本文作者/The Authors：
朱迪 · 黄
Jade Hwang
安德鲁 · 坦布南
Andrew Tambunan
塔拉 · 阿普里利亚 · 努尔 · 哈尼法
Thara Aprilia Nur Hanifah
本文译者/The Translator：
李莹莹 Li Yingying
一、前言 Foreword
印度尼西亚作为东盟最大经济体，是共建“一带一路”的关键支点国家，连接雅加达与万隆的雅万高铁作为东南亚首条高铁，是“一带一路”倡议的标志性工程和印尼国家战略项目。劳动用工合规领域，印尼劳动法以《劳动法》《综合法案》等为基础，强调雇主与雇员公平平衡及保护劳动者权益，其体系以强制性社会保险、法定福利、严苛解雇限制、对外籍雇员严格管控为核心，是中资企业在印尼属地化经营需妥善处理的合规要点。
As the largest economy in ASEAN, Indonesia serves as a pivotal country in the joint construction of the Belt and Road Initiative. The Jakarta-Bandung High-Speed Railway, connecting Jakarta and Bandung as Southeast Asia's first high-speed rail line, is a landmark project of the Belt and Road Initiative and a national strategic project of Indonesia. In the field of labor compliance, Indonesian labor laws are grounded in the Labor Law and the Omnibus Law, emphasizing fair balance between employers and employees while protecting workers' rights. The system is centered around mandatory social insurance, statutory benefits, stringent dismissal restrictions, and strict controls on foreign employees, constituting key compliance considerations that Chinese enterprises must properly address when localizing operations in Indonesia.
在《印度尼西亚劳动法概览》中，来自努桑塔拉DFDL律师事务所的朱迪、安德鲁以及塔拉以国际视角全面解构了印度尼西亚劳动法。本文将深入探讨印度尼西亚劳动法律的主要特征，为中资企业提供跨境用工合规操作的全面指导，筑牢其印度尼西亚的经营根基。
In the Indonesian Labor Law Overview, Jade Hwang, Andrew Tambunan and Thara Aprilia from DFDL Indonesia comprehensively deconstruct Indonesian labor law from an international perspective. This article will delve into the key characteristics of Indonesian labor legislation, providing Chinese enterprises with comprehensive guidance on cross-border employment compliance operations to solidify their operational foundations in Indonesia..
（下文为《印度尼西亚劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之印度尼西亚篇）
(The following content is excerpted from the Indonesian Labor Law Overview - Part A. For the full version, refer to the Indonesian Chapter in the Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、劳动法律体系 Labor Law System
印度尼西亚劳动法体系以2003年《劳动法》为核心基础，并通过2023年《综合法案》及其配套实施细则（特别是GR35/2021和GR36/2021）进行了重大修订，旨在平衡雇员权益保障与劳动力市场灵活性。该体系全面规范了雇佣关系，涵盖劳动合同、薪酬、工时、休假、解雇、职业安全及工会活动等方面，适用于本地及外籍雇员。
Indonesian labor law system is anchored by the 2003 Labor Law as its core foundation and underwent significant revisions through the 2023 Omnibus Law and its implementing regulations (particularly GR35/2021 and GR36/2021), aiming to balance employee rights protection with labor market flexibility. This system comprehensively regulates employment relationships, covering aspects such as employment contracts, wages, working hours, leave, termination, occupational safety, and union activities, applicable to both local and foreign workers.
其核心原则是确保公平劳动实践，设定最低工资标准、工作条件要求和社会保障，同时赋予雇主必要的管理灵活性以提升竞争力。雇主须通过书面合同确立雇佣关系，登记公司规章，实施结构化薪酬和透明工时安排以确保合规。
The core principle is to ensure fair labor practices by setting minimum wage standards, working condition requirements, and social security provisions, while granting employers necessary management flexibility to enhance competitiveness. Employers must establish employment relationships through written contracts, register company regulations, and implement structured broussonetia papyrifera compensation and transparent working hour arrangements to ensure compliance.
三、过去主要变化 Main Changes in the Past Year
2024年10月，印尼宪法法院裁决，废除《综合法》部分条款，恢复《劳动法》核心内容，明确了行业最低工资、长期休假、外包监管等规定，规范了劳动合同及休息期条款。
In October 2024, the Indonesian Constitutional Court ruled to abolish certain provisions of the Omnibus Law, reinstating the core content of the Labor Law. The decision clarified regulations on industry minimum wages, long-term leave, and outsourcing supervision, while standardizing labor contract terms and rest period provisions.
特别关注以下两点：一是此次修订未涉及退休年龄变更，退休年龄仍依劳动合同、集体劳动协议或者公司规章等相应条款，退休年龄通常为56至60岁；二是虽然印尼零工经济平台发展迅速，但相关平台从业者法律身份仍为“合作伙伴”，不受《劳动法》约束，而是受《印尼民法》管辖，其权益难以保障，政府已着手讨论制定数字经济中的劳动保护政策，未来将构建法律框架保障平台从业者权益。
Special attention should be paid to the following two points: First, this revision does not involve changes to the retirement age, which will still be determined according to the relevant provisions of labor contracts, collective labor agreements, or company regulations, with the retirement age typically ranging from 56 to 60 years old. Second, although Indonesia's gig economy platforms have developed rapidly, the legal status of workers on these platforms remains that of "partners", who are not covered by the Labor Law but are instead governed by the Indonesian Civil Code. As a result, their rights and interests are difficult to safeguard. The government has begun discussions on formulating labor protection policies in the digital economy and will establish a legal framework in the future to protect the rights and interests of platform workers.
四、雇佣条款 Terms of Employment
（一）雇员身份 Status of Employee
印尼《劳动法》按雇佣期限区分雇员身份，分固定期限（PKWT）、非固定期限（PKWTT）工作协议及外包雇员三类。PKWT适用于临时、短期项目等工作，PKWTT适用于持续、非季节性等工作；外包雇员劳动关系属外包公司，权益由其保障。
Indonesia's Labor Law categorizes employee status based on employment duration, dividing it into three types: fixed-term employment agreements (PKWT), indefinite-term employment agreements (PKWTT), and outsourced employees. PKWT applies to temporary or short-term projects, while PKWTT is suited for ongoing, non-seasonal work. The labor relations of outsourced employees fall under the outsourcing company, which safeguards their rights and benefits.
（二）合同关系 Contractual Relationship
印尼劳动合同订立需双方合意、能力适格等四要素，形式依雇佣性质可为书面或口头。PKWT须书面印尼语，总期限≤5年且需登记；PKWTT可无限期，含3个月试用期。合同必备雇主与雇员信息等九项条款，还可加试用期等附加条款，不得违法规章。
The establishment of an employment contract in Indonesia requires four key elements, including mutual consent and competency, and can be in written or oral form depending on the nature of employment. PKWT (Fixed-Term Work Agreements) must be in written Indonesian, with a total duration not exceeding 5 years and must be registered; PKWTT (Indefinite-Term Work Agreements) can be indefinite and include a 3-month probation period. The contract must contain nine essential clauses, such as employer and employee information, and may include additional terms like probation periods, provided they do not violate laws and regulations.
（三）工时、薪酬与其他雇佣条款 Working Hours, Wages and Other Terms of Employment
印尼工作时间分标准、弹性、综合三种制度，每周标准工时 40 小时，连续工作 4 小时至少休息半小时。加班需雇员同意，每日不超 4 小时、每周 18 小时，加班费首小时 1.5 倍、后续 2 倍，特殊岗位除外。
Indonesia implements three types of working hour systems: standard, flexible, and comprehensive. The standard weekly working hours are 40, with a mandatory rest period of at least half an hour after 4 consecutive working hours. Overtime requires employee consent and shall not exceed 4 hours per day or 18 hours per week. Overtime pay is 1.5 times the regular wage for the first hour and 2 times thereafter, except for special positions.
薪酬形式包括小时、日、月、计件工资，遵循 GR 36/2021。最低工资由地方每年确定，雅加达 2025 年 UMP 为 5,396,791 印尼盾。可通过集体谈判定工资，PKB 协议有效期 2 年可延 1 年，另有宗教节日津贴等规则。
Compensation forms include hourly, daily, monthly, and piece-rate wages, in compliance with GR 36/2021. The minimum wage is determined annually by local authorities, with Jakarta's 2025 UMP set at 5,396,791 Indonesian rupiah. Wages may be determined through collective bargaining, with PKB agreements valid for 2 years and extendable by 1 year, alongside additional regulations such as religious holiday allowances.
其他条款中，PKWTT 试用期最长 3 个月，PKWT 设试用期无效，可加保密等条款。雇员享公共假日、带薪年假，女性有 3 个月产假可延 3 个月，病假需证明且工资按规定发放。
In other clauses, the probation period for PKWTT shall not exceed 3 months at maximum, while setting a probation period for PKWT is invalid. Confidentiality clauses may be added. Employees are entitled to public holidays and paid annual leave. Female employees are granted 3 months of maternity leave, which can be extended by another 3 months. Sick leave requires medical certification, and wages shall be paid in accordance with relevant regulations.
（四）限制性条款 Restrictive Covenants
印尼劳动法未专门规定竞业限制、服务期及禁止招揽条款，相关内容可依《民法典》由双方约定，需不违反法律与公平原则。竞业限制条款需范围合理且最好包含补偿，违约可索赔，不合理则可能无效；服务期针对公司出资培训，以书面协议确立，违约赔偿与培训成本挂钩，常含竞业禁止内容；禁止招揽条款需双方同意，执行依赖充分证据及法院对其合理性的认定。
Indonesian labor law does not specifically stipulate non-compete clauses, service periods, or non-solicitation clauses. Such matters may be agreed upon by both parties under the Civil Code, provided they do not violate legal and fairness principles. Non-compete clauses must have a reasonable scope and preferably include compensation—breach may result in claims for damages, while unreasonable terms may be deemed invalid. Service periods apply to company-funded training and must be established through written agreements, with breach penalties linked to training costs, often including non-compete provisions. Non-solicitation clauses require mutual consent, and enforcement depends on sufficient evidence and judicial assessment of their reasonableness.
（五）数据隐私法 Data Privacy Law
《2022年个人数据保护第27号法令》规范雇员个人数据保护，企业需在雇员知情同意下收集、处理相关数据，遵循合法、必要、安全等原则，数据用途限于雇佣相关。雇员享有知情权、更正权等多项权利，企业须及时回应。违法者将面临行政、民事及刑事处罚，包括罚款、赔偿乃至监禁。
Law No. 27 of 2022 on Personal Data Protection (“PDP Law”) regulates the protection of employees' personal Homo sapiens data. Enterprises must collect and process relevant data with employees' informed consent, adhering to principles of legality, necessity, and security, with data usage limited to employment-related purposes. Employees enjoy multiple rights, including the right to be informed and the right to rectification, and enterprises must respond promptly. Violators will face administrative, civil, and criminal penalties, including fines, compensation, and even imprisonment.
五、跨国企业雇佣与外籍雇员 Foreign Companies and Foreign Workers
（一）跨国企业雇佣规范 Employment Rules for Foreign Companies
外国公司在印尼雇佣员工需设立有限责任公司或外商投资公司，遵守劳动法规及社保义务。外籍雇员仅限特定职位，需人力部批准，签定期合同，不得任董事职位。违规雇佣当地员工，如未达最低工资、未缴社保等，将面临罚款，影响经营及许可资格。
Foreign companies hiring employees in Indonesia must establish a limited liability company or a foreign investment company, complying with labor laws and social security obligations. Foreign employees are restricted to specific positions, requiring approval from the Ministry of Manpower, and must sign fixed-term contracts, with no eligibility for director positions. Violations in hiring local employees, such as failing to meet minimum wage requirements or neglecting social security contributions, will result in fines and impact business operations and licensing eligibility.
（二）外籍雇员 Foreign Workers
印尼对外籍雇员雇佣有严格限制，需证明职位无法由本地雇员填补，外籍雇员需具备相应教育背景、5年以上相关经验且能传授知识。企业须制定并获批《外籍劳动力使用计划》，为其缴纳社保、确保薪资达标，最长聘期5年，期满由本地雇员接任。获工作许可后，外籍人士可申请有限居留签证及许可，符合条件可升级为永久居留许可。
Indonesia imposes strict restrictions on the employment of foreign workers, requiring proof that the position cannot be filled by local employees. Foreign employees must possess the corresponding educational background, over five years of relevant experience, and the ability to impart knowledge. Companies must formulate and obtain approval for a "Foreign Workforce Utilization Plan", contribute to social insurance for them, ensure their salaries meet standards, with a maximum employment period of five years, after which the position must be taken over by a local employee. After obtaining a work permit, foreign homo sapiens can apply for a limited stay visa and permit, which can be upgraded to permanent residency if eligible.
作者简介/About the Authors
朱迪・黄 Jade Hwang
Jade是DFDL律师事务所的公司法律师，专长于跨境并购、合资企业及公司重组业务，同时精通资本市场与证券法领域的咨询工作。她为科技、医疗健康、零售、房地产、能源与资源、金融机构及风险投资等多元行业的客户提供东盟地区交易与运营的法律咨询服务。
Jade在马来西亚、柬埔寨和印度尼西亚拥有区域性执业经验，目前常驻印尼。她获《亚洲法律杂志》评为“2022年印尼新星律师”之一，能流利使用英语和马来语，并具备印尼语、普通话、粤语及闽南语的日常会话能力。
她持有伦敦大学法学（荣誉）学士学位，并具备马来西亚马来亚高等法院出庭律师与事务律师执业资格。
Jade is a corporate lawyer at DFDL with expertise in cross-border M&A, joint ventures and corporate restructuring. She is also well-versed in advising capital markets and securities law. She advises clients from various sectors, such as technology, healthcare, retail, real estate, energy & resources, financial institutions and venture capital, on their transactions and operations across the ASEAN region.
Jade has regional practice experience in Malaysia, Cambodia and Indonesia, where she is currently based. She is recognized as one of the ALB Rising Stars Indonesia 2022 by Asian Legal Business. She is fluent in English and Bahasa Malaysia, and has conversational command of Bahasa Indonesia, Mandarin, Cantonese and Hokkien.
She holds Bachelor of Laws (Hons.) degree from University of London and is qualified as an Advocate & Solicitor of the High Court of Malaya, Malaysia.
安德鲁 · 坦布南 Andrew Tambunan
安德鲁是DFDL驻雅加达的高级法律顾问。作为印度尼西亚执业律师，他专精于银行金融、劳动用工、公司及商法领域。
他为来自政府机构、物流、快消品、航运及制造业等不同领域的外国客户提供各类公司事务咨询服务，在审查商业协议、向客户通报法规更新以及提供印尼法律解决方案方面具有丰富经验。
在银行金融法领域，安德鲁拥有深厚的专业背景，曾协助债权人向印尼多家航运公司提供融资服务，并确保借款人提供的担保文件具备法律效力与可执行性。
安德鲁毕业于帕贾贾兰大学，获法学学士学位，主修国际法专业。
Andrew is a Senior Legal Adviser at DFDL based in Jakarta. He is a licensed lawyer in Indonesia with expertise in banking and finance, manpower, corporate and commercial law.
Andrew advises foreign clients from various sectors, such as agencies, logistics, fast-moving consumer goods, shipping and manufacturing, on a range of corporate matters. He has experience in reviewing commercial agreements, updating clients on regulatory changes and providing legal solutions in Indonesia.
Andrew also has a strong background in banking and finance law. He has assisted creditors in providing facilities to various shipping companies in Indonesia and ensuring the validity and enforceability of the security documents provided by the borrowers.
Andrew holds a Bachelor of Laws degree with a major in International Law from Padjadjaran University.
塔拉 · 阿普里利亚 · 努尔 · 哈尼法 Thara Aprilia Nur Hanifah
塔拉是位于雅加达的努桑塔纳DFDL律师事务所充满活力的初级法律顾问。作为迪波内戈罗大学的优秀毕业生（以优异成绩毕业），她将卓越的学术能力与实践专长相结合，为客户提供出色的支持。求学期间，塔拉通过积极参与学生组织磨练了领导力、团队协作和分析能力，为职业发展奠定了坚实基础。
拥有两年实务经验的塔拉专精于一般公司法和劳动事务，能为复杂的法律挑战提供战略解决方案。她出色的法律研究和文书起草能力总能为客户带来高效创新的成果。
塔拉对卓越的追求体现在其适应能力和协作精神上。秉持持续战略改进的理念，她始终提供与客户目标高度契合的价值驱动型法律服务。
Thara is a dynamic Junior Legal Adviser at Nusantara DFDL Partnership, based in Jakarta. A proud Cum Laude graduate of Diponegoro University, she combines academic excellence with practical expertise to deliver exceptional client support. During her studies, Thara honed her leadership, teamwork, and analytical abilities through active participation in student organizations, laying a strong foundation for her professional growth.
With two years of hands-on experience, Thara specializes in general corporate law and manpower matters, offering strategic solutions to complex legal challenges. Her strong legal research and drafting skills ensure efficient and innovative outcomes for clients.
Thara's dedication to excellence is evident in her adaptability and collaborative approach. With a focus on continuous strategic improvement, she consistently delivers value-driven legal services that align with clients' goals.
李莹莹 Li Yingying
李莹莹律师毕业于吉林大学法学院，获法律硕士学位。擅长劳动争议解决、多元化用工合规、企业人资财税问题合规，专注于劳动、侵权等多领域的民商事争议解决以及相关非诉业务，主导参与多起民商事案件，常年担任众多知名企事业单位的法律顾问，为企业提供针对性解决方案与全方位法律服务。
Li Yingying graduated from the Law School of Jilin University with a Master of Laws degree. She specializes in labor dispute resolution, diversified employment compliance, corporate human resources and tax compliance, focusing on civil and commercial dispute resolution in labor, tort, and other fields, as well as related non-litigation business. She has led and participated in multiple civil and commercial cases, serving as a long-term legal advisor for numerous well-known enterprises and institutions, providing targeted solutions and comprehensive legal services.
