Thus, the Commission urge that Section 22 of the OEM Act 2013 be effectively used and ensure the recruitment agents are made liable in matters concerning breach of employment contract, including in respect of wages, disability compensation, repatriation and death. Despite the prevailing laws having effective control over the recruiting agents; implementation of the law and practice are not without gaps. To make safe migration possible the recruiting agents needs to be monitored closely and strictly following the law. Based on the findings of the study conducted by the Commission, it is recommended that a rating or grading system for recruitment agents be put in place. This will bring two-fold results – aspirant migrants will have an option to choose responsible retirement agents, and the recruitment agents will feel encouraged and motivated to adopt good practices. Further, it should be made obligatory to recruitment agents to communicate with the clients their duties and remedies for breach of such duties at the very beginning of their communication. This will increase transparency in the whole process. Part II of the Convention issues related to Articles 7 and 83 Since its inception the Commission has received a total number of 34 complaints from migrant workers and a total number 5 complaint related to matters concerning human trafficking. Of which as indicated below 33.3% complaints under both categories are made by females. Of the total complaints submitted under both categories 22 (56%) of complaints have been resolved. Category of Complaints received by NHRC Complaints from Migrant Workers Human Trafficking 2016 2015 2014 2013 - 8 15 4 (Female – 2) (Female – 4) (Female – 1) 3 - 1 - (Female – 2) 2012 2011 4 3 (Female – 1) (Female – 2) 1 - 2010 (Female – 1) Part III of the Convention issues related to Articles 8-25, 29 and 33 The legal prohibitions concerning child labour apply to all children under the Labour Act 2006. To date, NHRC has not received a single complaint pertaining to child labour related to migrant children. As per sections 34-44, appointment of children in the formal sectors of employment such as factories, industries, commercial organizations, communication and transportation industries are prohibited. Notwithstanding the Constitutional stipulations, the NHRCB recognizes that child labour is a reality in Bangladesh. The Commission is also conscious of the fact that children coming from the poorest households are more likely to be engaged in the labour force and drop out of school than children in households with the higher 9