The Validity of Fixed-Term Employment Contract With The Remote Working Concept Based on Indonesian Laws

Abstract

Industrial era 4.0 is an era in which almost everything that exists is integrated with the internet (internet of things), including employment which supports the development of remote working in Indonesia. Remote working by using a specific time work agreement carried out through electronic transactions must of course be reviewed with three regulations, namely the Civil Code, the Manpower Law, and the Information and Electronic Transactions Law. Moreover, in fact, the issue of work agreements for a certain time in Indonesia often occurs. Therefore, this paper aims to examine: 1) What is the model of a particular time labor agreement with the Remote Working concept?; 2) How is the validity of a certain time work agreement with the remote working concept based on Indonesian Law?. Using normative juridical research methods, it is known that a fixed-term employment contract with remote working concept is in principle the same as a specific time work agreement in general which must be subject to the Manpower Law. Based on the three regulations, the validity of a fixed-term employment contract with the concept of remote working in Agreement Number: 17/PKWT/PT XX/VIII/2019 is considered invalid and weak against its proof.