Practice Areas
Employment
Employment contracts, company regulations, terminations, Industrial Relations Court disputes, and work permits for foreign employees.
We draft and review PKWT and PKWTT employment contracts, company regulations (Peraturan Perusahaan), and collective labor agreements (PKB) so that they comply with the Job Creation Law framework and its implementing rules. We also advise on working-time, overtime, and wage policies.
On terminations, we help calculate severance, long-service pay, and compensation for unused rights, and we represent employers or employees in bipartite negotiations, mediation, and proceedings before the Industrial Relations Court (PHI). We also handle expatriate work permits (RPTKA) and help keep BPJS registrations compliant.
What we do
- Drafting PKWT and PKWTT employment contracts
- Company regulations and collective labor agreements (PKB)
- Terminations and severance calculations
- Bipartite negotiations, mediation, and cases before the Industrial Relations Court
- Expatriate work permits, including RPTKA approval
- BPJS Ketenagakerjaan and BPJS Kesehatan compliance
- Employment compliance audits for companies
Frequently asked questions
When may a fixed-term contract (PKWT) be used, and how does it differ from a permanent contract (PKWTT)?
A PKWT may only be used for specific types of work set out in the regulations, such as work that is completed within a defined period or that is seasonal in nature. A PKWTT has no fixed end date and is generally used for continuing work; using a PKWT outside those rules may convert it into a PKWTT.
What should be checked when an employment relationship is terminated?
Key points include the legal ground for the termination, the notice and negotiation steps, severance, long-service pay, compensation for unused rights, and any further benefits under the contract or company regulations. A party that disagrees can pursue bipartite talks, then mediation or conciliation, and then a claim before the Industrial Relations Court.
What is needed to hire a foreign national?
Companies generally need to file a foreign manpower utilization plan (RPTKA) and obtain its approval, then secure the appropriate stay permit, such as a visa and KITAS. The position must fall within the roles permitted for foreign workers, and the employer must meet its obligations to appoint Indonesian counterparts and carry out knowledge transfer.
Tell us about your legal matter
A free 30-minute initial consultation, in person or online.