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This research aims to overcome and understand how legal protection is for employees upon termination of employment as well as what factors inhibit the implementation of legal protection for workers' rights due to termination of employment at P.T Trijaya Tangguh District. Boliyohuto, and what the solution is. In this research, the method used is the empirical method, which is a legal research approach that directly evaluates the application of normative legal provisions to specific legal situations that occur in society. The results of this research show that cases of layoffs have occurred at P.T Tri Jaya Tangguh which were caused by many factors. To overcome this problem, it is necessary for labor unions to make more efforts to improve education and provide information to their members about their rights and legal procedures related to layoffs and companies must improve the performance of company management. This can be done by taking steps to periodically evaluate the performance of company leaders, including assessing their ability to build good relationships with subordinates and lead effectively.

This research aims to find out how to resolve employment termination disputes through industrial relations conciliation by a conciliator. The method used in this research is normative legal research, which is legal research carried out by examining library materials or secondary data. Based on the research results, it was concluded that due to the failure of bipartite negotiations by the parties in dispute regarding the termination of employment relations, the parties could choose a settlement through conciliation or arbitration. If the dispute between the parties is regarding termination of employment relations, then the choice is settlement through conciliation carried out by a conciliator, because settlement through arbitration can only resolve disputes of interest, and disputes between workers/labor unions only within one company. When an agreement is reached to resolve a dispute over termination of employment through conciliation, a joint agreement is made which is signed by the parties witnessed by the conciliator and registered at the Industrial Relations Court at the District Court in the jurisdiction of the parties entering into the collective agreement to obtain a certificate of registration, but if If no agreement is reached on resolving the employment termination dispute through conciliation, the conciliator issues a written recommendation and if the parties agree to the written recommendation the conciliator assists the parties in making a collective agreement to then be registered at the Industrial Relations Court

Human resources as one of the resources in an organization play an important role in the successful achievement of organizational goals. Human resources use other resources owned by the organization in order to achieve goals. Even sophisticated technological machines will be meaningless if the human resources running them are not qualified to work on them. Likewise with information resources. No matter how good and complete the information received by the organization, it will not mean anything, if the quality of existing human resources is not able to translate it into information that is useful for the development and progress of the organization. Human resource management is the process of planning, organizing, implementing and controlling towards human resources in the organization to achieve goals effectively and efficiently. The management functions applied in human resource management consist of, (1) planning, (2) organizing, (3) directing. ), and (4) controlling. The operational functions carried out by human resource management are, (1) procurement, (2) development, (3) compensation, (4) integration, (5) maintenance, and (6) termination of employment (separation). One of the important activities carried out in human resource management, especially in the planning function, is job analysis. By analyzing a job, it will be known what tasks will be carried out in that job, what competencies must be mastered by the human resources who will occupy that position.

The updated category in the ASN Law, namely Government Employees with Work Agreements, is a matter of controversy, especially on the issue of Termination of Employment (PHK). Which in this case raises aspects that are confronted starting from the professionalism of work to how the legal protection covers it. In this article, we will discuss the position of government employees with work agreements, what kind of legal protection covers PPPK in the event of termination of employment, and what legal steps can be taken to object to layoffs. In accordance with the description of the background and discussion, it can be concluded that the position of the PPPK as an employee of the State Civil Apparatus who is appointed as a Personnel Supervisor Officer according to the needs of government agencies who also have almost the same rights as civil servants. However, PPPK's legal protection is still in the development stage, so there is a need for further improvement and development to increase legal protection for PPPK and ensure that their rights are optimally protected. This is in line with PPPK's status which is still contractual so that its rights are not as strong as those of permanent civil servants. Therefore, efforts are needed to strengthen legal protection for PPPK in order to improve the welfare and work stability of PPPK and improve the quality of public services. One effort that can be done is to provide clearer job security guarantees for PPPK, as well as provide equal legal protection to permanent civil servants. With legal certainty that guarantees and optimizes this, of course this is also in line with good governance.

This study aims to clearly describe the regulation of regulations that examine changes in the Employment Copyright Act, the legal consequences that can be caused to companies if they do not provide severance pay at the time of Termination of Employment and Government Regulation no. 35 of 2021. This type of research uses a normative juridical research model. Based on the Employment Act, a person who has retired, his rights and severance pay must be paid in accordance with the mandate of Article 156 paragraph (1). The results of this study are 1). based on several legal provisions as mentioned above, we can conclude that the retirement age in 2022 is at the age of 58 (fifty eight) years, 2). the current regulation regarding layoffs does not have to go through the determination of the Industrial Relations Court (PHI), the Company only needs to inform the workers of the intent and reason for the layoffs. If the worker refuses to be laid off, the worker can propose bipartite negotiations to the company and if a meeting point does not occur, mediation can be carried out, up to a settlement at the PHI, 3). different arrangements between the Manpower Act and the Job Creation Act. Among them is the amount of entitlement to severance pay. In the Manpower Act, a person who retires gets a severance pay amount of 2x (twice) the provisions of Article 156. While in the Employment Act it is 1.75 (one point seventy-five) from Articles 156, 4). criminal law provisions in the Copyright Act, if the employer does not provide severance pay in accordance with applicable legal provisions to workers who have been laid off due to entering retirement age. This is not regulated in the manpower law which is more civil in nature in terms of resolving disputes over layoffs.

Alpen Food Industry, the most renowned ice cream manufacturer in Indonesia, boasts a widespread presence with 80,000 outlets across the nation. However, beneath the surface of PT. Alpen Food Industry's success, having once been honored with the Excellent Brand Award, allegations of labor law violations have emerged, leading to protests by its employees. In an effort to fight for their rights, the workers staged a two-week strike. The strike was initiated to advocate for their entitlements. Additionally, PT. Alpen Food Industry is accused of unilaterally implementing Termination of Employment (PHK) procedures. Nonetheless, the company refutes these allegations, asserting that they conducted the PHK in accordance with existing protocols and guidelines. They claim to have sent two separate Call Letters to the workers, which went unanswered, and argue that this inaction is tantamount to resignation based on the prevailing guidelines. This research employed a qualitative approach, gathering data through literature review methods involving various sources such as journals, news articles, and websites. The author then drew conclusions based on the obtained data. The research findings suggest that the dispute arose primarily from a lack of communication between the workers and the employer.  

Problems related to labor or labor are problems that often occur in developing countries, one of which is Indonesia. Termination of Employment (PHK) is something that is feared by workers due to economic conditions which have an impact on companies that have to go out of business and this results in unilateral layoffs by the company. One of the implementing regulations for the Job Creation Law that has been issued is Government Regulation Number 35 of 2021 concerning Work Agreements for Specific Periods, Outsourcing, Working Time, Work Relations and Rest Periods, and Termination of Employment (PHK). Article 15 states that employers are required to provide compensation money to workers or laborers whose employment relationship is based on a Specific Time Work Agreement (PKWT). Compensation money as referred to in Article 15 paragraph (1) PP Number 35 of 2021, is given to workers/laborers who have had continuous service for at least 1 (one) month. Compensation is everything that is received by workers, both physical and non-physical. The form of compensation given can be in the form of money or goods that are given directly or indirectly. Regulations regarding compensation are regulated in Law Number 13 of 2003 concerning Manpower and Government Regulation Number 35 of 2021 concerning Work Agreements for Specific Periods, Outsourcing, Working Time and Break Time and Termination of Employment. The compensation given by Hotel X to Mrs. S is in accordance with Article 16 of Government Regulation Number 35 of 2021 concerning Work Agreements for Specific Time, Outsourcing, Working Time and Break Time and Termination of Employment. Where Mrs. S demanded compensation from Hotel X with the calculation of the remaining salary withheld due to covid reasons, overtime pay, and leave money.

Arzara company is a company engaged in the garment sector, the development of the company affects the level of production of goods, so that in order to balance the production needs, it must increase the number of employee needs. The problem that often occurs in Arzara's company is the lack of professionalism of the company's employees, resulting in unilateral termination of employment. Termination of employment of employees of course will also affect the amount of production of goods. The SAW method or often called Simple Additive Weighting is an algorithmic method used for decision making, using certain criteria as the weight of the assessment in decision support. In making employee admission decisions using the SAW method using several criteria, which include expertise (skills), work experience, age, gender, education, health, talent, character, temperament, character, general knowledge tests, psychological tests. By using the PHP programming language, it can be used to assist the company to perform valid recruitment of employees . Applications that have been made can be used as a tool for decision makers while remaining based on a decision support system that is more effective in selecting employee admissions using the SAW ( Simple Additive Weighting ) method .