================================================================================ hukum.live - STATUTORY LAWS & REGULATIONS LOOKUP ================================================================================ INQUIRY / PERTANYAAN: UU Ketenagakerjaan CATEGORY / BIDANG HUKUM: Corporate & Investment TARGET COMPARISON LANGUAGE: English DATE / TANGGAL: 03 November 2026, 14:37 WIB PERMANENT URL: https://hukum.live/laws/lookup/uu-ketenagakerjaan/ ================================================================================ -------------------------------------------------------------------------------- 1. ANALISIS HUKUM & PASAL TERKAIT (BAHASA INDONESIA) -------------------------------------------------------------------------------- ### ANALISIS HUKUM & PASAL TERKAIT (BAHASA INDONESIA) #### I. KERANGKA REGULASI UTAMA HUKUM KETENAGAKERJAAN Hukum ketenagakerjaan di Indonesia saat ini tunduk pada rezim peraturan yang telah mengalami integrasi dan perubahan substansial melalui legislasi omnibus dan uji materiil di Mahkamah Konstitusi: 1. **Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan ("UU 13/2003")** sebagai hukum pokok (*lex generalis* ketenagakerjaan). 2. **Undang-Undang Nomor 6 Tahun 2023 tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 2 Tahun 2022 tentang Cipta Kerja Menjadi Undang-Undang ("UU 6/2023")**, yang mengubah klaster ketenagakerjaan (Bab IV). 3. **Putusan Mahkamah Konstitusi Nomor 168/PUU-XXI/2023**, yang membatalkan, menafsirkan ulang, dan memerintahkan pemisahan kembali regulasi ketenagakerjaan dari UU Cipta Kerja, serta mengubah norma terkait batas waktu PKWT, pembatasan alih daya, formula upah minimum, dan mekanisme PHK. 4. Peraturan Pelaksana Turunan Pokok: - **PP No. 34 Tahun 2021** (Penggunaan Tenaga Kerja Asing / TKA). - **PP No. 35 Tahun 2021** (PKWT, Alih Daya, Waktu Kerja dan Waktu Istirahat, serta Pemutusan Hubungan Kerja). - **PP No. 36 Tahun 2021** jo. **PP No. 51 Tahun 2023** (Pengupahan). --- #### II. POKOK-POKOK KETENTUAN STATUTER SUBSTANTIF ##### 1. Hubungan Kerja dan Perjanjian Kerja (Pasal 50–59 UU 13/2003 jo. UU 6/2023 & PP 35/2021) * **Hubungan Kerja** terjadi atas dasar Perjanjian Kerja yang memiliki unsur: pekerjaan, upah, dan perintah (Pasal 50 UU 13/2003). * **Bentuk Perjanjian Kerja:** * **PKWTT (Waktu Tidak Tertentu):** Hubungan kerja permanen. Dapat mensyaratkan masa percobaan (*probation*) paling lama 3 (tiga) bulan dengan upah tidak boleh di bawah upah minimum (Pasal 60). * **PKWT (Waktu Tertentu):** Hanya untuk pekerjaan tertentu yang menurut jenis dan sifat atau kegiatan pekerjaannya akan selesai dalam waktu tertentu. Tidak boleh mensyaratkan masa percobaan (batal demi hukum jika dicantumkan). * *Batas Waktu PKWT pasca-Putusan MK No. 168/PUU-XXI/2023:* Jangka waktu PKWT dikembalikan pada prinsip pembatasan maksimal keseluruhan (termasuk perpanjangan) paling lama 5 (lima) tahun, serta tidak boleh untuk pekerjaan yang bersifat tetap. * **Uang Kompensasi PKWT (Pasal 61A UU 6/2023 jo. Pasal 15–17 PP 35/2021):** * Pengusaha **wajib** memberikan uang kompensasi kepada pekerja PKWT yang masa kerjanya telah berlangsung minimal 1 (satu) bulan penuh berturut-turut pada saat berakhirnya PKWT. * Formulasi: $\frac{\text{Masa Kerja}}{12} \times 1 \text{ bulan upah}$ (upah pokok + tunjangan tetap). ##### 2. Alih Daya / Outsourcing (Pasal 64 & 66 UU 13/2003 jo. UU 6/2023 & Putusan MK No. 168/PUU-XXI/2023) * Perusahaan alih daya harus berbadan hukum perseroan terbatas dan wajib memenuhi perizinan berusaha dari Pemerintah Pusat. * Berdasarkan amar Putusan MK No. 168/PUU-XXI/2023, jenis pekerjaan yang dapat dialihdayakan dibatasi kembali dan harus ditetapkan secara tegas oleh Menteri, tidak boleh diserahkan seluruhnya tanpa batas untuk pekerjaan operasional utama (*core business*). * Perlindungan hak upah, kesejahteraan, dan prinsip TUPE (*Transfer of Undertaking Protection of Employment*) wajib dijamin dalam perjanjian alih daya. ##### 3. Waktu Kerja, Istirahat, dan Lembur (Pasal 77–78 UU 13/2003 jo. UU 6/2023 & PP 35/2021) * **Waktu Kerja Standar:** * 7 jam/hari dan 40 jam/minggu (untuk 6 hari kerja/minggu); ATAU * 8 jam/hari dan 40 jam/minggu (untuk 5 hari kerja/minggu). * **Kerja Lembur:** * Maksimal 4 (empat) jam per hari dan 18 (delapan belas) jam per minggu (di luar lembur pada hari libur resmi/mingguan). * Wajib ada persetujuan tertulis/digital dari pekerja dan pengusaha wajib membayar upah kerja lembur sesuai perhitungan per jam berbasis Kepmenakertrans / PP 35/2021. ##### 4. Pengupahan (Pasal 88–90 UU 13/2003 jo. UU 6/2023, PP 36/2021, PP 51/2023, & Putusan MK 168/2023) * **Hak Dasar:** Setiap pekerja berhak atas penghidupan yang layak bagi kemanusiaan. * **Struktur dan Skala Upah:** Pengusaha wajib menyusun dan menerapkan struktur dan skala upah dengan memperhatikan kemampuan perusahaan dan produktivitas (Pasal 92). * **Upah Minimum:** * Upah Minimum Provinsi (UMP) wajib ditetapkan gubernur; Upah Minimum Kabupaten/Kota (UMK) dapat ditetapkan secara bersyarat. * Pasca-Putusan MK No. 168/PUU-XXI/2023, komponen formula upah minimum memperhitungkan variabel pertumbuhan ekonomi, inflasi, dan kontribusi tenaga kerja dengan melibatkan Dewan Pengupahan Daerah secara substantif. Pengusaha dilarang membayar upah lebih rendah dari upah minimum. ##### 5. Pemutusan Hubungan Kerja / PHK (Pasal 151–157 UU 13/2003 jo. UU 6/2023 & PP 35/2021) * **Prosedur:** PHK diupayakan untuk dihindari. Jika tidak dapat dihindari, pemberitahuan PHK wajib disampaikan secara tertulis minimal 14 hari kerja (atau 7 hari kerja dalam masa percobaan) sebelum tanggal efektif. * **Sengketa PHK:** Jika pekerja menolak pemberitahuan PHK, penyelesaian wajib ditempuh melalui mekanisme bipartit, mediasi/konsiliasi tripartit pada Dinas Ketenagakerjaan, hingga gugatan ke Pengadilan Hubungan Industrial (PHI) sesuai UU No. 2 Tahun 2004. * **Hak Keuangan Akibat PHK (Pasal 156):** 1. **Uang Pesangon (UP):** Minimal 1 bulan upah (masa kerja < 1 tahun) hingga maksimal 9 bulan upah (masa kerja ≥ 8 tahun). 2. **Uang Penghargaan Masa Kerja (UPMK):** Diberikan mulai masa kerja 3 tahun (2 bulan upah) hingga maksimal masa kerja ≥ 24 tahun (10 bulan upah). 3. **Uang Penggantian Hak (UPH):** Meliputi cuti tahunan yang belum gugur/diambil, ongkos pulang ke tempat asal perekrutan, dan hal-hal lain yang ditetapkan dalam Perjanjian Kerja (PK), Peraturan Perusahaan (PP), atau Perjanjian Kerja Bersama (PKB). * *Catatan:* Besaran pengali/faktor kompensasi (multiplier) diatur berdasarkan alasan terminasi spesifik (misal efisiensi, pailit, *force majeure*, pelanggaran mendesak, atau pensiun) sebagaimana dirinci dalam PP 35/2021 dan diselaraskan pasca-Putusan MK 168/2023. --- #### III. PANDUAN KEPATUHAN & MITIGASI RISIKO PRAKTIS 1. **Audit Kontrak PKWT:** Pastikan masa kontrak tidak melebihi kumulatif batas maksimum dan sediakan pos cadangan anggaran (*accrual*) bulanan untuk kewajiban Pembayaran Uang Kompensasi PKWT. 2. **Peraturan Perusahaan (PP) / PKB:** Wajib memperbarui PP setiap 2 (dua) tahun sekali dan mendaftarkannya pada instansi ketenagakerjaan berwenang. 3. **Penyusunan Struktur & Skala Upah:** Pastikan telah tersedia dokumen resmi Struktur dan Skala Upah serta dibuktikan dengan surat pemberitahuan kepada seluruh karyawan guna menghindari sanksi administratif (denda, teguran, pembatasan kegiatan usaha). 4. **Kepesertaan Jaminan Sosial:** Wajib mendaftarkan seluruh tenaga kerja pada BPJS Ketenagakerjaan (JKK, JKM, JHT, JP, JKP) dan BPJS Kesehatan. -------------------------------------------------------------------------------- 2. PARALLEL STATUTORY ANALYSIS & TRANSLATION (ENGLISH) -------------------------------------------------------------------------------- ### LEGAL ANALYSIS & STATUTORY PROVISIONS (ENGLISH) #### I. PRIMARY REGULATORY FRAMEWORK OF INDONESIAN LABOR LAW The Indonesian manpower and labor law regime is primarily governed by a centralized legal framework substantially modified by omnibus legislation and subsequent Constitutional Court judicial reviews: 1. **Law No. 13 of 2003 on Manpower ("Law 13/2003")** as the core statutory foundation (*lex generalis* of Indonesian labor law). 2. **Law No. 6 of 2023 on the Enactment of Government Regulation in Lieu of Law No. 2 of 2022 on Job Creation into Law ("Law 6/2023")**, amending Chapter IV (Manpower Cluster). 3. **Constitutional Court Decision No. 168/PUU-XXI/2023**, which partially invalidated, reinterpreted, and ordered the carve-out of labor legislation from the Job Creation framework, restoring stringent caps on fixed-term contracts, limiting outsourcing scope, recalibrating the minimum wage formula, and reinforcing termination protections. 4. Core Implementing Regulations: - **Government Regulation (PP) No. 34 of 2021** (Utilization of Foreign Workers / TKA). - **PP No. 35 of 2021** (Fixed-Term Employment, Outsourcing, Working Hours & Rest Periods, and Termination of Employment). - **PP No. 36 of 2021** in conjunction with **PP No. 51 of 2023** (Wages). --- #### II. KEY SUBSTANTIVE STATUTORY PROVISIONS ##### 1. Employment Relationship & Contracts (Articles 50–59 Law 13/2003 jo. Law 6/2023 & PP 35/2021) * **Employment Relationship** is established through an Employment Agreement fulfilling three essential elements: work, wage, and command (*order*) (Article 50 Law 13/2003). * **Types of Employment Agreements:** * **PKWTT (Permanent / Indefinite-Term Employment Agreement):** Permanent employment. May stipulate a probation period of up to 3 (three) months; paying below the prevailing minimum wage during probation is strictly prohibited (Article 60). * **PKWT (Fixed-Term Employment Agreement):** Exclusively permissible for temporary work by its nature/type or work completed within a specified duration. Probationary periods are strictly prohibited (null and void by law if included). * *PKWT Time Limits post-MK Decision No. 168/PUU-XXI/2023:* Reinstates strict maximum cumulative caps (including extensions) up to a maximum period of 5 (five) years, and prohibits usage for work that is permanent in nature. * **PKWT Mandatory Compensation Pay (Article 61A Law 6/2023 jo. Articles 15–17 PP 35/2021):** * Employers are **mandated** to provide statutory compensation pay to fixed-term employees who have worked for at least 1 (one) continuous month upon expiration of the contract. * Calculation Formula: $\frac{\text{Service Period (Months)}}{12} \times 1 \text{ Month's Wage}$ (base wage + fixed allowances). ##### 2. Outsourcing (Articles 64 & 66 Law 13/2003 jo. Law 6/2023 & MK Decision No. 168/PUU-XXI/2023) * Outsourcing vendor companies must be incorporated as Indonesian Limited Liability Companies (PT) and secure valid business licenses from the Central Government. * Under Constitutional Court Decision No. 168/PUU-XXI/2023, permissible outsourced activities are subject to statutory restrictions determined by Ministerial regulation and cannot be deployed unconditionally across core business operations. * Principles of Transfer of Undertaking Protection of Employment (TUPE) and parity of wage/welfare protections must be expressly guaranteed in the vendor commercial agreement. ##### 3. Working Hours, Rest Periods, and Overtime (Articles 77–78 Law 13/2003 jo. Law 6/2023 & PP 35/2021) * **Standard Statutory Working Hours:** * 7 hours/day and 40 hours/week (for a 6-day work week); OR * 8 hours/day and 40 hours/week (for a 5-day work week). * **Overtime Work:** * Capped at a maximum of 4 (four) hours per day and 18 (eighteen) hours per week (excluding overtime on statutory public holidays/weekly rest days). * Requires written/electronic consent from the employee, and the employer must pay statutory overtime rates calculated on an hourly basis under PP 35/2021. ##### 4. Wage System (Articles 88–90 Law 13/2003 jo. Law 6/2023, PP 36/2021, PP 51/2023, & MK Decision 168/2023) * **Fundamental Right:** Every employee has the right to an income that meets a decent standard of living for humanity. * **Structure and Scale of Wages:** Employers are legally required to formulate, implement, and maintain a documented Structure and Scale of Wages taking into account business capability and productivity (Article 92). * **Minimum Wage:** * Provincial Minimum Wage (UMP) is mandatory; Regency/City Minimum Wage (UMK) can be determined conditionally. * Post-MK Decision No. 168/PUU-XXI/2023, the formula integrates economic growth, inflation, and labor contribution indices with substantive involvement of Regional Wage Councils. Employers are strictly barred from paying below the statutory minimum wage. ##### 5. Termination of Employment / PHK (Articles 151–157 Law 13/2003 jo. Law 6/2023 & PP 35/2021) * **Termination Procedure:** Termination must be avoided where possible. If unavoidable, a formal written notification of termination must be served at least 14 working days (or 7 working days during probation) prior to the effective date. * **Dispute Escalation:** If the employee rejects termination, mandatory settlement procedures must be observed: bipartite negotiations, tripartite mediation/conciliation at the Manpower Office, and litigation before the Industrial Relations Court (PHI) pursuant to Law No. 2 of 2004. * **Statutory Severance Package Components (Article 156):** 1. **Severance Pay (*Uang Pesangon* - UP):** Ranging from 1 month's wage (< 1 year of service) up to 9 months' wage (≥ 8 years of service). 2. **Long Service Pay (*Uang Penghargaan Masa Kerja* - UPMK):** Payable starting at 3 years of service (2 months' wage) up to 10 months' wage (≥ 24 years of service). 3. **Compensation of Entitlements (*Uang Penggantian Hak* - UPH):** Unused annual leave, relocation/repatriation expenses (if applicable), and other entitlements stipulated under the Employment Agreement, Company Regulation (PP), or Collective Labor Agreement (PKB). * *Note:* Specific statutory severance multipliers apply depending on the ground of termination (e.g., efficiency, bankruptcy, *force majeure*, grave misconduct, or retirement) under PP 35/2021 and adjusted following MK Decision 168/2023. --- #### III. ACTIONABLE COMPLIANCE GUIDANCE & RISK MITIGATION 1. **PKWT Agreement Audits:** Ensure fixed-term arrangements do not surpass statutory caps and maintain monthly financial reserve accruals for mandatory PKWT End-of-Contract Compensation Pay. 2. **Company Regulations (PP) / PKB:** Maintain and renew Company Regulations every 2 (two) years and secure validation/registration with the competent Manpower Office. 3. **Wage Structure Compliance:** Prepare and formally document the internal Structure and Scale of Wages and notify all employees in writing to avoid administrative sanctions (fines, warnings, suspension of business activities). 4. **Mandatory Social Security Enrolment:** Ensure 100% compliance in registering all employees with BPJS Employment (covering JKK, JKM, JHT, JP, JKP) and BPJS Health programs. ================================================================================ Disclaimer: Generated by hukum.live for educational and statutory guidance purposes. ================================================================================