The Indonesian government recently enacted Peraturan Pemerintah (PP) No. 6 Tahun 2025, a pivotal regulatory shift aimed at enhancing employee welfare, particularly for individuals impacted by layoffs, or Pemutusan Hubungan Kerja (PHK). Officially signed by President Prabowo on February 7, 2025, this regulation represents a landmark reform, substantially increasing the financial benefits available to laid-off employees. It is essential for employers and HR professionals to grasp the details of this regulation to adjust their workforce strategies effectively.
Overview of Key Changes in PP No. 6/2025
Previously, Indonesian law required employers to provide laid-off employees with cash compensation equal to 45% of their salary for the initial three months post-layoff, followed by a reduced rate of 25% for the next three months. PP No. 6 Tahun 2025 significantly elevates this obligation, mandating that workers receive 60% of their salary continuously for a full six-month period following termination.
This adjustment not only grants increased economic security to employees during their transition periods but also imposes additional responsibilities on employers, necessitating a reevaluation of their financial and strategic plans regarding workforce reductions.
Impacts on Employers
Increased Financial Obligations
A primary consequence of PP No. 6/2025 is the heightened financial obligation placed upon employers when layoffs become necessary. The requirement to provide 60% of salary for a prolonged six-month period intensifies the financial strain on businesses, particularly those operating in industries with high employee turnover or economic volatility. Employers must now account for these additional costs when performing financial forecasting and budget planning.
Strategic Workforce Planning
With higher layoff costs, employers are motivated to refine their workforce management strategies proactively. Businesses will need to strengthen talent retention programs, optimize workforce efficiency, and implement precise performance management systems. Enhanced strategic planning can mitigate unnecessary layoffs, reducing overall financial risk and maintaining organizational stability.
Legal and Compliance Adjustments
Companies must urgently update their internal HR policies and compliance frameworks to align with PP No. 6/2025. Failure to adhere to the new regulation could result in significant legal repercussions, financial penalties, and reputational harm, making compliance training and internal audits increasingly critical.
Workforce Planning Adjustments Required
Enhanced Talent Retention Programs
Businesses must now further prioritize talent retention to avoid costly layoffs. Investment in comprehensive employee engagement initiatives, competitive remuneration packages, clear career progression opportunities, and a positive organizational culture will be indispensable. These initiatives help retain valuable talent and minimize the frequency and scale of workforce reductions.
Proactive Layoff Mitigation Strategies
Employers must actively consider alternatives to layoffs, such as employee retraining, redeployment to different roles, or internal transfers. Implementing such measures requires ongoing investment in employee development programs and internal communication strategies to ensure these alternatives are effectively utilized and perceived positively by employees.
Budgeting and Financial Forecasting
Increased financial obligations under PP No. 6/2025 necessitate precise budgeting and financial management practices. Businesses should establish contingency funds dedicated specifically to potential workforce adjustments. Accurate financial forecasting and scenario planning become paramount, enabling companies to manage layoffs responsibly and sustainably if required.
Benefits for Employees
Increased Job Security
PP No. 6/2025 substantially boosts job security by providing stronger financial safety nets for employees affected by layoffs. The regulation alleviates immediate economic pressures associated with job loss, helping affected workers maintain financial stability as they transition to new employment opportunities.
Enhanced Employee Morale
The improved layoff compensation demonstrates employers’ increased accountability towards employees’ welfare. This regulatory shift can significantly boost morale, fostering stronger employee loyalty, heightened productivity, and enhanced organizational commitment, as workers feel more valued and protected.
Improved Economic Stability
At a macroeconomic level, better financial compensation during unemployment helps sustain household consumption, stabilizing local economies and cushioning communities from adverse economic impacts resulting from significant workforce reductions. Sustained purchasing power among laid-off workers positively influences economic resilience.
Strategic Recommendations for Employers
Engage in Regular Policy Reviews
Employers should consistently conduct comprehensive reviews of their HR policies and procedures, ensuring ongoing alignment with PP No. 6/2025. Periodic audits, compliance training, and updates will be vital in proactively identifying and addressing compliance gaps.
Invest in Employee Development
Proactive investment in ongoing employee development and training programs significantly reduces reliance on layoffs as a workforce management tool. Such investment enhances employees’ adaptability, making the organization more agile and responsive to market fluctuations and business demands.
Foster a Positive Employer Brand
Businesses should cultivate a strong, positive employer brand that highlights their commitment to employee welfare, fairness, and compliance. Effective employer branding strategies improve organizational attractiveness, assisting in both retaining current employees and attracting top talent externally.
Conclusion
PP No. 6 Tahun 2025 significantly reshapes the employment landscape in Indonesia, challenging employers to reconsider workforce management and strategic planning approaches. While the regulation imposes increased financial responsibilities, it also presents opportunities for enhanced workforce stability, improved employee relations, and increased organizational resilience. Employers who proactively adapt their workforce strategies, enhance compliance measures, and reinforce talent retention programs will navigate these regulatory changes successfully and sustainably.
Navigating complex regulatory landscapes can be daunting, especially for international enterprises operating in Indonesia. CPT Corporate offers robust Employer of Record (EOR) services, supporting businesses in managing regulatory compliance, payroll processing, strategic workforce planning, and comprehensive employee relations. Partnering with CPT Corporate ensures compliance with PP No. 6/2025 and enables businesses to maintain a compliant, stable, and engaged workforce. Connect with us today to discover how we can support your organization’s strategic workforce objectives.
