Given how much the termination ground changes the outcome in Indonesia, the order in which you check things matters.
One: which ground?
Employer-initiated termination for efficiency or business reasons triggers the full 1× multiplier table. Certain other causes reduce it to 0.5×.
Ask your employer to state the ground in writing, since the termination letter must contain it anyway.
Two: which contract type?
PKWTT gets Pesangon, Long Service Pay and Compensation of Rights. PKWT gets proportional Compensation Pay instead.
Three: the tables
Pesangon: 1× under one year, 2× at one to two years, scaling to 9× at eight or more years where it caps.
Long Service Pay: a separate table, 2× at three years up to 10× at twenty-four or more years.
Both apply to PKWTT employees where the ground allows.
Four: the components list
Confirm the breakdown includes:
- Severance (Pesangon)
- Long service pay
- Compensation of rights
- Unused leave
- Any contractual benefits
Five: the process
- Was bipartite negotiation attempted for at least 30 days?
- Does the termination letter contain the required elements?
- Are BPJS contributions current?
Remember JKP is separate
The unemployment benefit through BPJS Ketenagakerjaan does not reduce the employer's severance obligation. Claim both.
If the package looks wrong
The route is bipartite negotiation, then mediation at the local Manpower Office, then the Industrial Relations Court.
Courts have ordered reinstatement where process failed, so procedural objections are worth raising.
Keep evidence
Indonesia's system places strong emphasis on evidence. Your contract, payslips, the termination letter, records of negotiation and your BPJS statements are what a claim rests on.