MoM: Enforcing rulings remains main challenge in industrial relations disputes

The peak of a case brought to court is not its ruling, but the implementation of that ruling — its execution. The Ministry of Manpower (Kemnaker) has stated that the implementation or execution of legally binding rulings remains the greatest challenge in resolving industrial relations disputes in Indonesia. Arnando J.P. Siregar, Director of Industrial Relations Dispute Resolution at the Ministry of Manpower, revealed that various industrial relations dispute cases still face obstacles at the execution stage, even though workers have won their lawsuits up to the cassation level. “The peak of a case brought to court is not its decision, but the implementation of that decision, the execution,” Arnando remarked during a discussion at the BIG Strategic Forum 2026 in Jakarta on Tuesday. According to him, the issue of executing rulings is even more challenging than the trial process itself. He cited cases that obtained legally binding rulings years ago but have yet to be executed. Arnando said this situation could arise due to various factors, ranging from difficulties in identifying company assets to changes in a company’s condition after the ruling was issued. “When a company’s status is unclear, whether it exists or not — de facto non-existent, de jure still registered as a business entity — it becomes difficult to execute,” he stated. He added that the challenges become more complex when cases involve companies with intricate corporate structures or cross-jurisdictional links. On the occasion, Arnando also explained that the resolution of industrial relations disputes in Indonesia prioritises the principle of deliberation through a bipartite mechanism before proceeding to mediation or court stages. According to him, this approach is taken because settling employment disputes cannot be viewed solely from a legal perspective, but must also consider economic, social, and cultural aspects. Arnando said the Ministry of Manpower continues to encourage the creation of harmonious and productive industrial relations through strengthened dialogue between workers and employers. He mentioned that future industrial relations need to be transformative, so that all parties bear equal responsibility in maintaining business continuity while protecting workers’ rights.