Saling Jaga
Leave: annual, sick, maternity and family
Annual leave of 12 working days, pay during sickness, maternity and miscarriage leave, and paid family leave under the rules in force.
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Checklist
- Check your leave balance in the HR system or ask for a written summary, then request leave through the agreed channel.
- Keep the approval, and count unused leave before resigning or being laid off, as it is part of replacement of rights.
- Understand annual leave: at least 12 working days after 12 continuous months, paid in full when you take it.
- Understand the sick-pay scale: 100% for the first 4 months, 75% for the second 4 months, and 50% for the third 4 months.
- Request maternity rest of 1.5 months before and 1.5 months after birth, as calculated by an obstetrician or midwife.
- Note paid family leave, for example 3 days for your own wedding and 1 day when a household member dies.
- Ask in writing for the collective leave rules, including whether collective leave reduces annual leave.
Leave tends to get thought about only when you need it, yet the basic rules are simple. This guide summarises the leave rights set by law. Many companies give more, so read your contract and company regulation too.
Annual leave
The employer must provide rest time and leave. Annual leave is at least 12 working days after you have worked 12 continuous months. How it is implemented is set in the employment agreement, company regulation or collective agreement (Law 6/2023 Art. 79(3) and (4)).
A worker taking annual leave is entitled to full pay (Law 6/2023 Art. 84).
Some common questions:
- Leave not taken. If the employment ends, annual leave not yet taken and not yet lapsed counts as replacement of rights (Law 6/2023 Art. 156(4); PP 35/2021 Art. 40(4)). Check your contract or company regulation for when leave is treated as lapsed.
- Long leave. Certain companies may grant long leave as set in the contract or company regulation (Law 6/2023 Art. 79(5)).
- Before 12 months. The law sets annual leave after 12 months; if your company gives leave earlier, that is company policy.
Sick leave
Wages are not paid when a worker does not work, except in certain situations. One of them: the employer must pay wages when the worker is sick and unable to work. The amounts (Law 13/2003 Art. 93(2) and (3)):
Period of sickness | Wage paid |
|---|---|
first 4 months | 100% |
second 4 months | 75% |
third 4 months | 50% |
following months | 25%, until the employer terminates |
An employer may not terminate you because you were absent due to illness certified by a doctor for no more than 12 continuous months (Law 6/2023 Art. 153(1)(a)).
A female worker who is sick on the first and second day of menstruation and cannot work is also entitled to wages (Law 13/2003 Art. 93(2)(b)).
On medical certificates or how to apply, the law leaves the details to the employment agreement, company regulation or collective agreement (Art. 93(5)). Check your company’s rules.
Maternity leave and miscarriage
A female worker is entitled to 1.5 months of rest before the expected birth and 1.5 months after, as calculated by an obstetrician or midwife. A worker who has a miscarriage is entitled to 1.5 months of rest or as stated in the obstetrician’s or midwife’s certificate (Law 13/2003 Art. 82). A worker taking this rest is entitled to full pay (Law 6/2023 Art. 84). A female worker whose child is still breastfeeding must be given proper opportunity to nurse if it has to happen during working hours (Art. 83).
An employer may not terminate you because of pregnancy, childbirth, miscarriage or breastfeeding (Law 6/2023 Art. 153(1)(e)).
Paid leave for family matters
Wages are still paid if you are absent for the following reasons, for this many days (Law 13/2003 Art. 93(4)):
Reason | Paid days |
|---|---|
your own wedding | 3 |
your child’s wedding | 2 |
your child’s circumcision | 2 |
your child’s baptism | 2 |
your wife gives birth or has a miscarriage | 2 |
death of spouse, parent or parent-in-law, child, or child-in-law | 2 |
death of a family member living in the same household | 1 |
Wages are also still paid when you are fulfilling an obligation to the state, practising a religious duty, using your rest entitlement, or carrying out training assigned by the company (Art. 93(2)). Implementation is set in the employment agreement, company regulation or collective agreement (Art. 93(5)).
Collective leave and public holidays
In the sources we checked for this guide there are no details on collective leave (cuti bersama) or whether it is deducted from annual leave. Check your company’s policy and ask for it in writing.
Practical steps
- Check your leave balance in the HR system or ask for a written summary.
- Request leave through the agreed channel (email or system) so there is a record.
- Keep the approval.
- Before resigning or being laid off, count unused leave, because it is part of replacement of rights. See laid off.
When to get help
- Leave keeps being refused for no reason, or you are pressured not to take sick or maternity leave.
- Pay is deducted when you use the rights guaranteed above.
- You are laid off after pregnancy or illness.
Places to try: the district or city manpower office, LBH (Lembaga Bantuan Hukum, legal aid institutes), or a lawyer. REKATI is not affiliated with them and does not take cases.
What may change
The Employment Protection Law, approved by the DPR on 6 October 2026 and not yet in force, is reported to guarantee maternity and miscarriage leave with pay. We cannot confirm the details because we have not found the official text. See New rules 2026.