08/16/2016 00:00:00

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Indonesia has adopted a pluralist approach in its industrial relations (IR) system which recognizes different interests of IR actors (Ford and Sirait, 2016). In practice the system is expected to accommodate both conflict and cooperation between different actors in employment relations. This approach is systematically supported by national labour regulations, such as Law No 21/2000 concerning Labour/Trade Union, Law No 13/2003 concerning Manpower, and Law No. 2/2004 regarding Industrial Dispute Settlement. In addition, the system provides various IR institutions, such as industrial courts, labour unions, and various kind of social dialogue, such as tripartite and bipartite consultative institutions. The presence of this labour regulatory and institutional framework has made Indonesia a country that provides most protective labour rights—in terms of both individual and collective rights—in Asia (Caraway, 2009).