Leave and Sick Leaves in Indonesia: What is Important to Know
In Indonesia, the situation with leave and sick leave is not as chaotic as many might think. The system is quite clearly spelled out in the law, but not everyone delves into it, hence the questions. It is important for employers and employees to understand their rights and obligations. This helps avoid disputes and unpleasant legal situations.
Labor relations are regulated by Indonesian legislation and the BPJS state social insurance system. BPJS provides payments for illness and other social guarantees. So, there is a basic minimum in the country below which one cannot go:
annual leave
sick leave
official holidays.
However, details depend on the contract and company policy.
Let's sort out the labor legislation step by step and consider the main aspects and real-life examples related to medical certificates, sick leave, and vacations in Indonesia.
Legislative Acts Regulating Sick Leave and Vacations in Indonesia
For a more detailed understanding of the legal regulation of labor relations in Indonesia, it is useful to refer to the key regulatory acts that form the basis of the entire system. These include:
Labor Relations Act (Undang-Undang No. 13/2003 tentang Ketenagakerjaan) — the main law regulating labor relations, including leave and sick leave.
Social Protection Act (BPJS Ketenagakerjaan) — includes social insurance for workers, providing payments for illness and other cases.
Minimum Standards for Working Time and Rest Act (Undang-Undang No. 13/2003, Bab XI) — establishes the minimum rights of workers to rest and vacation.
Sick Leave in Indonesia
1. The First Four Days
The first 4 days of illness are paid by the employer. A medical certificate from a doctor is required for this. Without it, the company has the right not to grant sick leave.
2. Starting from the 5th Day
If an employee is registered in the BPJS system, starting from the 5th day, payment goes through the BPJS insurance system.
The payment amount is 60% of the salary.
This is standard practice for registered workers.
3. Duration of Sick Leave
BPJS pays sick leave up to 4 months.
If an employee is absent due to illness up to 12 months, the employer has the right to terminate the employment contract.
Calculation Example
Employee salary - 10,000,000 IDR per month. The employee fell ill and brought a certificate.
The employer pays for the first 4 days - approximately 1,333,333 IDR.
Then BPJS pays 60% of the salary - 6,000,000 IDR per month.
In total, for a month of sick leave, the employee will receive about 7,333,333 IDR.
Annual Paid Leave
In Indonesia, an employee is entitled to leave after working in the company for 1 full year.
Minimum - 12 working days of paid leave per year.
If an employee works less than a year, leave is not required by law (unless the company provides it voluntarily).
How Leave Payments Are Calculated
Leave is paid proportionally to the salary.
Example:
Employee salary - 8,000,000 IDR per month
Assuming 30 days in a month.
8,000,000 ÷ 30 × 12 = 3,200,000 IDR
Thus, for 12 days of leave, the employee will receive 3,200,000 IDR.
Important: The company is not obligated to provide more than 12 days unless specified in the contract or internal rules.
Other Types of Leave
Maternity Leave
A woman is entitled to 3 months' leave:
6 weeks before childbirth
6 weeks after childbirth
This is paid leave, and the employer must provide it.
Leave for Family Reasons
There is no separate mandatory "family leave" in the law.
But the company can provide for it in internal rules or a collective agreement.
Medical Certificates: What is Important to Know
In Indonesia, a doctor's certificate is mandatory if an employee goes on sick leave.
The employer has the right to:
request an official medical certificate;
verify its authenticity;
send the employee for an additional examination if there are doubts.
Certificates from private clinics are usually accepted.
Holidays in Indonesia
In Indonesia, there are quite a few official holidays.
These include:
National holidays (August 17, January 1, December 25, etc.)
Religious holidays (Idul Fitri, Idul Adha, and others)
On average, there are 15-20 official holidays per year.
If an employee does not work on an official holiday, it is considered a day off.
If they work, higher pay or compensation is due (according to labor legislation).
Cases
Let's consider real-life situations as examples:
Situation №1: Suspicious Certificate
An employee brought a certificate from a private clinic. The employer doubted it and sent the employee for an additional examination. The certificate was not confirmed, and sick leave was not paid.
Situation №2: Leave Beyond the Norm
An employee requested 15 days of leave. According to the contract and law, 12 are allowed. The employer refused. The decision was in favor of the employer since the limit is established by law.
Situation №3: Day off for Religious Holiday
Restaurant employees asked for an additional day off on a religious day not included in the official list. The employer refused; formally, he had the right.
Conclusions
12 days of paid leave per year — after 1 year of work.
Sick leave through BPJS is paid from the 5th day (60% of salary).
A medical certificate is mandatory.
Holidays are regulated by the official calendar.
The main thing is to check the conditions of the employment contract and current legislative requirements: most labor disputes arise not from the complexity of norms, but from mistakes in their application.
If you want to make sure that the accounting of leave, sick leave, and personnel payments is set up correctly and without risks, you can conduct a professional check of procedures and documents in advance — if necessary, you can always contact us for consultation and support.
