study also shows that the sampled workers are also young, with a mean age of 27.20 years (Table 1). Most garment workers are female, and they are passive and unwilling to give their opinions. As a result, the participation of the female workers was slightly less compared to the participation of the male workers. The ratio of female participants is 47.6% whereas the male participant ratio is 52.4% for this study (Table 1).

Table 1 Socioeconomic characteristics of the workers
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In fact, in developing countries like Bangladesh, garment factory workers have a low level of educational attainment (Syed & Mahmud 2022). This study also revealed the workers had a low level of educational background. The mean years of schooling of the workers in this study are found 7.7 years (Table 1). In this study, workers are categorised into three categories that are: (i) unmarried workers, (ii) married workers, and (iii) divorced workers. As it can be seen from Table 1, an overwhelming proportion (78.8%) of the workers are married, followed by unmarried workers (14.4%) and divorced workers (6.7%). The average family size of the workers is 3.84 persons, and the average number of working caring members in their family is 1.84 persons (Table 1).

A study finds that garment workers in Bangladesh are paid low like other developing countries (Campaign 2014). This study also observed that the average monthly wage received by the workers was quite low, BDT 8527.53, and the average monthly overtime wage is BDT 2860.54 (Table 1). The respondents had a good level of working experience in the setting of the garment-manufacturing industry with a mean of 4.78 years (Table 1).

5.2 Opinions of the Workers regarding Welfare Policies Practised

The garment workers were asked to give their opinions about the well-being provided by their factories. In this study, workers provided their opinions on the 10 aspects of labour welfare mentioned in the Bangladesh Labour Act 2006 (Table 2). The workers provided their opinions on the following statements: (i) A sufficient number of medical facilities are available in your factory; (ii) Performance of labour welfare department in your factory is appreciable; (iii) Performance of safety committee in your factory is appreciable; (iv) A sufficient number of washing and bathing facilities are available in your factory; (v) An adequate number of canteen facility exists for workers in your factory; (vi) An adequate number of restroom facility exists for workers in your factory; (vii) An adequate number of lunchroom facility exists for workers in your factory; (viii) An adequate number of restroom facility exists for female workers in your factory; (ix) An adequate number of childcare facility is provided in your factory, and (x) Management of your factory is willing to introduce a group insurance policy for workers.

Table 2 Opinions of the respondents on different statements (percentage)
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It is to be noted that each statement had five options that were: (i) Strongly Agree (SA); (ii) Agree (A); (iii) Neutral (N); (iv) Disagree (DA); and (v) Strongly Disagree (SDA). As it can be seen from Table 2, the majority of the workers had positive opinions on the aspects of existing canteen facilities, medical facilities, safety committee performance, and childcare facilities. For example, 79.8% of respondents opined that they had an adequate number of canteen facilities, 77.4% of respondents opined that they had a sufficient number of medical facilities for workers in their factories (Table 2). However, most of the workers had negative opinions on the aspects of existing restroom facilities, separate restroom facilities for female workers, and the willingness of management to introduce a group insurance policy for workers (Table 2). For example, 66.4% of respondents opined that their managements are unwilling to introduce a group insurance policy for workers; 62.1% of respondents opined that they had no adequate number of separate restroom facilities for the female workers (Table 2).

Furthermore, in this study, workers were also asked to provide their opinions on whether they were overall satisfied with their existing welfare policies practised by their factories. In that case, the majority of the workers (61%) were dissatisfied with the current welfare policies practised in their factories. In this study, 97% of workers had their opinions that they would be satisfied if all the welfare policies (mentioned in the Labour Act) were practised in their factories.

5.3 Factors that Matter for Workers

This study observed that out of the 17 variables, 6 had significantly related to the dependent variable (Table 3). These six variables were: (i) overtime received by the workers, (ii) number of medical facilities received by the workers; (ii) number of safety measures set by the safety committee; (iii) number of the restroom for the workers, (v) number of the lunchroom for the workers; and (vi) availability of the childcare centre in the company (Table 3).

Table 3 Estimated results of the binary logistic regression
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Study finds that pecuniary benefits are directly correlated with the welfare of the workers (Syed & Mahmud 2022). Overtime benefits are one kind of extra allowance besides the regular wage of a worker. Where an employee works for more hours than that of fixed hours following by labour legislation, s/he shall be entitled to get an allowance at the rate of twice of her/his ordinary rate of basic wage and dearness allowance and ad-hoc or interim wage, if any, for his overtime work [s 108(1) BLA, 2006]. It can logically be assumed that a worker who receives an overtime facility would be in a more advantageous position in earning income and spending than a worker who does not have this facility. This study also revealed that the worker's overtime facility had a significant and positive impact on the dependent variable (Table 3). The probability of increasing workers’ level of satisfaction will be 50% if a worker receives an additional one hour of overtime (Table 3). Similarly, several studies demonstrate that receiving overtime facilities by readymade garment workers played a vital role in improving their economic welfare (Fujimoto et al. 2022; Jaishree 2021; Nusrat & Solaiman 2016).

Like other developing counties, workers in Bangladesh often fail to receive adequate healthcare facilities because of their inadequate income and unavailability of medical facilities in their locality or community (Hasan et al. 2021; Kabir et al. 2021). Moreover, the workers in Bangladesh, especially female workers, are still much unaware of their healthcare facilities (Hasan et al 2021; Rana 2014). As per the labour laws in Bangladesh, it is the responsibility of the companies to ensure the healthcare safety of workers by providing them with proper medical facilities in the workplace. It can logically be assumed that a worker who receives more medical facilities from his/her company would be physically, psychologically, and economically satisfied than a worker who receives few medical facilities. In this study, medical facilities refer to the number of doctors and nurses employed in the company for the workers and also include the number of medical equipment (first-aid box, medicine, X-ray machine, ambulance, etc.) used for the workers. This study also showed that the workers who received medical facilities were significantly and positively related to the dependent variable (Table 3). The probability for a worker to become satisfied would be 64.55% for each additional increase in the number of medical facilities for a worker (Table 3). This study result was also consistent with the study by Bhati and Ashokkumar (2013) and Rajapakshe (2021).

Undoubtedly, frequent industrial accidents can inhibit the expansion of industry in Bangladesh (Ullah 2022; Nusrat & Solaiman 2016). The welfare facilities arise mainly from considerations of safety and hygiene (Rahaman & Arefin 2022). Therefore, strictly practising the safety measures set by the safety committee is indispensable for workers’ safety and security in this industry. In fact, a company where the safety committee operates its functions properly would be more successful in preventing accidents and tackling hazards than a company that has a weak or no safety committee. It can be hypothesised that a company that sets more safety measures as per the instructions of the safety committee would be in a more advantageous situation in ensuring workers' safety than a company that practices few safety rules and regulations. This study also showed that several safety measures prescribed by the safety committee for workers significantly impacted the dependent variable (Table 3). The probability of being satisfied for a worker would be 62% for each additional increase in the number of safety measures set by the safety committee (Table 3). In line with this finding, several studies demonstrate similar findings (Syed & Mahmud 2022; Ahmed et al. 2020).

It is not uncommon that an industrial worker usually has to perform many difficult tasks every day by taking on many challenges that require both physical and physiological strengths (Razzaque et al. 2021; Rana 2014). A worker may get epically sick or feel fatigued at any time, which results in a loss of labour productivity and workers’ creativity. In fact, a provision of taking rest for a while in the workplace will be beneficial for the workers’ physical and mental health. Thus, establishing an adequate number of restrooms for the workers is essential for obtaining a higher level of performance from the workers. This study confirmed that the number of restrooms for the workers was positively and significantly related to the dependent variable (Table 3). It implies that ensuring a restroom facility will increase the workers’ satisfaction level. The probability of increasing the workers’ level of satisfaction will be 66.30% if the number of restroom facilities increases by one unit for the workers (Table 3). Similarly, several studies also observed that ensuring restroom facilities for the workers could significantly increase their satisfaction level (Bhati & Ashokkumar 2013; Sharmin and Manan 2022).

An available lunchroom facility for workers is a provision drafted under labour law in Bangladesh. Establishing well-equipped and well-furnished lunchroom facilities by the company for the workers can create an opportunity for them to have fresh food easily in a healthy environment. It goes without saying that an adequate number of lunchrooms on the company premises can help workers save their time and energy, which they are supposed to lose for going outside to have lunch. This study demonstrated that the number of lunchrooms for the workers was significantly and positively related to the dependent variable (Table 3). The workers’ level of satisfaction will probably increase by 59.59% if the number of lunchroom facilities increases by one unit for the workers (Table 3). In line with this finding, a study demonstrates a positive correlation between lunchroom facilities and employee satisfaction (Syed & Mahmud 2022; Tamilmozhi & Vetrivel nd; Bhati & Ashokkumar 2013).

Childcare centre for taking care of female workers’ children is considered one of the significant welfare in the setting of garments workers in Bangladesh (Iqbal 2021; Rana 2014). Most of the garment workers are married females, and they are mostly between 20 and 30 years of age, a high time for giving birth to children. Therefore, a childcare facility for taking care of female workers' children is indispensable (Sharmin & Manan 2022). It can logically be hypothesised that a worker, especially a female worker, would be more satisfied to work in a company that provides a childcare centre for them than a worker who does not have this facility. As expected, this study confirmed that the childcare facility for female workers’ children was significantly and positively related to the dependent variable (Table 3). The workers’ level of satisfaction will probably increase by 61.80% if the childcare centre is increased by one unit in the company (Table 3). In line with this finding, several studies show a positive correlation between childcare facilities and employee satisfaction (Zaighum et al. 2021; Beloor et al. 2020; Nusrat & Solaiman 2016).

6 Limitations of the Study

This study is only focussing on the garment factories in the two districts- Dhaka and Gazipur. However, other garment factories located in other districts of Bangladesh have been ignored due to time constraints. Moreover, our study has focused on the workers working in the garments industry, but the knit factories have been left out because of a funding crisis. Besides, this study has mainly shed light on the quantitative aspects of labour welfare. For generalising the findings of this study with a focus on both the qualitative and quantitative aspects, further research covering more districts of Bangladesh on different types of factories including garments and knit factories needs to be carried out.

7 Conclusion and Implications

This study mainly focusses on assessing the impact of labour welfare policies on global readymade garment workers in Bangladesh. Our study demonstrates that increasing labour welfare such as overtime hours, medical facilities, safety measures, restrooms, lunchrooms, and childcare facilities in the garments industry can significantly improve workers' welfare satisfaction.

In Bangladesh, garment workers are mostly female, illiterate, poor, and come from remote rural areas (Syed 2020a) thus, they are not aware of their health issues properly. The sampled workers in this study are not exceptional to it. Thus, it is necessary to take steps to increase healthcare awareness among workers through a massive campaign. The focus should be given to providing adequate number of doctors, and nurses in the factories as per the proportion of the workers. It is also important to provide the necessary medical check-up facility free of charge. Emphasis should also be given to providing healthcare insurance policies for all workers.

Childcare facilities are still inadequate in garment factories. As most of the workers are women and have to work a long time in a factory, taking necessary steps to develop childcare facilities will assist them in taking care of their children, which will also reduce the anxiety of female workers.

Steps should be taken to establish an adequate number of neat and clean lunchrooms for the workers, which is inadequate. The lunchroom needs to be well-equipped with a fresh drinking water facility and cooling system and should have a proper seating arrangement.

Emphasis should be put on establishing an adequate number of restrooms for the workers. The focus should be given to establishing separate restrooms for male and female workers. It is important to ensure that the restroom is well-equipped with electronic devices (cooling fan, television, phone charger, etc.), reading materials (newspapers, magazines, books, etc.), napping beds or chairs, musical systems, etc. It is also necessary to have separate washrooms attached to the restrooms of male and female workers.

Necessary steps need to be taken to form a safety committee by ensuring the participation of workers as well as other staff. It is also important to ensure that the safety committee will meet regularly to make it more functional. Steps should be taken by the authority to provide an adequate budget to the safety committee so that they can use this fund for installing or purchasing safety equipment promptly. Further, a group insurance policy should be taken for the welfare of workers. In addition, the focus should be given to penalty provisions (e.g., sufficient compensation, penalty or incarceration, etc.) for non-compliance with the welfare provision as mentioned under the Bangladesh Labour Act (2006).