The term compliance is simply meant conformity of any developed standard. It revealed the exposition of disciplines, rules, norms, processes, policies, manuals, conducts, and similar matters pertinent to relevant courses of action. compliance signifies a suitable and absolute plan to ensure the vision of the business. Business firms are said to be compliant where there is an established process, policies, rules, and regulations in the business setup. Therefore, compliance is an important area of interest for the stakeholder to leverage the business sustainability in a fiercely competitive market, Moreover, compliance becomes a desk of discussion to manage human resources. compliance is not only adding value in the total process of an organization but also acts as a stimulator for the business entity. Academically the HRM activity is composed of HR core functions and HR support functions. The mainstream HRM process includes recruitment, selection, training, performance appraisal, and compensation. Besides, there are supporting functions such as employee services, employee assistance programs, safety and security, leave and attendance, and other organizational supports. In the last few decades, the scope of HRM functions has gradually been explored through organizational practices. Related research in the context of Bangladesh has claimed some very important areas and findings in light of mainstream functions (Atffi-et a1.,201.2; Hosain, 2017; Nurul et a1.,2019). The objective of the chapter is to define the meaning, importance, scope, and practices of human resources management compliance (HRC) in the context of Bangladesh. Additionally, this chapter is entailed some limited practices of HRC such as service rule and service policy compliance, maternity benefits compliance, wage compliance, compensation for injury by accident compliance, provident and gratuity fund compliance, health and hygiene compliance, welfare compliance, working hours, leaves and holidays compliance, that extracted from the previous Literature review in the context of Bangladesh. Human resources management compliance stands to ensure the relevant adoption of human resources rules, policies, and processes to manage people. It is the heart of business governance to comply with relevant rules, Laws, and acts to apply in the firm. A more specific meaning of HRC can be evolved as the process in hand, complying and conformance, maintaining the code of conduct, given rules and regulations (Tsui et a1.,2006; wald & Winterfeldt, z-oLz).The HRC influence all types of HR functions such as HRM core functions, support, HRM strategy, and policy. particularly, HRC is a guiding tool of firms to go by the book in the object of confirming the standards. In a wider sense, HRC has closely connected the legal structure and makes the obligations to the organizations in the adoption of definite HR policies, standard work process (SOp), and support services. Prior scholars in this field Jensen [2015) stated that HRC is composed of "Direct employment-related external regulations" namely the employment regulations, the law of workplace diversity and discrimination, the law of occupational health and safety, income and compensation security. And all regulations are influenced by the state law, culture, size and nature of business firms, market maturity and structure to adherence the law, best practices, and the ethical values to perform HR role (Edwards & Wolfe,2005; Interligi,2010; Rossi,20L0). Thus, we can conclude that the HRC is an important branch of human resources to leverage and conform the HR functions, process adherences to the need io the state, and also guided by labour law as well as relevant employment laws of the country