Advising on Workforce Structuring, Employment Compliance and Industrial Relations in Indonesia
Nusantara DFDL Partnership advises multinational corporations and Indonesian businesses on complex manpower laws, workforce structuring, and industrial relations. Combining local expertise with the strength of the DFDL network, we deliver commercially grounded solutions aligned with Indonesia’s regulatory framework and operational realities.
Indonesia’s employment regime is shaped by manpower laws, evolving implementing regulations, industrial relations practice, and careful procedural requirements around hiring, restructuring and termination. For employers, the real risk often lies not only in the decision itself, but in how contracts, policies, documentation and employee communications are managed.
Nusantara DFDL supports companies across the full employment lifecycle, from workforce setup and HR compliance to expatriate hiring, redundancies, separations, workplace investigations and dispute resolution. As part of the DFDL regional platform, the firm also helps regional and international businesses align Indonesian employment requirements with wider group policies and cross-border operational needs.
Advising on PPh 21, BPJS, THR, wage structure, incentives, overtime and employment-status compliance helps employers avoid payroll gaps that often trigger employee or regulator claims.
Foreign hires require RPTKA planning, role eligibility, employment documentation and immigration coordination. Support helps companies onboard expatriates without disrupting leadership, project or technical operations.
When workplace disputes arise, support covers bipartite negotiations, mediation, settlement strategy, PHI proceedings and evidence preparation, with advice focused on business continuity and reputation.
Misconduct, harassment or policy breaches require controlled fact-finding. Support covers investigation plans, interviews, disciplinary notices, evidence review and board reporting before claims escalate.
Reviewing employee handbooks, SOPs, disciplinary rules, leave policies and workplace notices helps employers keep HR documentation aligned with Indonesian manpower requirements and operational practice.
Drafting and reviewing PKWT, PKWTT, executive contracts, offer letters and Company Regulations helps reduce ambiguity around role scope, benefits, confidentiality, probation and termination rights.
Redundancy decisions need careful sequencing, evidence and cost modelling. Nusantara DFDL helps assess restructuring options, severance exposure, consultation steps and dispute risk before implementation.
Our employment law practice regularly advises multinational corporations and Indonesian businesses on complex workforce matters. Recent experience includes:
Sri Wahyu Ningsih
Partner
Sri Wahyu Ningsih advises multinational corporations, investors, and Indonesian companies on a broad range of employment and labour law matters in Indonesia. Her practice includes employment compliance, workforce restructuring, workplace investigations, and industrial relations advisory. She also advises on regulatory and corporate matters, bringing an integrated perspective to employment issues.
Practice Areas: Employment | Compliance & Investigations | Corporate & M&A
SPEAK WITH Sri Wahyu NingsihUnder the Job Creation Law (Omnibus Law) and GR 35/2021, termination must be based on recognised grounds such as efficiency measures, restructuring, or documented misconduct. Employers must follow procedural steps, including written notification and, where required, bipartite negotiations.
A PKWT may last for a maximum of five years. If this duration is exceeded, or if the role is permanent in nature, the employee may be deemed permanent (PKWTT).
Employers must enrol employees in BPJS Kesehatan and BPJS Ketenagakerjaan. The Religious Holiday Allowance (THR) must be paid no later than seven days before the relevant holiday.
The PDP Law (Law No. 27 of 2022) requires employers to obtain consent for data processing and implement appropriate data security measures. Non-compliance may result in administrative and criminal sanctions.
Employers must obtain an approved RPTKA from the Ministry of Manpower, followed by the relevant work permit and stay visa (KITAS).
Companies should seek advisors with strong technical knowledge of manpower laws and practical experience in workforce restructuring, industrial relations, and dispute resolution.
