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》节选内容之下半部分，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 B. 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、集体雇佣关系 Collective Relations
印尼工会由至少10名雇员自愿组建，经注册获合法地位，依据2000年《第21号工会法》及《劳动法》运作，需制定含名称、宗旨等要素的章程，职能包括代表雇员参与集体劳动协议谈判、调处劳资纠纷、监督雇佣关系终止、组织罢工等，以维护雇员权益并促进劳资和谐。
Indonesian trade unions are voluntarily established by at least 10 employees and obtain legal status through registration. They operate in accordance with the 2000 Trade Union Law No. 21 and the Labor Law. Such unions must formulate bylaws containing elements such as their name and objectives. Their functions include representing employees in collective labor agreement negotiations, mediating labor disputes, supervising the termination of employment relationships, organizing strikes, and other activities aimed at safeguarding employee rights and promoting labor-management harmony.
集体劳动协议由工会与雇主协商达成，涵盖工作条件等内容，需向劳动部门申报，无异议即生效并对双方有约束力。一方违约时，另一方可通过调解、仲裁或诉讼解决争议。
The collective labor agreement is negotiated and reached between the trade union and the employer, covering working conditions and other contents. It must be reported to the labor department and becomes effective and binding on both parties in the absence of objections is raised. In case of breach by one party, the other party may resolve disputes through mediation, arbitration, or litigation.
三、雇佣关系解除 Termination of Employment
（一）解除事由 Termination reason
印尼雇佣关系终止需基于正当理由，遵循公平透明原则。雇主有因终止的情形包括公司合并、亏损、破产，或雇员连续缺勤、多次违规等；雇员可因雇主虐待、欠薪、安排危险工作等要求终止，自愿辞职需提前 30 天申请。
In Indonesia, the termination of employment relationships must be based on legitimate reasons and adhere to the principles of fairness and transparency. Employers may terminate employees under circumstances such as company mergers, losses, bankruptcy, or instances of continuous absenteeism or repeated violations by the employee. Employees may request termination due to employer misconduct, including abuse, unpaid wages, or assignment to hazardous work. Voluntary resignation requires submitting an application at least 30 days in advance.
大规模裁员需满足连续亏损、不可抗力等条件，且遵循法定程序；雇员有欺诈、吸毒、攻击他人等严重违规行为时，雇主可即时解雇，无需提前通知。
Large-scale layoffs must meet conditions such as consecutive losses, force majeure, and follow legal procedures; when employees commit serious violations such as fraud, drug abuse, or assaulting other Homo sapiens, the employer may terminate employment immediately without prior notice.
（二）通知期与补偿 Notice Period/Severance
印尼雇主终止雇佣关系需提前书面通知，正式雇员为 14 个工作日，试用期雇员为 7 个工作日，通知需包含终止原因和计划时间表，争议可通过劳资纠纷解决机制处理。解雇补偿金按服务年限计算，不足 1 年者获 1 个月工资，满 8 年及以上者获 9 个月工资，此外还有工龄补贴金、权利替代金及未休假期折算等补偿。
Indonesian employers must provide written notice in advance to terminate employment relationships: 14 working days for permanent employees and 7 working days for probationary employees. The notice must include the termination reason and planned schedule. Disputes can be resolved through labor dispute settlement mechanisms. Severance pay is calculated based on years of service: employees with less than 1 year receive 1 month's salary, while those with 8 years or more receive 9 months' salary. Additional compensations include seniority allowance, rights substitution payment, and unconsumed leave conversion.
（三）终止协议 Termination Agreements
雇佣关系可由双方书面协议终止，雇员仍依法享有包括遣散费在内的补偿，这种协商方式在实践中因自愿达成而更易被接受，能减少争议并保障离职流程平稳。
The employment relationship may be terminated by a written agreement between both parties, with the employee still legally entitled to compensation including severance pay. This negotiated approach is more readily accepted in practice due to its voluntary nature, helping to reduce disputes and ensure a smooth departure process.
（四）就业保护 Employment Protection (Dismissal Protection)
受保护雇员禁止被预先通知或大规模裁员解雇，包括患病（持证明且缺勤不超12个月）、孕期、工会成员、举报雇主犯罪者等，涵盖履行法定义务、宗教义务、处于婚期等多种情形，以及因歧视因素可能被区别对待的雇员和特定伤病未愈者。
Protected employees must not be given prior notice or subjected to mass layoffs, including those who are ill (with proof and absence not exceeding 12 months), pregnant, union members, whistleblowers reporting employer crimes, etc. This protection covers various circumstances such as fulfilling legal obligations, religious duties, being in the midst of marriage, as well as employees who may face differential treatment due to discriminatory factors and those with specific unresolved injuries or illnesses.
四、雇佣争议与争议解决 Terms of Employment/Dispute Resolution
（一）雇佣争议 Terms of Employment
印尼雇员若遇缺乏合法理由或违反法规的不当解雇，可提出索赔。需先经双边协商、调解、调停等非诉讼程序，未果可诉至劳资关系法院，若判定违法，可获解雇补偿金等赔偿。
Indonesian employees who face wrongful termination without legitimate grounds or in violation of regulations may file a claim. They must first undergo non-litigation procedures such as bilateral negotiation, mediation, or conciliation. If unresolved, the case can be brought to the Industrial Relations Court. If the termination is ruled unlawful, the employee may receive compensation such as severance pay.
印尼劳工法规定工作场所平等保护，保障劳动者不受歧视，在招聘、薪酬等环节享有平等待遇。企业需推行非歧视措施，这既是法定义务，也有助于营造包容工作氛围。
Indonesian labor laws mandate equal protection in the workplace, ensuring workers are free from discrimination and entitled to equal treatment in recruitment, compensation, and other aspects. Enterprises are required to implement non-discriminatory measures, which are not only a legal obligation but also contribute to fostering an inclusive work environment.
（二）争议解决 Dispute Resolution
印尼劳动争议司法程序在非诉讼方式失败后启动，由工业关系法院审理，含起诉、审理等环节，对裁决不满可上诉至最高法院。劳动仲裁基于双方合意，裁决终局；劳动诉讼由该法院处理多种争议。
Indonesia's labor dispute judicial procedures are initiated after non-litigation methods fail, with cases adjudicated by the Industrial Relations Court through processes including filing lawsuits and hearings. Dissatisfied parties may appeal rulings to the Supreme Court. Labor arbitration, based on mutual agreement between parties, yields final awards; labor litigation handled by this court covers various types of disputes.
替代性争议解决机制中，调解在协商未果后进行，未果可提交劳资关系委员会。劳动监察员负责监督企业遵守劳动标准，雇员可举报违规。律师费通常自行承担，除非法院批准或双方有约定。
In alternative dispute resolution mechanisms, mediation is conducted after failed negotiations, and unresolved cases may be submitted to the Labor Relations Committee. Labor inspectors are responsible for overseeing corporate compliance with labor standards, and employees may report violations. Attorney fees are generally borne by the parties themselves unless approved by the court or stipulated in an agreement between both parties.
五、社会保险 Social insurance
印尼雇员须参与由就业社会保障管理机构（BPJS Employment）管理的就业社会保障计划，含工伤、死亡、养老、退休、失业五大项目，费用由雇主与雇员共担，私营和政府机构正式雇员强制参保，正逐步覆盖非正式雇员，企业还须为全职或长期雇员注册健康社保。
Indonesian employees must participate in the employment social security program managed by the Employment Social Security Administration Agency (BPJS Employment), which includes five major components: work injury, death, pension, retirement, and unemployment. The costs are shared between employers and employees. Participation is mandatory for formal employees in both private and government agencies, with gradual extension to informal employees. Companies are also required to register full-time or long-term employees for health social security.
养老保险由就业社会保障管理机构（BPJS Employment）管理，为退休、残疾或身故雇员提供月度收入，正式雇员强制参保，雇主和雇员分别按月薪的 2% 和 1% 缴费，自雇人士可自愿参保，未缴满 15 年者可领已缴费用及增值部分，企业年金和个人养老金暂无专门法规，企业可自愿提供补充方案。
The pension insurance is managed by the employment social security administration agency (BPJS Employment), which provides monthly income for employees upon retirement, disability, or death.Mandatory participation applies to formal employees, with employers and employees contributing 2% and 1% of the monthly salary respectively. Self-employed homo sapiens can voluntarily participate. Those who have not contributed for 15 years can receive the paid contributions plus accrued benefits. There are currently no specific regulations for enterprise annuities and individual homo sapiens pensions, but companies may voluntarily offer supplementary schemes.
医疗保险由健康社保（BPJS Health）运营，工薪雇员缴费为月薪的5%，雇主承担4%、雇员1%，低收入群体由政府补贴，提供广泛医疗服务。生育保险中，女性雇员享 3 个月产假（可延）及全额工资，生育医疗费用由健康社保承担。
Medical insurance is operated by the Social Security Agency for Health (BPJS Health) , with salaried employees contributing 5% of their monthly salary—4% borne by employers and 1% by employees. Low-income groups receive government subsidies, providing access to comprehensive medical services. Under maternity insurance, female employees are entitled to 3 months of maternity leave (extendable) with full wages, and childbirth-related medical expenses are covered by BPJS Health.
工伤保险由雇主按工作风险等级缴纳保费（0.10%-1.60%），覆盖工伤、职业病等，提供医疗、现金补助等福利。失业保险为非因自身过错失业的雇员提供最长 6 个月的现金补助（最后工资 60%，最高 500 万印尼盾）及职业培训，资金来自雇主、雇员和政府。
Work-related injury insurance premiums are paid by employers according to the work risk level (0.10%-1.60%), covering work-related injuries, occupational diseases, etc., and providing benefits such as medical treatment and cash subsidies. Unemployment insurance provides cash subsidies for up to 6 months (60% of the last salary, maximum 5 million Indonesian rupiah) and vocational training to employees who become unemployed through no fault of their own, with funding from employers, employees, and the government.
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.
