[Legal Alert] New Provisions on PKWT, Outsourcing, Working Hours and Breaks, and Employment Terminations

/ Alert, Law, Manpower Law / By

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Ketentuan Baru Mengenai PKWT, Alih Daya, Waktu Kerja dan Waktu Istirahat, dan Pemutusan Hubungan Kerja

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New Provisions on PKWT, Outsourcing, Working Hours and Breaks, and Employment Terminations

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Pada tanggal 2 Februari 2021, Pemerintah Indonesia akhirnya menerbitkan peraturan pelaksana terkait dengan ketenagakerjaan yang merupakan turunan dari Undang-Undang No. 11 tahun 2020 tentang Cipta Kerja (“UU Cipta Kerja“) yaitu Peraturan Pemerintah Nomor 35 Tahun 2021 tentang Perjanjian Kerja Waktu Tertentu, Alih Daya, Waktu Kerja dan Waktu Istirahat, dan Pemutusan Hubungan Kerja (“PP 35/2021”).

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On February 2, 2021, the Government of Indonesia finally issued an implementing regulation related to employment which is a derivative regulation of the Law No. 11 of 2020 on Job Creation Law (“Job Creation Law“), namely Government Regulation Number 35 of 2021 concerning Specific Time Work Agreements, Outsourcing, Working Hours and Breaks and Employment Termination ( “GR 35/2021“).

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Pokok Pembahasan
  • Hubungan Kerja;
  • Perjanjian kerja waktu tertentu (“PKWT”);
  • Alih daya;
  • Jam kerja dan istirahat;
  • Pemutusan hubungan kerja; dan
  • Sanksi administratif.

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Main Issue
  • Legal Work Relations;
  • Specific timeframes Work agreements  (perjanjian kerja waktu tertentu – “PKWT”);
  • Outsourcing;
  • Working hours and breaks;
  • Employment terminations; and
  • Administrative sanctions.

 

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Hubungan Kerja

Merujuk kepada Pasal 50 UU 13 tahun 2003 tentang Ketenagakerjaan hubungan kerja terjadi karena adanya perjanjian kerja antara pengusaha dan pekerja/buruh, yang mana dibuat melalui:

  •  Perjanjian kerja dibuat secara tertulis atau lisan;
  • Perjanjian kerja yang dipersyaratkan secara tertulis dilaksanakan sesuai dengan peraturan perundang-undangan yang berlaku.

Sehubungan dengan PP 35/2021 khususnya PKWT, Pasal 56 menyebutkan bahwa PKWT harus dibuat secara tertulis serta harus menggunakan Bahasa Indonesia dan Huruf Latin.

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Work Relationship

Referring to Article 50 of Law 13 of 2003 concerning Manpower, a work relationship occurs due to the existence of a work agreement between an entrepreneur and a worker / laborer, which is made through:

  • The work agreement is made in writing or orally;
  • Work agreements that are required in writing are carried out in accordance with the prevailing laws and regulations.

In connection with PP 35/2021, especially PKWT, Article 56 states that PKWT must be made in writing and must use Indonesian and Latin letters.

 

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PKWT (Perjanjian Kerja Waktu Tertentu)

PKWT didasarkan atas:

a. jangka waktu; atau
b. selesainya suatu pekerjaan tertentu.

Beberapa catatan terkait PKWT adalah sebagai berikut:

  • PKWT tidak dapat diadakan untuk pekerjaan yang bersifat tetap.
  • PKWT tidak dapat mensyaratkan adanya masa percobaan kerja (Dalam hal disyaratkan masa percobaan kerja, masa percobaan kerja yang disyaratkan tersebut batal demi hukum dan masa kerja tetap dihitung)
  • PKWT harus dicatatkan oleh Pengusaha pada kementerian yang menyelenggarakan urusan pemerintahan di bidang ketenagakerjaan secara daring paling lama 3 (tiga) hari kerja sejak penandatanganan PKWT.
  • Dalam hal pencatatan PKWT secara daring belum tersedia maka pencatatan PKWT dilakukan oleh Pengusaha secara tertulis di dinas yang menyelenggarakan urusan pemerintahan di bidang ketenagakerjaan kabupaten/kota, paling lama7 (tujuh) hari kerja sejak penandatanganan PKWT.

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PKWT (Specific timeframes Work agreements)

PKWT is based on:

a. time period; or
b. completion of a certain job.

Some of the notes related to PKWT are as follows:

  • PKWT cannot be held for work that is permanent in nature.
  • PKWT cannot require a probationary period of employment (In the event that a probation period is required, the required probationary period is null and void and the work period is still calculated)
  • PKWT must be registered by the entrepreneur at the ministry that organizes government affairs in the manpower sector by online no later than 3 (three) working days from the signing of the PKWT.
  • In the event that the online PKWT registration is not yet available, the PKWT will be recorded in writing by the entrepreneur at the service that administers government affairs in the district / city manpower sector, no later than 7 (seven) working days from the signing of the PKWT.

 

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PKWT Paling Sedikit Memuat
a. nama, alamat Perusahaan, dan jenis usaha;
b. nama, Jems kelamin, umur, dan alamat Pekerja/ Buruh;
c. jabatan atau jenis pekerjaan;
d. tempat pekerjaan;
e. besaran dan cara pembayaran Upah;
f. hak dan kewajiban Pengusaha dan Pekerja/Buruh sesuai dengan ketentuan peraturan perundangundangan dan/ atau syarat kerja yang diatur dalam Peraturan Perusahaan atau Perjanjian Kerja Bersama;
g. mulai dan jangka waktu berlakunya PKWT;
h. tempat dan tanggal PKWT dibuat; dan
I. tanda tangan para pihak dalam PKWT.

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PKWT shall at least provides the following provisions:

a. name, address of the company, and type of business;
b. name, gender, age and address of the Worker / Laborer;
c. position or type of work;
d. place of work;
e. the amount and method of Wage payment;
f. rights and obligations of Entrepreneurs and Workers / Laborers in accordance with the provisions of laws and regulations and / or work conditions stipulated in Company Regulations or Collective Bargaining Agreements;
g. starting and the period of validity of the PKWT;
h. the place and date the non-permanent contracts were made; and
I. Signatures of the parties in the PKWT.

 

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Ketentuan Tambahan untuk PKWT 

Pasal 61A dari UU Cipta Kerja mewajibkan pengusaha untuk memberikan uang kompensasi terhadap PKWT yang berakhir karena (i) berakhirnya jangka waktu perjanjian kerja; dan (ii) selesainya suatu pekerjaan tertentu yang mana diatur lebih lanjut di dalam PP 35/2021 ini yakni:

  • Pemberian kompensasi dilakukan pada saat berakhirnya PKWT;
  • untuk Pekerja/Buruh yang telah mempunyai masa kerja paling sedikit 1 (satu) bulan secara terus menerus.
  • Apabila PKWT diperpanjang, uang kompensasi diberikan saat selesainyajangka waktu PKWT sebelum perpanjangan dan terhadap jangka waktu perpanjangan PKWT, uang kompensasi berikutnya diberikan setelah perpanjangan jangka waktu PKWT berakhir atau selesai.
  • Pemberian uang Kompensasi tidak berlaku bagi Tenaga Kerja Asing.
  • Besaran uang kompensasi untuk Pekerja/Buruh pada usaha mikro dan usaha kecil diberikan berdasarkan kesepakatan antara Pengusaha dan Pekerja/Buruh.

Sebagai Catatan:

  • UU 13/2003 sebelumnya tidak mengatur pengkategorian PKWT yang mana skema sebelumnya adalah 2 tahun, perpanjangan 1 tahun, serta kemungkinan pembaruan untuk 2 tahun untuk kondisi tertentu.
  • UU 13/2003 juga tidak mengenal skema PKWT untuk harian dan tidak ada ketentuan mengenai pembayaran kompensasi secara finansial untuk PKWT.

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Additional Provisions for PKWT

Article 61A of the Job Creation Law requires employers to provide compensation money for PKWT that expire due to (i) the expiration of the work agreement period; and (ii) completion of certain work which is further regulated in this PP 35/2021, namely:

  • Compensation is given at the end of the PKWT;
  • for Workers / Laborers who have worked at least 1 (one) month continuously.
  • If the PKWT is extended, the compensation money is given at the completion of the PKWT period before the extension and towards the PKWT extension period, the next compensation money will be given after the extension of the PKWT period ends or is completed.
  • Compensation money does not apply to foreign workers.
  • The amount of compensation money for Workers / Laborers in micro and small businesses is given based on an agreement between the entrepreneur and the worker / laborer.

 

 

As a note:

  • The previous Law 13/2003 did not regulate the categorization of PKWT where the previous scheme was 2 years, 1 year extension, and the possibility of renewal for 2 years for certain conditions.
  • Law 13/2003 also does not recognize the PKWT scheme for daily use and there is no provision regarding the payment of financial compensation for PKWT.

 

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Tabel Kompensasi / Compensation Table

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Alih Daya (Outsourcing)

Sebagaimana diketahui Pasal 66 dari UU 13/2003 telah diubah oleh UU Cipta Kerja yang menghapuskan pasal “Pekerja/buruh dari perusahaan penyedia jasa pekerja/buruh tidak boleh digunakan oleh pemberi kerja untuk melaksanakan kegiatan pokok atau kegiatan yang berhubungan langsung dengan proses produksi, kecuali untuk kegiatan jasa penunjang atau kegiatan yang tidak berhubungan langsung dengan proses produksi”, sehinggal dapat di interpretasikan bahwa Alih daya dapat digunakan untuk melaksanakan kegiatan pokok, kecuali apabila terdapat peraturan perundang-undangan lain yang spesifik mengatur sebaliknya.

Dalam PP 35/2021 dijelaskan kembali sebagaimana telah tercantum di UU Cipta Kerja sebagai berikut:

  • Hubungan Kerja antara Perusahaan Alih Daya dengan Pekerja/Buruh yang dipekerjakan, didasarkan pada PKWT atau PKWTT.
  • PKWT atau PKWTT  harus dibuat secara tertulis.
  • Pelindungan Pekerja/Buruh, Upah, kesejahteraan, syarat kerja, dan perselisihan yang timbul dilaksanakan sesuai dengan ketentuan peraturan
    perundang-undangan dan menjadi tanggung jawab Perusahaan Alih Daya.
  • Pelindungan Pekerja/Buruh, Upah, kesejahteraan, syarat kerja, dan perselisihan yang timbul diatur dalam Perjanjian Kerja, Peraturan Perusahaan, atau Perjanjian Kerja Bersama.
  • Dalam hal Perusahaan Alih Daya mempekerjakan Pekerja/Buruh berdasarkan PKWT maka Perjanjian Kerja tersebut harus mensyaratkan pengalihan pelindungan hak bagi Pekerja/Buruh apabila terjadi pergantian Perusahaan Alih Daya dan sepanjang obyek pekerjaannya tetap ada.
  • Dalam hal Pekerja/Buruh tidak memperoleh jaminan atas kelangsungan bekerja, Perusahaan Alih Daya bertanggung jawab atas pemenuhan hak Pekerja/Buruh.
  • Persyaratan pengalihan pelindungan hakmerupakan jaminan atas kelangsungan bekerja bagi Pekerja/Buruh yang hubungan kerjanya berdasarkan PKWT dalam Perusahaan Alih Daya.

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Outsourcing

As have been known, Article 66 of Law 13/2003 has been amended by the Job Creation Law which abolishes the article “Workers / laborers from companies that provide worker / labor services are not allowed to be used by employers to carry out main activities or activities that are directly related to the production process, except for supporting service activities or activities that are not directly related to the production process, so it can be interpreted that outsourcing can be used to carry out main activities”, unless there are other specific laws and regulations that stipulate otherwise.

Provisions regarding outsourcing under this PP 35/2021 as stated under Job Creation Law are as follows:

  • The employment relationship between the outsourcing company and the employed workers / laborers is based on PKWT or PKWTT.
  • PKWT or PKWTT must be made in writing.
  • Protection of Workers / Laborers, Wages, welfare, working conditions, and disputes that arise are carried out in accordance with the provisions of the regulations legislation and is the responsibility of the Outsourcing Company.
  • Worker / Labor Protection, Wages, welfare, working conditions, and disputes that arise are regulated in a Work Agreement, Company Regulation, or Collective Labor Agreement.
  • In the event that the Outsourcing Company employs Workers / Laborers based on PKWT, the Work Agreement must require the transfer of rights protection for the Worker / Laborer in the event of a change of Outsourcing Company and as long as the object of work remains.
  • In the event that the Worker / Laborer is not guaranteed continuity of work, the Outsourcing Company is responsible for fulfilling the Worker’s / Laborer’s rights.
  • The requirement for transfer of rights protection is a guarantee for the continuity of work for Workers / Laborers whose work relationship is based on PKWT  with outsourcing companies.

 

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Waktu Kerja dan Waktu Istirahat

Setiap Pengusaha wajib melaksanakan ketentuan Waktu kerja sebagai berikut:

a. 7 (tujuh) jam 1 (satu) hari dan 40 (empat puluh)jam 1 (satu) minggu untuk 6 (enam) hari kerja dalam 1 (satu) minggu; atau

b. 8 (delapan) jam 1 (satu) hari dan 40 (empat puluh) jam 1 (satu) minggu untuk 5 (lima) hari kerja dalam 1 (satu) minggu.

Ketentuan tersebut di atas tidak berlaku bagi sektor usaha atau pekerjaan tertentu, selanjutnya Pelaksanaan jam kerja bagi Pekerja/Buruh di Perusahaan diatur dalam Perjanjian Kerja, Peraturan Perusahaan, atau Perjanjian Kerja Bersama.

Pengusaha yang mempekerjakan Pekerja/Buruh padaPengusaha yang mempekerjakan Pekerja/Buruh pada waktu kerja wajib memberi waktu istirahat mingguan kepada Pekerja/Buruh meliputi:

a. istirahat mingguan 1 (satu) hari untuk 6 (enam) hari kerja dalam 1 (satu) minggu; atau

b. istirahat mingguan 2 (dua) hari untuk 5 (lima) hari kerja dalam 1 (satu) minggu.

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Working Time and Rest Time 

Every entrepreneur is obliged to implement the following working time provisions:

a. 7 (seven) hours 1 (one) day and 40 (forty) hours 1 (one) week for 6 (six) working days in 1 (one) week; or

b. 8 (eight) hours 1 (one) day and 40 (forty) hours 1 (one) week for 5 (five) working days in 1 (one) week.

The aforementioned provisions do not apply to certain business sectors or jobs, furthermore the implementation of working hours for Workers / Laborers in the Company is regulated in a Work Agreement, Company Regulation, or Collective Labor Agreement.

Employers who employ Workers / Laborers to Employers who employ Workers / Laborers during working time are obliged to provide weekly rest periods to Workers / Laborers which include:

a. weekly rest 1 (one) day for 6 (six) working days in 1 (one) week; or

b. weekly break of 2 (two) days for 5 (five) working days in 1 (one) week.

 

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Waktu Kerja Lembur
  • Pengusaha yang mempekerjakan Pekerja/ Buruh melebihi waktu kerja wajib untuk:
    • membayar Upah Kerja Lembur.
    • memberi kesempatan untuk istirahat secukupnya; dan
    • memberikan makanan dan minuman paling sedikit 1.400 (seribu empat ratus) kilo kalori, apabila kerja lembur dilakukan selama 4 (empat) jam atau lebih (tidak dapat diganti dengan bentuk uang).
  • Kewajiban membayar Upah Kerja Lembur dikecualikan bagi Pekerja/Buruh dalam golongan jabatan tertentu.
  • Pekerja/Buruh dalam golongan jabatan tertentu mempunyai tanggung jawab sebagai pemikir, perencana, pelaksana, dan/ atau pengendali jalannya Perusahaan dengan waktu kerja tidak dapat dibatasi dan mendapat Upah lebih tinggi.
  • Pengaturan golongan jabatan tertentu diatur dalam Perjanjian Kerja, Peraturan Perusahaan, atau Perjanjian Kerja Bersama.
  • Apabila golongan jabatan tertentu tidak diatur dalam Perjanjian Kerja, Peraturan Perusahaan, atau Perjanjian Kerja Bersama maka Pengusaha wajib membayar Upah Kerja Lembur.
  • Waktu Kerja Lembur hanya dapat dilakukan paling lama 4 (empat) jam dalam 1 (satu) hari dan 18 (delapan belas) jam dalam 1 (satu) minggu.
  • Ketentuan Waktu Kerja Lembur sebagaimana dimaksud tidak termasuk kerja lembur yang dilakukan pada waktu istirahat mingguan dan/ atau hari libur resmi.

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Overtime Work
  • Employers who employ Workers / Laborers over working hours are obliged to:
    • pay overtime wages.
    • give the opportunity to rest sufficiently; and
    • provide food and drinks of at least 1,400 (one thousand four hundred) kilo calories, if overtime work is carried out for 4 (four) hours or more (cannot be replaced by cash).
  • The obligation to pay Overtime Wages is exempted for Workers / Laborers in certain positions.
  • Workers / Laborers in certain positions have the responsibility of being thinkers, planners, executors, and / or controllers of the running of the Company, whose working hours cannot be limited and receive higher Wages.
  • The arrangement for certain position groups is regulated in a Work Agreement, Company Regulation, or Collective Bargaining Agreement.
  • If a certain position class is not regulated in a Work Agreement, Company Regulation, or Collective Bargaining Agreement, the entrepreneur is obliged to pay Overtime Wages.
  • Overtime can only be done for a maximum of 4 (four) hours in 1 (one) day and 18 (eighteen) hours in 1 (one) week.
  • The provisions for Overtime Work as referred to do not include overtime work performed during weekly rest periods and / or official holidays.

 

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Pemutusan Hubungan Kerja 

PP 35/2021 secara umum menyatakan kembali alasan-alasan untuk pemutusan hubungan kerja. PP 35/2021 menetapkan berbagai jenis dan jumlah hak-hak finansial  yang berhak diperoleh pekerja akibat pemutusan hubungan kerja.

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Employment Termination
PP 35/2021 generally restates the reasons for termination of employment. PP 35/2021 stipulates the various types and amounts of financial rights that workers are entitled to as a result of termination of employment.

 

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