Kepastian Hukum Klausul Upah Lembur dalam Perjanjian Kerja Waktu Tidak Tertentu di Yayasan: Tinjauan Pasal 1320 KUH Perdata dan Undang-Undang Cipta Kerja
DOI:
https://doi.org/10.55606/jhpis.v5i3.6837Keywords:
Employment Agreement, Indefinite-Term Employment Agreement, Job Creation Law, Legal Certainty, Overtime PayAbstract
The number of employment agreements in Indonesia has increased significantly due to the growing workforce and overall population. Article 1320 of the Indonesian Civil Code and labor regulations, including Law No. 13 of 2003 on Manpower, as amended by Law No. 6 of 2023 concerning the Enactment of Government Regulation in Lieu of Law No. 2 of 2022 on Job Creation into Law, require employment agreements to constitute valid contracts. Certain provisions or the entire agreement may be legally void if these requirements are violated. This study aims to determine whether an indefinite-term employment agreement complies with Article 1320 of the Civil Code and labor laws, as amended by the Job Creation Law. It examines the legal consequences and provisions concerning extended working hours without overtime compensation in the Indefinite-Term Employment Agreement of the Got Bag Indonesia Foundation. This study employs a descriptive qualitative approach using an empirical legal methodology with a socio-legal approach. Contract theory and Gustav Radbruch’s concept of legal certainty are applied. The findings indicate that the employment agreement fulfills most of the subjective requirements for a valid contract. However, certain provisions conflict with the obligation to provide overtime pay stipulated in Article 78 paragraph (2) of the Manpower Law. Other provisions remain valid and enforceable as long as they do not violate applicable laws and regulations, notwithstanding the provision concerning the non-payment of overtime compensation.
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