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A Notice of Termination is a formal written document that officially ends an employment relationship between a company and its worker in Indonesia. It must follow the strict requirements set out in Law No. 13 of 2003 on Manpower, including details about the termination date, severance calculations, and specific reasons for ending employment.

Indonesian employers typically issue this notice after completing mandatory bipartite negotiations and receiving approval from the Industrial Relations Court. The notice needs to include information about final payments, returning company property, and any post-employment obligations. Proper documentation helps protect both parties and ensures compliance with local labor regulations.

Use a Notice of Termination when ending any employment relationship in Indonesia, especially after completing the mandatory mediation process through the Industrial Relations Court. This formal notice becomes essential during company restructuring, performance-based dismissals, or when an employee commits serious workplace violations under Law No. 13 of 2003.

Timing matters - issue the notice immediately after receiving court approval and finalizing severance calculations. This helps prevent legal disputes, ensures proper documentation of termination terms, and protects your company from claims of unfair dismissal. For mass layoffs or organizational changes, coordinate the notices with your HR team to maintain consistent handling across all affected employees.

• Job Termination Notice: Standard form for ending regular employment relationships, including severance details and termination grounds under Indonesian labor law
• Employee Severance Agreement: More detailed version used for negotiated exits, covering comprehensive compensation packages and mutual release terms
• Contract Termination Letter To Employer: Employee-initiated version for resigning from fixed-term or permanent positions, maintaining professional relationships
• Written Notice To End Lease: Specialized format for terminating commercial or employment-related property agreements
• Tenant Vacate Notice: Specific version for ending company-provided housing arrangements with employees

• HR Directors and Managers: Lead the termination process, prepare notices in compliance with Indonesian labor laws, and ensure proper documentation
• Company Directors: Review and authorize termination notices, especially for senior positions or mass layoffs
• Legal Teams: Draft and verify notices meet Law No. 13 of 2003 requirements, coordinate with Industrial Relations Court
• Department Managers: Provide input on performance-based terminations and help coordinate transition plans
• Employees: Receive notices, acknowledge terms, and have rights to dispute through proper channels
• Labor Unions: Review notices for members, participate in negotiations, ensure fair treatment under collective agreements

• Employment Details: Gather complete employee data, position title, start date, and employment contract type
• Termination Grounds: Document specific reasons aligned with Law No. 13 of 2003, backed by evidence and prior warnings
• Severance Calculations: Compute mandatory severance, service appreciation pay, and compensation rights
• Court Approval: Confirm Industrial Relations Court decision or bipartite negotiation results
• Notice Timeline: Set clear dates for last working day, handover process, and final payment
• Company Assets: List all company property to be returned, including access cards and equipment
• Document Generation: Use our platform to create a legally-compliant notice that includes all required elements

• Company Details: Full legal name, address, and registration number of the employer
• Employee Information: Complete name, employee ID, position, and employment start date
• Termination Basis: Clear statement of legal grounds under Law No. 13 of 2003 and supporting facts
• Notice Period: Specific last working day and any applicable notice period requirements
• Financial Terms: Detailed breakdown of severance, appreciation pay, and other entitlements
• Company Property: List of items to be returned and deadline for return
• Post-Employment Obligations: Confidentiality and non-compete terms, if applicable
• Signature Block: Space for authorized company representative and employee acknowledgment
• Legal References: Citations of relevant Indonesian labor laws and regulations

A Notice of Termination differs significantly from a Disciplinary Action Notice in Indonesian employment law. While both documents deal with employee conduct and employment relationships, they serve distinct purposes and have different legal implications.

• Timing and Purpose: A Notice of Termination ends employment immediately or sets a final date, while a Disciplinary Action Notice aims to correct behavior and typically precedes termination
• Legal Requirements: Termination notices must follow strict Industrial Relations Court procedures and include severance calculations; disciplinary notices focus on documenting violations and improvement plans
• Financial Impact: Termination notices must detail final payments and benefits under Law No. 13 of 2003; disciplinary notices don't typically involve compensation terms
• Future Implications: Termination permanently ends the employment relationship; disciplinary notices often provide opportunity for correction and continued employment