Leave in Indonesia: Annual, Sick, Maternity and Paternity
Leave in Indonesia by law: annual, sick, menstrual, maternity and paternity leave, what each pays, and what happens to unused leave.
References (3)
- UU No. 27 Tahun 2026 on Manpower Protection, in force 28 October 2026, revoking UU No. 13 Tahun 2003. Article 118 sets rest periods, long rest, annual leave and collective leave, and leaves it to the contract, company regulations or collective agreement to say how annual leave is taken. Article 119 covers religious duties. Article 120 covers menstrual leave and leaves its arrangements to the same documents. Article 121 covers maternity leave and rest after a miscarriage. Article 123 sets the pay during them. Article 124 sets the husband’s leave. Article 149 sets the wages due during sickness, family events and other absences. Article 231(m) makes long illness a reason for ending employment. Article 232(4)(a) covers annual leave not yet taken and not yet lapsed, and Article 242(1) applies it to an employee who resigns and meets the conditions in Article 231(i). Article 310 keeps the implementing regulations in force where they do not conflict with it.
- PP No. 36 Tahun 2021 on wages, in force 2 February 2021, as amended by PP No. 51 Tahun 2023 and PP No. 49 Tahun 2025. Article 43 limits paid religious duty to once during employment with the same employer.
- UU No. 4 Tahun 2024 on the welfare of mothers and children in the first thousand days of life, in force 2 July 2024. Article 4(3) to (5) sets maternity leave and rest after a miscarriage. Article 5 sets pay and protection from dismissal. Article 6(2) and (3) set the husband’s leave.
Leave in Indonesia has a legal floor: a set of minimums that employers must give, and a rule for what each one pays. Beyond that floor, the employment contract, the company regulations (peraturan perusahaan) or the collective agreement set how some of it is carried out.
The floor is set by the new manpower law (an undang-undang, UU), UU 27/2026, in force since 28 October 2026. For annual leave, menstrual leave and the paid absences, it leaves how they are carried out to the company’s own documents (Articles 118(7), 120(2) and 149(5)). The floor covers annual leave (cuti tahunan), maternity leave (cuti melahirkan) and menstrual leave (cuti haid), among others. This guide covers employees under the Manpower Law; household staff have a law of their own (UU 2/2026), which it does not cover.
| Minimum | Pay | |
|---|---|---|
| Annual leave | 12 working days after 12 consecutive months | Full wage |
| Sick leave | While sick, on a doctor’s statement | Stepped: 100%, 75%, 50%, then 25% |
| Menstrual leave | Up to 2 days, if in pain | Up to 2 days, if sick and unable to work |
| Maternity | At least 3 months; up to 3 more if certified | Full for 4 months, then 75% |
| Miscarriage | 1.5 months, or as certified | Full wage |
| Husband, birth | 2 days; up to 3 more, or as agreed | 2 days, or up to 3 more |
| Husband, miscarriage | 2 days | Paid |
| Religious duty | The opportunity to worship | Paid when away on it; see below |
| Long leave | 30 calendar days every 5 years | No loss of wage |
Annual leave
Once an employee has worked for 12 months without a break, they are entitled to at least 12 working days of annual leave (UU 27/2026, Article 118(5)). It is paid at the full wage (Article 123(1)). How annual leave is carried out is set in the contract, company regulations or collective agreement (Article 118(7)). When employment ends, the compensation due includes annual leave not yet taken and not yet lapsed (Article 232(4)(a)). An employee who resigns and meets the conditions in Article 231(i) is entitled to it too (Article 242(1)).
The central government sets collective leave days (cuti bersama). The new law says that where a company applies them, doing so does not reduce the employee’s annual leave entitlement (Article 118(6)). The dates are in our calendar of public holidays and collective leave.
Sick leave
An employee who cannot work because of illness is still paid. The law counts sickness here when a doctor’s statement confirms it (UU 27/2026, Article 149(2)(a) and its explanatory notes). The wage steps down in blocks of four months of sickness (Article 149(3)).
- Months 1 to 4 100%
- Months 5 to 8 75%
- Months 9 to 12 50%
- From month 13 25%
UU 27/2026, Article 149(3)
The last step continues until the employer ends the employment. Long illness is one of the reasons for ending employment (Article 231(m)), with payments of its own, set out in our guide to ending employment.
Maternity, miscarriage and paternity leave
The employer must give maternity leave (UU 27/2026, Article 121(1)). The new law sets it in the same terms as UU 4/2024, the law on the welfare of mothers and children in the first thousand days of life (Article 4(3) to (5)).
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Minimum entitlement
Every working mother is entitled to these, at her full wage.
-
With a doctor’s letter
Can be extended for a health problem, at full pay.
-
Same certificate
Leave can run on; three quarters of the wage is paid.
The extra months need a doctor’s certificate of health problems or complications after the birth, in the mother or the child (UU 27/2026, Article 121(2)(b) and (3); Article 123(3)).
After a miscarriage, a woman is entitled to one and a half months’ rest, or as long as her doctor, obstetrician or midwife certifies (Article 121(4)), on full pay (Article 123(2)).
A husband’s paternity leave is two days, to be with his wife when she gives birth, and it can be extended by up to three days, or by agreement. He is entitled to two days if she miscarries (Article 124). The wage is due for two days, or for up to three days after them (Article 149(4)(e)). Where the mother or child faces complications, he is also given enough time to support them (UU 4/2024, Article 6(3)).
Our guide to equal employment covers the protection from dismissal during and after this leave.
Menstrual leave
A woman who is in pain during her period, and tells her employer, may take up to two days off (UU 27/2026, Article 120(1)). Wages are due for up to two days if she is sick during her period and cannot work (Article 149(2)(b)). The arrangements belong in the contract, company regulations or collective agreement (Article 120(2)).
Paid days for family events
An employee absent for one of these family events is still paid (UU 27/2026, Article 149(2)(c) and (4)).
| Paid days | |
|---|---|
| Own marriage | 3 |
| Child’s marriage | 2 |
| Child’s circumcision | 2 |
| Child’s baptism | 2 |
| Close bereavement | 2: spouse, parent, parent-in-law, child or child-in-law |
| Household bereavement | 1: another family member living in the same household |
The wage is also due when an employee is away on duties for a trade union registered with the manpower authorities, or on training the employer has assigned (Article 149(2)(h) and (i)).
Religious duty and long leave
An employer gives employees the opportunity to carry out the worship their religion requires (UU 27/2026, Article 119). Where a religious duty, such as the hajj, keeps an employee away from work, the wage is paid (Article 149(2)(e)). Government Regulation (PP) 36/2021, made under the earlier legislation, limits it to once during employment with the same company (Article 43). It stays in force where it does not conflict with the new law (Article 310).
Long leave now has a statutory minimum. After 5 years’ continuous service, and after each further 5 years, the employer gives the employee 30 calendar days’ long rest (Article 118(2)(c)), with no loss of wage or other benefits (Article 118(3)). No annual leave is due in the year it is taken (Article 118(4)).
What this means for you
Our HR consulting team writes the detail above the statutory minimums for leave in Indonesia into the company regulations it drafts and files for the manpower office’s approval. The points to settle in them include:
- how annual leave is requested and approved
- how long leave is scheduled
- how menstrual leave is arranged
- how time off for religious duties is handled
- how the husband’s extra days at a birth are agreed
On payroll and employer of record engagements, and depending on the scope agreed with you, your team can record leave on HReasily, the HR platform we partner with.