Maternity leave plays a crucial role in supporting working mothers as they transition into parenthood. In Indonesia, significant changes have recently been made to maternity leave policies with the passage of the Mother and Child Welfare Law (UU KIA) in June 2024. These updates extend the maternity leave period to up to six months, providing greater support for mothers during the critical early stages of their children’s lives.

This article will explore the updated maternity leave regulations, the implications for working mothers and employers, and what these changes mean for the Indonesian workforce.

Overview of Maternity Leave in Indonesia

Under the previous Indonesian law, specifically Law No. 13 of 2003 concerning Employment, female employees were entitled to a maximum of three months (90 days) of paid maternity leave. This period was typically divided into six weeks before and six weeks after childbirth. While this policy offered basic protection for working mothers, it was seen as insufficient to meet the growing needs of both maternal health and early childhood development.

Recognizing the importance of the first 1,000 days of a child’s life, the Indonesian government introduced a groundbreaking reform in June 2024 with the passage of the UU KIA. This new legislation expands maternity leave to better align with international standards.

The New Law: UU KIA and Its Impact

On Tuesday, June 4, 2024, the People’s Representative Council of Indonesia (DPR RI) passed the Mother and Child Welfare Law (UU KIA). One of the law’s key provisions is the extension of maternity leave from three months to a maximum of six months. The law stipulates that all female employees are entitled to a minimum of three months of leave, with the possibility of an additional three months under certain conditions, such as health complications, which must be supported by a doctor’s letter.

According to UU KIA, employees taking maternity leave are entitled to full wages for the first four months of leave. For the fifth and sixth months, employees receive 75% of their monthly wage. This structure ensures that working mothers maintain financial stability during their extended leave period while also giving them the necessary time to recover and bond with their child.

Husbands are entitled to enjoy the following periods of leave in order to spend time with their wives:

1. Delivery period: two days and a maximum of the following three days or another period, as agreed; or
2. Miscarriage: two days.

In addition to paternity leave, fathers are also entitled to enjoy sufficient time to accompany their wives and/or children under the following conditions:*

1. Their wives experience health problems, post-delivery complications and/or miscarriages;
2. Their newly-born children experience health problems and/or complications;
3. Their wives pass away during delivery; and/or
4. Their newly-born children pass away.

The government’s aim with this new law is to ensure that mothers, fathers, and children receive adequate care during the early developmental stages, contributing to the vision of “Golden Indonesia 2045.” However, these changes have sparked a mixed response across different sectors.

Eligibility and Requirements

Under the new policy, all female employees in Indonesia, regardless of whether they work in the public or private sector, are eligible for maternity leave. Employees are required to provide a medical certificate verifying the pregnancy and anticipated delivery date to qualify for the full leave entitlement.

Employers are prohibited from dismissing employees during maternity leave, as the law guarantees job protection throughout the leave period. While the law is clear on eligibility and job protection, the practical implementation of these regulations is expected to vary depending on the company size and resources.

Benefits of Extended Maternity Leave

The six-month maternity leave period offers numerous benefits for both mothers and their children.

Health Benefits: Extending maternity leave provides mothers with more time to recover from childbirth, establish breastfeeding routines, and bond with their newborns. These factors contribute to better maternal and infant health outcomes, reducing the risk of postpartum complications and ensuring that children receive the care they need during the early stages of life.

Economic and Social Benefits: Beyond the immediate health benefits, extended maternity leave can improve gender equality in the workplace by ensuring that women are not forced to choose between their careers and family responsibilities. Longer maternity leave also promotes job security, allowing women to return to work without the fear of losing their jobs due to extended absences.

Challenges and Considerations for Implementation

While the new law is seen as a positive development, there are concerns about its feasibility, particularly for small and medium-sized enterprises (SMEs). Some companies may struggle to provide extended maternity leave due to financial limitations, especially in industries such as manufacturing, where labor costs are tightly controlled.

Jumisih, the Chairwoman of the Federation of Indonesian Women’s Trade Unions (FSBPI), expressed concerns over the ability of female workers to actually take advantage of the extended leave. “Up until now, it has been difficult for female workers to even ask for a three-month maternity leave,” she noted, highlighting the potential challenges in enforcing the new six-month policy.

Similarly, Bob Azam, Chairman of the Employment Sector of the Indonesian Employers’ Association (Apindo), pointed out that smaller companies, particularly those with less than 100 employees, may struggle to accommodate the financial burden of providing extended leave. Despite these concerns, the government is expected to explore solutions that balance employee rights with the realities of business operations.

Comparison with Other Southeast Asian Countries

Indonesia’s new maternity leave policy positions it as one of the more progressive countries in Southeast Asia in terms of supporting working mothers. For instance, Singapore provides 16 weeks of maternity leave, and Malaysia offers 98 days. With the introduction of a six-month leave policy, Indonesia is moving ahead of many of its regional counterparts in terms of maternal support.

Conclusion

The passage of the UU KIA marks a significant step forward in improving maternity leave policies in Indonesia. By extending the leave period to six months, the government has demonstrated its commitment to maternal and child welfare, ensuring that mothers have the time and financial support necessary during a crucial period of their lives.

However, the success of this policy will depend on its implementation and the ability of businesses to adapt to these changes. While challenges remain, especially for smaller companies, the overall impact of the law is expected to benefit Indonesian society by promoting healthier families and a more inclusive workforce.

As Indonesia continues to refine its labor policies, staying informed about your rights and responsibilities is essential for both employers and employees.

Ensure your business is fully compliant with Indonesia’s evolving labor laws, including the latest updates on maternity leave policies. Partner with CPT Corporate for expert guidance and support in navigating these changes. Contact CPT Corporate today to safeguard your business and stay informed about your rights and responsibilities as an employer in Indonesia.