中国投资者前往印尼设立公司、建厂，常会忽略用工风险。在印尼，不当用工不仅将受到罚款等行政制裁，还有可能被认定为犯罪，被处以监禁、有期徒刑和/或罚款等刑事制裁。因此，合规用工相当重要。在之前的文章中，我们已介绍了印尼的劳动合同类型以及签订劳动合同时的注意事项（详见《印尼劳工系列 | 签订劳动合同时的注意事项》）。
本期将介绍劳动者的工作时间和加班工资的相关规定。
一、工作时间
根据2003年第13号《劳工法》、2020年第11号《综合性创造就业法》的规定，劳动者的工作时间包括：
1、每周6个工作日的，每天工作时间不超过7小时，每周工作时间不超过40小时；
2、每周5个工作日的，每天工作时间不超过8小时，每周工作时间不超过40小时。
并且，工作时间应明确规定在劳动合同、公司规定或集体劳动合同中。
二、加班工资
印尼2021年第35号政府条例规定，一天的加班时间不得超过4小时（主要针对工作日），一周的加班时间合计不得超过18小时。
雇主必须向劳动者支付加班工资。《劳动法》第187条将未支付加班工资的行为定为刑事犯罪。处罚包括最低1个月至最高12个月的监禁，和/或罚款从Rp. 10,000,000到Rp. 100,000,000不等（折合人民币约为4,600元到46,000元不等）。
对于特定行业或特定工作岗位（例如管理层）的劳动者，雇主可以无需支付其加班工资，但需在劳动合同、公司规章或集体劳动合同中明确这类人员的具体职位安排。
雇主在加班期间雇佣劳动者时，需承担以下义务：
1、 支付加班费；
2、 提供足够的休息机会；
3、 提供至少1,400千卡的食物和饮料（如加班时长达4小时或以上），且不得以金钱替代。
印尼的加班费计算方式具体如下：
加班费的计算基于月工资。小时工资的计算方法为月工资的1/173。
工资组成包含基本工资和固定津贴的情况下，加班费计算基于工资的100%。若工资组成包含基本工资、固定津贴和非固定津贴，但基本工资加固定津贴少于整体工资的75%，则加班费计算基于整体工资的75%。
若劳动者按日计薪，月工资的计算如下：
1、每日工资乘以25，适用于每周工作6天的劳动者；
2、每日工资乘以21，适用于每周工作5天的劳动者。
若劳动者按产量计薪，月工资等于过去12个月的平均收入。
若月工资低于最低工资，则计算加班费的月工资应为劳动者所在地区的最低工资。
此外，雇主必须按时支付工资。如果发生延迟，则将受到以下处罚：
1、 自延迟的第四天到第八天，每天的罚款为未支付工资的5%；
2、 自延迟的第八天后，每天的罚款比例逐日增加1%，直至罚款达到一个月工资的50%为止；
3、 如果雇主在延迟一个月后仍未支付工资，则不仅适用上述罚款的规定，还应加收政府银行适用的最高利率的利息。
附：2024年印尼各省最低工资
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英文版（English Version）
Chinese investors who go to Indonesia to set up companies and build factories often overlook employment risks. In Indonesia, improper employment practices not only face administrative penalties such as fines but may also be deemed criminal acts, punishable by imprisonment, fixed-term sentences, and/or fines. Therefore, compliant employment practices are essential. In previous articles. This issue will cover regulations related to employees' working hours and overtime pay.
1. Working Hours
According to Indonesia’s Law No. 13 of 2003 on Manpower and Law No. 2 of 2022 on Job Creation, employee working hours are as follows:
a. For a six-day work week, the daily working hours must not exceed 7 hours, with a weekly maximum of 40 hours;
b. For a five-day work week, the daily working hours must not exceed 8 hours, also with a weekly maximum of 40 hours.
Working hours should be explicitly outlined in the employment contract, company regulations, or collective labor agreements.
2. Overtime pay
According to Indonesia's Government Regulation No. 35 of 2021, daily overtime hours must not exceed 4 hours (mainly applicable to regular workdays), and total weekly overtime must not exceed 18 hours.
Companies are required to pay overtime to employees. Failure to do so constitutes a violation of prevailing laws, specifically Article 187 of the Manpower Law, which classifies this as a criminal offense. Penalties include a minimum imprisonment of 1 month up to a maximum of 12 months and/or a fine ranging from Rp10,000,000 to Rp100,000,000.
For workers in certain industries or specific roles (such as management positions), companies may be exempt from paying overtime wages. However, the specific arrangements for such positions must be clearly outlined in the employment contract, company regulations, or collective labor agreements.
When employing workers during overtime, companies are required to fulfill the following obligations:
a. Pay overtime wages;
b. Provide adequate opportunities for rest;
c. Provide food and beverages amounting to at least 1,400 kilocalories (if overtime lasts 4 hours or more), which cannot be substituted with monetary compensation.
The calculation method for overtime pay in Indonesia is as follows:
The calculation of overtime pay is based on the monthly wage. The method for calculating the hourly wage is 1/173 of the monthly wage.
When wage components include only the basic wage and fixed allowances, overtime pay is calculated based on 100% of the wage. If wage components include the basic wage, fixed allowances, and non-fixed allowances, but the basic wage plus fixed allowances is less than 75% of the total wage, overtime pay is calculated based on 75% of the total wage.
Additionally, if an employee is paid daily, the calculation of monthly wages is as follows:
Daily wage multiplied by 25, applicable to employees working 6 days per week;
Daily wage multiplied by 21, applicable to employees working 5 days per week.
If the employee is paid based on output, the monthly wage is equal to the average income over the past 12 months. If the monthly wage is below the minimum wage, the monthly wage used for overtime calculations should be the minimum wage applicable in the employee’s region.
Attachment: Minimum Wages in Each Province of Indonesia for 2024
Source: https://www.aseanbriefing.com/news/indonesias-minimum-wage-rates-for-2024/
Note: The amounts in RMB are calculated by the author of this article based on the exchange rate of 2180.98 as of November 11, 2024, for reference only.
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本文作者
「雅加达办公室Tubagus Wahyu、Jo Benedict Sitorus对本文亦有贡献」
