Indonesia Leave Laws and Holidays

Employees are entitled to 12 working days of annual leave after completing 12 months of continuous service with the same employer.

Employees are usually required to notify their employers and obtain approval before taking annual leave, though specific notice periods may vary by company policy.

Annual leave requires prior approval from the employer, typically through a formal request process.

Additional quota beyond the standard 12 days is not common unless specified by company policy or under special agreements.

Annual leave rights accrue monthly, but employees are eligible to take them only after completing a year of service.

Carry over of unused annual leave is typically allowed but may be limited to a certain number of days and usually must be used within the first few months of the following year.

Any unused annual leave is usually paid out upon termination of employment.

There is generally no end-of-year payout for unused annual leave unless specifically stipulated by the employer.

Additional rules regarding annual leave can vary significantly between different companies and industries.

Fathers are entitled to 2 days of paternity leave, which can be taken around the time of their child's birth.

Fathers are expected to provide advance notice of their intention to take paternity leave, aligning with the expected birth date of their child.

Paternity leave requires prior approval from the employer, typically with notice given in line with company policies.

Additional paternity leave is not typically available and would require special consideration from the employer.

Paternity leave does not accrue and is granted per childbirth event.

Carry over rules do not apply to paternity leave as it is event-based.

Paternity leave is not subject to payout upon termination as it must be taken as per the occurrence of the childbirth event.

There is no end of year payout for paternity leave as it does not accrue annually.

Paternity leave is intended to be used specifically at the time of the child's birth to support the spouse and new child.

Employees are entitled to 3 days of marriage leave to be used at the time of their wedding.

Employees planning to take marriage leave should notify their employer at least one month before the intended date to facilitate scheduling.

Marriage leave requires prior approval from the employer, and employees are advised to apply well in advance.

Additional marriage leave is not typically available under Indonesian law but may be considered depending on employer policies.

Marriage leave is a one-time grant and does not accrue annually.

There is no carry over for marriage leave as it is meant to be used for a specific event.

There is no payout for unused marriage leave upon termination as it is intended for use at the time of marriage.

Marriage leave does not accrue and therefore is not subject to end of year payout.

Marriage leave must be taken in conjunction with the employee's wedding dates and cannot be used at other times.

Female employees are entitled to 3 months of maternity leave, typically taken as 1.5 months before and 1.5 months after childbirth.

Expectant mothers are required to provide advance notice of their expected due date and planned leave period as early as possible.

While maternity leave rights are statutory, notification and coordination with the employer are necessary to facilitate smooth transitions of work responsibilities.

Additional maternity leave beyond the statutory quota is not common and would require special arrangements with the employer.

Maternity leave does not accrue and is only applicable per pregnancy event.

Carry over rules do not apply to maternity leave as it is event-based.

Maternity leave is not subject to payout upon termination as it must be taken as per the occurrence of the childbirth event.

There is no end of year payout for maternity leave as it does not accrue annually.

During maternity leave, female employees are protected from dismissal except in cases of gross misconduct.

Employees are entitled to sick leave with varying durations based on length of service, up to a maximum of 12 months for severe illness.

Notice should be given as soon as possible, often requiring a medical certificate if the absence exceeds a certain duration.

Sick leave generally needs to be approved, particularly for extended periods, and typically requires submission of a medical certificate.

Additional sick leave quota may be granted based on medical advice and specific company policies regarding extended illnesses.

Sick leave does not accrue in the traditional sense but is available based on immediate health needs and length of service.

Carry over of sick leave is not applicable as entitlement resets based on the specific terms of each new medical issue.

Unused sick leave is not paid out upon termination of employment.

There is no payout for unused sick leave at the end of the year.

Sick leave generally requires substantiation through medical documentation, especially for long-term absences.

Employees are entitled to 2 to 4 days of bereavement leave depending on the closeness of the relative.

Employers should be notified immediately upon the death of a relative to arrange for bereavement leave.

While generally acknowledged, bereavement leave should still be formally approved by the employer.

Additional bereavement leave is not typically available and depends on employer discretion.

Bereavement leave is granted as needed and does not follow an accrual system.

There is no carry over for bereavement leave as it is granted based on specific incidents.

Unused bereavement leave is not paid out upon termination as it is intended for immediate use during the bereavement period.

There is no end of year payout for bereavement leave.

Bereavement leave is typically available for the death of immediate family members, with possible extension to other relatives based on employer policies.