Reproductive Rights on Trial: Indonesia's Industrial Relations Dispute Resolution System to Protect Women Workers

Linda Ismi Andini

Abstract


Reproductive rights of women workers, menstrual leave, maternity leave, post-miscarriage recovery, and lactation facilities are formally guaranteed under Indonesian labor law, yet remain routinely violated in the workplace, and the Industrial Relations Dispute Resolution system (Penyelesaian Perselisihan Hubungan Industrial, PPHI) meant to remedy such violations was not designed with these rights in mind. This article examines the das sollen-das sein gap between the normative framework and its empirical implementation, and asks how PPHI can be reconstructed to adjudicate reproductive-rights disputes more effectively. Using normative-empirical legal research combining statutory, conceptual, and case-based analysis, the study draws on Law No. 13 of 2003 on Manpower as amended by the Job Creation Law, Law No. 2 of 2004 on PPHI, the 2024 Law on Mother and Child Welfare, and a field-documented case of pregnant workers pressured to resign at PT Mayora Indah Tbk, resolved through mediation rather than litigation. The findings show that formal recognition of menstrual leave, maternity leave, post-miscarriage recovery, and lactation rights coexists with substantial non-compliance, particularly among fixed-term and contract workers, and that PPHI's formalistic, civil-litigation design marginalizes reproductive rights claims as ordinary contractual disputes, leaving disguised or pressured resignations largely outside Article 153(1)(e)'s literal reach. The article argues that comprehensive protection requires not merely stricter administrative and criminal enforcement but also a structural, gender-sensitive reform of PPHI: a rebuttable presumption that shifts the evidentiary burden to employers, mandatory gender-competency standards for mediators and industrial relations judges, and a fast-track procedure for pregnancy, miscarriage, or lactation disputes.


Keywords


Gender-Responsive Adjudication; Industrial Relations Dispute Resolution; Reproductive Rights; Women Workers.

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DOI: https://doi.org/10.33756/jds.v6i2.39292

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