The Unemployment Insurance (Jaminan Kehilangan Pekerjaan/JKP) program has been revised in order to bring it into line with social and economic changes that are taking place within Indonesia. Said revisions include adjusted contribution rates, a broadening of admissible evidence for terminations, an increase in cash benefit amounts to a flat 60% of wages for six months and an extension of the benefits claim period to six months.

Within the context of Placements of Domestic Workers (Penempatan Tenaga Kerja Dalam Negeri/PTKDN), aside from Special Work Exchanges (Bursa Kerja Khusus/BKK) and the government, this new framework has further clarified the various types of entities that can be classified as Private Employment Placement Agencies (Lembaga Penempatan Tenaga Kerja Swasta/LPTKS), which now include the following: 1) Private Employment Placement Companies (Perusahaan Penempatan Tenaga Kerja Swasta/PPTKS); 2) Domestic Worker Placement Companies (Perusahaan Penempatan Pekerja Rumah Tangga/P3RT); and 3) Job portals.

The government has decided on an official name for the employment information system, which will now be known as the Employment Information System and Services Application (Sistem Informasi dan Aplikasi Pelayanan Ketenagakerjaan "SIAPkerja"). Offering a total of 25 employment-related services spanning five categories, SIAPkerja will be made available to various stakeholders operating within the employment sector (e.g. job seekers, employers, education and training agencies, the government and so forth).

The Provincial Government of the Special Capital Region of Jakarta ("Daerah Khusus Ibukota Jakarta "DKI Jakarta") has stipulated a provincial minimum wage (Upah Minimum Provinsi "UMP") of Rp. 5,396,761 per month for 2025, which represents an increase of 6.5% over the DKI Jakarta UMP for 2024. The 2025 UMP comes into force on 1 January 2025 throughout the province of DKI Jakarta and will apply to all employees who have worked for a company for a tenure of less than one year.

Following the rendering of Decision of the Indonesian Constitutional Court (Mahkamah Konstitusi/MK) No. 168/PUU-XII/2023, an official decision has been made by the government to raise the 2024 provincial minimum wages (Upah Minimum Provinsi "UMP") and regency/city-level minimum wages (Upah Minimum Kabupaten/Kota "UMK") (collectively referred to as "Minimum Wages") by 6.5% in 2025. These updated Minimum Wages are predicted to be officially revealed by mid-December 2024 and ultimately enforced by January 2025.

Indonesias Constitutional Court ("MK") has decided to partially grant the Petitioners petition and has therefore declared 21 Articles of Law 13/2003, as amended by Law 6/2023, to be conditionally unconstitutional.

The main changes that are set to be introduced regarding industrial relations mediation and conciliation procedures include the following, among others: 1) Additional measures that can be taken by disadvantaged parties (aside from file execution requests [permohonan eksekusi] through the relevant courts) if one of the parties is not in compliance with the relevant joint agreement, specifically: a) Filing of reports with the Relevant Authorities so that supervision of the implementation of a joint agreement can be undertaken; and/or b) Announcement of any party who fails to comply with a given joint agreement within the pages of a national newspaper; and 2) Mediators or conciliators may be granted time extensions if their tasks have not been completed within 30 days

Maternity leave will be available for a minimum of three months and a maximum of six months under certain conditions while working mothers who exercise their right to enjoy maternity leave will receive their salaries in the following amounts: 1) Full salary during the first three months; 2) Full salary during the fourth month; and 3) 75% of their full salary during the fifth and sixth months

Regulation 25/2020 have also stated the participants of Tapera are consists of employees and self-employed with the minimum age of 20 or married at the time that they register as program participants, and encompass ten types of employees, amongst other: 1) state officials; 2) employees/labor of state/regional-owned enterprises; 3) employees/labor of village-owned enterprises; 4) employees/labor of private enterprises; and 5) other types of employees that receive salary/wages. Highly important to note that Regulation 25/2020 mandates employers of private enterprises to register their employees to BP Tapera by 2027

Employers are required to provide certain facilities in order to fulfill the rights of women and children. Said facilities encompass: 1) Healthcare facilities; 2) Lactation rooms; and 3) Daycare facilities. Any violations of the abovesaid obligations will subject to mandatory guidance (pembinaan) and/or administrative sanctions in accordance with relevant laws and regulations. However, the KIA Draft Bill 2024 does not refer to certain laws and regulations. It is highly important to note that if these matters are interpretated as employees rights, then the non-compliance may result in the industrial relation dispute.