Références
Act No. 13 of 2003 concerning Manpower [MA]
Date:
20 Aug 1970;
voir le site internet
»
(voir dans NATLEX
»)
Act No. 21 of 2000 concerning Trade Unions [TUA]
Date:
20 Aug 1970;
voir le site internet
»
(voir dans NATLEX
»)
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires, travailleurs domestiques
See Art. 150 MA, Chapter XII Termination of Employment: the provisions concerning termination of employment under this act cover termination of employment that happens in a business undertaking which is a legal entity or not, a business undertaking owned by an individual, by a partnership or by a legal entity, either owned by the private sector or by the State, as well as social undertakings and other undertakings which have administrators/officials and employ people by paying them wages or other forms of remuneration.
Civil servants are covered by specific regulations.
CDD reglementés: Oui
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 59 (1) and (2) MA:
"(1) A work agreement for a specified time can only be made for a certain job, which, because of the type and nature of the job, will finish in a specified time, that is:
a. Work to be performed and completed at once or work which is temporary by nature;
b. Work whose completion is estimated time which is not too long and no longer than 3 (three) years;
c. Seasonal work; or
d. Work that is related to a new product, a new activity or an additional product that is still in the experimental stage or try-out phase.
(2) A work agreement for a specified time cannot be made for jobs that are permanent by nature."
: 2
Art. 59 (4) MA: one extension possible.
Durée cumulée maximum de CDD successifs: 36mois
Art. 52 (4) MA: A fixed term contract can only be concluded for a period of no longer than two years and be
extended one time that is not longer than one year.
Durée maximale de la période d'essai (en mois): 3 mois
Art. 60 MA.
However, fixed-term contracts cannot stipulate a probation period (art. 58 (1) MA).
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: état matrimonial, grossesse, congé de matérnité, maladie ou accident professionel temporaire, race, couleur, sexe, religion, opinion politique, affiliation et activités syndicales, handicap, autres, dénonciation/ alerte, prendre légalement ses congés, remplir des obligations civiques, origine ethnique
Art. 153 MA
Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité, travailleurs avec une invalidité confirmée
See: art. 153 c), g), j) and 172 MA.
Forme de la notification du licenciement au travailleur: aucune forme particulière requise
Before terminating the employment relationship, an employer is required to negotiate with the workers' organization concerned, or with the non-unionised worker directly, with a view to reaching agreement.
Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase
Délai de préavis:
Indonesian law does not set out notice periods. If an employer decides to terminate an employee, he/she shall obtain the approval from the institution for the settlement of industrial relations disputes. In practice, this pre-termination statutory procedure involves a delay between the employer notifying the employee of the planned termination and the termination date.
Indemnité compensatrice de préavis: Non
Notification à l'administration publique: Non
Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase.
Notification aux représentants des travailleurs: Oui
Art. 151(2) requires that termination be negotiated.
Negotiation will involve the worker's representative only if the employee belongs to a trade union (art. 151 (2) MA). If not, the negotiation will take place between the worker and employer.
Autorisation de l'administration publique ou d'un organe judiciaire: Oui
Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase.
Accord des représentants des travailleurs: Non
Art. 151(2) requires that termination be negotiated.
Negotiation will involve the worker's representative only if the employee belongs to a trade union (art. 151 (2) MA). If not, the negotiation will take place between the worker and employer.
Définition du licenciement collectif (nombre d'employés concernés) No definition of collective dismissals.<br/>No specific procedural requirements.
See: Art 164 MA allows for termination "because the enterprise has to be closed down due to continual losses for 2 (two) years consecutively or force majeure", (art. 164 (1) MA) and "when the closing down of the enterprise is caused neither by continual losses for 2 (two) years consecutively nor force majeure but because of rationalization" (art. 164 (3) MA).
Notification à l'administration publique Yes
Art. 151 (2) MA: general rule not specific to economic dismissals.
Art. 151(2) MA requires that termination be negociated.
Negociation will involve the worker's representative only if the employee belongs to a trade union. If not, the negociation will take place between the worker and employer.
Notification aux syndicats (représentants des travailleurs) No
Notification aux représentants des travailleurs: Yes
Bi-partite negotiations between the employer and the employee are compulsory in the event the employee belongs to a trade union (art. 150 (2) MA). For non-unionized workers, the bipartite negotiation will take place between the worker and employer.
Accord des syndicats (représentants des travailleurs) No
Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court now sentences in last resort.
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) No
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) No
Règles de priorité de réembauche Yes
Art. 150 (1) MA stipulates that: "the employer, the worker and/or the trade union, and the government must make all efforts to prevent termination of employment".
According to the explanatory notes attached to the Manpower Act 2003, under the above mentioned article "the phrase make all effort under this subsection refers to positive activities or actions which may eventually prevent termination of employment from happening , including among others, arrangement of working time, saving measures, restructuring or reorganization of working methods, and efforts to develop the worker/labourer".
Notes / Remarques
There are no specific regulations or additional requirements for collective dismissals. Therefore, notification requirements applicable to individual dismissals remain applicable.
:
Under art. 156 of the Manpower Law, termination of the employment relationship gives rise to termination payments that include severance pay and /or long service pay.
The amounts provided here correspond to severance pay: one month's wages for each year of service, up to a maximum of nine months' pay.
The extent of the termination package depends on the circumstances of termination.
In the event the termination on the grounds of grave wrongdoings or absence five consecutive workdays without explanation, the worker is not entitled to any severance pay or long service pay. (Art. 160 MA)
However, if a worker is terminated on the grounds of violation of the terms of employment, he will be nonetheless entitled to severance pay and reward pay. (Art. 158 (1) and 168 (1) MA)
: 1 mois
: 1 mois
: 2 mois
: 3 mois
: 5 mois
: 6 mois
: 9 mois
: 9 mois
:
Same as severance pay.
The Manpower Act stipulates that workers receive the standard severance, compensation, and long service pay:
- if the business changes and the workers do not wish to remain employed (Art. 163(1));
- if the business closes because of losses for two years or force majeure (Art. 164); or
- if the business goes bankrupt (Art. 165).
: 2 mois
: 2 mois
: 4 mois
: 6 mois
: 10 mois
: 12 mois
: 18 mois
: 18 mois
travailleurs miniers: Non
No compensation foreseen in the MA.
A ruling of unfair dismissal entails reinstatement. (see art. 170 MA, also art. 153 (2) on dismissal based on prohibited grounds)
directeurs /cadres dirigeants: Oui
Art. 153 (2) MA: any termination based on prohibited grounds shall be declared null and void. The employer must then reemploy the affected worker.
police: Oui
Pursuant to Act No. 2 of 2004 concerning Industrial relations settlements, the parties must first attempt to settle their dispute trough bipartite negotiations, and if negotiations fail, trhough conciliation or mediation before the dispute can go to the Industrial Relations Court.
Pursuant to Act No. 2 of 2004 concerning Industrial relations settlements, the Industrial Relation Court is competent if the parties did not reach any agreement through negotiations, conciliation or mediation.
Règlement des litiges individuels par arbitrage: Oui
Pursuant to Act No. 2 of 2004 concerning Industrial relations settlements, the Industrial Relation Court is competent if the parties did not reach any agreement through negotiations, conciliation or mediation.
Durée de la procédure: 50jour(s) (statutory)
The Industrial Relations Court (IRC) must issue a verdict within 50 days as of the date of the first court session (art. 103 IRDSA).
An appeal can be lodged before the Supreme Court IRC decision within 7 days, which should issue its decision within 20 days (art.115 IRSDA).
Note that the prior bipartite negotiations and conciliation/mediation shall be carried out within 30 days each.