Latest news: the new labour law is in force
Law No. 27 of 2026 on Labour Protection was promulgated on 28 October 2026. It revokes Law 13/2003 on Manpower and several labour provisions of the Job Creation Law (Bisnis.com, 10 November 2026, in Indonesian). According to law firm reviews by JJP & Partners and Lawyer Pontianak (both 9 November 2026), existing implementing regulations, including Government Regulation 35/2021, stay in force only where they do not conflict with the new law (Article 310), and new implementing rules are due within one year (Article 312).
We could not open the official text on the BPK JDIH site, so the article numbers below come from media quotes and legal reviews listed under Sources. Check the official text before changing any contract.
For event agencies there is one direct consequence: our article on daily crew and casual work agreements was written on the basis of Regulation 35/2021, so read it together with the notes below.
What changed and touches agencies
| Topic | Content according to sources | Article |
|---|---|---|
| Fixed-term contract (PKWT) limit | Up to 2 years, extendable at most twice, up to 1 year each, 4 years in total (previously 5 years under Regulation 35/2021) | 82(2) |
| Extension notice | In writing, at least 7 days before the contract ends | 82(3) |
| PKWT registration | Registered within 3 working days of signing | 87(3) |
| Unwritten PKWT | Becomes a permanent contract (PKWTT) by law | 85 |
| Probation in a PKWT | Not allowed | 86(1) |
| Compensation pay | Payable when a PKWT ends, based on length of service | 88 |
| Outsourcing | Limited to four support services: cleaning, employee catering, security, employee transport | 95 |
| Outsourced workers on core production | Become employees of the user company by law | 98 |
| Changing outsourcing vendor | Workers' rights carry over, service counted cumulatively | 99 |
| Outsourcing contracts already running | Remain valid until they expire; up to one year to adjust | 306 |
| Personal documents | Employers may not require or hold diplomas or personal documents as security | 78 and 79 |
| Severance reserve fund | Employers must provide one, except micro and small businesses | 253 |
Source notes: the 4-year limit, the four outsourcing services and the ban on holding documents appear in more than one source. The 7-day notice and 3-working-day registration appear in only one law firm review (Call My Lawyer, 9 November 2026), so treat them as unconfirmed until you check the text. We have not checked the compensation amounts or the reserve fund mechanics. According to Kemnaker director general Indah Anggoro Putri, the severance reserve fund manager will exist by 2027 at the latest (Mistar.id, 15 November 2026, in Indonesian).
Daily crew: does the 21-day rule still apply?
We found no source saying the daily casual work agreement rule in Regulation 35/2021 (fewer than 21 days a month, Article 10) has been changed or revoked. We cannot confirm the opposite either: Regulation 35/2021 survives only while it does not conflict with Law 27/2026, and we have not read the full part of the law on employment relationships. So the status of the 21-day rule is unconfirmed.
Our suggestion, not legal advice: until the manpower office or an employment lawyer confirms, treat 21 days as a cautious limit and keep counting each person's working days per month across events.
Outsourcing: does placing promoters and ushers count?
The list of four outsourcing services does not mention event staffing. We found no official explanation of whether placing promoters, ushers or crew with a client counts as outsourcing, another kind of service, or a different arrangement. Do not assume either way. If your agency places people under a client's day-to-day direction, ask a lawyer or the manpower office how Articles 95 and 98 apply to your model.
One thing is clearer: for client agreements already running, Article 306, according to JJP & Partners, keeps old outsourcing contracts until they end, with a one-year adjustment period.
Talent documents: do not hold them
Articles 78 and 79 prohibit employers from holding a worker's diploma or personal documents as security. According to JJP & Partners, the exception is narrow: documents from education or training paid for by the employer under a written agreement. For agencies, asking for an original ID card or diploma as "collateral" before a job deserves a second look. A copy or a verification is enough, and keep only what you need. For data handling, see talent data and Regulation 33/2026. We have not checked whether this ban applies to talent who are partners or casual workers.
Keep attendance and payment records
Article 152, as quoted by Lawyer Pontianak, says workers may claim wages and all payments arising from the employment relationship without a time limit. The same review warns that this does not automatically remove deadlines for termination claims, and its reach in each case still needs analysis. For agencies the practical lesson is simple: keep attendance and payment records per talent per event, and be able to show them. See event crew attendance.
"Partner" status does not settle everything
Article 102(4), as quoted by Bisnis.com, places digital-platform work in partnership relationships, with rights to decent income, occupational safety and social security. Lawyer Pontianak stresses that classification still depends on the substance of the work, pay and instructions, not the word "partner". That is the reviewer's opinion. We have not found an answer on what it means precisely for day-paid event talent.
A 30-day checklist for agencies
These are our suggestions, not legal advice.
- Gather all running crew and client contracts with their end dates.
- Flag fixed-term contracts approaching the 2-year mark or already extended.
- Count working days per person per month across events.
- Stop holding talent's original documents.
- Ask the manpower office or a lawyer about the 21-day rule and how event staffing sits under Article 95.
- Watch for implementing regulations over the coming year.
Sources and notes
Checked 15 November 2026. This article is general information, not legal advice. We could not open the official text of Law 27/2026; articles are taken from the sources below.
- Bisnis.com, 10 November 2026: new Labour Protection Law takes effect
- JJP & Partners, 9 November 2026: Indonesia New Labour Protection Law
- Lawyer Pontianak, 9 November 2026: provisions of Law No. 27 of 2026
- Call My Lawyer, 9 November 2026: PKWT rules under Law 27/2026
- Kumparan, 9 November 2026: new PKWT rules, contracts up to 4 years
- Warta Ekonomi, 13 November 2026: electricity no longer on the outsourcing list
- Mistar.id, 15 November 2026: severance reserve fund duty
