Read! Complete Regulations on WFH for Jakarta Civil Servants Every Friday

Governor of DKI Jakarta Pramono Anung has signed Circular Letter (SE) Number 3/SE/2026 on Cultural Transformation of Work Through Adjustments to the Implementation of Civil Service Duties for Civil Servants. This circular regulates the implementation of work-from-home (WFH) rules for Jakarta civil servants every Friday.

Quoting from the circular, here are the complete WFH rules for Jakarta ASN.

1. Heads of Regional Apparatuses/Bureaus shall implement flexibility in the location of civil service duties for civil servants (ASN) under their respective coordination with the following provisions:

   1. Civil service duties shall be carried out from home/residence as domicile (work from home/WFH) every Friday;

   2. The proportion of ASN employees who may carry out WFH shall be at least 25% (twenty-five percent) or at most 50% (fifty percent) of the number of ASN employees in the smallest subfield/subsection/section/subgroup/work unit, done selectively considering the characteristics of tasks and types of work in each unit;

   3. Employees who may carry out WFH must meet the following criteria:

      1. not currently undergoing or in the process of disciplinary punishment; and/or

      2. having more than 2 (two) years of service.

   4. ASN employees carrying out WFH must comply with the code of conduct as stated in the Attachment, which is an inseparable part of this Governor’s Circular Letter;

   5. ASN employees who do not comply with the code of conduct as referred to in point d shall be subject to sanctions in the form of not being allowed to carry out WFH and/or disciplinary sanctions in accordance with applicable laws and regulations;

   6. ASN employees carrying out WFH must report attendance/presence online through the mobile presence application on the website https://absensimobile.jakarta.go.id/se at least 2 (two) times with the following schedule:

      • Morning: 06.00 to 08.00

      • Afternoon: 16.00 to 18.00

   7. Officials in the position of direct superiors shall verify the attendance/presence reports of ASN employees carrying out WFH as referred to in point f;

   8. ASN employees who receive additional employee income (TPP) for workload and have recorded presence as referred to in point f shall be given an accumulation achievement of 8.5 (eight point five) hours per effective working day;

   9. ASN employees carrying out WFH must report daily performance achievements through the reporting media provided by their respective regional apparatus/bureau in the format as stated in the Attachment, which is an inseparable part of this Circular Letter.

2. Heads of Regional Apparatuses/Work Units in Regional Apparatuses shall ensure that targeted performance achievements are met and government duties are carried out optimally, efficiently, and effectively.

3. Heads of Regional Apparatuses/Work Units in Regional Apparatuses shall conduct supervision and control of WFH implementation through the following efforts:

   1. determination and monitoring of daily performance output by direct superiors;

   2. holding evaluation meetings on the progress of monthly action plans in every smallest work unit (section/subfield/subgroup/other work unit) as material for performance dialogue in the performance management module; and

   3. restricting the mobility of ASN employees carrying out WFH with location monitoring on the e-attendance system.

4. WFH implementation is excluded for work units that handle:

   1. emergency services and readiness;

   2. public order, general security, and community protection services;

   3. regional revenue services such as regional tax collection service units, Samsat, and others;

   4. cleanliness and waste services;

   5. licensing services;

   6. population services;

   7. health services, such as regional hospitals, puskesmas, regional health laboratories, and other health units;

   8. education services; and

   9. services that are direct to the public.

5. In addition to the work units as referred to in number 4, WFH implementation is excluded for all high-level executives, primary high-level leaders, and administrator officials/group heads, camats, and lurahs.

6. Heads of Regional Apparatuses/Bureaus shall report the implementation of this Governor’s Circular Letter to the Governor through the Head of the Regional Personnel Agency on the link https://bit.ly/LaporanWFHTahun2026 at the latest on the 2nd of the following month.

7. The implementation of WFH as regulated in this Governor’s Circular Letter will be evaluated periodically every 2 (two) months and may be adjusted at any time according to needs and/or applicable laws and regulations.

A. CODE OF CONDUCT FOR CIVIL SERVANTS DURING CIVIL SERVICE DUTIES FROM HOME/RESIDENCE (WORK FROM HOME)

1. Employee obligations:

   1. carrying out work during working hours, namely from 07.30 to 16.30;

   2. responding to every assignment and request for assistance or information from superiors or colleagues as long as it is for civil service duties;

   3. wearing neat and proper clothing during the performance of civil service duties from home (work from home/WFH);

   4. attending meetings held virtually with the following provisions:

      1. camera always active (on) during the meeting;

      2. not carrying out other activities;

      3. filling in the attendance list; and

      4. reporting meeting discussion results to direct superiors.

   5. ensuring a conducive working environment to support the performance of civil service duties from home/WFH;

   6. maintaining state, position confidentiality, and always complying with applicable laws and regulations;

   7. complying with ASN employee discipline provisions in accordance with applicable laws and regulations;

   8. avoiding all attitudes, behaviours, actions, writings, and statements that contradict the code of ethics and code of conduct; and

   9. prioritising official interests over personal interests.

2. Employee prohibitions:

   1. carrying out activities/