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Employer of Record Indonesia: Roadmap to Global Expansion

Discover how Employer of Record services can boost your Indonesia business expansion. Gain insights into rapid market entry, cost efficiency, and local talent in our guide.

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Indonesia’s economic growth, stable political climate, and vast talent pool have made it an attractive location for companies looking to expand their global reach. However, navigating the complexities of employment laws and regulations can be daunting for foreign businesses.

For those looking to establish a presence in Indonesia, this article will serve as a roadmap for companies seeking to establish themselves in Indonesia by providing valuable information on the concept of employer of record Indonesia services. By understanding the benefits and advantages of EOR accounting services, companies can confidently embark on their global expansion journey in Indonesia, so keep reading to find out more.

What is an Employer of Record Service?

An employer of record (EOR) is a third-party company that serves as the legal employer of workers, taking on tasks such as payroll, benefits administration, and compliance with labour laws. This allows companies to outsource their human resources functions and focus on their core business operations.

By partnering with an employer of record in Indonesia, foreign companies can overcome the challenges of setting up a legal entity and navigating the country's complex labour laws. HR outsourcing services provide a faster and more cost-effective way for businesses to establish a presence in Indonesia, making it an attractive option for companies seeking to expand globally.

In Indonesia, where employment laws are constantly evolving and can be complex for foreign businesses to navigate, having an EOR can be highly beneficial. By partnering with a reliable employer of record Indonesia service provider, companies can ensure compliance with local laws and regulations, mitigate risks, and save time and resources in managing their human resources.

This allows companies to focus on their core business operations and smoothly transition into the Indonesian market. Moreover, a leading provider of EOR services also provides flexibility for companies to scale their business solutions and workforce up or down as needed, making it an ideal solution for businesses in various industries.

The Role of Employer of Record in Indonesia

Employer of record services in Indonesia function as a legal intermediary between the employees and the parent company. They act as the official employer on paper, handling all administrative and legal responsibilities related to employment.

This includes but is not limited to managing payroll, taxes, benefits administration, compliance with labour laws, and employee contracts. EORs also serve as a point of contact for the employees to address any HR-related concerns or issues.

In short, an EOR in Indonesia acts as a partner for foreign companies, handling all aspects of employment and providing support for a full business process and smooth transition into the Indonesian market.

Benefits of Employer of Record Services Indonesia

Hiring an EOR in Indonesia offers various benefits for foreign companies, including:

Faster market entry

By partnering with an EOR, companies can enter the Indonesian market much faster than they would by setting up a legal entity. This allows them to capitalise on business opportunities and gain a competitive advantage. Given the benefits of expanding into Indonesia, a faster market entry can be crucial for success.

Cost Savings

Establishing a legal entity in Indonesia can be lengthy and costly for foreign companies. By outsourcing their human resources and finance functions to an EOR, companies can save on expenses such as office space, employee benefits, and taxes. Moreover, partnering with an EOR could eliminate the need to hire local HR staff, saving companies the costs associated with recruitment and training.

Risk Mitigation

Employment laws in Indonesia can be complex for foreign businesses to navigate, and non-compliance can result in legal consequences. By working with an EOR, companies can ensure compliance with local laws and mitigate any risks associated with employment.


EOR services offer flexibility for businesses to scale their workforce up or down as needed. This allows companies to adapt to changing business needs and market conditions without the cost and time commitment of hiring or terminating employees.

Compliance with local laws and regulations

EORs are well-versed in Indonesian employment laws and can ensure compliance, mitigating risks for foreign companies regarding employment-related matters. Since compliance is a crucial aspect of doing business in Indonesia, having an EOR to navigate the legal landscape can be highly beneficial.

Access to local talent

Partnering with an EOR in Indonesia provides access to a vast local talent pool. This can be especially valuable for companies looking to expand their operations and tap into the country's skilled workforce. One of the primary benefits of the Indonesian market is its abundant talent pool, and an EOR can help companies make the most of this resource.

6 Steps to Hiring Through an EOR in Indonesia

Choosing the right employer of record Indonesian service provider is crucial for a smooth and successful expansion. Here are six steps to help companies navigate the process:

Step 1: Identifying the Right EOR in Indonesia

The first step towards hiring through an EOR in Indonesia is to identify a reputable and reliable service provider. This can be done through research, industry referrals, or working with a global expansion partner who has experience in the Indonesian market.

It is crucial to ensure that the chosen EOR has a strong understanding of Indonesian labour laws, a good track record, and positive client testimonials. This will help mitigate any potential risks and ensure compliance with local regulations.

Step 2: Weighing the Pros and Cons

Before partnering with an EOR in Indonesia, companies should weigh the pros and cons carefully. While EOR services offer numerous benefits, it is essential to consider the costs and evaluate whether they align with the company's long-term goals.

Factors such as market entry strategy, business objectives, and budget should be considered when considering an EOR in Indonesia.

Step 3: Compliance with Indonesian Laws

Once a suitable EOR has been identified, ensuring compliance with Indonesian laws is crucial. This includes obtaining all necessary permits and licenses, drafting compliant employment contracts, and adhering to labour laws such as minimum wage requirements and employee benefits.

Partnering with an EOR who is well-versed in Indonesian laws can help companies navigate these requirements smoothly and avoid legal consequences.

Step 4: Employee Onboarding and Management

Upon finalising the partnership with an EOR, the next step is to onboard employees through the EOR's payroll system. This includes registering them for social security and health insurance, doing payroll outsourcing, setting up a local bank account, and issuing employment contracts.

The EOR will also handle ongoing employee management tasks such as payroll processing, tax compliance, benefits administration, and HR-related issues.

Step 5: Employee Termination and Offboarding

Should the need arise, the EOR will also handle employee termination and offboarding procedures in compliance with Indonesian laws. This includes processing final payment, issuing necessary documents such as termination letters and exit permits, and canceling employee benefits.

Step 6: Regular Communication with the EOR

To ensure a successful partnership, it is crucial to maintain regular communication with clients and the EOR. This includes providing any necessary updates or changes in business operations that may affect employment, addressing any concerns or issues, and staying up-to-date on local regulations and compliance requirements.

Regular communication will help foster a strong working relationship between the company and the EOR, leading to a smooth and successful expansion into the Indonesian market.


Legal Entity Setup vs. Using an Indonesian EOR

While companies can establish a legal entity in Indonesia, partnering with an EOR offers numerous advantages. Legal entity setups are labour-intensive operations and can be time-consuming and costly, requiring extensive paperwork, permits, labour management, and ongoing compliance requirements.

On the other hand, using an Indonesian EOR provides a faster and more cost-effective route to establishing a presence in the country. EORs handle all administrative and compliance tasks, allowing companies to focus on their core business operations. Additionally, partnering with an EOR offers the flexibility to test the market before committing to a legal entity setup.

Overall, using an Indonesian EOR can be a strategic and efficient option for businesses looking to expand into the country. By following these six steps, companies can navigate the hiring process through an EOR and experience a smooth transition into the Indonesian market.

Employment Laws and Regulations in Indonesia

Indonesia has a complex regulatory framework for employment laws. The country's labour laws are primarily based on the labour Law of 2003, which outlines employees' and employers' rights and obligations.

Some critical regulations that companies should be aware of when hiring through an EOR in Indonesia include the following:

Employee Benefits and Entitlements

Benefit Type Description
Maternity Leave 3 months of leave for female employees.
Paternity Leave 2 days of leave for male employees after partner's delivery
Vacation Leave 12 days of paid leave per year
Public Holidays 15 public holidays in Indonesia
* Additional paid leave and overtime pay as specified for working on these holidays
Sick Leave Sick leave on a diminishing wage scale depending on amount of time on leave.
Social Security Employers must provide social security for employees

Under Indonesian labour law, employees are entitled to annual, sick, and maternity leave benefits. Employers must also provide social security and health insurance for their employees.

Maternity and paternity leave - Female employees are entitled to 3 months of maternity leave, while male employees are entitled to 2 days after their partner’s delivery.

Vacations and public holidays - Employees are entitled to 12 days of paid vacation leave. There are 15 public holidays in Indonesia. If an employee is expected to work on these holidays, they are entitled to additional paid leave and overtime pay as specified below:

  • 1st – 7th hour: 200% hourly wages
  • 8th hour: 300% hourly wages
  • 9th and 10th hour: 400% hourly wages

Sick leave – Employees are entitled to sick leave on a diminishing wage scale as specified below:

  • Total wages for the first four months of an illness
  • 75% for the second four months
  • 50% for the third four months
  • 25% of an employee’s regular wages for three more months.

Termination and Notice Period Guidelines

Under Indonesian law, an employment contract can be terminated for various reasons, including misconduct or breach of contract. In such cases, a standard 30-day notice period is typically given, and severance pay may also be required.

Below is a table of the severance pay based on years of employment

Years of Employment Severance pay
< 1 year 1 month
1-2 years 2 months
2-3 years 3 months
3-4 years 4 months
4-5 years 5 months
5-6 years 6 months
6-7 years 7 months
7-8 years 8 months
8+ years 9 months

Obtaining a Work Visa in Indonesia

Navigating the process of obtaining a work visa in Indonesia can be intricate but manageable with the right guidance. Here are the details for those aspiring to work in Indonesia.

Types of Work Visas

Indonesia offers two primary types of work visas:

ITAS (Izin Tinggal Terbatas): This type of visa is a limited-stay permit. To obtain an ITAS, you would first needs to acquire a VITAS (Visa Izin Tinggal Terbatas), which is a limited-stay permit visa.

KITAP (Kartu Izin Tinggal Tetap): This type of visa is a permanent-stay visa. It’s available to foreign workers who have held an ITAS for at least three consecutive years.

Requirements for Work Visa Application

Both employers and employees must submit various documents throughout the application process. Employers must provide company-related documents like a business license, tax identification number, and other legal certifications. Employees, on the other hand, must submit personal documents, including passport copies, health insurance proof, passport photos, educational certificates, and a comprehensive CV.

Application Process

The employer initiates the visa application process by obtaining approval from the Indonesian government, which involves an Expatriate Placement Plan (RPTKA) from the Ministry of Manpower. Upon receiving this approval, the employer can apply for the employee’s VITAS and ITAS.

Once the application is approved, typically within two working days, the employee can travel to Indonesia. Upon arrival, they must present their ITAS approval letter to immigration authorities to receive their ITAS.

Other Key Steps and Considerations

  • Police Report and Local Registration: After receiving the ITAS, the employee must obtain a Police Report Letter (STM) and register with the local municipality to receive a Certificate of Registration for Temporary Resident (SKPPS).
  • IKTA Application: The employee must apply for the IKTA (Izin Kerja Tenaga Asing), or Foreign Workers Work Permit, at the Ministry of Manpower.
  • Sponsorship Requirement: All visas in Indonesia must be sponsored by a locally licensed and incorporated entity. If the employer does not have a presence in Indonesia, they can partner with an Employer of Record for sponsorship.
  • Family Considerations: If employees are bringing family members, the VITAS can be extended to include spouses and dependents.

Choosing the Right Employer of Record Service in Indonesia

When considering an EOR and outsourcing service provider in Indonesia, companies should evaluate their specific needs and compare them to the services offered by different providers. Some factors to consider include:

  • Expertise and Experience: It is crucial to choose an EOR with extensive experience and knowledge of Indonesian labour laws and regulations.
  • Compliance Support: The selected EOR should comprehensively support all compliance requirements, including permits, licenses, tax obligations, and benefits administration.
  • Range of Services: Companies may have various needs when expanding into Indonesia. Selecting an EOR that offers a broad range of services, such as payroll processing, employee benefits management, and legal support, is essential.
  • Communication and Support: Clear communication channels are vital for the smooth operation of any business. Choosing an EOR that provides reliable and timely support for queries or concerns is important.

Hiring through an EOR in Indonesia can be a strategic and efficient option for companies looking to expand into the country. By understanding and adhering to employment laws and regulations, considering the benefits and challenges of using an EOR, and carefully selecting the right service provider, companies can position themselves for success in the Indonesian market.

Partnering With an EOR in Indonesia For Business Growth

Partnering with an EOR in Indonesia ensures compliance with employment laws. It allows companies to focus on their core business activities and accelerate growth in the country. By handling all administrative and legal tasks associated with hiring employees, an EOR frees up valuable time for businesses to focus on expanding their operations and achieving their goals.

Additionally, using an EOR can be cost-effective compared to setting up a legal entity in Indonesia, which may require significant time and resources. By partnering with an EOR, companies can enter the Indonesian market more quickly and with lower upfront costs.

With its vast market potential and business-friendly environment, Indonesia offers numerous opportunities for companies looking to expand globally. By leveraging the expertise and support of an EOR, businesses can navigate the complexities of employment laws and regulations in Indonesia and establish a strong presence in the country.

Consider partnering with Knit for reliable EOR services in Indonesia and take your business to new heights.

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What can a Indonesia Employer of Record (EOR) do?
An employer of record (EOR) is a third-party service that acts as the legal employer for your hired Indonesia employees.
The Employer of Record is responsible for:
  • Facilitate payroll and tax compliance
  • Manage employee benefits
  • Handle HR administration
  • Provide legal compliance
  • Assist with work permits and immigration
  • Offer risk management
  • Support employee relations
  • Maintain confidentiality
  • Stay updated on employment regulations
How does the parties divide responsibilities?
Knit Platform
Serving as an intermediary, Knit handles administrative tasks such as payroll, tax compliance, benefits administration, and ensuring legal compliance between the client company and employees.
Client Company
Directly engaging with employees, the client company communicates, supervises tasks, and monitors performance to ensure efficient operations.
They are employed by Knit and carry out their job responsibilities within the client company.