Are National Internship Participants Entitled to Religious Holiday Allowance? Here Are the Regulations
Religious holiday allowance (THR) is one of the most anticipated benefits for workers ahead of the Eid holiday. THR can be used for Eid shopping and travel or saved for other purposes.
For national internship participants, do they receive THR? According to a post by the Ministry of Manpower’s Instagram account (@kemnaker), national internship participants are not entitled to religious holiday allowance (THR).
THR is only given to workers/labourers who have employment relationships with the following status:
Permanent employees (PKWTT)
Contract employees (PKWT)
With the requirement of having worked for a minimum of one month continuously.
Why Don’t National Internship Participants Receive THR?
National internship participants do not have an employment relationship; rather, they have an internship relationship based on an internship agreement, not an employment contract. Internship participants only receive stipends, not wages like regular workers, so they are not entitled to THR.
2026 THR Regulations for Workers/Labourers
According to the Circular of the Indonesian Ministry of Manpower Number M/3/HK.04.00/III/2026 concerning the Implementation of Religious Holiday Allowance Payment for 2026 for Workers/Labourers in Companies, here are the 2026 THR provisions for workers/labourers/private sector employees:
- Religious Holiday Allowance is given to:
Workers/labourers who have had a period of service of 1 (one) month continuously or more;
Workers/labourers who have an employment relationship with an employer based on an indefinite-term employment agreement or fixed-term employment agreement.
Religious Holiday Allowance must be paid no later than 7 (seven) days before the religious holiday; however, companies are encouraged to pay it earlier than this deadline.
The amount of Religious Holiday Allowance is given as follows:
For workers/labourers who have had a period of service of 12 (twelve) months continuously or more, it is given as 1 (one) month’s wages.
For those with a period of service of 1 (one) month continuously or more but less than 12 (twelve) months, it is given proportionally according to the calculation: period of service/12 x 1 (one) month’s wages.
- For workers/labourers who work based on a daily wages employment agreement, 1 (one) month’s wages is calculated as follows:
Workers/labourers who have had a period of service of 12 (twelve) months or more, 1 (one) month’s wages is calculated based on the average wages received in the 12 (twelve) months immediately preceding the religious holiday.
Workers/labourers who have had a period of service of less than 12 (twelve) months, 1 (one) month’s wages is calculated based on the average wages received each month during the period of service.
For workers/labourers whose wages are determined based on units of output, 1 (one) month’s wages is calculated based on average wages over the 12 (twelve) months immediately preceding the religious holiday.
For companies that set the amount of Religious Holiday Allowance in employment agreements, company regulations, collective labour agreements, or practice, higher than the Religious Holiday Allowance value as specified above, the Religious Holiday Allowance paid to workers/labourers shall be in accordance with the employment agreement, company regulations, collective labour agreement, or practice in question.
Religious Holiday Allowance must be paid by the employer in full and may not be paid in instalments.