Following the covid-19 pandemic, have new employee rights or protections been introduced in respect of flexible or remote working arrangements? +.If the company can prove, with strong evidence, that its dissolution or downsizing for reasons of business efficiency is inevitable as it has suffered losses due to the covid-19 pandemic, or the company can prove that the pandemic is force majeure, it may terminate employees. Notwithstanding the foregoing, employment may be terminated in the event of company dissolution due to force majeure, company dissolution as it experiences losses for 2 consecutive years, for reasons of business efficiency, or force majeure that does not cause company dissolution. The government has also issued regulations to prohibit employers from terminating or reducing the entitlements of employees who quarantine themselves when they contract the covid-19 virus. Consequently, an employer may not terminate employees solely due to the occurrence of covid-19. 35 of 2021 on Fixed-Term Employment Agreements, Outsourcing, Work and Rest Hours, and Termination of Employment (â GR 35â).Īrticle 154A of the Labor Law, in conjunction with Article 36 of GR 35, specifies reasons for employment termination, but covid-19 pandemic is not one of them. 2 of 2004 on Industrial Relations Dispute Settlement (â Industrial Relations Dispute Settlement Lawâ), and Government Regulation No. 11 of 2020 on Job Creation (â Labor Lawâ), Law No. 13 of 2003 on Manpower, as amended by Law No. If termination seems inevitable despite all of these efforts, it must be effected by following the rules and procedures prescribed in Law No. waiver of payment of income tax for employees, subject to certain criteria.direct cash assistance or a salary subsidy of IDR 600,000 for employees in the private sector whose monthly salary is less than IDR 5 million and are registered with BPJS Ketenagakerjaan and.In addition, the government has also implemented several measures to protect employee income by providing: Employers are also permitted to pay in instalments or postpone the payment of mandatory religious holiday allowance. The Ministry of Manpower has allowed employers, whose business activities are affected by the governmentâs social restriction policies, to make adjustments to its employeeâs salaries and the manner of salary payment, with employee consent. Several measures were taken in response to the covid-19 pandemic in Indonesia, but were considered purely an emergency response, and were not permanent. ![]() Employers, employees, labor unions, and the Indonesian Government are required to make every possible effort to avoid it. In principle, the prevailing Indonesian labor law and regulations discourage termination of employment.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |