Compliance of Government Regulation in Lieu of Law (Perppu) No.

2 of 2022

Government Regulation in Lieu of Law No.2 of 2022 concerning Job Creation revokes Law 11 of 2020 concerning Job Creation. However, all implementing
regulations and laws and regulations issued from Law 11 of 2020 concerning Job Creation remain valid as long as they do not conflict with this Government
Regulation in Lieu of Law Number 1 of 2022 concerning Job Creation. Based on these provisions, please fill this compliance status by checking operational of
our Company Business Lisence and Permits.

Legal Reference In Perppu Compliance Status

No.2 of 2022 and Not
No. COMPLIANCE CONTENTS Ye N
Government Regulation Evaluate
s o
(GR) under Perppu d
Risk- based Business Lisencing
a. Did the company you work with already have a permit related to the scope of risk-based
Articles 7, 8, 9, 10 and 11 business licensing, norms, procedures, and sub-sectors, institution that publishes risk-
1. based business licenses, violation and sanction, as well as transition provisions?
Perppu No.2 of 2022
b. Did the risk-based business lisence (NIB) that your company have already adjusted with the
provisions of Perppu No.2 of 2022?
2. Environmental Approvals and
Management Of Toxic And Hazardous Waste Under Omnibus Law
Further to the enactment of Law No. 11 of 2020 on Job Creation (“Law 11/2020” or “Omnibus
Law”), the Indonesian government issued a new regulation to illuminate changes on the
environmentals and requirement for environmental approval under the law, Government
Government Regulation Regulation (“GR”) No. 22 of 2021 on Environmental Protection and Management (“GR 22/2021”) in
(“GR”) No. 22 of 2021 on February 2021.
Environmental Protection Regarding following matter did the company you work with already comply provisions of GR
and Management (“GR 22/2021?
22/2021”) in February a. Environmental Approval;
2021. b. Water Quality Protection and Management
c. Air Quality Protection and Management
d. Marine Quality Protection and Management
e. Environmental Damage Control
f. Toxic and Hazardous Waste Management and Non-Toxic and Hazardous Waste
Management
 Art. 4 of GR 22/2021 Did the company you work with have business and/or activity that has any negative impact on the
environment?
Regarding that businesss/activity did the company you work with already have a permit as follows?
 a. AMDAL as mandatory for any type of business plans and/or activities that may have a
significant impact on the environment
b. UKL-UPL as mandatory for any type of business activities that has no significant impact on
the environment;is located outside and/or not directly adjacent to a protected area; andis
exempted from AMDAL obligation (Art. 6 (2) of GR 22/2021).
c. SPPL as mandatory for any type of business plans and/or activities that has no significant
impact on the environment;is a micro-or -small enterprise having no significant Impact on
the environment; and/or is exempted from UKL-UPL obligation.
EMPLOYMENT SPECIFIED PERIOD TIME CONTRACT (PKWT)
Provisions regarding the Employment Agreement for a Specified Period of Time (PKWT) of Law
No.13/2003 have been amended by Law No.11/2020. Regarding these amandement did the
company you work with already comply provisions as follows ?
a. Period for PKWT no longer than 5 (five) years
3. b. For PKWT/contracts there is no renewal and no grace period
c. Based od Period of time for PKWT :
- Only for work estimated to be completed in not-too-long period of time
- Only for seasonal work and related to new product/activities that are still in
experimental or trial phase
REGISTRATION OF EMPLOYEE
In the company you work with did the all employee already registered online by employer to
4.
Art. 56,57,58,59 Ministry of Manpower no later than 3 (three) working days from the signing of PKWT?
and Government COMPENSATION FOR THE EXPIRY OR TERMINATION OF PKWT
Regulation No.35/2021 Did the company you work with already gave compensation to the PKWT with the calculation
formula that regulated in Law No.11/2020 and GR No.35/2021 with provisions as follow?
a. Compensation paid to worker/laborers with a service period of no shorter then 1 month of
work
b. Compensation payment was made upon the expiration of PKWT
c. If the PKWT is renewed, compensation will be paid before the renewal is made
5.
d. In the event that one of the parties terminates the employment relationship before
expiration of PKWT. Empoyer required to pay compensation money wich calculated based
on the period of PKWT
e. If PKWT based on the completion of a work is completed in a chorter period then the
period of time agreed upoin PKWT, the calculation of compensation was until the time the
work is completed
OUTSOURCING
 Did the company you work at performed outsorcing
Did the company you work with already complied provisions regarding outsourcing in these
following terms?
a. Requirements for outsorcing work
Government Regulation - Performed separately from the main activities
6. - Performed by direct or indirect orders by the employer
No.35/2021
- Supporting activity for the company as whole
- Does not directly hamper the production process
Regarding outsourced workers which are employed with PKWT, did the Employment agreement
contain transfer of protection or rights above Workers/Laborers in the event of a replacement of
the Outsourcing Company?
WORK HOURS
Regarding overtime hours did company you work with have confirmed that overtime no longer than
four hours a day and 18 hours a week?
Government Regulation
8.
No.35/2021
Did your company you work with already comply with overtime calculation ?
Did your company always gave 1400 kilo calories of meal and drink for 4 hours or more overtime?
COMPENSATION
Did company you work with already comply with the provisions of Provincial Minimum Wage (UMP)
by the governor?
Regarding workers with the service period of 1 year or longer did your company already gave
Perppu No.2 of 2022 and compensation based on wage scale structure?
9. Government Regulation
JOB LOSS BENEFIT OR UNEMPLOYMENT BENEFIT (JKP)
No.35/2021
Did company you work with already enrolled Workers/Laborers as Participants in JKP program?
Regarding percentage of contribution did your company work with already comply with employers
mandatory deductions 0,24% ?
TERMINATION OF EMPLOYMENT RELATIONSHIP (TERMINATION)
11. Article 151A, 154A, & If termination unavoidable, did company work with already notified the worker/labour and/or
157A trade union/labour union of the purpose and reasons for termination of employment no later than
14 working days prior to the termination of the employement relationship?
Perppu No.2 of 2022 and In the event of the termination is made during the probationary period, did your company work
Government Regulation with already sent notification letter no later than the working day before the termination?
No.35/2021 In event of consolidation, merger or separation of companies & workers/laborers, did your
company work with gave 1x severance pay, 1x tenure reward, and right reimbursement?
In event of takeover of companies, did your company work with 1x severance pay, 1x tenure
 reward, and right reimbursement?

In event termination caused by company losing, did your company work with already gave 0,5x
severance pay, 1x tenure reward, rights reimbursement, detachment money?
In event termination was to prevent the company from losing further did your company work with
already gave 1x severance pay, 1x tenure reward, rights reimbursement, and detachment money?
REAL ESTATE BUSINESS
12. Perppu No.2 of 2022 and Is the company where you work is the holder of land rights ?
Government Regulation If yes, from this following right, which land rights your company held?
No. 18 of 2021 - Right to Manage
- Right to Cultivate; Right to Build: Right to use on Land
- Apartment Unit
- Right to Manage Underground Space and Overground Space
Based on Government Regulation (‘GR”) No. 18 of 2021 as the Implementing regulation of Law
11/2020, have the company you work with provisions regarding land titles and registration ?
If your company work with is a holders of right to build, did your company complied obligation in
the GR 18/2022 ? Regarding:
- Performer of the construction and/or cultivation of their land in accordace with the
purpose of allocation and conditions as stipulated in decision of the right granting
maximum 2 (two) years as from the right is granted
- Maintain the land, including improving the fertility and preventing the damage and
preserving the enviroment
- Maintain the conservation function of water body boundary or other conservation
functions
- Comply with the provisions of space utilization regulated in the spatial layout plan
- Return the land granted with right to build to the state holder of the Right to Manage
or holder of the right of ownership, after the right to build is abolished
Regarding matter prohibited for holders of right to build, is your company work with comply these
following provisions?
- Not lock or close the yard or other plots of Land from public traffic, public access
and/or waterway
- Not to damage natural resources and preservation of environment capacity
- Not to Abandon their land: and/or
- Not erect Permanent building that reduces the conservation function of levee,
conservation function of boundary, or other conservation functions, in the event that
the area of right to build has water body boundary or other conservation functions
 FOREIGN WORKER EMPLOYMENT
Employers who plan to and/or are currently employing foreign workers are recuired to have a
Foreign Worker Utilization Plan (Rencana Penggunaan Tenaga Kerja Asing or RPTKA, “FWUP”). This
is regulated under Government Regulation No.34/2021 (GR No. 34/2021), an implementative
regulation of Law No. 11 of 2020 on Job Creation and Law No.13 of 2003 on Manpower.
Have the company you work with already complied with the following employer obligations and
prohibitions in GR No.34/2021 ?
OBLIGATION
- Posses and FWUP
- Employ Foregin Workers based on FWUP approval.
- Appointing and Indonesian Employee as a Counterpart for technology and knowledge
Perppu No.2 of 2022 and transfers
13. Government Regulation - Carry out education and job training for Indonesian Counterparts in accordance with
No. 34 of 2021 the qualification of FWUP
- Repatriate Foreign Workers to their countries of origin after the work Agreement ends
- Facilitate Foreign Workers for learning Bahasa Indonesia
- Enroll Foreign Workers in national social security or incurance program
PROHIBITION
- Not employ Foreign Workers if the business is a sole proprietorship
- Not employ Foregin Workers in more than one position in the same company: and/or
- Not employ Foregin Workers in human resources/personnel positions.
REPORTING, GUIDANCE, and SUPERVISION
Have the company you work with already provided annual reports to the Minister of Manpower
that include statements on their functions, education, training, as well as knowledge transfer
responsibilities?