Employing staff in Bali: contracts, wages and social security

This page is for a foreigner who employs Indonesian people in Bali: through a PT PMA, an Indonesian company, a villa or guesthouse business, or in a household. It sets out the texts with the article and says where we found them silent or in conflict. It is general information, not legal advice.

We used the texts in force on 6 October 2026: UU 13/2003 on manpower (Ketenagakerjaan) as changed by UU 6/2023, the Constitutional Court decision 168/PUU-XXI/2023 on UU 6/2023, PP 35/2021 (fixed-term contracts, working time, termination), PP 36/2021 on wages as changed by PP 51/2023 and PP 49/2025, the regulations on the BPJS Ketenagakerjaan programmes, the governor of Bali's decrees on the 2026 minimum wage, and for household workers UU 2/2026.

A press report of 6 October 2026 (Kontan, from Kompas.com; not an official text) says that on 5 October 2026 Commission IX of the House of Representatives and the government agreed a bill on employment protection (RUU Pelindungan Ketenagakerjaan, 23 chapters and 313 articles) and sent it to the House plenary session of 6 October 2026. We could not confirm this from an official text, nor the outcome of that session, a promulgation number or a date of entry into force, and we did not read the text of the bill: the official page of the House refused our request and we did not work around it. A law takes effect as its own text says, usually on promulgation, and if the bill becomes law its transitional chapter will decide which of the rules below stay. Check the official text before you rely on a section.

Not covered: hiring a foreigner and the work permit (the page on the work permit), the company itself (the page on the PT PMA), tax on salaries (PPh 21; the page on tax deadlines holds the monthly dates), BPJS Kesehatan, the health insurance (the page on health insurance), staff supplied by a manpower provider (outsourcing, Permenaker 7/2026), trade unions, bonuses and how to find staff.

Nothing here is a way to pay less than the law requires. Where an exception exists, the page names it and its condition.

The Manpower law, UU 13/2003, was changed in 2023 by UU 6/2023 (the Job Creation law), whose Pasal 81 rewrote or deleted many of its articles. This page cites those as "UU 6/2023 Pasal 81 angka N" with the article of UU 13/2003 in brackets. An article of UU 13/2003 cited alone is one we did not find among the amended or deleted ones in Pasal 81.

In 2024 the Constitutional Court decided 168/PUU-XXI/2023 on that law. Among 21 points listed with UU 6/2023 in the BPK database, it reads in a fixed-term contract a limit of five years, extensions included (Pasal 56(3)); requires a fixed-term contract to be in Indonesian and Latin letters (Pasal 57(1)); adds two rest days for a five-day week (Pasal 79(2)(b)); makes the wage structure and scale "proportional" and wages above the minimum a matter of agreement with the worker or the union (Pasal 88(3)(b), 90A, 92(1)); requires, when a worker refuses a termination and bipartite talks fail, a final decision of the dispute bodies (Pasal 151(4)); and makes the severance table a minimum ("paling sedikit", Pasal 156(2)). Where the Court changed a rule, this page states the rule as the Court reads it.

The implementing rules are PP 35/2021 and PP 36/2021. Both were made under the first Job Creation law (UU 11/2020); UU 6/2023 keeps regulations made under that law in force as long as they do not conflict with it (UU 6/2023 Pasal 184 huruf b). PP 36/2021 was changed by PP 51/2023 and, after the Court ruling, by PP 49/2025 of 17 December 2025, which brought back sectoral minimum wages. We found no text that replaces PP 35/2021: the BPK database lists no amendment, and our search was not exhaustive.

Two kinds exist. A permanent contract (PKWTT, perjanjian kerja waktu tidak tertentu) has no end date. A fixed-term contract (PKWT, perjanjian kerja waktu tertentu) rests on a period or on finishing a certain job (UU 6/2023 Pasal 81 angka 12, Pasal 56(1) and (2)). A contract may be written or oral (PP 35/2021 Pasal 2(2)). If a permanent contract is oral, the employer must give the worker a written letter of appointment with at least the name and address, the start date, the kind of work and the wage (UU 13/2003 Pasal 63).

A fixed-term contract has more rules. It must be written, in Indonesian and Latin letters (Pasal 57(1) as the Court reads it). If it is made in Indonesian and a foreign language and the readings differ, the Indonesian text counts (Pasal 57(2)). It states at least the wage and how it is paid, the start and the period, and it is signed (PP 35/2021 Pasal 13). The employer registers it online with the manpower ministry within 3 working days of signing, or in writing at the regency or city manpower office within 7 working days if the online system is not available (Pasal 14). It cannot require a probation: a probation clause is void and the time still counts as work (UU 6/2023 Pasal 81 angka 14, Pasal 58; PP 35/2021 Pasal 12).

When a fixed-term contract may be used. Only for work that by its kind will end in a set time: work done once or temporary, work expected to finish soon, seasonal work, work on a new product or activity still on trial, or work that is not fixed in kind. It may not be used for permanent work, and a fixed-term contract that breaks these rules becomes a permanent contract by law (UU 6/2023 Pasal 81 angka 15, Pasal 59(1) to (3)). The elucidation calls work permanent if it is continuous, not interrupted, not limited in time and part of the production process of the company, or not seasonal; work that depends on the weather or on a special condition is seasonal (Penjelasan Pasal 59(2)). PP 35/2021 sets the length: at most 5 years, extensions included (Pasal 8(1) and (2)); for a contract tied to a job, the Court reads the same five years into the law (Pasal 56(3) as the Court reads it). Whether the tourist high season counts as a season under PP 35/2021 Pasal 7, and whether the work of a villa cleaner or gardener is permanent work, the texts do not say.

Daily workers. Work that varies in time and volume, with pay by attendance, may be done on a daily contract if the worker works fewer than 21 days in a month. A worker who works 21 days or more for 3 months in a row or longer moves to a permanent contract by law. The daily contract is written, may be made for a group, and states at least the name and address of the employer and of the worker, the kind of work and the wage. The employer must give the worker the worker's rights, social security included (PP 35/2021 Pasal 10 and 11).

Probation. A permanent contract may require a probation of at most 3 months, and during it the employer may not pay below the minimum wage (UU 13/2003 Pasal 60). A termination in probation needs a notice letter: the text says "paling lama 7 (tujuh) hari kerja sebelum" (PP 35/2021 Pasal 37(4)); we read it as a notice delivered at least 7 working days before, which is the usual reading.

Compensation at the end of a fixed-term contract. When the contract ends, the employer pays compensation (uang kompensasi) to a worker with at least one month of continuous service: one month's wage for 12 months, and in proportion for a shorter or longer period (months worked divided by 12, times one month's wage), on the base wage and fixed allowances (UU 6/2023 Pasal 81 angka 17, Pasal 61A; PP 35/2021 Pasal 15 and 16). It is also due if a party ends the contract early, on the time worked (PP 35/2021 Pasal 17). UU 13/2003 Pasal 62, which we found unchanged, says that a party who ends a fixed-term contract before its end owes the other party the wage up to the end of the term. The two texts both stand and we found none that reconciles them. For micro and small businesses the amount of compensation is agreed between employer and worker (PP 35/2021 Pasal 16(6)).

Working time. The week is 40 hours: 7 hours a day for six days, or 8 hours a day for five days. Some sectors or jobs may have other hours by ministerial rule, and how the hours are worked is set in the contract, the company regulation or a collective agreement (UU 6/2023 Pasal 81 angka 23, Pasal 77; PP 35/2021 Pasal 21 to 25). We did not look for a ministerial rule on hours for villas or guesthouses.

Overtime needs an order from the employer and the worker's agreement in writing or in digital form; it may be a signed list of workers who agree, and the employer keeps a list of who worked overtime and for how long (PP 35/2021 Pasal 28). It lasts at most 4 hours a day and 18 hours a week, not counting overtime on a weekly rest day or an official holiday (Pasal 26). The employer pays overtime wages, allows a reasonable rest and gives food and drink of at least 1,400 kilocalories when overtime lasts 4 hours or more; money cannot replace the food (Pasal 29). Pay is 1.5 times the hourly wage for the first hour and 2 times for each next hour (Pasal 31(1)). On a weekly rest day or an official holiday the multiples are 2, 3 and 4 times, by the hour (Pasal 31(2) and (3)). The hourly wage is 1/173 of the monthly wage (Pasal 32(2)). Workers in senior posts with unlimited hours and higher pay, named as such in the contract or regulation, get no overtime (Pasal 27).

Rest and leave. A break of at least half an hour after 4 hours of continuous work, not counted as work time. Weekly rest of 1 day in a six-day week or 2 days in a five-day week, the second day being the Court's addition. Annual leave of at least 12 working days after 12 months of continuous work, taken as the contract or regulation sets (UU 6/2023 Pasal 81 angka 25, Pasal 79, as the Court reads it). A worker who takes rest or leave gets full wages (Pasal 81 angka 26, Pasal 84).

Paid absence. The employer owes wages when the worker is sick: 100% for the first 4 months, 75% for the next 4, 50% for the next 4 and then 25% until the employer ends the job (UU 13/2003 Pasal 93(3)). Wages are also owed for 3 days when the worker marries; 2 days when a child marries, is circumcised or baptised, when the wife gives birth or miscarries, or when a spouse, parent, parent-in-law, child or son or daughter-in-law dies; 1 day when another member of the household dies (Pasal 93(4); PP 36/2021 Pasal 41). A woman who is in pain on the first and second day of her period and tells the employer need not work (UU 13/2003 Pasal 81). The employer must give reasonable time for worship that the worker's religion requires, and wages are owed when the worker cannot work because of a religious duty (Pasal 80, 93(2)(e)). A woman has 1.5 months of rest before and 1.5 months after childbirth (Pasal 82(1)). Whether a temple ceremony or a banjar duty is a religious duty in this sense, no official text we read says.

Which figure. The decrees give a regency or city figure for Badung, Denpasar, Gianyar and Tabanan; for the five other regencies the provincial figure and the provincial sectoral figure apply (Kepgub 1021/03-M/HK/2025, Diktum KEDUA and KETIGA). Where no sectoral figure is set for a regency with its own figure, that regency's UMK applies: Denpasar, Gianyar and Tabanan have none (announcement B.21.500.15/17641, points 3 and 4), and in Badung only four-star and five-star hotels have one; for a Badung star hotel of fewer stars the decree lists no figure and we read the Badung UMK as the one that applies. The sectoral figures name star hotels (Hotel Bintang) in section I of the standard business classification; a villa or guesthouse is not named, and we found no text that puts it in that sector. Ask the manpower office of the regency or city in writing.

What the minimum is. The minimum wage is the lowest monthly wage: the wage without allowances, or the base wage plus fixed allowances. If a company pays a base wage plus non-fixed allowances, the base wage must be at least the minimum. The employer may not pay below it (PP 36/2021 Pasal 23; UU 6/2023 Pasal 81 angka 28, Pasal 88E(2)). An agreement for less is void and the legal rule applies (Pasal 88A(4) and (5)). A wage above the minimum is agreed between the employer and the worker or the union (Pasal 90A as the Court reads it).

After one year. By the text, the minimum wage applies to a worker with less than one year of service in the company, and the wage of a worker with one year or more follows the company's wage structure and scale (UU 6/2023 Pasal 88E(1) and 92(2); PP 36/2021 Pasal 24). Next to it stands the ban on paying below the minimum (Pasal 88E(2); PP 36/2021 Pasal 23(3)). We found no official text that sets a lower floor for a worker of one year or more, and none that says the minimum stops applying. Do not read the first rule as a permission to pay less after a year.

The wage structure and scale. The employer must draw up and apply a structure and scale of wages, with regard to the company's means and productivity and to grade, post, length of service, education and competence, and tell each worker, in person, at least the scale for the worker's own post (PP 36/2021 Pasal 21 as changed by PP 49/2025). A company that asks for approval of its company regulation attaches the scale (Pasal 22).

Micro and small businesses. They are excepted from the minimum wage. They set wages by agreement with the worker, at least 50% of the average consumption of the province and at least 25% above the poverty line of the province, on data of the statistics agency (UU 6/2023 Pasal 90B; PP 36/2021 Pasal 36). The exception covers only the minimum wage rules of Pasal 23 to 35, and the business must meet criteria set in other rules (Pasal 37). PP 7/2021 Pasal 35 defines micro and small businesses by capital (micro up to Rp1,000,000,000, small above that up to Rp5,000,000,000, land and building not counted) or by annual sales (micro up to Rp2,000,000,000, small above that up to Rp15,000,000,000). We found no text that says these are the criteria of the wage exception, none that says whether a PT PMA can be a micro or small business for it, and no official amount of the two floors for Bali. Do not assume the exception: ask the manpower office in writing.

How wages are paid. In rupiah, in full for each period, to the worker or to a third party on the worker's written authority, with a pay slip that shows the details at the time of payment, directly or through a bank so that the worker can draw it on the pay date; the period is at most one month (PP 36/2021 Pasal 53, 54, 55(4), 57). At least 75% of base wage plus fixed allowances must be the base wage (UU 6/2023 Pasal 81 angka 35, Pasal 94). Deductions only for fines and damages as set in the contract, regulation or collective agreement, advances, rent of company housing or goods and debts (the last two in writing), and overpayment; all together at most 50% of each payment (PP 36/2021 Pasal 63 and 65). For a late wage the fine is 5% of the unpaid wage for each day from the fourth to the eighth day, then 1% more a day, at most 50% in a month, then interest at the highest state bank rate; the wage is still owed (Pasal 61).

The 2027 figures. We found no 2027 decree on 6 October 2026, and the 2026 decrees have no end date. The rule: the governor announces the provincial minimum wage by 21 November and the regency and city ones by 25 November, sectoral ones within 5 days after, and all take effect on 1 January of the next year (PP 36/2021 Pasal 29 as changed by PP 51/2023; Pasal 35 as changed by PP 49/2025; Pasal 35E and 35J). The yearly adjustment uses inflation, economic growth and an index between 0.50 and 0.90 set by the wage council (Pasal 26 as changed by PP 49/2025).

THR is a payment that is not wages (pendapatan non upah) which the employer must pay to workers before their religious holiday (Permenaker 6/2016 Pasal 1(1)). It is due to every worker with at least one month of continuous service, on a permanent or a fixed-term contract (Pasal 2). The amount is one month's wage after 12 months of continuous service; before that, months worked divided by 12 times one month's wage. The month's wage is the wage without allowances, or the base wage with fixed allowances; for a casual daily worker it is the average of the last 12 months, or the monthly average of the time worked if under 12 months (Pasal 3). A higher amount in the contract, the regulation, a collective agreement or established custom wins (Pasal 4).

When and how. Once a year, at the holiday of each worker: Idul Fitri for a Muslim, Christmas for a Christian, Nyepi for a Hindu, Waisak for a Buddhist, Imlek for a Confucian (Pasal 1(2), 5(1)); employer and worker may agree otherwise in the contract, regulation or collective agreement (Pasal 5(3)). It must be paid in rupiah at the latest 7 days before the holiday (Pasal 5(4), 6). The ministry's circular for 2026 (SE M/3/HK.04.00/III/2026 of 2 March 2026) repeats this, says that THR is paid in full and not in instalments, and sets up a complaints post at poskothr.kemnaker.go.id. The circular for 2027 is not out. For a Hindu worker in 2027: the page on the calendar gives Nyepi as 8 March 2027, so the latest day is 1 March 2027.

Ending and late payment. A permanent worker whose job ends from 30 days before the holiday keeps the right to THR for that year; a fixed-term worker whose contract ends before the holiday does not (Pasal 7). A worker moved to another company with service carried over gets THR from the new one if the old one paid none (Pasal 8). Late THR carries a fine of 5% of the THR due, from the end of the deadline, and the THR is still owed (Pasal 10; PP 36/2021 Pasal 62). Not paying it is an administrative offence (Pasal 11).

The duty. The employer registers itself and its workers with BPJS Ketenagakerjaan in the programmes it takes part in, giving complete and correct data on itself, the workers and their families (UU 24/2011 Pasal 15(1) and (2)). It collects the worker's share from the wage and pays it with its own share to BPJS (Pasal 19(1) and (2)). Payment is monthly, by the 15th of the next month, with data on all workers; if the 15th is a holiday, on the next working day. A late payment carries a fine of 2% a month on the amount due (PP 46/2015 Pasal 19 and 20; PP 44/2015 Pasal 21 and 22). A foreigner who works in Indonesia for at least six months is also a participant (PP 44/2015 Pasal 15(2)(c) as changed by PP 49/2023); that belongs to the page on the work permit.

Which programmes. By business size, large and medium businesses must be in JKK, JHT, JP and JKM; small businesses in JKK, JHT and JKM; micro businesses in JKK and JKM (Perpres 109/2013 Pasal 6(3)). The definition of a large business lists foreign businesses (usaha asing) among them, a business whose net worth or annual sales are above a medium one (Pasal 1(13)). For JKP, PP 6/2025 Pasal 4(3) names large and medium businesses in JKK, JHT, JP and JKM, and micro and small businesses at least in JKK, JHT and JKM. For a micro business the two texts differ on JHT and we found none that says which prevails. Ask BPJS Ketenagakerjaan which applies to your business and get the answer in writing.

How to register. A representative of the company registers through the BPJS Ketenagakerjaan website or at a branch office, with the company tax number (NPWP), the owner's identity card, each worker's identity card, a business licence or number (NIB) and an e-mail address. BPJS says the card and certificate come within 7 days of payment, at no charge, and that later reports go through its SIPP Online system. Complaints: Care Center 175 (BPJS page, read on 6 October 2026).

If the employer does not. Failure to register or to give data brings a written warning (at most two, each for at most 10 working days), then a fine, then refusal of certain public services by the government or the region at BPJS's request. For an employer these include business-related licences, licences to join project tenders, the permit to employ a foreign worker, the permit of a manpower provider company and the building permit (IMB) (UU 24/2011 Pasal 17; PP 86/2013 Pasal 5 to 9). Failing to pay or to pass on the contributions is also a crime (UU 24/2011 Pasal 55: prison of up to 8 years or a fine of up to Rp1,000,000,000 as written). UU 1/2026 restates it as prison of up to 8 years or a fine of up to category V, which is Rp500,000,000 (Lampiran I nomor 93; UU 1/2023 Pasal 79(1)(e)).

The employer, the worker, the union and the government must try to avoid termination (PHK). If it cannot be avoided, the employer tells the worker, and the union if the worker is a member, the intent and the reason, in a notice letter delivered properly. The text says "paling lama 14 (empat belas) hari kerja sebelum" the termination, and "paling lama 7 (tujuh) hari kerja sebelum" if it falls in the probation (UU 6/2023 Pasal 81 angka 40, Pasal 151(1) and (2); PP 35/2021 Pasal 37(3) and (4)); we read it as a notice delivered no later than 14 (7) working days before, which is the usual reading. No notice is needed when the worker resigns, a fixed-term contract ends, retirement age under the contract is reached or the worker dies (UU 6/2023 Pasal 81 angka 41, Pasal 151A). A worker who refuses the termination says so in writing with reasons within 7 working days of the notice (PP 35/2021 Pasal 39(1)); the employer reports an accepted termination to the labour office (Pasal 38).

If the worker refuses. The matter goes to bipartite talks by consensus. If they fail, then as the Court reads Pasal 151(4), the termination can be made only after a decision of the industrial dispute body that has become final (UU 6/2023 Pasal 151(3) and (4) as the Court reads them). PP 35/2021 Pasal 39(3) says only that the next step follows the dispute mechanism; we followed the Court. During the dispute both sides keep their duties, wages included, and the employer may suspend the worker on pay (UU 6/2023 Pasal 81 angka 49, Pasal 157A as the Court reads it).

What an employer may not do. It may not terminate a worker for illness shown by a doctor for up to 12 months, for a duty to the state, for religious observance, marriage, pregnancy, childbirth or nursing, a family tie with a colleague, union activity, a complaint against the employer for a crime, differences of religion, race, sex, physical condition or status, or permanent disability or illness caused by the work. Such a termination is void and the worker must be taken back (UU 6/2023 Pasal 81 angka 43, Pasal 153).

The grounds the law lists. A merger, takeover or split of the company when the worker will not continue or the employer will not accept the worker; efficiency to prevent or after a loss; closure after two years of loss or by force majeure; postponement of debt payment; bankruptcy; the employer's serious misconduct on the worker's request; the worker's resignation on written notice 30 days before, with no service bond; absence for 5 working days or more without written explanation after two proper written summons; breach of the contract or regulation after a first, second and third warning, each valid for up to 6 months; detention for 6 months; sickness or disability beyond 12 months; retirement; death. The contract, regulation or collective agreement may add grounds (UU 6/2023 Pasal 81 angka 45, Pasal 154A). A takeover of the company is on the page on selling and leaving, which holds the notice to employees under the company law.

What is paid. The employer pays severance (uang pesangon) and long-service pay (uang penghargaan masa kerja, UPMK) as the ground requires, and always rights replacement (uang penggantian hak): unused annual leave, the return fare of the worker and family to where the worker was hired, and what the contract adds (UU 6/2023 Pasal 81 angka 47, Pasal 156; PP 35/2021 Pasal 40). The table of the base amounts and the multiples by ground follow.

The labour report (WLKP). Every business that employs workers for pay, with or without a legal form, must report its manpower to the labour ministry in writing: within 30 days after it starts, and then every year; and 30 days before it moves, stops or closes (UU 7/1981 Pasal 4, 6, 7, 8). The law also treats a social or other undertaking with a manager that employs people like a business (Pasal 2). Under Permenaker 18/2017 the report is made online, the yearly one in December, and it costs nothing (Pasal 3, 5, 6). Since Permenaker 4/2019, the first data entered in OSS give the NIB, which also serves as the WLKP number, and later periods are reported at wajiblapor.kemnaker.go.id (Pasal 5A). The ministry's guide says the system is linked to OSS through the NIB, to the population register through the NIK and to BPJS Ketenagakerjaan through the company participation number, and uses an account at Sisnaker; the guide has no date and we did not test the system. The law makes a failure to report punishable (UU 7/1981 Pasal 10).

Company regulation. An employer with at least 10 workers must make a company regulation (peraturan perusahaan), valid once the minister or an official appointed by the minister approves it, unless the company has a collective agreement (UU 13/2003 Pasal 108(1) and (2)). It is drawn up with the advice of the workers' representatives (Pasal 110), and the wage structure and scale go with the request (PP 36/2021 Pasal 22).

The order in practice. (1) The business registration (NIB; for a company, see the page on the PT PMA). (2) The WLKP report within 30 days of starting. (3) Registration of the business and each worker with BPJS Ketenagakerjaan, and with BPJS Kesehatan (the page on health insurance). (4) Written contracts in Indonesian, fixed-term ones registered within 3 working days. (5) The wage structure and scale, told to each worker. (6) The company regulation from 10 workers. (7) Every month: wages with a pay slip, BPJS contributions by the 15th, and the tax withholding (the page on tax deadlines). (8) Before each holiday: THR.

Domestic workers (PRT) have their own law since 30 April 2026: UU 2/2026 on the protection of household workers, in force from the day it was promulgated. A PRT is a person who works for an employer in household work for wages. The employer is a person or persons in a household who employ and pay (Pasal 1). Someone who helps with household work through custom, kinship, education or religion is not a PRT (Pasal 4(2)). A villa business that employs cleaners or gardeners is a company, not a household; whether a person who lets one villa is a household employer, the text does not say.

What the law sets. The worker is at least 18, has an electronic identity card (KTP-el) and a health certificate (Pasal 5). Recruitment is direct, on an agreement, or through a licensed placement company (P3RT) under a written placement contract (Pasal 6 to 8). The work is full-time or part-time (Pasal 9). Household work covers cooking, washing and ironing, cleaning, the yard or garden, childcare, care of sick or elderly people, driving, guarding the house and pets (Pasal 10). The relationship rests on an agreement or a work contract in Indonesian (Pasal 11); when a placement company is involved the contract is written in two copies, with stamp duty, and copies go to the placement company and to the head of the neighbourhood (RT/RW) (Pasal 11(3) to (5)).

Rights and duties. The worker may practise religion and has humane working time, rest, leave, wages and a holiday allowance (THR) as agreed, health insurance, work insurance as the rules say, safe work, healthy food and, for a full-time worker, decent lodging (Pasal 15). Health insurance contributions are paid by the state for those who qualify for aid, otherwise by the employer under the agreement and with the knowledge of the RT/RW; work insurance contributions are paid by the employer as agreed (Pasal 16). The worker gives one month's notice to leave (Pasal 17). The employer pays wages and THR as agreed, gives rest and leave and the chance to worship, and reports the worker to the head of the RT/RW (Pasal 19). The amounts of wage and THR are left to the agreement; a government regulation is to set details within one year (Pasal 15(3), 36(2)). We found no text that sets a minimum wage for a domestic worker.

Ending and disputes. A working relationship ends, among other things, by agreement, on breach of the agreement, on a crime of one against the other, on 7 days of absence without reason, on the death of either, at the end of the term or if the employer moves and the worker will not follow (Pasal 14). A dispute goes first to consultation within 7 days; then, between employer and worker, to mediation by the head of the RT/RW; or, with a placement company, to a mediator at the manpower office who must finish within 7 days; a mediator's decision on a wage dispute between employer and worker is final and binding (Pasal 31 and 32). Older rules on domestic workers stay in force only where they do not conflict with the new law (Pasal 36(1)). We did not retrieve the text of Permenaker 2/2015, so we do not describe it.

The industrial dispute route (UU 2/2004). A dispute between employer and worker goes first to bipartite negotiation by consensus, to be finished within 30 working days of its start; if a side refuses to negotiate or there is no agreement, the negotiation has failed (Pasal 3). Either side then records the dispute at the manpower office of the regency or city, with proof of the bipartite attempt (Pasal 4(1)). The office offers conciliation or arbitration, and if the parties do not choose within 7 working days it passes the dispute to a mediator (Pasal 4(3) and (4)). A mediator sits at the manpower office of each regency and city (Pasal 8) and must finish within 30 working days (Pasal 15). If that fails, the dispute goes to the industrial relations court, a special court within the general courts (Pasal 55), which hears disputes on rights and on termination at first instance (Pasal 56). A suit without the record of mediation or conciliation is returned (Pasal 83). The court sits at the district court of each provincial capital for the whole province (Pasal 59(1)): for Bali, Denpasar; others are set by presidential decision (Pasal 59(2)), which we did not check.

Inspection and other routes. Labour inspectors of the ministry or of the provincial manpower office supervise the rules; a worker who cannot get information on his or her wage from the employer may ask them for help (PP 36/2021 Pasal 52; PP 35/2021 Pasal 60 and 62). For THR the ministry's circular set up complaint posts in each province and regency, linked at poskothr.kemnaker.go.id. The provincial office is the Dinas Ketenagakerjaan dan ESDM Provinsi Bali, Jl. Raya Puputan Niti Mandala, Renon, Denpasar, telephone (0361) 223964 (its page, read on 6 October 2026). For BPJS Ketenagakerjaan: Care Center 175. The Ombudsman is on the page on disputes and complaints.

Administrative. The government may impose administrative sanctions for breach of the articles listed in UU 6/2023 Pasal 81 angka 70 (Pasal 190(1)), among them Pasal 61A (compensation), 92 (wage structure and scale) and 66(4). PP 35/2021 Pasal 61 and 62 set the stages, after an inspection: a written warning, a restriction of business activity, a temporary stop of part or all of the production tools, a freezing of the business. Late THR carries a fine of 5% (Permenaker 6/2016 Pasal 10 and 11).

Criminal. UU 6/2023 keeps criminal penalties. Pasal 185 (angka 66) covers, among others, paying less than the agreed wage (Pasal 88A(3)), paying below the minimum wage (Pasal 88E(2)), not paying severance (Pasal 156(1)), not giving time to worship or the maternity rest (Pasal 80 and 82): as written, prison of 1 to 4 years and/or a fine of Rp100,000,000 to Rp400,000,000. Pasal 187 covers, among others, overtime pay and rest and leave (Pasal 78(2), 79(1) to (3)); Pasal 188 covers, among others, the letter of appointment and the company regulation (Pasal 63(1), 108(1)).

UU 1/2026 (Penyesuaian Pidana, in force since 2 January 2026) removes special minimum penalties (Pasal I(1)) and restates these penalties in Lampiran I nomor 175: for Pasal 185 and 186, prison of up to 4 years and/or a fine of up to category IV (Rp200,000,000); for Pasal 187, a fine of up to category VIII (Rp50,000,000,000); for Pasal 188, a fine of up to category V (Rp500,000,000); the categories are in UU 1/2023 Pasal 79(1). The labour report has its own offence from 1981 (UU 7/1981 Pasal 10: detention of up to 3 months or a fine of up to Rp1,000,000); the list of UU 1/2026 does not name it, and how Pasal VIII applies to it we did not work out. A court, not this page, decides whether and how any penalty applies.

The outcome of the House plenary of 6 October 2026 on the employment protection bill, whether and when it is promulgated, and what of the rules above it replaces. The official House page was not available to us.

Whether a villa or guesthouse falls under the sectoral minimum wage for star hotels; which regency's figure applies when the work is in one regency and the company's seat in another (PP 35/2021 Pasal 33(3) and UU 6/2023 Pasal 157(4) set the base of calculation, for overtime and for severance on piece-rate pay, and not which minimum wage applies in general, so we found no text that settles it).

Whether a PT PMA or a villa business can use the micro and small business exception, on which criteria, and the amounts of its two floors for Bali.

Whether the tourist high season is a season under PP 35/2021 Pasal 7, and whether the work of villa cleaners, gardeners or guards is permanent work.

How UU 13/2003 Pasal 62 (the wage to the end of the term) and PP 35/2021 Pasal 17 (compensation on the time worked) fit together when a fixed-term contract is ended early.

Whether the minimum wage binds after one year of service beyond the ban in Pasal 88E(2); no text we read sets a lower floor.

Which BPJS programmes bind a micro business (Perpres 109/2013 against PP 6/2025 on JHT), whether a PT PMA is a large business for that rule, how JKM is split after PP 6/2025, and the JP wage ceiling after December 2025.

Whether a temple ceremony or a banjar duty is a religious duty for time off and paid absence (UU 13/2003 Pasal 80, 93(2)(e)).

Whether another regulation has replaced PP 35/2021, the content of Permenaker 2/2015 and of the regulations still to come under UU 2/2026, and whether a minimum wage applies to a domestic worker.

Whether the WLKP system works as the ministry's undated guide says, and whether an individual who lets a villa and employs staff must report.

The rules on staff supplied by a manpower provider (Permenaker 7/2026), which we did not read beyond its title.

To the manpower office of the regency or city: Which minimum wage applies to my business, and is a sectoral one meant for it? Is my business micro or small for the wage rules, and in which document? Is my labour report recorded and what is my WLKP number? Please give the answers in writing.

To BPJS Ketenagakerjaan (Care Center 175): Which programmes bind my business? Which JKK risk group and rate are mine? When did my registration and each worker's begin? Please confirm in writing.

To a notary or a lawyer who practises in labour law: Does my contract meet Pasal 57 (Indonesian language, signed)? Is a probation allowed here? Is the work I hire for permanent or may it be fixed-term? What happens to the workers if I sell the company or its shares?

For each worker keep: the signed contract in Indonesian, the registration proof of a fixed-term one, the pay slips, the BPJS card, the leave record, the THR payment and the note that the wage scale was told to the worker.