The conciliation process in labor law in Bangladesh primarily follows the Bangladesh Labor Act, 2006, which regulates various aspects of employment and industrial relations in the country. Conciliation is a method for resolving disputes between employers and workers or trade unions through negotiation and mediation

• Any industrial dispute arising between an employer and workers or a trade union can be referred for conciliation. Industrial disputes can relate to matters such as wages, working conditions, employment terms, and disciplinary actions.
• Either party, i.e., the employer or the workers' representative (usually a trade union), may initiate the conciliation process by notifying the other party in writing about the dispute.
  
• A conciliator is appointed by the government to facilitate the conciliation process. The conciliator is typically a labor officer or government-appointed mediator.
  
• Once the conciliator is appointed, a meeting is scheduled with both parties to discuss the issues and attempt to find a mutually acceptable solution.
• If an agreement is reached between the parties during the conciliation process, it is documented in writing, signed by both parties, and becomes legally binding.
• If no agreement is reached, the conciliator issues a report stating that the dispute remains unresolved. In such cases, the parties may pursue other legal remedies, such as going to an arbitration board or labor court.
• In case of failure to resolve the dispute through conciliation, either party may choose to refer the matter to the Labour Court or an Arbitration Board, depending on the nature of the dispute.
• The Labour Court has the authority to hear and adjudicate on industrial disputes, while an Arbitration Board consists of members from both labor and management who decide on the dispute.