来源｜今元集团
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近日，今元集团旗下金柚GEO印尼国家经理Jane Shanery，与金柚GEO服务高级总监Govern Tang展开深度访谈。凭借深耕印尼市场多年的实战积淀，两位负责人从宏观政治环境、本地化市场策略、跨文化适配路径、风险预判与应对等核心维度，深度拆解中企出海印尼的底层逻辑与可落地执行方案，为计划布局东南亚的企业，提供兼具实操性与可复制性的宝贵经验参考。
△印尼新法条落地，企业如何合规应对？
金柚GEO 有何解法？
Q:
随着印度尼西亚劳动法的持续更新，企业应建立怎样的长期合规管理机制？以及金柚GEO能为客户提供何种支持？
With the continuous updates to Indonesian labor laws, what kind of long-term compliance management mechanisms should enterprises establish, and what kind of support can JOYOWO GEO provide locally to our client companies?
A:
企业应当实施合规日历，即建立规范的薪酬发放周期并执行定期审计。而我更想强调的是——务必选择本地人力资源合作伙伴。因此，我们金柚GEO印尼公司将提供最新的人力资源法律合规咨询及行政辅助服务。若贵公司缺乏专业人力资源团队，请随时联系我们，我们将全力协助。
Enterprises should implement a compliance calendar—that is, establish a proper payroll schedule and conduct routine audits. What I would emphasize even more is the use of a local HR partner. Therefore,JOYOWO GEO Indonesia will offer up-to-date HR legal compliance advisory services, as well as administrative assistance. If a company lacks in-house expertise or HR specialists, please feel free to come to us—we are here to help.
Q:
对于中国企业而言，确实需要专业的本地人力资源服务商来确保各项事务合规运营，特别是在印尼招聘本地员工时需要注意哪些文化价值考量？
For Chinese companies, it is essential to engage a professional local HR service provider to help ensure everything operates on the right track, especially when recruiting local employees in Indonesia. What cultural values should be taken into account?
A:
首要考量因素如前所述，是员工类型划分：固定期限合同工与无固定期限永久雇员。企业需明确工作合约期限并完善相关文件记录——若未遵守法规要求，可能导致合同工自动转为永久雇员。
First, as mentioned earlier, is the type of worker: fixed-term contract employees and non-fixed-term (permanent) employees. It is important to define the duration of work and ensure proper documentation. Failure to comply with relevant requirements or regulations may result in automatic conversion to permanent status—for example, in the case of contract employees.
例如当合同到期不再续签时，必须通过协议或合同附件明确约定关系终止。若缺乏书面文件，特别是合同已持续五年以上，该合约可能在不通知的情况下自动转为永久合同。也就是说，五年期满时若不明确终止，即自动转为永久雇佣。
If you decide to end the contract when it expires—meaning you no longer need the role or do not wish to extend it—you must have a formal agreement or clearly state in the contract or an attachment that the contract has concluded. Without such written documentation, especially if the contract has already lasted more than five years, it may automatically become permanent without notice. In other words, after five years, if nothing is stated to the contrary, the employee is automatically considered permanent.
C:
因此我们的建议是，任何决策都应通过书面形式告知相关员工，以确保完全合规。
Therefore, our suggestion is that whenever a decision is made, it is better to provide written notice to the relevant employees to ensure full compliance.
今元集团成立于2014年，是知名的全球人力资源数字化综合服务商。总部位于杭州，在北京、上海、香港、广州、深圳、新加坡、印尼、越南、马来西亚、澳大利亚、土耳其、迪拜、沙特、老挝等地设有分子公司，旗下拥有金柚网、今元人才、金柚GEO、今元橙长、康康ODS、梧桐范式、豆豆兼职多个子品牌。基于企业人才战略与业务场景，构建贯穿员工全生命周期的数字化产品与服务体系。
面向海外需求，提供海外招聘、全球EOR、全球Payroll、海外员工派遣、全球自由顾问用工等一站式全球人力资源服务，覆盖150+国家/地区；面向国内需求，涵盖业务外包、招聘流程外包、岗位外包、社保服务、薪酬管理、人才派遣、企业商保及员工体检、企业培训等，拥有400+服务网点。以“技术+服务”驱动，自主研发AI+HR系列产品。
