If you are hiring or outsourcing in Indonesia, a handful of acronyms come up again and again: BPJS, THR, PKWT, PPh 21, PT PMA. Getting them right is the difference between a compliant, well-run team and an expensive surprise. Here is a plain-English glossary of the terms that actually matter in 2026, with the current figures where they apply.

How these terms fit together

Most of these terms cluster into three groups, and seeing the groups makes the whole system easier to hold in your head. First, the structures you can hire through: an EOR, a PT PMA, or a BPO arrangement. Second, the statutory costs that attach to any Indonesian employee: BPJS in its several forms, THR, and PPh 21 tax. Third, the contract and compliance mechanics: PKWT versus PKWTT, minimum wages (UMP and UMK), severance, and the reporting obligations. Get those three groups straight and the acronyms stop feeling like alphabet soup and start reading as a fairly logical framework.

Employer of Record (EOR)

A registered local entity that becomes the legal employer of your staff in Indonesia on your behalf (signing compliant contracts, running payroll, registering BPJS, and withholding tax) while you retain full day-to-day direction of the work. It lets a foreign company hire in Indonesia without establishing its own entity.

BPO (Business Process Outsourcing)

Delegating a defined business function or process (such as customer support, finance, or data operations) to a third-party provider that manages the people and delivery. Distinct from an EOR, where you manage a dedicated hire yourself.

PT PMA

A foreign-owned limited liability company in Indonesia (Perseroan Terbatas Penanaman Modal Asing). Since October 2025 the minimum paid-up capital is IDR 2.5 billion (about USD 150,000), and the total investment plan requirement is IDR 10 billion per business activity.

BPJS

Indonesia’s mandatory national social security system. It has two arms: BPJS Kesehatan (health insurance) and BPJS Ketenagakerjaan (employment social security). Registration is compulsory for employees.

BPJS Kesehatan

National health insurance under BPJS. The employer contributes 4% of salary and the employee 1%, calculated against a salary cap of IDR 12,000,000 per month.

BPJS Ketenagakerjaan

Employment social security under BPJS, covering four programmes: JKK (work accident), JKM (death benefit), JHT (old-age savings), and JP (pension).

JKK, JKM, JHT, JP

The four BPJS Ketenagakerjaan programmes. JKK (work-accident insurance) is 0.24% to 1.74% of salary by industry risk; JKM (death benefit) is 0.3%; JHT (old-age savings) is 3.7% employer plus 2% employee; JP (pension) is 2% employer plus 1% employee, capped against IDR 11,086,300 as of March 2026.

THR (Tunjangan Hari Raya)

A mandatory annual religious holiday bonus, typically equal to one month’s salary for employees with a year or more of service (prorated below that). It must be paid at least seven days before the relevant religious holiday; late payment incurs a 5% penalty.

PKWT

A fixed-term employment contract (Perjanjian Kerja Waktu Tertentu) used for temporary or project-based roles, subject to duration and renewal limits under Indonesian labour law.

PKWTT

An indefinite-term, permanent employment contract (Perjanjian Kerja Waktu Tidak Tertentu). It carries stronger protections and severance obligations than a fixed-term PKWT.

PPh 21

Indonesian personal income tax withheld from employee salaries by the employer and remitted to the tax authority each month.

UMP and UMK

Provincial (UMP) and regency/city (UMK) minimum wages, set annually. Jakarta’s 2026 provincial minimum wage (UMP) is IDR 5,729,876 per month; rates vary significantly by region.

IMTA / RPTKA

The approvals required to employ a foreign national in Indonesia: the RPTKA (foreign worker placement plan) and related work-permit authorisations. Not required when hiring Indonesian citizens.

Manpower Law / Law No. 6 of 2023

The Job Creation (Omnibus) Law that amended core parts of Indonesia’s labour framework, including fixed-term contracts, outsourcing, wages, and severance. Following a Constitutional Court decision, further revision to restore certain worker protections is expected in 2026.

UU PDP

Indonesia’s Personal Data Protection Law. Its two-year grace period ended in October 2024, so it is now fully enforceable, with administrative fines of up to 2% of annual revenue for mishandling personal data.

Uang Pesangon (Severance Pay)

Statutory severance payable to permanent employees on termination, calculated on length of service and the reason for ending employment. Indonesia also recognises service-appreciation pay and compensation-of-rights pay, which is why termination costs here surprise employers used to at-will markets.

Probation Period (Masa Percobaan)

A trial period, permitted only for permanent (PKWTT) employees and capped at three months. It must be stated in the written contract; fixed-term PKWT contracts cannot include a probation period.

13th-Month Pay

Often confused with THR. In Indonesia the mandatory religious holiday allowance is THR; there is no separate statutory 13th-month salary, though some employers offer additional discretionary bonuses on top of THR.

Outsourcing vs Offshoring

Offshoring means moving work to another country; outsourcing means delegating work to a third party. A dedicated offshore team hired through an EOR is offshore but still managed by you: a hybrid of the two.

Managed / Serviced Office

A fully-equipped, professionally managed workspace provided for offshore team members, covering desks, internet, security, and facilities without a commercial lease. Used to give remote hires a reliable, professional working environment.

Wajib Lapor (WLKP)

The mandatory manpower report Indonesian employers must file with the Ministry of Manpower, declaring workforce details. A routine but non-optional compliance obligation that an EOR handles on a client’s behalf.

KITAS

A limited-stay permit that allows a foreign national to live and work in Indonesia for a defined period, tied to sponsorship and the RPTKA/work-permit process. Relevant only when employing expatriates, not local hires.

Talent Sourcing

The recruitment stage of building an offshore team: identifying, vetting, and shortlisting candidates before employment. In an integrated model it is handled by the same partner that later employs and manages the hire.

Want the practical application of these terms? Read our complete Employer of Record (EOR) in Indonesia guide and our guide to outsourcing in Indonesia.

This glossary is for general information only and does not constitute legal, tax, or employment advice. Indonesian regulations and figures change; confirm current specifics with qualified local counsel.

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