Have you got your annual leave?
Workers have the right of 12 working days annual leave. How long is your annual leave?
Workers have the right of 12 working days annual leave. How long is your annual leave?
ANNUAL LEAVE AND PAID LEAVE IN THE GARMENT SECTOR
PUBLIC HOLIDAY AND WEEKLY REST DAYS IN THE GARMENT SECTOR
ANNUAL LEAVE
Annual leave is a rest/leave period during which the workers still receive pay that the workers may use for any purpose according to their desire and requirement.
Yes. Article 79 paragraph (1) letter b and paragraph (3) of the Law No. 13 of 2003 concerning Manpower (Law No. 13/2003) in conjunction with Law No. 11 of 2020 concerning Job Creation (Law No. 11/2020) specifies: employers must grant leave. The leave must be granted to the worker/laborer, i.e. annual leave, at least 12 (twelve) business days after the relevant worker/laborer has been working for 12 (twelve) consecutive months and the implementation of such annual leave shall be set forth in the Employment Agreement, the Company Regulation or the Collective Bargaining Agreement.
The annual leave entitlement may be taken after the worker has been working for 12 consecutive months. Or meaning that the new worker may enjoy his/her annual leave on the 13th month following the commencement of employment. The Company may also regulate the implementation of annual leave in the Employment Agreement, the Company Regulation or the Collective Bargaining Agreement, insofar as it does not infringe the annual leave entitlement of the workers (no less than 12 business days in 1 year).
A joint holiday is the taking of annual leave performed jointly on the advice or instruction of the Government due to the existence of a Public holiday. This joint holiday shall be designated as an official holiday by the Government.
Yes. The regulation is set forth in the Circular of the Minister of Manpower No. B.70/M.NAKER/PHIJSK-SES/V/2018 concerning Implementation of Joint Holiday at Companies. The Circular asserts that the joint holiday is part of the annual leave.
Yes, it can. For workers working on any joint holiday, pursuant to the Joint Decree of 3 Ministers concerning Public Holiday and Joint Holiday,their annual leave entitlement shall not be reduced and they shall receive the overtime pay due to working on an official holiday (article 85 paragraph (3) of the Law No. 13/2003). On the contrary, if the workers take the joint holiday, then their annual leave entitlement shall be reduced.
In addition to not cutting the salary and the leave entitlement of the workers, the laws and regulations also assert that the workers are not required to work on any such day. Therefore, for workers working on the weekly rest day, public holiday, or official holiday declared as a joint holiday, the employer shall be required to pay for the overtime pay (article 85 paragraph (3) of the Law No. 13/2003).
Furthermore, the calculation of overtime pay on the weekly rest day and the public holiday shall be set forth in article 31 paragraphs (2) and (3) of the Government Regulation No. 35 of 2021 concerning Fixed Term Employment Agreement, Outsourcing, Working Time and Break Time, and Termination of Employment (Government Regulation No. 35/2021).
Article 79 paragraph (4) of the Law No. 13/2003 in conjunction with the Law No. 11/2020 stating that the implementation of annual leave shall be set forth in the employment agreement, the company regulation, or the collective bargaining agreement (CBA). This means that the regulation concerning whether or not the annual leave may be taken suddenly shall depend on the employment agreement, the company regulation, or the CBA of the workplace of the worker concerned.
For companies having many workers, probably the production activities may still run properly if there is any working taking leave suddenly. However, if the number of workers is limited, the company should arrange for the production process to be uninterrupted and keep running. Thus, the leave arrangement shall depend on the circumstance of each garment company.
There is no provision in the Manpower Law governing the existence of compensation (in monetary form) in lieu of the annual leave not taken by the workers (in part or in whole). It means that if the workers have been given the opportunity for leave and there is no agreement on monetary compensation, then if not taken, the leave entitlement of the worker concerned shall be automatically forfeited.
Yes. Article 156 paragraph (4) letter a of the Law No. 13/2003 governing the compensation for Termination of Employment, recognizing the existence of compensation pay in the form of annual leave not taken and not forfeited. Or the annual leave compensation (in monetary form) for workers with terminated employment.
Yes. In article 93 paragraph (4) of the Law No. 13/2003, it is stated that the workers shall be entitled to the leave of absence for an important reason and shall be paid in full. The important reason/purpose shall include:
PUBLIC HOLIDAY AND WEEKLY REST DAYS IN THE GARMENT SECTOR
On March 29, 2023, the government officially declared changes to the national holidays and collective leave days for the year 2023. This determination is outlined in the Joint Decree (SKB) of the Minister of Religious Affairs, the Minister of Manpower, and the Minister of Administrative and Bureaucratic Reform Number 327 of 2023, Number 1 of 2023, Number 1 of 2023 concerning Amendments to the Joint Decree of the Minister of Religious Affairs, the Minister of Manpower, and the Minister of Administrative and Bureaucratic Reform Number 1066 of 2022, Number 3 of 2022, Number 3 of 2022 regarding National Holidays and Collective Leave Days in 2023. The Joint Decision by the three ministers specifies that in 2023, there will be a total of 16 national holidays and 9 collective leave days.
Agreed upon National Holidays for 2023:
No |
Date |
Day |
Description |
1 |
January 1 |
Sunday |
New Year’s Day 2023 |
2 |
January 22 |
Sunday |
Chinese New Year 2574 Kongzili |
3 |
February 18 |
Saturday |
Isra’ and Mi’raj of Prophet Muhammad SAW |
4 |
March 22 |
Wednesday |
Balinese Day of Silence, New Year Saka 1945 |
5 |
April 17 |
Friday |
Good Friday |
6 |
April 22-23 |
Saturday-Sunday |
Eid al-Fitr 1444 H |
7 |
May 1 |
Monday |
International Workers’ Day |
8 |
May 18 |
Thursday |
Ascension of Jesus Christ |
9 |
June 1 |
Thursday |
Pancasila Day |
10 |
June 4 |
Sunday |
Waisak 2023, 2567 BE |
11 |
June 29 |
Thursday |
Eid ul-Adha 1444 H |
12 |
July 19 |
Wednesday |
Islamic New Year 1445 Hijriah |
13 |
August 17 |
Thursday |
Indonesia Independence Day |
14 |
September 28 |
Thursday |
Mawlid of Prophet Muhammad SAW |
15 |
December 25 |
Monday |
Christmas Day |
Agreed Collective Leave Days for 2023:
No |
Date |
Day |
Description |
1 |
January 23 |
Monday |
Chinese New Year 2574 Kongzili |
2 |
March 23 |
Thursday |
Balinese Day of Silence, New Year Saka 1945 |
3 |
April 19, 20, 21, 24, and 25 |
Wednesday, Thursday,, Friday, Monday, and Tuesday |
Eid al-Fitr 1444 Hijriah |
4 |
June 2 |
Friday |
Waisak Day |
5 |
December 26 |
Tuesday |
Christmas Day |
Yes, it can. Basically, the company shall be required to provide weekly rest days to its employees, 1 (one) day for 6 (six) business days in 1 (one) week or 2 (two) days for 5 (five) business days in 1 (one) week. The Manpower Law does not specify on which day the weekly rest day should fall.
If a garment company infringes the leave entitlement, then the workers may take the following steps: