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Key Points of the Newly Passed Domestic Workers Protection Bill by DPR

| Source: DETIK_JOGJA Translated from Indonesian | Regulation
Key Points of the Newly Passed Domestic Workers Protection Bill by DPR
Image: DETIK_JOGJA

The Domestic Workers Protection Bill (PPRT) was passed by the House of Representatives (DPR) today. Several articles address the protection of domestic workers (PRT) and regulate social security provisions.

According to detikNews, in the draft PPRT Bill received by detikcom on Tuesday (21/4/2026), the placement of PRT will be carried out by legal entity businesses called Domestic Worker Placement Companies (P3RT).

These companies have obtained business permits to provide PRT placement services. Under the PPRT Bill, P3RT are bound by several regulations.

They are prohibited from deducting PRT wages, withholding PRT administrative documents, and forcing PRT to remain bound by placement agreements after the contract expires. These rules are stipulated in Article 28.

Article 28

  1. P3RT are prohibited from:

  1. deducting Wages and/or collecting fees in any form or for any reason from prospective PRT and PRT;

  2. withholding original personal documents and/or obstructing communication access from prospective PRT and PRT;

  3. placing PRT with business entities or other institutions that are not individual Employers; and/or

  4. forcing prospective PRT and PRT to continuously remain bound by the Placement Agreement after the agreement period ends.

  1. P3RT that violate the provisions as referred to in paragraph (1) and Article 21 shall be subject to administrative sanctions.

  2. The administrative sanctions as referred to in paragraph (2) consist of:

  1. reprimand;

  2. written warning;

  3. restriction of business activities;

  4. suspension of business activities;

  5. temporary or complete cessation of business activities; and/or

  6. revocation of permit.

This law also regulates the rights of domestic workers. Article 15 outlines rights to humane working hours up to religious holiday allowances.

Article 15

  1. PRT are entitled to:

  1. performing worship according to their religion and beliefs;

  2. working with humane Working Hours;

  3. obtaining rest time;

  4. obtaining Leave in accordance with the Agreement or Employment Agreement;

  5. obtaining Wages in accordance with the Agreement or Employment Agreement;

  6. obtaining religious holiday allowances in the form of money in accordance with the Agreement or Employment Agreement;

  7. obtaining health social security in accordance with applicable laws and regulations;

  8. obtaining employment social security in accordance with applicable laws and regulations;

  9. obtaining social assistance from the Central Government in accordance with applicable laws and regulations;

  10. obtaining healthy food;

  11. obtaining decent accommodation for full-time PRT;

  12. terminating the Employment Relationship if the Employer does not implement the Agreement or Employment Agreement;

  13. obtaining a safe and healthy working environment; and

  14. obtaining other rights in accordance with the Agreement or Employment Agreement.

  1. The Wages and religious holiday allowances as referred to in paragraph (1) letters e and f shall be given in accordance with the amount and payment time that have been agreed upon or in accordance with the Employment Agreement.

  2. Further provisions regarding the amount and payment time of Wages to be agreed upon or contracted as referred to in paragraph (2) shall be regulated in a Government Regulation.

Dispute resolution is also regulated in this law, specifically in Articles 31 and 32. Dispute resolution involving employers, P3RT, and PRT will be conducted through consultation and mediation. This is regulated in Articles 31 and 32:

Article 31

  1. The consensus consultation process as referred to in paragraph (1) shall be carried out within a maximum period of 7 (seven) days from the date of the consultation request by one of the parties.

Mediation

Article 32

  1. If consensus consultation between the Employer and PRT as referred to in Article 31 paragraph (1) letter a is not reached, the dispute resolution shall be carried out by Mediation by the head of RT/RW or other designation where the PRT works.

  2. If consensus consultation between the Employer, PRT, and/or P3RT as referred to in Article 31 paragraph (1) is not reached, the dispute resolution shall be carried out by Mediation involving a mediator at the agency handling government affairs in the employment sector in coordination with related agencies.

  3. The mediator must handle and resolve the Dispute as referred to in paragraph (2) at the latest 7 (seven) days from the receipt of the complaint.

  4. In addition to written recommendations as referred to in paragraph (4), the mediator may issue a decision.

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