PROTECTION FOR FEMALE EMPLOYEES PURSUANT TO THE MANPOWER LAWS

TUNJANGAN-HARI-RAYA-THR-OR-RELIGIOUS-HOLIDAY-ALLOWANCE
TUNJANGAN HARI RAYA (THR) OR RELIGIOUS HOLIDAY ALLOWANCE
March 13, 2017
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OBLIGATIONS RELATED TO LOAN FROM FOREIGN PARENT COMPANY TO INDONESIAN SUBSIDIARY
March 15, 2017

Male and Female Employees must be treated with equality at the workplace. Pursuant to the role of women in society, as well as specific biological needs, the Manpower Laws in Indonesia ensures that female Employees are provided certain rights and benefits, to ensure the well-being of the Employees.


In general, the prevailing laws and regulations concerning Manpower in Indonesia, spear-headed by the Law No. 13 of 2003 concerning Manpower (“Manpower Laws”) determine equal rights and obligations for male and female Employees. The equality is seen in the provisions in Manpower Law concerning working hours and overtime regulations; rest and leave period and procedure; annual leave period and procedure; social security rights, as well as  the policy for wages are the same for both genders.

However, there are additional benefits and rights allowed for female Employees pursuant to their expected role in society, as well as different biological needs. In total, the Manpower Law stipulates 7 (seven) provisions which specifically apply only for female Employees, such as:

  1. NIGHT WORK
  2. Article 76 of Manpower Law provides protections for female Employees concerning night work (kerja malam), as follows:

    1. Employers are prohibited to employ female Employees aged under 18 years old to work between 11 pm until 7 am;
    2. Employers are prohibited to employ pregnant female Employees who, according to their doctor’s certificates, are at risk of damaging their health or harming their own safety and the safety of the baby that are in their wombs if they work between 11 pm until 7 am;
    3. Employers who employ female Employees to work between 11 pm to 7 am are under an obligation to provide the Employees with nutritious food and drinks; and to maintain decency/morality and security in the workplace;
    4. Employers are under an obligation to provide round-trip transport for female Employees who work between 11 pm until 5 am
  3. MENSTRUAL LEAVE
  4. Article 81 of Manpower Law stipulates that female Employees who feel pain during their menstruation period and notify their Employer of such are not obliged to come to work on the first and second day of their period.

    The implementation of this provision shall be regulated in Employment Agreement, the Company Regulations, or Collective Labor Agreements. Even so, Employers are still obliged to pay their wages even if they take leave for menstrual pain.

  5. MATERNITY LEAVE
  6. The Manpower Law gives the right for female Employees to take 1.5 months off before the estimate time at which they are expected to give birth and additional 1.5 months thereafter (subject to doctor’s certificate). During the maternity leave both pre-birth and post-birth, Employers are still obliged to fully pay the Employee’s wages.

  7. BREASTFEEDING LEAVE
  8. Female Employees are provided special opportunity to breast-feed their babies if that must be performed during working hours according to Article 83 of the Manpower Law.

  9. PROHIBITION ON EMPLOYMENT TERMINATION
  10. Article 153 of Manpower Law stipulates that Employers are prohibited to terminate the employment of female Employees under the reason that they are absent from work due to pregnancy, baby delivery, miscarriage, or breast-feeding. Termination of employment for such reasons shall be declared null and void by the law and the entrepreneurs are obliged to reemploy the affected Employee.

  11. PROHIBITION ON FORCING WOMEN WORKERS TO RESIGN BECAUSE OF PREGNANCY
  12. Employers are not allowed to force female Employees to resign because they are pregnant. This is due to the fact that pregnancy is not a valid reason under the law to terminate employment of female Employees, even though it has been agreed beforehand.

    In addition, resignation must be based on the Employee’s own will with no indication of being pressurized or intimidated by the Employer. Therefore, an agreement which contains provision that Employees will be dismissed if they are pregnant does not have legal ground and must be considered null and void.

    Consequently, although it is written on the agreement that female Employees to get pregnant during a certain period of time, Employers are not allowed to fire pregnant Employees during that specific period because it is inconsistent the law and the rights of women.

  13. NON DISCRIMINATION
  14. Based on Article 6 of the Manpower Law, every worker/laborer has the right to receive equal treatment without discrimination from their employer. Hence, enterprises are prohibited to do any kind of discrimination between male and female Employees, such as in the terms of retirement age.

HOW CAN SMART CONSULTING HELP YOU?
To ensure a smooth investment and business operation from the legal perspective, but also still focus on maintaining your business in Indonesia and reach your revenue target, it is advised for you to find capable and trusted lawyers or legal consultants for advice and assistance in ensuring your legal compliance with prevailing laws and regulations.

SMART Consulting is an Indonesian Corporate Legal Services firm. SMART has assisted Clients in dealing with matters related to Manpower Law, such as drafting, reviewing and registering the Employee Toolkit, including Employment Agreement, Collective Labor Agreement, and Company Regulations. We also provide advisory services regarding Employment matters, as well as assistance in conducting termination of employment and manpower dispute resolutions.

Contact Us Now to get your legal solution for your business goals, and still comply with the prevailing laws and regulations.
E: info@smartcolaw.com
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