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This research aims to analyze the legal protection of workers' rights during Termination of Employment (PHK) due to company bankruptcy, as well as assessing the conformity between applicable legal provisions and practice in the field. The method used is normative legal research with a statutory and factual approach. The research examines various legal regulations related to employment and bankruptcy, as well as the implementation of these regulations in resolving employment disputes. The research results show that the regulation of layoffs according to Law Number 6 of 2023 concerning Job Creation emphasizes that layoffs are the termination of the employment relationship due to certain things which result in the end of the rights and obligations between workers and employers which is a last resort. In practice, however, workers often experience difficulties in obtaining their normative rights, especially when companies face financial instability or insolvency. Then the responsibilities that can be carried out by companies to realize fair legal protection for workers are divided into 2 (two) efforts, namely preventive and repressive. Preventive efforts include compliance with labor regulations and transparent communication, while repressive efforts are carried out through dispute settlement and fulfillment of workers’ compensation rights. This research confirms the existence of a gap between legal norms and practice in the field. Therefore, it is necessary to increase legal awareness and strengthen regulatory enforcement to ensure the fulfillment of the rights of workers affected by layoffs.

In article 157A of Law Number 6 of 2023 that in the process of termination of employment, employers and permanent workers must carry out their respective obligations, employers can carry out suspension actions and still pay wages and other rights, but in reality employers rarely apply article 157A. The purpose of the research is to analyze the Implementation, Obstacles and Efforts on Workers' Rights in Wage Payment During the Termination of Employment Process at Palm Oil Company in Siak Regency. This type of research is Sociological legal research. In this research, three approaches are used, namely the legislative approach and the data source case approach using primary data and secondary data. The data collection technique used is primary data through interviews and questionnaires. The conclusion of this study is the legal protection of workers' rights during the termination of employment by the company through the settlement of industrial relations disputes in which there are various interpretations regarding the wage process. Article 157A of Law Number 6 of 2023 states that the responsibility of employers and workers remains valid until the industrial relations dispute settlement agency makes a decision. The implementation in the process of termination of employment is that workers are no longer allowed to work by the company but do not carry out suspension actions, but there are many companies that do not carry out things regulated by law. With the existence of multi-interpretation regulations on wages, the process provides uncertainty for workers, as well as in the interim decision submitted by the worker/plaintiff which is rejected by the judge which is clear that the worker can prove that the employer does not carry out his obligations as it should.

An employment relationship is a relationship between a worker and an employer or entrepreneur involving work, wages, and orders. One outcome of this employment relationship is termination of employment. To create a just and prosperous society based on Pancasila and the 1945 Constitution, the government has enacted laws concerning termination of employment, such as Law No. 13 of 2003 concerning Manpower, Law No. 11 of 2020 concerning Job Creation, and Government Regulation No. 35 of 2021 concerning Fixed-Term Employment Agreements, Outsourcing, Working and Rest Hours, and Termination of Employment. This research uses a normative legal method, namely examining the law as it exists or should exist, or the law in books. The research was conducted by analyzing applicable laws and regulations, using library materials or secondary data covering primary, secondary, and tertiary law. Termination of employment is the right of both parties, namely workers and employers. Both parties can terminate the employment relationship according to their respective situations or conditions. This issue often generates debate because each party has different perspectives and arguments regarding termination of employment. As a result, the amount of compensation workers receive in practice also varies. Comparing Law No. 13 of 2003, Law No. 11 of 2020, and Government Regulation No. 35 of 2021 concerning termination of employment, it is clear that the Employee Rights Act No. 13 of 2003 provides more compensation than the Job Creation Law. Therefore, in practice, many companies, including PT Kuoni Indonesia, seek ways to reduce their compensation obligations under the pretext of negotiating with employees.

In an employment relationship, there are rights and obligations attached to each party that must be fulfilled. However, in practice, employers often neglect to fulfill the rights of workers during their employment and after termination of employment, even though these obligations are regulated in the Collective Labor Agreement and Joint Agreement. Based on these issues, this study aims to examine and describe the legal protection for former employees who have been terminated with outstanding benefits in accordance with Indonesian labor laws, as well as to obtain an overview of the company's responsibility to fulfill the rights of former employees due to termination of employment in accordance with the agreements in the Collective Labor Agreement and Joint Agreement. This study uses a normative juridical approach based on the provisions of labor laws and regulations. Data was collected through a literature study by examining primary, secondary, and tertiary legal materials relevant to the research issue. All data were then analyzed qualitatively to formulate comprehensive and implementable conclusions and recommendations for the benefit of former employees. The findings show that legal protection for former employees who experience termination of employment with outstanding benefits can be demanded based on labor law regulations in Indonesia. The company has the responsibility and obligation to fulfill the rights of former employees due to termination of employment in accordance with the agreement in the Collective Labor Agreement and Joint Agreement, whereby the payment of these rights must be aligned with and subject to the provisions of applicable laws and regulations.

The concept of “urgent violation” as regulated in Article 52 paragraph (2) of Government Regulation No. 35 of 2021 introduces a new ground for employment termination (PHK), granting employers the authority to unilaterally terminate workers. However, this provision lacks a clear definition and objective parameters, creating legal uncertainty and potential misuse. This study employs a normative juridical method with a descriptive-analytical approach through literature review of legislation, Constitutional Court decisions, and labor law literature. The findings indicate that the clause on “urgent violation” often emerges from unequal bargaining positions between employers and workers, thereby failing to fully satisfy the principle of consensualism as a requirement for valid agreements. Substantively, this provision resembles the “serious misconduct” norm under Article 158 of the Manpower Law, which was annulled by the Constitutional Court through Decision No. 012/PUU-I/2003 for violating the presumption of innocence and workers’ constitutional rights. Consequently, the regulation on “urgent violation” risks repeating the same legal shortcomings and contradicts the spirit of labor law, which emphasizes that termination of employment must be avoided and only used as a last resort (ultimum remedium), as affirmed in Article 151 of the Manpower Law.

Indonesia is a country with a high level of labor-related issues, particularly in relation to the protection and fulfillment of workers’ rights. Common problems include termination of employment, unpaid wages, and inadequate severance payments. One such case is the bankruptcy petition filed against PT. Setiaji Mandiri, which serves as the focus of this study. The objective of this research is to analyze the legal considerations behind the Commercial Court’s decision to grant the bankruptcy request and its implications for labor rights. This study employs a normative juridical method by analyzing relevant legislation and court rulings, particularly referring to Law No. 37 of 2004 on Bankruptcy and Suspension of Debt Payment Obligations, and Law No. 2 of 2004 on Industrial Relations Dispute Settlement. The findings show that PT. Setiaji Mandiri had indeed made efforts to settle its financial obligations, but these efforts were deemed insufficient by the court, leading to the acceptance of the bankruptcy petition. However, a key issue that emerged was the absence of debt registration with the Industrial Relations Court (PHI), which is mandated by law in cases involving employment disputes. According to the prevailing labor laws, the PHI must first determine the amount of severance pay owed to employees, which can then be used as a reference in bankruptcy proceedings. The study concludes that there was a procedural oversight in the handling of labor claims in this bankruptcy case. It emphasizes the importance of adhering to legal mechanisms that protect workers’ rights and recommends stricter coordination between commercial and labor courts to prevent similar issues in the future.

This study aims to examine the legal protection of workers' rights who are terminated due to economic recession and to analyze the use of economic recession as a valid reason for termination of employment. This is a normative legal research that uses a statutory approach and a conceptual approach. The research relies on primary legal materials such as the 1945 Constitution of the Republic of Indonesia, the Civil Code, Law Number 13 of 2003 concerning Manpower, and Law Number 11 of 2020 concerning Job Creation, as well as secondary legal materials including books, journals, and scholarly articles. The results of the research show that: 1) an economic recession can be considered a valid reason for termination of employment within a company, as it may fall under the category of force majeure, provided that the company still respects the employment agreement and principles of fairness; and 2) legal protection for workers who are laid off due to an economic recession is divided into two forms: internal legal protection (based on the contents of the employment agreement) and external legal protection (based on statutory provisions). In this regard, workers still have the right to receive severance pay, long service pay, and compensation for entitlements.

This study aims to analyze the impact of layoffs (PHK) on the decline in people's purchasing power and Indonesia's economic growth in 2025. Layoffs are predicted to increase due to various factors such as tax hikes, subsidy restrictions, and decreased purchasing power. The study uses a quantitative method with secondary data from BPJS Ketenagakerjaan, Bank Indonesia, and other relevant institutions, as well as consumer survey data to measure the decline in purchasing power. The results show that layoffs significantly reduce people's purchasing power, which in turn negatively affects household consumption and national economic growth. The MSME and informal sectors are also affected by this decline in purchasing power. The study recommends policies that support industries prone to layoffs, revise layoff requirements, and maintain macroeconomic stability to prevent mass layoffs and minimize their impact on Indonesia's economy.

The number of layoffs during Covid-19 due to the presence of the Large-Scale Social Restrictions (PSBB) policy not only has an impact on the health sector, but also has a wide impact on social and economic coverage, especially in the formal and informal employment sector. One of the main problems that arises is the increasing cases of Termination of Employment (PHK) which causes economic uncertainty for workers and their families. The researcher is encouraged to conduct an in-depth analysis of this condition after the enactment of the Job Creation Law, especially in the perspective of fulfilling the rights of workers affected by the pandemic. This study uses a normative legal research method with a legal legal approach, focusing on the employment aspect. Data was obtained through literature studies which included primary sources in the form of laws and regulations, as well as secondary sources in the form of literature, journals, scientific articles, and relevant court decisions. The results of the study show that there are still differences in implementation in fulfilling the rights of workers who have been laid off during the pandemic. Based on the decisions analyzed, it was found that there are still cases where workers do not get their rights in full, either related to severance pay, service award money, or other compensation money that should be guaranteed by law. These findings indicate that the role of judges in deciding layoff cases is very important to ensure maximum justice and protection for workers. Therefore, the author recommends that judges in deciding cases related to layoffs be guided by the principles of labor law, the principles of social justice, and applicable laws and regulations.

Labor law in Indonesia prioritizes the protection of workers as a primary focus in industrial relations. This protection becomes highly relevant in the context of termination of employment (PHK), particularly in cases where PHK is carried out on the grounds of corporate spin offs. This study aims to analyze the company’s responsibility in fulfilling workers' rights and the legal measures that can be taken to ensure workers' welfare in accordance with Government Regulation No. 35 of 2021. The research method employs a normative juridical approach with descriptive-analytical review of primary documents, such as labor-related legislation, and secondary documents related to the PHK process. The analysis reveals that PHK conducted by a company on the basis of a spin off lacks a strong legal foundation if it contradicts the principles of legal certainty and worker protection as stipulated in applicable regulations. In the event that PHK is still carried out, the company is obligated to provide full compensation to workers, including severance pay, service appreciation pay, and rights replacement as outlined in PP 35/2021. Furthermore, workers are advised to pursue their rights through non-litigation, litigation at the Industrial Relations Court, or administrative measures in a step-by-step manner. The implication of these findings underscores the importance of enforcing labor laws to protect workers' rights during corporate restructuring.  

Termination of Employment (TOE) is the termination of an employment relationship due to a matter that results in the expiration of rights and obligations between workers/laborers and employers regulated in Law No. 13 of 2003 concerning employment and secondary legal materials obtained from employment, internet papers and others. The implementation of termination of employment must be in accordance with Law No. 13 of 2003 concerning employment that termination of employment is carried out in several processes, namely deliberation between employees and the Company, if there is an impasse, the last resort is carried out through the court to decide the case. Therefore, the strength of the implementation of labor law is needed through increased supervision, education for the parties, and optimization of the role of labor dispute resolution institutions.

This study aims to analyze the fulfillment of National Health Insurance Rights (JKN) for workers who experience Termination of Employment (PHK) at PT. FI and evaluate the regulation of JKN rights after layoffs that provide justice for workers. The method used is normative legal research with a qualitative approach, which includes the selection and classification of legal materials as well as normative analysis of relevant regulations. Based on field findings, this study shows that there are administrative errors in reporting the status of layoffs that cause delays in fulfilling health insurance rights for laid-off workers. In addition, this study also found that even though the post-layoff JKN regulation has been regulated in the law, improper implementation can hinder the granting of rights fairly. This study recommends simplifying reporting procedures, increasing supervision by BPJS Kesehatan, and further education for companies to avoid administrative errors. Thus, this study contributes to the understanding of the importance of social justice in regulating health insurance for laid-off workers.

This study aims to analyze the legal protection of workers' rights due to unilateral termination of employment (PHK) in outsourcing companies in Gorontalo City. The focus of the study covers two main aspects, namely the form of fulfillment of workers' rights affected by layoffs and the inhibiting factors of the Gorontalo City Manpower, Cooperatives, and SMEs Office in providing legal protection. The research method used is an empirical legal approach with data collection through interviews, document studies, and observations. The results of the study indicate that the fulfillment of workers' rights includes severance pay, long-service bonus money, and replacement money in accordance with applicable regulations. In addition, the relevant agencies play a role in providing mediation services and facilitating dispute resolution. However, the implementation of this legal protection faces various obstacles, such as low legal awareness of workers, limited human resources and budget in the Manpower Office, and weak supervision of outsourcing companies. This study emphasizes the need to strengthen labor regulations and increase the effectiveness of supervision to ensure optimal protection of workers' rights. The results of the study are expected to be a reference for policy makers and related parties in improving the legal protection mechanism for workers affected by layoffs.

BNI Fleksi Credit is a KTA facility offered to employees with fixed income for consumption purposes. The procedure for granting BNI Fleksi credit by Bank BNI Branch. Fatmawati still has problems, one of which is not providing physical collateral and there are still prospective debtors who do not understand the terms and conditions in applying for BNI Fleksi credit facilities. The purpose of this study is to find out what are the terms and conditions in applying for BNI Fleksi credit, to find out how the implementation of BNI Fleksi credit provision, to understand the various obstacles in the process of granting BNI Fleksi credit by Bank BNI Fatmawati Branch. The study method used is descriptive qualitative method. The result of the study shows that, 1) BNI Fleksi credit that has been implemented runs quite well and has been in accordance with the procedures and provisions, however, there are still some obstacles faced, one of which is the completeness of document requirements as support in the process of granting BNI Fleksi credit has not met the requirements. 2) In BI Checking, there are still prospective debtors who have arrears at various banks. 3) BNI Flexi Credit customers experience delays in paying principal and interest installments due to the company being late in paying salaries to employees, this has an impact on installment payments and the occurrence of collectibility which is the possibility of not receiving back the loan that has been given. 4) Refusal to provide BNI Flexion to prospective debtors because they do not guarantee themselves with credit insurance that can protect the risk of inability to pay, death, bankruptcy, termination of employment, repayment of remaining credit interest and arrears, and also simplify the loan application process.

This article discusses legal protection for PT Freeport Indonesia employees affected by Termination of Employment (PHK), focusing on government policies and their implementation in. The discussion will begin with the legal basis that protects employee rights, including Law No. 13 of 2003 concerning Manpower and Government Regulation No. 35 of 2021, which regulates employment contracts, outsourcing, working hours, rest, and layoff procedures. This article will discuss employee rights after layoffs, such as compensation, severance pay, and social security. In addition, this article discusses the role of government institutions, such as the Ministry of Manpower, in ensuring that companies carry out layoff procedures in accordance with regulations. In addition, the challenges of law enforcement for employees such as limitations in dispute resolution and lack of access to information are also of concern. This article concludes with suggestions for improving legal protection for employees affected by layoffs.

Honorary staff are people appointed by civil service officials within local government agencies to assist with the duties of the State Civil Apparatus so that their obligations are the same and their income comes from the APBD. Honorary staff are employees who work in government agencies but are not included in the State Civil Service. Honorary workers have not been appointed as permanent employees and still receive payment for their services in the form of an honorarium, not a salary. Regional heads include the Governor, Mayor and Regent as well as the DPRD as regional head partners. This research was conducted using normative juridical research methods. The data collection methods used by the author are interviews and literature study. Interviews are data collection techniques carried out face to face and direct question and answer between researchers and sources, while literature studies are data processing carried out by systematizing written legal materials using a regulatory and case approach. The results of this research show that honorary staff often experience injustice at work. This is indicated by the termination of employment relations by regional heads as happened at the Serdang Bedagai Regency DPRD Secretariat agency. Honorary workers have legal status and protection as regulated in Law Number 20 of 2023. The implementation of this research is that the Government needs to create and implement clear regulations to protect the rights of honorary workers.

This study aims to analyze the implementation of management regarding Human Resources, in order to improve the quality of education at SMA Negeri 1 Bandar Khalipah. Effective human resource management is a key to achieving a quality education goal. This study uses a qualitative approach with a case study method. The methods used to collect data are by conducting observations, interviews, and documentation. Data analysis is carried out using data reduction techniques, data presentation, and drawing conclusions. As for checking the validity of the data, it is by using triangulation of methods and sources. The results of this study will later present a description of the implementation of Human Resource Management to improve the quality of education at SMA Negeri 1 Bandar Khalipah by: 1) Analysis of the work carried out by the principal on educational and teaching staff, 2) Very comprehensive and structured human resource planning in the management of educational and teaching staff, 3) Procurement of human resources involves various stages and depends on the status of prospective educators (Honorary and PNS), 4) Selection of human resources involves various different stages for prospective educators, CPNS selection is stricter and more formal while honorary is more flexible, 5) Orientation of human resources involves stages and depends on the status of honorary or PNS, for honorary workers it is more flexible with an observation period while PNS is structured and comprehensive, 6) Appointment and placement of human resources depends on the status of honorary employees or PNS, honorary workers are placed according to the orientation period if accepted before the opening of a new class while PNS are based on SK and qualifications, 7) Compensation of human resources depends on employee status and applicable regulations, 8) Development of human resource careers human resources that should involve strategies and programs, both internal and external, 9) Evaluating human resource performance is done with various methods and frequencies, 10) Dismissal and termination of employment of human resources in this school depends on the conditions of the work contract, teacher requests and policies from the head of the education office and the principal. This study found that active participation from all parties in the school, including the principal, teachers, and staff plays an important role in supporting the improvement of the quality of education. This study concludes that in order to obtain quality human resources, in its management, it is necessary to implement good and correct human resource management so that it is in accordance with the expected needs.

Through Law Number 11 of 2020 concerning Job Creation and its derivative PP Number 35 Thuan 2021 concerning PKWT, Outsourcing, Working Time and Rest Time and Termination of Employment Relations is the crystallization of various laws regarding Employment. which, philosophically, does not provide guarantees and protection for workers' rights. Methodologically, this research is an empirical juridical research using a combined approach method which is carried out by analyzing the research explanation in an inductive way leading to a deductive method so as to help the author explain the relationship between research variables and research objects. The results of this research found that there are many deficiencies in Law Number 13 of 2003 concerning Employment, such as the absence of legal protection or workers who are in non-standard work relationships, gender discrimination, wages, lack of social security, leave rights and other rights, partial revision What the Job Creation Law does to the Employment Law Number 13 of 2003 actually creates new problems that have a negative impact on worker protection, the rules governing employment now, so that if you look closely at the revised and deleted articles, it appears that The spirit of the law does not at all touch on efforts to increase worker competency, even though in reality, in Pancasila industrial relations, worker protection is a form of government responsibility. So it is hoped that a legal political policy between the DPR and the government will make changes to Article 66 paragraph (2) of Law Number 3 of 2023 concerning the Determination of Perpu Number 2 of 2022 into the Job Creation Law and PP Number 35 of 2021 concerning Specific Time Work Agreements , Outsourcing, Working Time and Rest Time, and Termination of Employment Relations, so that it can be seen more clearly how the protection of workers/laborers, wages, welfare, and protection of the special rights of outsourced workers, especially outsourced workers, must ensure greater legal protection so that the working atmosphere can become better and more conducive and neither party feels disadvantaged

Employment agreements are a crucial step in establishing the employer-employee relationship. While both the Indonesian Labor Law and the Job Creation Law encourage written agreements, verbal contracts are also legally recognized. Written employment agreements serve as a binding instrument and evidence, yet many labor relationships operate without them. This can lead to legal disputes, particularly regarding workers' rights, as exemplified in the Mamuju District Court Decision No. 2/PDT.SUS-PHI/2018/PN.Mam. This study employs a descriptive-analytical approach, adhering to the normative legal research method. Secondary data is gathered from primary legal materials, secondary legal materials, and tertiary legal materials. The findings reveal that workers' rights under verbal agreements are still protected by the Labor Law and the Job Creation Law. However, the absence of written documentation of agreed-upon terms for termination of employment can pose challenges in proving these terms in court. In the Mamuju District Court Decision No. 2/PDT.SUS-PHI/2018/PN, the court ordered the defendant to pay double the plaintiff's entitlements due to the wrongful termination of employment through coercion. The court found that the plaintiff's termination was unrelated to any company policy violation and could not be substantiated due to the lack of written documentation.

Termination of employment is the end of an employment relationship due to certain things that cause the end of the rights and obligations between workers/laborers and employers. What are the company's obligations, one of which is paying severance pay as compensation for termination of employment (PHK). Termination of employment is regulated in the Job Creation Law no. 11 of 2020 due to several reasons that give rise to termination of employment based on law, which aims to obtain the rights obtained for workers regarding the severance pay they receive.