Expanding your business into Indonesia only to get tangled in its employment laws and Indonesia employment laws? You’re not alone. For foreign investors, a misstep in contracts, benefits or terminations can quickly lead to legal exposure, financial penalties and reputational damage.

I’ve helped many clients overcome this challenge. As an FDI specialist with extensive experience in ASEAN markets, Navigating Indonesia’s employment laws can be challenging. Experienced advisors in Jakarta can provide clarity to ensure compliance and growth. This guide is designed to give you the clarity and confidence to hire, manage and protect your workforce in this dynamic market.

This is more than a legal summary; it’s a playbook. We will break down what you, as an employer, absolutely need to know about Indonesian labor law to turn compliance into an asset for your company’s growth.

Key Points

• Know the Core Laws: The primary legal framework for employment in Indonesia is established under Law No. 13 of 2003 on Manpower and Law No. 11 of 2020 on Job Creation, together with their implementing government regulations. These laws form the foundation for all employment regulations in the country.
• Contracts Matter: Understand the difference between fixed-term (PKWT) and permanent (PKWTT) contracts (permanent employment contract), misclassification can be risky.
• Compliance is Non-Negotiable: Employer obligations for minimum wage, social security (BPJS) and mandatory reporting are strictly enforced.
• Termination Requires Process: The Omnibus Law has changed the landscape for terminations; employers must follow the procedures and calculations for severance to avoid disputes.
• Foreign Worker Rules are Specific: Hiring expats involves a separate process for work permits (RPTKA & KITAS) and rules on which positions they can hold.

Understand the Core Legal Framework and Employment Contracts in Indonesia

To operate effectively you need to have a clear view of the legal landscape. Indonesian employment is governed by a few core laws and their implementing regulations, collectively known as labor law.

The Core Laws: The main law is Law No. 13/2003 on Manpower, which is the foundation.

But the Omnibus Law on Job Creation (Law No. 11/2020) and its regulations have introduced significant changes, especially on contracts, terminations and severance. Think of the Manpower Law as the foundation and the Omnibus Law as the new extension built on top of it.

• Employment Contracts: Under Indonesian labor law, there are two main types of employment contracts:
  1. PKWT (Fixed-Term Employment Agreement): Which is permitted for temporary, seasonal, or project-based work and must be in writing, with a maximum duration of five years.
  2. PKWTT (Indefinite-Term Employment Agreement): Typically used for permanent positions and preferably in written form for clarity and compliance.
• Defining the Employment Relationship: It is crucial to correctly classify your workers. The lines between an employee, an independent contractor and an outsourced worker are defined by the level of control and supervision you exercise. Misclassifying an employee as a contractor to avoid BPJS (social security) obligations is a major red flag for auditors. Worker misclassification is a frequent compliance risk in multinational HR audits, often cited in industry reports.

A collective bargaining agreement, negotiated between employers and labor unions, also plays a role in defining employment terms, rights and obligations under Indonesian labor law.

Drafting Legally Sound Employment Contracts and Agreements

Drafting an employment agreement is one of the most important steps for employers and employees in Indonesia. Under the Manpower Law and the Job Creation Law, every employment contract must clearly define the terms of the employment relationship to comply with Indonesian employment law. A well-structured employment contract should specify the job description, employee’s salary, working hours, overtime pay, leave entitlements and the procedures for employment termination.

While Indonesian employment laws recognize both written and verbal employment agreements, a written employment contract is recommended. Written agreements provide clear evidence of the agreed terms and prevent misunderstandings or disputes between employers and employees. Employment contracts should also outline the rights and obligations of both parties to ensure transparency and fairness in the employment relationship.

Employers should review and update their employment agreements regularly to reflect changes in laws and regulations, such as those introduced by the job creation law. By prioritizing clear, compliant and comprehensive employment contracts, businesses can protect themselves from legal risks and build a positive workplace culture.

Key Employer Obligations You Must Not Ignore

Compliance is enforceable. Ignoring these core duties puts your business at immediate financial and legal risk.

• Wages, Hours and Leave: Every province has Provincial Minimum Wages (UMP) and some regencies or cities have their own higher minimums (UMK). Employers must pay at least the applicable minimum wages. Standard working hours are 40 hours per week; normal work hours are typically 7 hours per day for 6 days a week or 8 hours per day for 5 days a week. Overtime regulations apply when these daily or weekly limits are exceeded and overtime or part-time work is often calculated based on the applicable hourly wage. All employees are entitled to paid annual leave and public holidays including religious holidays like Eid al-Fitr for which a mandatory religious holiday allowance (THR) must be paid. Paid leave is a statutory right under Indonesian labor law.
• BPJS (Social Security): Enrollment in the national social security programs is mandatory.
• BPJS Kesehatan: Universal health insurance program.
• BPJS Ketenagakerjaan: Work accidents, death benefits, old-age savings and pensions.

Employers must register their employees, co-contribute to the premiums and update the system with any workforce changes. The deadlines are strict and penalties for non-compliance are enforced.

• Mandatory Reporting and Record-Keeping: You must report new hires to the Ministry of Manpower. All employment contracts, payroll data and proof of BPJS payments must be retained and be accessible for inspection.

Terminating Employees Legally and Strategically

This is one of the most high-risk areas of Indonesian employment law. A “fire and fix later” approach is a recipe for disaster when it comes to termination of employment. Wrongful termination disputes have risen since the Omnibus Law’s introduction, with labor courts reporting increased caseloads

This is a clear sign that employers must move from reactive to proactive, building a process that is legally sound and strategically smart.

• Justifiable Reasons for Termination: An employer cannot terminate a permanent employee or terminate employment without a valid legal reason. Justifiable reasons are serious misconduct, redundancy, resignation or reaching retirement age. All reasons for termination must comply with company regulations and prevailing laws. Attempting a “unilateral termination” without a justified cause will be challenged and likely overturned in industrial court. If an employee rejects termination, the employer must provide written notice and enter into negotiations. If no agreement is reached, the matter may escalate to industrial relations disputes, requiring industrial relations dispute settlement and potentially legal proceedings before the relevant industrial relations court.
• Dispute Resolution and Documentation: Both employer and employee are involved in negotiations and must follow proper procedures. If industrial relations disputes arise, the process includes bipartite negotiations, mediation and if unresolved, legal proceedings in the relevant industrial relations court. Valid evidence is required to support any decision to terminate employment especially in cases of alleged misconduct or disputes.
• Severance Pay Calculation: The Omnibus Law updated the formula for termination payments. The final amount depends on the reason for termination and the employee’s length of service. It typically consists of several components which may include:
  • Pesangon (Severance Pay)
  • Separation Pay
  • UPMK (Reward for Service Pay or Service Appreciation Pay)
  • UPH (Compensation of Rights or Compensation Pay), which includes unused leave, pay compensation and other negotiated benefits.
  • Long Service Pay may also apply depending on the employee’s length of service and the circumstances of termination.
• Settlement and Mutual Agreement: Termination of employment can also occur through mutual agreement, formalized in a mutual employment termination agreement. This process ensures that both parties’ rights are protected and all entitlements including the employee’s salary and any outstanding compensation are settled according to prevailing laws.

Infographic: Severance Pay Components by Termination Reason

• Resignation: Employee receives UPH only.
• Serious Misconduct (after court ruling): Employee receives UPH and potentially Separation Money (separation pay) as defined in the company agreement. Employees terminated for gross misconduct are not entitled to service appreciation pay (UPMK).
• Redundancy (due to efficiency): Employee receives 0.5x the standard formula for severance, UPMK (service appreciation pay) and UPH.
• Redundancy (due to closure/losses): Employee receives 1x the standard formula for severance, UPMK (service appreciation pay) and UPH. (Note: These are simplified examples; specific calculations must follow the latest government regulations. Depending on the circumstances, long service pay may also be a component of termination benefits.
• The Termination Process: For most terminations, the law requires employers to first seek a mutual settlement through bipartite negotiations. If no agreement is reached, the dispute moves to mediation and then to the Industrial Relations Court. Proper documentation of this entire process is your best defense against future lawsuits.

Hiring Foreign Employees—The Rules of the Game

Indonesia welcomes foreign expertise but within a regulated framework designed to prioritize the local workforce. In addition to these general rules, there are specific regulations and restrictions that apply to foreign workers in Indonesia, including registration requirements, permitted employment categories and work permit obligations.

• Work Permits (RPTKA & KITAS): Before you can hire a foreign employee, your company must obtain an Expatriate Placement Plan (RPTKA) approval from the Ministry of Manpower. Once the RPTKA is approved, the employee can apply for a Limited Stay Permit (KITAS).
• Restrictions on Positions: Certain positions, particularly in human resources, are closed to foreigners. The Ministry of Manpower maintains and periodically updates a list of positions open to expatriates. The game-changer here is structuring your teams intelligently, pairing foreign experts with local talent for knowledge transfer.
• Tax and Social Security: Foreign employees working in Indonesia for more than 183 days in a 12-month period are considered tax residents and are subject to Indonesian income tax (PPh 21) on their worldwide income. They are also generally required to enroll in BPJS, although some exemptions exist under specific conditions, and labor union involvement may play a role in representing foreign workers' interests regarding these matters.

Data Protection: Employee Privacy and ComplianceEmployee privacy and compliance with personal data protection laws is a big responsibility for employers in Indonesia.

The Electronic Information and Transactions Law (EIT Law) and Personal Data Protection Law requires employers to handle personal data with extreme care. This means getting explicit consent from employees before collecting, processing or sharing their personal data and ensuring all data handling practices comply with Indonesian labor laws and employment laws.

To meet these obligations, employers should implement robust data protection measures such as encryption, secure access controls and clear procedures for data breach response. Having comprehensive internal policies for personal data protection – including guidelines for data collection, storage and disposal – shows commitment to compliance and employee welfare.

Non-compliance with data protection laws and regulations can result in big penalties and reputational damage. By proactively safeguarding personal data and following Indonesian employment laws, employers and employees can build trust and have a secure compliant workplace.

Build a Compliant HR Framework with Long Term Value

True strategic advantage comes from embedding compliance into your company’s DNA.

Compliance is not just a checklist; it’s a governance culture that protects your business and enhances your reputation. This is how you go big and build to last.

• Audits and Inspections: Ministry of Manpower inspections can be triggered by employee complaints, routine checks or industry wide reviews. A proactive internal audit can help you identify gaps in your contracts, payroll and BPJS payments before they become official violations.
• Drafting Internal Policies: Beyond the employment contract, your company should have clear internal policies (often called a “Company Regulation” or “PP”) on anti-harassment, grievance procedures and codes of conduct. These policies must align with Indonesian law, not just replicate a global template. Internal policies should also address the role of collective bargaining, collective bargaining agreements, collective labor agreement and collective labor agreements as important tools for defining employment terms and conditions. Anti-harassment and grievance procedures must recognize employee representation, labor unions and the rights of female employees, male and female workers as well as protect against discrimination based on marital status and political orientation. Codes of conduct and workplace safety policies should emphasize occupational health as a key employer responsibility.
• When to Get Help: While day-to-day HR can be managed internally, it’s best to get legal or advisory help for complex situations like corporate restructure, mass termination or cross-border hiring. Compliance with employee benefits and measures that improve employee welfare will further strengthen your HR framework.

Conclusion: Your Roadmap

Indonesian employment law is not just about avoiding penalties; it’s a strategic must for any serious investor. By understanding the rules and building a culture of compliance you create a stable and protected environment for your business to grow.

Indonesian employment law is a strategic opportunity for investors. By building a compliant HR framework, businesses can thrive in this dynamic market. Consult experienced legal and HR advisors familiar with ASEAN regulations to unlock growth potential.

Specialized legal advisors in Jakarta can help navigate these regulations that translates complex employment law into a practical strategy for foreign investors scaling across ASEAN. Our team has supported numerous FDI projects across ASEAN since 2007, turning regulatory challenges into growth opportunities. Partner with us to build a strong and prosperous Indonesia.

Also read: Vietnam FDI Outlook 2025: Unlocking Real Estate Ownership Opportunities for Foreign Investors