Leave Policy in Indonesia

Understanding leave policies in Indonesia can be complex, with national holidays and regional variations based on employee agreements. As you build your team, grasping these regulations is crucial. This guide offers comprehensive insights into Indonesia's leave policies, ensuring you're well-informed before starting your recruitment process. Employers looking to hire employees from Indonesia or through an Employer of Record (EOR) in Indonesia need to understand these regulations. This ensures compliance and effective workforce management.

Key Takeaways

• Minimum annual leave: 12 days after one full year of employment
• Sick leave: Paid in tiers from 100% to 25% based on duration
• Maternity leave: 3 months at 100% of salary
• Paternity leave: 2 days for the birth of a child
• Public holidays: Multiple national holidays observed across the year

Annual Leave (Vacation)

• Minimum entitlement: Employment contracts in Indonesia mandate a minimum of 12 days of paid annual leave per year after completing one full year of employment.
• Long-service entitlement: Employees who have worked for the same employer for six consecutive years are entitled to one month of leave in their seventh and eighth years of service.

Public Holidays

Sick Days

When employees in Indonesia are sick or injured, they are entitled to paid sick leave with a medical certificate confirming their condition. Long-term sick leave, extending beyond one year, requires a doctor's written recommendation.

Automate compliant sick-pay calculations with Gloroots. Book a demo to see how our EOR platform manages tiered sick leave payments and statutory obligations across Indonesia.

Maternity Leave

Employees in Indonesia are eligible for three months of fully compensated maternity leave. This leave is remunerated at 100% of the standard salary rate.

Paternity Leave

New fathers in Indonesia are granted two days of leave for the birth of their child or in case of a miscarriage.

Parental Leave

Employees in Indonesia are entitled to paid child leave in various situations, including:

• 2 days for their child's circumcision
• 2 days for their child's christening
• 2 days for their child's wedding
• 2 days for the loss of their child

Family Leave

In Indonesia, workers can receive paid leave for important family events:

• 3 days for their own wedding
• 2 days for their child's baptism
• 2 days for their child's wedding
• 1 day for mourning the death of a household family member
• 2 days for the death of a spouse, parent, in-law, or child

Unlike the Family Medical Leave Act in the United States, Indonesian labor law does not offer provisions for long-term family care leave. Therefore, if a remote team member in Indonesia needs extended leave due to a family emergency, you will need to follow your company's internal policies.

Leave Policy Management in Indonesia with Gloroots

At Gloroots, we understand that navigating leave policies can be complex, especially when expanding your business and hiring across borders through an employer of record. Our platform ensures compliance with Indonesian labor laws, maintains clear leave balances, processes leave requests smoothly, and generates comprehensive leave reports. By partnering with Gloroots, you can focus on scaling your business while we handle the complexities of employee leave management and payroll management. Contact us to discover how Gloroots can simplify your HR processes and enhance your operations in Indonesia.