Purpose-This research explores the contribution of Electronic Human Resource Management (e-HRM) to corporate sustainability (CS) in Bangladesh, among the small and medium-sized enterprises (SMEs). It especially investigates the role that e-recruitment & selection, e-training and e-performance management have to play in the environmental, social and economic aspects of sustainability. Methodology-A sample size of 432 HR professionals in SMEs was identified where issued with a structured questionnaire survey, which received 398 valid responses (87.27% response rate). Cronbach alpha was used in testing the reliability of the data and analysis of correlation and multiple regressions was done using SPSS. Findings-Each of the three e-HRM functions was significantly and positively related to CS. The highest influence was observed on e-recruitment & selection (R 2 = 0.586, p < 0.01) and e-performance management (R 2 = 0.504, p < 0.01) and e-training (R 2 = 0.470, p < 0.01). These findings show that e-HRM is not only efficient but also promotes transparency, equity and optimum use of resources. Discussion-The evidence above puts emphasis on the idea that implementing e-HRM helps SMEs leap over resource limits and attain sustainable practices. This interdependence of digital HR functions only enhances their strategic importance and makes e-HRM more than an administrative support system instead of becoming a facilitator of resilience and the overall sustainability of an organization. Contribution and Implications-The research has a valuable contribution to the theory because it advances the value of digital HR toward sustainability in SMEs and is useful to policymakers and practitioners to enhance the ability of digital infrastructure and digital HR.