Basic information regarding work leave in Indonesia, in accordance with the Indonesia Manpower Regulation.

1. REMIDIAN
Work Leave -
Indonesia
Regulation
Basic “Need To Know”
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2. Type of Work Leave
There are several work leave category that need to be
known in accordance with The applicable Indonesia
Manpower Regulation.
Work leave basically consist of:
1. ANNUAL LEAVE
In Article 79 paragraph (2) point (c) states that the right
of annual leave will be given to workers or employees who
have fulfilled their work period for 12 (twelve) months or
one year continuously with the number of days as many as
12 (twelve).
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3. However, the company has its own rules in
determining the number of days off, because not a
few companies decide to increase the employee's
leave according to the position in the office.
Also, regarding Annual Leave, although it is
regulated in the Law, however for the
implementation depends on the Employment
agreement, Company Regulation, or Collective
Agreement.
Thus if an employee basically not taking any
annual leave that already become his/her right,
then it depends on the company policy, some
company basically annul any annual leave that
already past due, some calculate it with
bonus/wages, some calculate it with adding
additional leave quota for the next year. It is
basically govern in the article 79 point (3) of the
Law No. 13/2003.
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4. 2 . S I C K L E A V E
T h i s l e a v e i s m a d e f o r e m p l o y e e s w h o a r e u n a b l e t o w o r k f o r h e a l t h r e a s o n s .
T h i s s i c k l e a v e r u l e i s a l s o d i f f e r e n t i n e a c h c o m p a n y .
3 . L O N G L E A V E / S A B B A T I C A L
L o n g l e a v e i s i n t e n d e d f o r e m p l o y e e s w h o h a v e w o r k e d f o r a l o n g t i m e , a t l e a s t
s i x y e a r s . B a s e d o n A r t i c l e 7 9 p a r a g r a p h ( 2 ) , i t i s s t a t e d t h a t t h e e m p l o y e e
m u s t o b t a i n a l o n g l e a v e o f a t l e a s t t w o m o n t h s f o r t h e p e r i o d o f w o r k o f a t
l e a s t s i x y e a r s a n d b e v a l i d f o r t h e f o l l o w i n g y e a r .
4 . C O L L E C T I V E L E A V E
C o l l e c t i v e l e a v e o r S h a r e d L e a v e i s a l e a v e o f a b s e n c e f o r e m p l o y e e s w h i c h i s
u s u a l l y g i v e n i f t h e r e i s a r e l i g i o u s h o l i d a y o r o t h e r s , b a s e d o n a d e c r e e o r
c i r c u l a r r e g u l a t i o n b y M i n i s t r y . E s p e c i a l l y f o r p r i v a t e c o m p a n i e s , t h i s r u l e
a p p l i e s b y “ d e d u c t i n g t h e a n n u a l e m p l o y e e l e a v e q u o t a . ”
5 . M A T E R N I T Y L E A V E
B a s e d o n A r t i c l e 8 2 , i t i s s t a t e d t h a t p r e g n a n t f e m a l e e m p l o y e e s h a v e t h e r i g h t
t o g e t t h e r i g h t t o r e s t f o r 1 . 5 m o n t h s b e f o r e a n d a f t e r c h i l d b i r t h .
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5. RMD• 2019
056 . I M P O R T A N T / B E R E A V E M E N T L E A V E
I m p o r t a n t / B e r e a v e m e n t l e a v e , m e a n s
t h a t e m p l o y e e s h a s t h e r i g h t f o r l e a v e a n d
n o t a t t e n d t h e o f f i c e f o r v a r i o u s
i m p o r t a n t r e a s o n s , s u c h a s d e a t h ,
m a r r i a g e , a n d v a r i o u s o t h e r u r g e n t n e e d s .
I n a c c o r d a n c e w i t h A r t i c l e 9 3 p a r a g r a p h
( 2 ) a n d ( 4 ) w h i c h r e g u l a t e s t h e l e n g t h o f
l e a v e d a y s o b t a i n e d b y e m p l o y e e s b a s e d
o n t h e i r n e c e s s i t i e s .
CONTACT US FOR MORE
INFORMATION REGARDING WORK
LEAVE AND/OR MANPOWER
DISPUTE SETTLEMENT

6. RMD•2019
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