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A Payroll Policy outlines how a company handles employee compensation, benefits, and salary-related procedures in line with Indonesian labor laws. It covers everything from basic wage calculations and overtime pay to THR (religious holiday allowance) and BPJS social security contributions.

This essential document helps organizations maintain consistent payment practices, meet tax obligations under local regulations, and protect both employer and employee rights. Good payroll policies also specify payment schedules, deduction rules, and the process for addressing payment disputes while ensuring compliance with UU Ketenagakerjaan (Manpower Law) requirements.

Use a Payroll Policy when establishing a new business in Indonesia or updating your existing compensation systems. It becomes essential during key transitions like expanding your workforce, opening new locations, or adapting to changes in labor laws such as minimum wage adjustments or BPJS contribution requirements.

The policy proves particularly valuable during salary reviews, bonus calculations, and when managing complex payroll situations like overtime disputes or religious holiday allowance (THR) distributions. Having clear guidelines ready helps prevent compliance issues with Indonesian tax authorities and labor inspectors while providing a reliable reference for HR teams handling day-to-day compensation matters.

• Basic Payroll Policy: Covers fundamental wage calculations, payment schedules, and mandatory benefits like BPJS for small to medium businesses
• Comprehensive Policy: Includes advanced elements like performance bonuses, allowances, and detailed tax procedures for larger corporations
• Industry-Specific Policy: Tailored for sectors like manufacturing or hospitality, incorporating shift differentials and overtime specifics
• Multi-Location Policy: Adapted for companies operating across different Indonesian provinces, accounting for regional minimum wage variations
• Project-Based Policy: Designed for companies handling contract workers, freelancers, and project-specific compensation structures

• HR Directors and Managers: Create, update, and enforce the Payroll Policy while ensuring compliance with Indonesian labor laws
• Finance Teams: Handle policy implementation, process payroll calculations, and manage tax-related documentation
• Department Heads: Apply policy guidelines for overtime, leave benefits, and performance-based compensation within their units
• Employees: Follow policy procedures for attendance, leave requests, and understand their compensation structure and rights
• Legal Advisors: Review policy content to ensure alignment with UU Ketenagakerjaan and other relevant regulations
• Payroll Software Providers: Configure systems to implement policy rules and automate calculations

• Regulatory Review: Gather current Indonesian labor laws, minimum wage regulations, and BPJS requirements for your region
• Company Structure: Document your organization's hierarchy, departments, and employment categories
• Payment Details: List all compensation types, including basic salary, allowances, overtime rates, and THR calculations
• Benefit Packages: Compile information about health insurance, pension plans, and other company-specific benefits
• Timing Cycles: Define pay periods, processing schedules, and cutoff dates
• Approval Process: Establish clear chains of authority for payroll approvals and exception handling
• Documentation: Prepare templates for salary slips, time sheets, and other essential forms

• Salary Structure: Clear breakdown of basic wages, allowances, and benefits as per UU Ketenagakerjaan
• Payment Schedule: Specified payment dates, calculation periods, and processing timeframes
• BPJS Contributions: Details on healthcare and employment social security deductions
• Tax Procedures: Guidelines for income tax calculations and reporting requirements
• Overtime Rules: Calculation methods aligned with Indonesian labor regulations
• THR Provisions: Religious holiday allowance computation and distribution rules
• Leave Benefits: Paid time off, sick leave, and maternity leave compensation policies
• Dispute Resolution: Clear procedures for handling payroll-related complaints

A Payroll Policy differs significantly from a Compliance Policy in several key aspects, though they often work together in Indonesian organizations. While a Payroll Policy specifically focuses on compensation processes and calculations, a Compliance Policy covers broader regulatory adherence across all business operations.

• Scope and Focus: Payroll Policies deal exclusively with salary administration, benefits, and wage-related procedures, while Compliance Policies address overall regulatory obligations including tax, labor, and corporate governance
• Implementation Level: Payroll Policies provide detailed operational guidance for HR and finance teams, whereas Compliance Policies set company-wide standards for legal adherence
• Legal Requirements: Payroll Policies must align specifically with UU Ketenagakerjaan and tax regulations, while Compliance Policies cover multiple regulatory frameworks
• Update Frequency: Payroll Policies typically require updates with minimum wage changes or benefit adjustments, while Compliance Policies change with broader regulatory shifts