Overview

In today’s fast-paced, professional working environments, employees are frequently expected to navigate a myriad of tasks and responsibilities that extend beyond their specified job descriptions. In practical terms, job descriptions are typically specified within the texts of employment agreements (“Agreements”) that are drawn up between employers and employees. The primary objective here is to transparently and comprehensively outline the various qualifications and duties that a particular role requires in a spirit of good faith.

Nevertheless, employees have an unwritten obligation to comply with any reasonable instructions that their employers issue beyond what is outlined in Agreements, as any refusal to perform additional tasks may expose them to a range of risky positions, from a deterioration in their relationship with their employers up to the prospect of the termination of their employment (Pemutusan Hubungan Kerja - “PHK”).^[1] Such situations raise further questions regarding the specific parameters that define what can be considered reasonable in relation to said instructions.