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A Termination Notice formally communicates the end of an employment relationship or business contract in Indonesia. Under Indonesian labor law, employers must provide this written notification before ending a worker's employment, specifying the reason for termination and the effective date.

Companies need to follow strict rules when issuing these notices, including proper timing and severance calculations based on Law No. 13 of 2003 on Manpower. The notice helps protect both parties' rights and typically includes details about final payments, remaining benefits, and any post-employment obligations. For fixed-term contracts, employers should send it at least 30 days before the intended end date.

Use a Termination Notice when ending any employment relationship or business contract in Indonesia. Common situations include layoffs, performance-based dismissals, contract non-renewals, or when restructuring operations. Indonesian law requires sending this notice before taking action, especially for permanent employees where specific termination procedures apply.

The timing matters greatly: issue it at least 30 days before ending fixed-term contracts, immediately after reaching mutual separation agreements, or following dispute resolution processes for contested terminations. Early notification helps maintain legal compliance, ensures proper documentation for severance calculations, and reduces the risk of labor disputes under Indonesian employment regulations.

• Notice Of Termination Of Employment: Standard format for ending permanent employment relationships, including severance details and notice periods
• Layoff Letter To Employee: Specifically designed for company restructuring or economic-based terminations, focusing on group layoff provisions
• Termination Letter: Used for performance-based or disciplinary terminations, detailing specific grounds and prior warnings
• Notice Of Lease Termination: For ending commercial property agreements, including handover requirements and final settlement terms
• Notice Of Non Renewal Of Lease: Specifically for letting fixed-term leases expire without renewal, requiring different notice periods

• HR Directors and Managers: Draft and issue Termination Notices, ensure compliance with labor laws, and manage the documentation process
• Company Directors: Review and approve termination decisions, sign notices for senior staff, and oversee mass layoff procedures
• Legal Counsel: Review notice content, verify compliance with Indonesian labor regulations, and handle potential disputes
• Employees: Receive notices, acknowledge receipt, and have rights to contest or negotiate terms under labor laws
• Labor Unions: Represent workers' interests, review notices for collective agreements, and participate in termination discussions
• Government Labor Officials: Mediate disputes, verify compliance, and approve certain terminations as required by law

• Employee Details: Gather full name, position, hire date, and employment ID number from HR records
• Termination Grounds: Document specific reasons, supporting evidence, and any prior warnings or performance reviews
• Notice Period: Calculate the required notice period based on employment contract and Indonesian labor law
• Severance Calculation: Determine severance pay, service appreciation pay, and compensation rights under Law No. 13/2003
• Company Assets: List all company property to be returned, including access cards, equipment, and confidential information
• Final Settlement: Calculate remaining salary, unused leave, bonuses, and any other outstanding benefits
• Document Review: Use our platform to generate a legally-compliant notice, ensuring all mandatory elements are included

• Header Information: Company letterhead, reference number, date, and recipient's complete details
• Employment Details: Job title, hire date, and current employment status under Indonesian law
• Termination Grounds: Clear statement of legal basis for termination under Law No. 13/2003
• Effective Date: Precise termination date and notice period calculation
• Financial Entitlements: Detailed breakdown of severance, service pay, and other compensation
• Final Obligations: Company property return, confidentiality requirements, and post-employment restrictions
• Signature Block: Authorized signatory details, company stamp, and acknowledgment section
• Legal Compliance: Reference to relevant labor laws and collective agreements

A Termination Notice differs significantly from a Disciplinary Action Notice in both purpose and legal implications under Indonesian labor law. While both documents address workplace issues, they serve distinct functions and trigger different legal obligations.

• Purpose and Timing: Termination Notices end employment relationships permanently, while Disciplinary Action Notices aim to correct behavior and maintain employment
• Legal Requirements: Termination Notices must include severance calculations and comply with strict notice periods under Law No. 13/2003, whereas Disciplinary Notices focus on progressive discipline steps
• Financial Implications: Termination Notices trigger mandatory severance payments and final settlements; Disciplinary Notices may involve temporary sanctions or salary penalties
• Documentation Requirements: Termination Notices need more extensive supporting evidence and often require labor authority approval, while Disciplinary Notices primarily document specific incidents and improvement plans