Hukum Korporasi, Investasi & M&A
Comparison: Bahasa Indonesia & English
06 Nov 2026, 01:21 WIB
Law No. 13 of 2003
Comparison Language:
English
Direct URL:
https://hukum.live/laws/lookup/law-no-13-of-2003-4/
Parallel Side-by-Side Analysis
🇮🇩
Bahasa Indonesia (Hukum Nasional)
Rujukan Pasal & Analisis Yuridis Resmi
### ANALISIS HUKUM & PASAL TERKAIT (BAHASA INDONESIA)
#### 1. Identitas Statuta, Kedudukan Hierarkis, dan Status Keberlakuan
* **Regulasi Pokok:** tentang Ketenagakerjaan ("****").
* **Statuta Perubahan:**
* tentang Cipta Kerja (dinyatakan inkonstitusional bersyarat oleh Mahkamah Konstitusi melalui Putusan No. 91/PUU-XVIII/2020).
* Peraturan Pemerintah Pengganti tentang Cipta Kerja.
* **** tentang Penetapan Peraturan Pemerintah Pengganti tentang Cipta Kerja Menjadi Undang-Undang ("****").
* **Yurisprudensi Terkini Mahkamah Konstitusi:**
* **Putusan Mahkamah Konstitusi Nomor 168/PUU-XXI/2023** (dibacakan pada 31 Oktober 2024), yang membatalkan dan merekonstruksi 21 pasal dalam klaster ketenagakerjaan dan memerintahkan pembentukan Undang-Undang Ketenagakerjaan baru yang terpisah dari dalam jangka waktu paling lama 2 (dua) tahun.
* **Peraturan Pelaksana Relevan:**
* tentang Penggunaan Tenaga Kerja Asing (****).
* tentang PKWT, Alih Daya, Waktu Kerja dan Waktu Istirahat, dan Pemutusan Hubungan Kerja (****).
* jo. tentang Pengupahan (** jo. **).
---
#### 2. Ketentuan Statutori Kunci Berdasarkan jo. & Putusan MK No. 168/PUU-XXI/2023
##### A. Hubungan Kerja & Jenis Perjanjian Kerja (, 59 )
1. **Klasifikasi:** Hubungan kerja didasarkan pada Perjanjian Kerja Waktu Tertentu (PKWT) atau Perjanjian Kerja Waktu Tidak Tertentu (PKWTT).
2. **Batasan PKWT:**
* PKWT hanya dapat dibuat untuk pekerjaan tertentu yang menurut jenis dan sifat atau kegiatan pekerjaannya akan selesai dalam waktu tertentu (pekerjaan yang sekali selesai atau sifatnya sementara, musiman, atau produk baru).
* PKWT dilarang diadakan untuk pekerjaan yang bersifat tetap.
* *Pasca-Putusan MK No. 168/PUU-XXI/2023:* Jangka waktu PKWT dikembalikan pada prinsip pembatasan waktu maksimal paling lama 5 (lima) tahun termasuk perpanjangannya, serta penegasan bahwa jika ketentuan dilanggar, demi hukum statusnya beralih menjadi PKWTT.
3. **Uang Kompensasi PKWT:** Pengusaha wajib memberikan uang kompensasi kepada pekerja PKWT yang masa kerjanya telah berakhir (minimal 1 bulan berturut-turut) dengan formula proporsional masa kerja ( jo. jo. ).
##### B. Alih Daya / *Outsourcing* (, 66 )
* Perusahaan alih daya wajib berbadan hukum perseroan terbatas dan wajib memenuhi perizinan berusaha dari Pemerintah Pusat.
* *Pasca-Putusan MK No. 168/PUU-XXI/2023:* Mahkamah Konstitusi menegaskan kembali pembatasan jenis pekerjaan alih daya; Menteri Tenaga Kerja diwajibkan menetapkan jenis dan bidang pekerjaan yang dapat dialihdayakan secara limitatif untuk melindungi kepastian kerja pekerja inti (*core business*).
##### C. Waktu Kerja, Istirahat, dan Lembur (, 78 )
1. **Waktu Kerja Standar:**
* 7 (tujuh) jam 1 (satu) hari dan 40 (empat puluh) jam 1 (satu) minggu untuk 6 (enam) hari kerja/minggu; atau
* 8 (delapan) jam 1 (satu) hari dan 40 (empat puluh) jam 1 (satu) minggu untuk 5 (lima) hari kerja/minggu.
2. **Kerja Lembur:**
* Maksimal 4 (empat) jam dalam 1 (satu) hari dan 18 (delapan belas) jam dalam 1 (satu) minggu (tidak termasuk lembur pada hari istirahat mingguan/hari libur resmi).
* Wajib ada persetujuan pekerja bersangkutan secara tertulis dan pengusaha wajib membayar upah kerja lembur.
##### D. Pengupahan ( – 90 )
1. **Upah Minimum:**
* Gubernur wajib menetapkan Upah Minimum Provinsi (UMP) dan dapat menetapkan Upah Minimum Kabupaten/Kota (UMK).
* *Pasca-Putusan MK No. 168/PUU-XXI/2023:* Penetapan upah minimum harus kembali memperhitungkan variabel Kebutuhan Hidup Layak (KHL), pertumbuhan ekonomi, dan inflasi serta mengembalikan peran aktif Dewan Pengupahan Daerah; pengupahan sektoral dimungkinkan kembali.
2. **Struktur dan Skala Upah:** Pengusaha wajib menyusun dan menerapkan struktur dan skala upah dengan memperhatikan kemampuan perusahaan dan produktivitas.
##### E. Pemutusan Hubungan Kerja (PHK) dan Kompensasi ( – 156 )
1. **Prinsip Pencegahan:** Pengusaha, pekerja, serikat pekerja, dan pemerintah wajib mengupayakan agar PHK tidak terjadi.
2. **Prosedur PHK:** Jika PHK tidak terhindarkan, pengusaha wajib menyampaikan pemberitahuan PHK beserta alasannya. Apabila pekerja menolak, penyelesaian wajib ditempuh melalui perundingan bipartit, mediasi/konsiliasi tripartit, hingga Pengadilan Hubungan Industrial ().
3. **Hak Finansial Pasca-PHK ():**
* **Uang Pesangon (UP):** Dihitung berdasarkan masa kerja (1 bulan upah untuk <1 tahun masa kerja, hingga maksimal 9 bulan upah untuk masa kerja 8 tahun atau lebih).
* **Uang Penghargaan Masa Kerja (UPMK):** Diberikan mulai masa kerja 3 tahun (2 bulan upah) hingga 24 tahun atau lebih (10 bulan upah).
* **Uang Penggantian Hak (UPH):** Meliputi cuti tahunan yang belum gugur, biaya ongkos pulang pekerja ke tempat asal, dan hal-hal lain yang ditetapkan dalam Perjanjian Kerja, Peraturan Perusahaan (PP), atau Perjanjian Kerja Bersama (PKB).
* *Catatan Putusan MK No. 168/PUU-XXI/2023:* Frasa alasan-alasan PHK dan koefisien kompensasi harus ditafsirkan secara ketat guna melindungi hak dasar pekerja agar tidak terjadi terminasi sepihak tanpa keabsahan hukum substantif.
---
#### 3. Hak dan Kewajiban Statutori Para Pihak
| Subjek Hukum | Hak Statutori Utama | Kewajiban Statutori Utama |
| :--- | :--- | :--- |
| **Pekerja / Buruh** | - Memperoleh upah yang layak ().<br>- Hak atas jaminan sosial ketenagakerjaan (BPJS TK & BPJS Kesehatan).<br>- Hak atas K3 / Keselamatan dan Kesehatan Kerja ().<br>- Berserikat dan berunding bersama ().<br>- Menerima pesangon/kompensasi saat PHK/kontrak berakhir. | - Menjalankan kewajiban kerja sesuai perjanjian kerja/PP/PKB.<br>- Mentaati tata tertib kerja dan protokol K3.<br>- Menjaga rahasia perusahaan dan loyalitas kontraktual. |
| **Pengusaha** | - Hak atas hasil kerja pekerja.<br>- Hak mengarahkan dan mengatur pelaksanaan pekerjaan (*manajemen prerogatif*).<br>- Menerapkan sanksi disipliner (SP1, SP2, SP3) sesuai regulasi yang berlaku. | - Membayar upah tepat waktu tidak lebih rendah dari upah minimum.<br>- Mendaftarkan dan membayar iuran jaminan sosial pekerja.<br>- Menerapkan standar keselamatan kerja (K3).<br>- Menyusun PP (jika mempekerjakan $\ge$ 10 orang) atau merundingkan PKB.<br>- Membayar uang kompensasi PKWT dan hak pasca-PHK. |
---
#### 4. Panduan Kepatuhan & Mitigasi Risiko bagi Pelaku Usaha
1. **Audit Hubungan Kerja (PKWT vs PKWTT):** Evaluasi seluruh perjanjian PKWT. Pastikan jenis pekerjaan tidak bersifat permanen dan jangka waktu tidak melebihi batas legal pasca-Putusan MK 168/2023 guna mencegah risiko penetapan otomatis menjadi PKWTT oleh Pengawas Ketenagakerjaan.
2. **Kepatuhan Kontrak Alih Daya:** Pastikan vendor alih daya memiliki perizinan berusaha yang valid dan terdaftar, serta membatasi penempatan tenaga alih daya hanya pada klasifikasi penunjang non-inti sesuai ketentuan Kemenaker terbaru.
3. **Pembaruan Formula Kompensasi:** Alokasikan cadangan kontinjensi (*contingency reserve*) untuk pembayaran kompensasi PKWT () dan restrukturisasi provisi pesangon PHK berdasarkan dan Putusan MK No. 168/PUU-XXI/2023.
4. **Standarisasi Dokumentasi PHK:** Hindari tindakan PHK sepihak (*unilateral termination*). Pastikan seluruh tahapan surat peringatan, risalah bipartit formal, dan mekanisme notifikasi PHK 14 hari kerja terpenuhi secara ketat untuk mencegah sanksi batal demi hukum dan kewajiban pembayaran upah proses (*back pay*).
🇬🇧
English Legal Analysis & Statutory Codification
Parallel Comparative Translation & Compliance Notes
### LEGAL ANALYSIS & STATUTORY PROVISIONS (ENGLISH)
#### 1. Statutory Identity, Hierarchy, and Current Legal Status
* **Principal Regulation:** Law Number 13 of 2003 on Manpower ("**Law 13/2003**").
* **Amending Statutes:**
* Law Number 11 of 2020 on Job Creation (ruled conditionally unconstitutional by the Constitutional Court under Decision No. 91/PUU-XVIII/2020).
* Government Regulation in Lieu of Law Number 2 of 2022 on Job Creation.
* **Law Number 6 of 2023** on the Enactment of Government Regulation in Lieu of Law Number 2 of 2022 on Job Creation into Law ("**Law 6/2023**").
* **Decisive Constitutional Jurisprudence:**
* **Constitutional Court Decision Number 168/PUU-XXI/2023** (rendered on October 31, 2024), which annulled and modified 21 articles within the manpower cluster of Law 6/2023 and ordered the legislature to enact a new, standalone Manpower Law detached from the Job Creation omnibus framework within a maximum period of 2 (two) years.
* **Key Implementing Regulations:**
* Government Regulation Number 34 of 2021 on the Utilization of Foreign Workers (**GR 34/2021**).
* Government Regulation Number 35 of 2021 on Fixed-Term Employment Contracts (PKWT), Outsourcing, Working Hours, Rest Periods, and Termination of Employment (**GR 35/2021**).
* Government Regulation Number 36 of 2021 in conjunction with Government Regulation Number 51 of 2023 on Wages (**GR 36/2021 as amended by GR 51/2023**).
---
#### 2. Key Statutory Provisions under Law 13/2003 as amended by Law 6/2023 & Constitutional Court Decision No. 168/PUU-XXI/2023
##### A. Employment Relationships & Contractual Regimes (Articles 56, 59 of Law 13/2003)
1. **Classification:** Employment relationships are established pursuant to a Fixed-Term Employment Agreement (*Perjanjian Kerja Waktu Tertentu* / "PKWT") or an Indefinite-Term/Permanent Employment Agreement (*Perjanjian Kerja Waktu Tidak Tertentu* / "PKWTT").
2. **PKWT Restrictions:**
* PKWT may only be executed for specific works that, by their nature or type of activity, will be completed within a defined period (one-off, temporary, seasonal, or new product-related works).
* PKWT is strictly prohibited for jobs of a permanent and ongoing nature.
* *Post-Constitutional Court Decision No. 168/PUU-XXI/2023:* The maximum permissible statutory duration for a PKWT is restored to an aggregate ceiling of 5 (five) years (inclusive of all extensions). Failure to comply results in the contract converting by operation of law (*demi hukum*) into a permanent employment contract (PKWTT).
3. **PKWT Mandatory Compensation:** Employers are statutorily required to pay end-of-contract compensation to PKWT employees with a minimum continuous service period of 1 (one) month upon contract expiration, calculated proportionally based on tenure ( of Law 13/2003 as amended by Law 6/2023 and GR 35/2021).
##### B. Outsourcing (*Alih Daya*) (Articles 64, 66 of Law 13/2003)
* Outsourcing entities must be incorporated as limited liability companies (*Perseroan Terbatas*) and secure formal business licensing from the Central Government.
* *Post-Constitutional Court Decision No. 168/PUU-XXI/2023:* The Constitutional Court reinstated statutory boundaries limiting permissible outsourced activities; the Minister of Manpower is explicitly mandated to delineate an exhaustive list of non-core activities that may be outsourced, thereby protecting employment security for core operational personnel.
##### C. Working Hours, Rest Periods, and Overtime (Articles 77, 78 of Law 13/2003)
1. **Statutory Working Hours:**
* 7 (seven) hours per day and 40 (forty) hours per week for a 6-day working week; or
* 8 (eight) hours per day and 40 (forty) hours per week for a 5-day working week.
2. **Overtime Work:**
* Capped at a maximum of 4 (four) hours per day and 18 (eighteen) hours per week (excluding overtime performed on weekly rest days or official public holidays).
* Requires the explicit written consent of the employee and triggers the mandatory payment of statutory overtime rates.
##### D. Wage & Remuneration Framework (Articles 88 – 90 of Law 13/2003)
1. **Minimum Wage:**
* Provincial Governors must establish the Provincial Minimum Wage (*UMP*) and may establish Regency/City Minimum Wages (*UMK*).
* *Post-Constitutional Court Decision No. 168/PUU-XXI/2023:* Wage calculations must fundamentally integrate the Decent Living Standard (*Kebutuhan Hidup Layak* / KHL) alongside economic growth and inflation indices, restoring the substantive authority of Regional Wage Councils and permitting sector-specific minimum wages.
2. **Wage Structure and Scale:** Employers are legally mandated to formulate and implement a structured wage scale based on organizational capacity and worker productivity.
##### E. Termination of Employment (PHK) & Statutory Severance (Articles 151 – 156 of Law 13/2003)
1. **Prevention Principle:** Employers, employees, trade unions, and the state must exert all efforts to prevent unilateral employment termination.
2. **PHK Dispute Procedure:** Where termination is unavoidable, the employer must serve a formal notification setting forth the legal grounds. If contested by the employee, the matter must escalate sequentially through bipartite negotiations, tripartite mediation/conciliation, and adjudication before the Industrial Relations Court (pursuant to ).
3. **Financial Entitlements upon Termination ():**
* **Severance Pay (*Uang Pesangon* - UP):** Graded by tenure (from 1 month's wage for service under 1 year, up to a ceiling of 9 months' wage for service of 8 years or more).
* **Long Service Appreciation Pay (*Uang Penghargaan Masa Kerja* - UPMK):** Payable for service of 3 years or more (2 months' wage), scaling up to 10 months' wage for 24 years or more of tenure.
* **Compensation of Rights Pay (*Uang Penggantian Hak* - UPH):** Covers accrued, unexpired annual leave, repatriation expenses to the place of recruitment, and other entitlements stipulated in the Employment Agreement, Company Regulations (*PP*), or Collective Labor Agreement (*PKB*).
* *Note on Constitutional Court Decision No. 168/PUU-XXI/2023:* Statutory termination grounds and calculation multipliers must be construed strictly to safeguard employees against arbitrary termination lacking substantive legal cause.
---
#### 3. Statutory Rights and Obligations of the Parties
| Legal Entity | Principal Statutory Rights | Principal Statutory Obligations |
| :--- | :--- | :--- |
| **Employee / Worker** | - Right to equal opportunity and fair remuneration ().<br>- Mandatory social security coverage (BPJS Ketenagakerjaan & BPJS Kesehatan).<br>- Right to Occupational Health and Safety (K3) ().<br>- Freedom of association and collective bargaining (Law 21/2000).<br>- Entitlement to termination/contract completion payouts. | - Perform contractual tasks diligently under the agreement/PP/PKB.<br>- Comply with workplace rules and K3 safety protocols.<br>- Safeguard company trade secrets and maintain duty of fidelity. |
| **Employer** | - Right to the output and contractual performance of the worker.<br>- Managerial prerogative to direct, assign, and organize work.<br>- Exercise disciplinary authority (Warning Letters 1, 2, 3) in compliance with the law. | - Pay wages timely at or above the statutory minimum wage.<br>- Register personnel and remit mandatory social security contributions.<br>- Maintain statutory Occupational Health and Safety (K3) systems.<br>- Draft Company Regulations ($\ge$ 10 workers) or negotiate a PKB.<br>- Pay PKWT compensation and post-PHK statutory payouts. |
---
#### 4. Actionable Compliance & Risk Mitigation Directives for Businesses
1. **Audit Contract Regimes (PKWT vs. PKWTT):** Audit all current fixed-term agreements. Ensure that contracted functions are non-permanent and the duration complies with the restored 5-year maximum limitation under Constitutional Court Decision 168/2023 to avoid automatic conversion into permanent status (*PKWTT*) by labor inspectors.
2. **Outsourcing Provider Due Diligence:** Ensure all third-party service providers possess active, valid corporate licensing and restrict outsourced deployments exclusively to legitimate non-core support functions per forthcoming Manpower Ministry circulars.
3. **Severance and Compensation Reserves:** Adjust balance sheet contingency reserves to reflect mandatory PKWT end-of-contract compensation accruals () and statutory termination formulas under GR 35/2021 as modified by the Constitutional Court.
4. **Procedural Adherence in Terminations:** Eliminate unilateral summary dismissals. Strictly observe the formal 14-business-day written notice mechanism, formal bipartite minutes recording, and procedural due process to prevent claims of unlawful dismissal and substantial retroactive back-pay liability (*upah proses*).