Employ in Indonesia with ease.

Remote makes employment in Indonesia easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.

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  • Availability

    Remote-Owned Local Entity

    We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.

  • Capital city


  • Currency

    Indonesian rupiah
    (Rp, IDR)

  • Languages spoken


  • Services available

    Services available:

Facts & Stats

Officially the Republic of Indonesia, Indonesia is a conglomerate of 17,000 islands, and is simultaneously the world’s 4th most populous nation and Southeast Asia’s most powerful economy, with a GDP valued at over $3.5 trillion.

Home to over 1,300 ethnic groups and 700 languages, Indonesia hosts one of the world’s most ethnically diverse population, its second-most biologically diverse, and a history of record economic growth over the past two decades.

  • Capital city


  • Currency

    Indonesian rupiah
    (Rp, IDR)

  • Languages spoken


  • Population size

    267,670,543 (est. 2018)

  • Ease of doing business


  • Cost of living index

    37.44 (2021)

  • Payroll frequency


  • VAT - standard rate


  • GDP - real growth rate

    5.0 (2019)

Grow your team in Indonesia with Remote

Looking to employ workers in Indonesia? Companies hiring in Indonesia must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services.

Remote can employ your team in Indonesia on your behalf through our local legal entity in the country and handle payroll, benefits, taxes, and compliance for your Indonesia team. You can also pay contractors now in Indonesia with Remote.

Risks of misclassification

Indonesia, like many other countries, treats self-employed individuals or contractors and full-time workers differently and there are risks associated with misclassification.

If you're worried about whether to hire contractors or employees in Indonesia or anywhere else around the world, Remote can help. Our Solutions Consulting team are experts in preventing misclassification risks. Download our Contractor Compliance Checklist for a solid overview, then talk to our team about your specific situation.

Employing in Indonesia

Indonesia’s Labor Law of 2003 is the principal labor regulation that defines provisions for employee protections and workers’ rights at the federal level which are applicable to Indonesia’s workforce of 4.2 million.

Employees in Indonesia enjoy protections against discrimination based on age, religion, gender expression, and race.

Common questions that could come up during the hiring process include the minimum wage, overtime rates, and guaranteed paid time off. Remote can help you offer a complete, competitive, and compliant benefits package to your employees in Indonesia.

Public holidays

Below are national public holidays applicable for all regions in this country. Remote customers have access to a detailed list of regional public holidays within the Remote platform. Sign up now to access all public holiday information.

Minimum Wage

Indonesian minimum wage rates are fixed at the provincial level and are reviewed annually. Currently, the minimum wage in Jakarta is IDR4,901,798. 

Payroll Cycle

For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.

Onboarding Time

We can help you get a new employee started in Indonesia fast. The minimum onboarding time we need is only 19 working days.

Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.

For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.

Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.

Competitive benefits package in Indonesia

At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).

Our benefits packages in Indonesia are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:

  • Health Insurance
  • Dental Insurance
  • Vision Insurance
  • Mental Health Support
  • Pension or 401(K)
  • Life and Disability Insurance

Calculate the cost to hire an employee
in Indonesia

Taxes in Indonesia

Learn how employment taxes affect your payroll and your employees’ paychecks in Indonesia.

  • Employer

    • 0.24% - 1.74% - Work accident insurance

    • 3.7% - Old Age

    • 0.3% - Death benefit contribution

    • 2% - Pension contribution

    • 4% - Health insurance

  • Employee

    • 2% - Old Age

    • 1% - Pension

    • 1% - Health Insurance

  • Personal income tax rates

    • 5% - Up to IDR 50M ($3450.55)

    • 15% - 50M – 250M ($3450.55 - $17252.72)

    • 25% - 250M – 500M ($17252.72 - $34505.45)

    • 30% - Over 500M (Over $34505.45)

Types of leave

Paid time off

Employees who have worked for an employer for at least 12 months consecutively are entitled to 12 days of paid annual leave. Employers are obligated to respect any provisions pertaining to leave entitlement stipulated in an employee’s contract or negotiated under a collective bargaining agreement.

Public holidays

Employees are entitled to 15 public holidays off annually and must be compensated if required to work on a holiday. Employees who’re expected to a work on a public holiday will have their compensation structured as follows:

  • 1st – 7th hour: 200% hourly wages
  • 8th hour: 300% hourly wages
  • 9th & 10th hour: 400% hourly wages

Sick leave

Indonesian labor laws offer essentially unlimited sick leave that extends until an employee is fully recovered or the term of the employment contract elapses. Over the course of an employee’s illness, they’re entitled to 100% of their wages for the first four months, 50% of their wages for the next four months, and 25% of their normal wages until the employee recovers.

Maternity leave

Female employees are entitled to three months of paid maternity leave, starting six weeks before delivery.

Paternity/Parental leave

Fathers can take two paid days off work after their partner’s delivery.

Other leave

  • Bereavement leave: employees are entitled to two days of paid leave for the death of any 1st or 2nd-degree relative or one day in the event of a household member’s death.
  • Religious observance: parents can request two days of paid leave to get their children circumcised or baptized.
  • Marriage leave: Employees can take three days off work to attend to their marriage rites, or two, if the employee’s child is getting married.
  • Adoption: adoptive parents can exercise the same leave entitlements as natural parents, i.e., three months paid leave for female employees and two days of paid leave for the father.

Employment termination

Termination process

Indonesian labor law is unique in that it places the onus on employers to go the extra mile to avoid terminating an employee by negotiating to offer better working conditions, coaching, etc.

That aside, employee contracts can be terminated if a just cause is established, such as dishonesty, negligence, fraud, work-related offenses, sustained illness over the course of 12 months, or business contingencies like redundancy or insolvency.

Notice period

There is no notice stipulated notice period but employers are generally expected to provide 30-days advance notice before terminating an employee.

Severance pay

Employees are entitled to severance pay that’s proportional to their tenure with an employer as defined below:

  • 1 months wages: Up to 1 year of employment
  • 2 months wages: Up to 1 year, but less than 2 years of employment
  • 3 months wages: Up to 2 years, but less than 3 years of employment
  • 4 months wages: Up to 3 years, but less than 4 years of employment
  • 5 months wages: Up to 4 years, but less than 5 years of employment
  • 6 months wages: Up to 5 years, but less than 6 years of employment
  • 7 months wages: Up to 6 years, but less than 7 years of employment
  • 8 months wages: Up to 7 years, but less than 8 years of employment
  • 9 months wages: 8 or more years of employment

Probation periods

Probationary periods can only be set for employees on indefinite-term contracts and cannot exceed three months.

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