JAKARTA | INDATANEWS.COM - Indonesia's Ministry of Manpower (Kemnaker) has emphasized that Law No. 2 of 2026 on the Protection of Domestic Workers (PPRT Law) provides a clearer legal foundation for employment relationships between domestic workers and employers.
The new law establishes a more structured framework for employment relationships by clarifying the rights and obligations of all parties involved. The provisions apply not only to domestic workers and employers, but also to companies involved in the recruitment and placement of domestic workers (P3RT), which play a role in the employment placement process.
Sugeng Heri Suseno, Director General for Employment Placement and Expansion of Employment Opportunities (Binapenta and PKK) at Kemnaker, said the employment relationship between domestic workers and employers must be based on mutual respect. Both parties are also required to exercise their respective rights and fulfill their obligations in accordance with applicable regulations.
"Mutual respect is not only about how people address one another, but also about ensuring certainty regarding the rights and obligations of both parties," Sugeng said in a statement released by Kemnaker's Press and Public Relations Office on Monday, September 14, 2026.
Employment Relationship Given a Clear Legal Basis
The PPRT Law establishes a legal framework governing employment relationships between domestic workers and employers. Through these provisions, the government seeks to provide a clearer definition of the position of each party in the employment relationship while encouraging the fulfillment of their respective rights and obligations.
Employers may recruit domestic workers directly. Recruitment may also be carried out through companies engaged in the recruitment and placement of domestic workers (P3RT).
This mechanism provides various options for the placement of domestic workers while also bringing P3RT companies within the scope of parties regulated under the PPRT Law. With clearer provisions, employment relationships are expected to be established on the basis of an agreement and the respective responsibilities of both parties.
According to Kemnaker, a clearly regulated employment relationship is an important component of protecting domestic workers. An employment relationship involves not only the performance of daily duties, but also various rights to which workers are entitled.
LEGAL CERTAINTY FOR RIGHTS AND OBLIGATIONS: Sugeng Heri Suseno, Director General for Employment Placement and Expansion of Employment Opportunities at Kemnaker, emphasizes the importance of mutual respect and clear rights and obligations in employment relationships between domestic workers and employers. (PHOTO: Ministry of Manpower Press and Public Relations Office/Kemnaker)
Working Hours, Wages and Social Security Regulated
The PPRT Law regulates various key aspects of employment relationships between domestic workers and employers. These include working hours, the scope of duties, payment of wages, holiday allowance (THR), participation in social security programs, as well as a safe and healthy working environment.
The provisions are intended to provide domestic workers and employers with clearer guidance regarding their respective responsibilities. Domestic workers have rights that must be fulfilled, while employers have obligations that they must carry out within the employment relationship.
In addition to rights and obligations, the scope of duties is also covered by the regulations. Clearly defining the work to be performed can help both parties better understand the boundaries of their respective responsibilities within the employment relationship.
Working-hour provisions are also an important part of the legal framework. The same applies to wages and holiday allowance (THR), which are key elements of the employment relationship between domestic workers and employers.
Furthermore, the PPRT Law regulates participation in social security programs and the provision of a safe and healthy working environment. These aspects form part of efforts to provide domestic workers with more comprehensive protection while carrying out their duties.
Mediation Through Dialogue as First Step in Disputes
The PPRT Law also contains provisions for situations in which disputes arise between domestic workers and employers. As a first step, the law provides for discussions aimed at reaching a mutually agreed settlement.
Through such discussions, domestic workers and employers can seek a solution with communication and a joint agreement at the center of the process. This makes both parties important actors in efforts to resolve disputes.
If the discussions fail to produce an agreement, the parties may pursue the matter through mediation. The process is conducted in accordance with applicable laws and regulations.
Sugeng stressed that the PPRT Law is not solely concerned with regulating employment relationships. It also recognizes domestic workers as workers.
"The focus of the PPRT Law is on protecting, recognizing and treating domestic workers as workers in accordance with human dignity and worth," Sugeng said in conclusion.
Through these provisions, the PPRT Law places employment relationships between domestic workers and employers on a clearer legal footing. Regulations covering rights, obligations, working conditions, social security and dispute resolution form part of the government's efforts to establish employment relationships based on mutual respect while providing greater legal certainty for both parties. (IDNC)
REPORTER: Ahmad Zulfikar | EDITOR: Fik Sagala