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hukum.live - STATUTORY LAWS & REGULATIONS LOOKUP
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INQUIRY / PERTANYAAN: Law No. 13 of 2003
CATEGORY / BIDANG HUKUM: Corporate & Investment
TARGET COMPARISON LANGUAGE: English
DATE / TANGGAL: 06 November 2026, 01:20 WIB
PERMANENT URL: https://hukum.live/laws/lookup/law-no-13-of-2003-3/
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1. ANALISIS HUKUM & PASAL TERKAIT (BAHASA INDONESIA)
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### ANALISIS HUKUM & PASAL TERKAIT (BAHASA INDONESIA)

#### 1. Gambaran Umum & Status Keberlakuan (Status of Legislation)
Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan ("**UU No. 13/2003**") merupakan kerangka hukum pokok (*lex generalis*) yang mengatur seluruh aspek ketenagakerjaan di Indonesia. Dalam perkembangannya, materi muatan UU No. 13/2003 mengalami amendemen substantif yang signifikan melalui:
1. **Undang-Undang Nomor 6 Tahun 2023** tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 2 Tahun 2022 tentang Cipta Kerja Menjadi Undang-Undang ("**UU Cipta Kerja / UU No. 6/2023**");
2. **Putusan Mahkamah Konstitusi Nomor 168/PUU-XXI/2023** tertanggal 31 Oktober 2024, yang menguji dan membatalkan serta merevisi interpretasi sejumlah pasal ketenagakerjaan dalam UU No. 6/2023 (khususnya terkait batas waktu PKWT, alih daya/outsourcing, upah minimum, dan mekanisme pemutusan hubungan kerja);
3. Peraturan pelaksana turunan, antara lain:
   * **Peraturan Pemerintah Nomor 35 Tahun 2021** tentang Perjanjian Kerja Waktu Tertentu, Alih Daya, Waktu Kerja dan Waktu Istirahat, dan Pemutusan Hubungan Kerja ("**PP No. 35/2021**");
   * **Peraturan Pemerintah Nomor 36 Tahun 2021** jo. **Peraturan Pemerintah Nomor 51 Tahun 2023** tentang Pengupahan.

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#### 2. Ketentuan Pokok Statuta & Struktur Pengaturan

##### A. Bentuk dan Hubungan Kerja (Pasal 50–59 UU No. 13/2003 jo. PP No. 35/2021)
Hubungan kerja terjadi atas dasar Perjanjian Kerja antara Pengusaha dan Pekerja/Buruh yang memenuhi syarat sahnya perjanjian perdata sebagaimana diatur dalam Pasal 1320 Kitab Undang-Undang Hukum Perdata (KUHPerdata) dan Pasal 52 UU No. 13/2003:
1. **Perjanjian Kerja Waktu Tertentu (PKWT):**
   * Hanya dapat dibuat untuk pekerjaan tertentu yang menurut jenis dan sifat atau kegiatan pekerjaannya akan selesai dalam waktu tertentu (bukan pekerjaan yang bersifat tetap/terus-menerus).
   * Berdasarkan Putusan MK No. 168/PUU-XXI/2023, jangka waktu PKWT dibatasi kembali paling lama 5 (lima) tahun, termasuk perpanjangan.
   * Mensyaratkan kewajiban pemberian **Uang Kompensasi PKWT** oleh Pengusaha pada saat berakhirnya jangka waktu PKWT kepada pekerja yang telah memiliki masa kerja minimal 1 (satu) bulan secara terus-menerus (Pasal 61A UU No. 13/2003 jo. Pasal 15 PP No. 35/2021).
2. **Perjanjian Kerja Waktu Tidak Tertentu (PKWTT):**
   * Dapat mensyaratkan masa percobaan (*probation*) paling lama 3 (tiga) bulan, dengan ketentuan upah tidak boleh di bawah ketentuan upah minimum.

##### B. Alih Daya / Outsourcing (Pasal 64–66 UU No. 13/2003 jo. Putusan MK No. 168/PUU-XXI/2023)
* Pelaksanaan alih daya dibatasi pada sebagian pelaksanaan pekerjaan saja.
* Putusan MK No. 168/PUU-XXI/2023 mewajibkan pembatasan jenis pekerjaan alih daya diatur secara tegas dalam Peraturan Menteri Ketenagakerjaan untuk mencegah pengalihan seluruh kegiatan operasional perusahaan kepada pihak ketiga.

##### C. Waktu Kerja, Lembur, dan Istirahat (Pasal 77–79 UU No. 13/2003 jo. UU No. 6/2023)
* **Waktu Kerja Standar:**
  * 7 (tujuh) jam 1 (satu) hari dan 40 (empat puluh) jam 1 (satu) minggu untuk 6 (enam) hari kerja per minggu; atau
  * 8 (delapan) jam 1 (satu) hari dan 40 (empat puluh) jam 1 (satu) minggu untuk 5 (lima) hari kerja per minggu.
* **Kerja Lembur (Overtime):**
  * Paling banyak 4 (empat) jam dalam 1 (satu) hari dan 18 (delapan belas) jam dalam 1 (satu) minggu (tidak termasuk lembur pada hari istirahat mingguan/libur resmi). Wajib mendapatkan persetujuan tertulis pekerja dan dibayar upah lembur.
* **Waktu Istirahat & Cuti:**
  * Istirahat mingguan: 1 atau 2 hari per minggu.
  * Cuti tahunan: sekurang-kurangnya 12 (dua belas) hari kerja setelah pekerja bekerja selama 12 (dua belas) bulan terus-menerus.

##### D. Pengupahan (Pasal 88–90 UU No. 13/2003 jo. PP No. 36/2021 jo. Putusan MK No. 168/PUU-XXI/2023)
* Pengusaha dilarang membayar upah lebih rendah dari Upah Minimum (Upah Minimum Provinsi/UMP atau Upah Minimum Kabupaten/Kota/UMK).
* Putusan MK No. 168/PUU-XXI/2023 mengembalikan penetapan Upah Minimum Sektoral (UMSK) serta memperhitungkan indeks tertentu berbasis kebutuhan hidup layak dan inflasi secara riil.
* Komponen upah terdiri dari Upah Pokok dan Tunjangan Tetap/Tidak Tetap. Porsi Upah Pokok sekurang-kurangnya 75% dari jumlah upah pokok dan tunjangan tetap (Pasal 94 UU No. 13/2003).

##### E. Pemutusan Hubungan Kerja (PHK) & Kompensasi Pascakerja (Pasal 150–156 UU No. 13/2003 jo. PP No. 35/2021)
* PHK wajib diupayakan untuk dihindari. Apabila tidak dapat dihindari, pemberitahuan PHK disampaikan secara tertulis sekurang-kurangnya 14 (empat belas) hari kerja sebelumnya. Jika timbul penolakan/sengketa, wajib diselesaikan melalui mekanisme bipartit, mediasi/konsiliasi, hingga Pengadilan Hubungan Industrial (PHI) sesuai UU No. 2 Tahun 2004.
* **Hak Finansial Akibat PHK (Pasal 156):**
  1. **Uang Pesangon (UP):** Dihitung berdasarkan masa kerja, maksimal 9 (sembilan) bulan upah (untuk masa kerja 8 tahun atau lebih).
  2. **Uang Penghargaan Masa Kerja (UPMK):** Dimulai dari masa kerja 3 (tiga) tahun (2 bulan upah) hingga maksimal 10 bulan upah (untuk masa kerja 24 tahun atau lebih).
  3. **Uang Penggantian Hak (UPH):** Meliputi cuti tahunan yang belum gugur dan belum diambil, ongkos kepulangan (jika ada), serta hal-hal lain yang ditetapkan dalam Perjanjian Kerja/PP/PKB.
  * Besaran pengali/faktor perhitungan UP dan UPMK bervariasi bergantung pada alasan PHK (misal: efisiensi, likuidasi, force majeure, pelanggaran disiplin/SP3, atau pensiun).

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#### 3. Hak dan Kewajiban Para Pihak (Rights & Obligations)

| Subjek | Hak Statuter Pokok | Kewajiban Pokok |
| :--- | :--- | :--- |
| **Pekerja / Buruh** | • Memperoleh upah yang layak di atas upah minimum.<br>• Perlindungan K3 (Kesehatan dan Keselamatan Kerja).<br>• Kebebasan berserikat dan berunding bersama (SP/SB).<br>• Kompensasi berakhirnya PKWT atau pesangon PHK. | • Melaksanakan pekerjaan sesuai arahan sah pengusaha.<br>• Mentaati tata tertib kerja (PP/PKB).<br>• Menjaga rahasia perusahaan dan loyalitas etis. |
| **Pengusaha / Pemberi Kerja** | • Menetapkan target kerja dan tata tertib perusahaan.<br>• Menjatuhkan sanksi administratif (SP1, SP2, SP3) atas pelanggaran.<br>• Mengakhiri hubungan kerja sesuai prosedur statuta. | • Membayar upah dan lembur tepat waktu.<br>• Mendaftarkan pekerja pada program BPJS Ketenagakerjaan & BPJS Kesehatan.<br>• Mengesahkan PP atau merundingkan PKB.<br>• Memenuhi hak kompensasi pengakhiran kerja. |

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#### 4. Pedoman Kepatuhan Praktis Perusahaan (Compliance Guidance)
1. **Audit Kontrak Ketenagakerjaan:** Validasi seluruh klausul PKWT agar tidak mencakup pekerjaan yang bersifat inti/tetap (*permanent/core jobs*) dan pastikan klausul kompensasi akhir kontrak telah disesuaikan dengan formula PP No. 35/2021.
2. **Kepatuhan Terhadap Putusan MK No. 168/PUU-XXI/2023:** Lakukan reviu atas strategi alih daya (*outsourcing*) dan pastikan kepatuhan terhadap regulasi sektoral ketenagakerjaan yang sedang diperbarui oleh Kementerian Ketenagakerjaan.
3. **Penyusunan Peraturan Perusahaan (PP) / PKB:** Perusahaan dengan sekurang-kurangnya 10 (sepuluh) pekerja wajib membuat PP yang disahkan oleh instansi ketenagakerjaan berwenang, berlaku selama masa maksimal 2 (dua) tahun.
4. **Pencegahan Sengketa Hubungan Industrial:** Buat risalah tertulis (*minutes of meeting*) formal dalam setiap perundingan bipartit atas perselisihan hak, kepentingan, pemutusan hubungan kerja, atau perselisihan antar serikat pekerja.

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2. PARALLEL STATUTORY ANALYSIS & TRANSLATION (ENGLISH)
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### LEGAL ANALYSIS & STATUTORY PROVISIONS (ENGLISH)

#### 1. Overview & Current Legislative Status
Law Number 13 of 2003 on Manpower ("**Manpower Act / Law No. 13/2003**") serves as the primary governing statutory framework (*lex generalis*) regulating all aspects of labor and industrial relations in Indonesia. Substantive statutory provisions of Law No. 13/2003 have been significantly amended by:
1. **Law Number 6 of 2023** on the Enactment of Government Regulation in Lieu of Law Number 2 of 2022 on Job Creation into Law ("**Job Creation Law / Law No. 6/2023**");
2. **Constitutional Court Decision Number 168/PUU-XXI/2023** dated October 31, 2024, which reviewed, struck down, and reinterpreted key manpower provisions in Law No. 6/2023 (specifically regarding fixed-term contracts, outsourcing scope, minimum wage formulas, and termination procedures);
3. Implementing regulations, including:
   * **Government Regulation Number 35 of 2021** on Fixed-Term Employment Agreements, Outsourcing, Working Hours and Rest Times, and Termination of Employment ("**GR No. 35/2021**");
   * **Government Regulation Number 36 of 2021** in conjunction with **Government Regulation Number 51 of 2023** on Wages.

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#### 2. Key Statutory Provisions & Structural Analysis

##### A. Employment Relationships & Agreement Types (Articles 50–59 Law No. 13/2003 jo. GR No. 35/2021)
An employment relationship is established based on an Employment Agreement between an Employer and an Employee, requiring compliance with general contractual validity conditions under Article 1320 of the Indonesian Civil Code (*KUHPerdata*) and Article 52 of Law No. 13/2003:
1. **Fixed-Term Employment Agreement (*Perjanjian Kerja Waktu Tertentu* / "PKWT"):**
   * May only be executed for specific types of work which, by their nature or execution, will be completed within a specified duration (cannot be applied to permanent/continuous operational work).
   * Pursuant to Constitutional Court Decision No. 168/PUU-XXI/2023, the maximum cumulative duration for a PKWT is restored to a maximum limit of 5 (five) years, including any extensions.
   * Employers are statutorily required to pay **PKWT Compensation Pay** upon contract expiration to any employee who has completed at least 1 (one) continuous month of service (Article 61A Law No. 13/2003 jo. Article 15 GR No. 35/2021).
2. **Indefinite-Term Employment Agreement (*Perjanjian Kerja Waktu Tidak Tertentu* / "PKWTT"):**
   * May stipulate a statutory probationary period not exceeding 3 (three) months, during which the wage paid must not fall below statutory minimum wage standards.

##### B. Outsourcing / Business Process & Labor Supply (Articles 64–66 Law No. 13/2003 jo. MK Decision No. 168/PUU-XXI/2023)
* Outsourcing arrangements are strictly restricted to partial work execution.
* Constitutional Court Decision No. 168/PUU-XXI/2023 mandates that permissible categories of outsourced work must be clearly delimited by the Minister of Manpower to prevent companies from outsourcing core business operations.

##### C. Working Hours, Overtime, and Rest Periods (Articles 77–79 Law No. 13/2003 jo. Law No. 6/2023)
* **Standard Statutory Working Hours:**
  * 7 (seven) hours per day and 40 (forty) hours per week for a 6-day workweek; or
  * 8 (eight) hours per day and 40 (forty) hours per week for a 5-day workweek.
* **Overtime:**
  * Capped at a maximum of 4 (four) hours per day and 18 (eighteen) hours per week (excluding overtime rendered during weekly rest days or public holidays). Requires written employee consent and statutory overtime pay calculation.
* **Rest Periods & Leave:**
  * Weekly rest: 1 or 2 days per week depending on the work schedule.
  * Annual leave: a statutory minimum entitlement of 12 (twelve) working days after 12 (twelve) months of continuous service.

##### D. Remuneration & Wages (Articles 88–90 Law No. 13/2003 jo. GR No. 36/2021 jo. MK Decision No. 168/PUU-XXI/2023)
* Employers are strictly prohibited from paying wages below statutory Minimum Wage rates (Provincial Minimum Wage / UMP or Regency/City Minimum Wage / UMK).
* Constitutional Court Decision No. 168/PUU-XXI/2023 reinstates Sectoral Minimum Wages (UMSK) and orders an indexation formula reflecting decent living needs (*kebutuhan hidup layak*) alongside purchasing power parity and inflation.
* Wage structure may comprise Basic Wage and Allowances. The Basic Wage component must constitute at least 75% of the aggregate total of the basic wage and fixed allowances (Article 94 Law No. 13/2003).

##### E. Termination of Employment (*PHK*) & Severance Packages (Articles 150–156 Law No. 13/2003 jo. GR No. 35/2021)
* Employers, employees, and the state must make all efforts to prevent termination. Where termination is unavoidable, a written notification of termination must be served at least 14 (fourteen) working days in advance. Disputed terminations must undergo bipartite negotiation, tripartite conciliation/mediation, and adjudication by the Industrial Relations Court (*PHI*) pursuant to Law No. 2 of 2004.
* **Post-Termination Statutory Entitlements (Article 156):**
  1. **Severance Pay (*Uang Pesangon* / "UP"):** Calculated based on length of continuous service, capped at 9 (nine) months of wages (for service of 8 years or more).
  2. **Long-Service Pay (*Uang Penghargaan Masa Kerja* / "UPMK"):** Applies starting from 3 (three) years of service (2 months' wages), capped at 10 months' wages (for service of 24 years or more).
  3. **Compensation of Rights (*Uang Penggantian Hak* / "UPH"):** Encompasses accrued, unexpired, and untaken annual leave, repatriation expenses (where contractually committed), and other benefits stipulated in the Employment Agreement/Company Regulations/CBA.
  * Statutory multipliers applicable to UP and UPMK depend strictly upon the underlying legal grounds for termination (e.g., efficiency, company liquidation, force majeure, disciplinary dismissal following Warning Letters, or retirement).

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#### 3. Statutory Rights and Obligations of the Parties

| Subject | Core Statutory Rights | Core Statutory Obligations |
| :--- | :--- | :--- |
| **Employee / Laborer** | • Right to statutory minimum remuneration.<br>• Right to occupational safety and health (OSH/K3) protection.<br>• Right to freedom of association and collective bargaining.<br>• Right to statutory PKWT compensation or statutory severance package upon termination. | • Perform contractual employment duties under lawful management direction.<br>• Comply with company discipline, Company Regulations, or CBA.<br>• Maintain corporate trade secrets and standard duty of loyalty. |
| **Employer** | • Right to assign tasks and enforce operational discipline.<br>• Right to issue statutory disciplinary sanctions (Warning Letters I, II, III).<br>• Right to terminate employment strictly in accordance with statutory procedures. | • Pay wages and statutory overtime promptly.<br>• Mandatory enrollment and contribution to social security programs (BPJS Ketenagakerjaan & BPJS Kesehatan).<br>• Promulgate Company Regulations (PP) or negotiate a Collective Bargaining Agreement (PKB).<br>• Satisfy post-termination compensation entitlements. |

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#### 4. Corporate Compliance Guidance
1. **Employment Contract Restructuring:** Audit all PKWT templates to verify that fixed-term employees are not assigned to continuous core operational tasks. Verify that end-of-contract compensation calculation algorithms comply with GR No. 35/2021.
2. **Alignment with Constitutional Court Decision No. 168/PUU-XXI/2023:** Review existing outsourcing structures and monitor forthcoming Ministry of Manpower sectoral regulations regarding restricted outsourcing job classifications and revised sectoral minimum wage thresholds.
3. **Company Regulations (*Peraturan Perusahaan* / PP) Certification:** Any business entity employing 10 (ten) or more personnel must establish and register written Company Regulations with the competent Manpower Office, subject to mandatory renewal every 2 (two) years.
4. **Industrial Dispute Mitigation:** Ensure comprehensive, signed, and dated bipartite minutes of meeting (*Risalah Perundingan Bipartit*) are kept during any formal employment grievance or termination proceeding to satisfy procedural requirements under Law No. 2 of 2004.

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