Guide to Indonesia’s Public Holidays & Leaves

• Religious,
• National,
• International, and
• Commemorative. 

National holidays are marked as “red date” (“tanggal merah”) on the calendar and imply that government offices, schools, banks, and most businesses will be closed.

In addition to official public holidays, the government also provides joint leaves (“collective leave days”), during which public servants will be on leave, but not the other groups. The concept of joint leaves was introduced to stimulate the local tourism industry.

Indonesia’s public holidays and joint leaves for 2023

The Indonesian government announced 26 days of national holidays and joint leave for 2023, consisting of 16 days of national holidays, and 10 days of joint leave.

Religious holiday allowances in Indonesia: Obligations for businesses

The payment of the religious holiday allowance (Tunjangan Hari Raya – THR) by employers to their employees is mandatory in Indonesia.

What is THR?

The THR is a yearly bonus given to employees at least one week before the start of the religious holiday observed by the employee (based on the employee’s religion), equivalent to one month’s salary (based on the period of employment).

The recognized religious holidays for THR payment are:

• Eid-il-Fitri for Muslims;
• Christmas for Catholics and Protestants (considered as two different religions in Indonesia);
• Nyepi for Hindus;
• Vesak for Buddhists; and
• Chinese New Year for Confucianism.

Who is eligible to receive THR and how is it calculated?

All employees, whether permanent or contract-based are eligible for THR and it must be paid using Indonesian rupiah.

The amount paid is based on the employees’ service period.

For employees working for more than 12 continuous months, they are entitled to THR equivalent to one month’s salary.

For employees who have served one month or more but less than 12 months, the THR is calculated on a pro-rata basis using the following formula:

(Service period/12) x 1 month’s salary

Freelance workers are also entitled to THR. Those working for more than 12 continuous months must receive the equivalent of one month’s salary, which is calculated on the average salary they received throughout this period. For those working more than one month and less than 12 months, the THR is calculated based on the average monthly salary throughout the employment period.

Fines for non-compliance

The businesses who fail to pay the THR will be fined five percent of the THR amount, which will be used for the employees’ welfare. Further, this sanction does not waiver the employer’s obligation to pay the THR. In addition to financial sanctions, employers will be subject to administrative sanctions for failure to pay the THR. These are:

• Restriction of business activities;
• Permanent or temporary suspension of production facilities; or
• Suspension of business activities

What are the sanctions for businesses that do not pay THR?

Employees can report their employer to the Ministry of Manpower if the company delays or does not pay the THR bonus. Only businesses with explicit permission from the Ministry of Manpower can delay paying this allowance.

Employers are eligible for a fine, and other administrative sanctions which include:

• A fine of five percent of the total THR owed to the employee;
• Written warning;
• Restrictions on business activities including delays in receiving business permits or restrictions in the production capacity of goods and services;
• Temporary suspension of all production; and
• Suspension of business activities within a certain period;

These sanctions are given in stages and do not waiver the employer’s obligations to pay the THR.

Further, employees who are still owed their THR from previous years must also be paid in full.

If after the sanctions are implemented and the employer still does not pay the THR, then the employee has the right to take their employer to the Industrial Relations Court.

Paid annual leave

The Manpower Law entitles all employees to 12 days of annual leave per year.

Maternity leave

Maternity leave for mothers is three months, on full pay. Half should be taken before birth and the remainder after birth. Additionally, female employees are entitled to two days of paid absence during the first and second day of menstrual cycle.

Paternity leave

Fathers are entitled to two days’ leave on full pay.

Sick leave

There is no set number of days for sick leave. The employee's salary would be reduced depending on how long the employee will be absent.

• Employer pays 100% of compensation for 0 to 4 months;
• Employer pays 75% of compensation for 4 to 8 months;
• Employer pays 50% of compensation for 8 to 12 months; and
• Employer pays 25% of compensation for the first 12 months.