Pemutusan Hubungan Kerja Sepihak Oleh PT. BANK OKE INDONESIA Terhadap Pekerja Dengan Status Perjanjian Kerja Waktu Tidak Tertentu (STUDI PUTUSAN NOMOR 1051 K/Pdt.Sus-PHI/2024)

Sinulingga, Daniel Agita (2026) Pemutusan Hubungan Kerja Sepihak Oleh PT. BANK OKE INDONESIA Terhadap Pekerja Dengan Status Perjanjian Kerja Waktu Tidak Tertentu (STUDI PUTUSAN NOMOR 1051 K/Pdt.Sus-PHI/2024). S1 thesis, Universitas Kristen Indonesia.

	Text (Hal_Judul_Daftar_isi_Abstrak) HalJudulDaftarIsiAbstrak.pdf Available under License Creative Commons Attribution Non-commercial Share Alike. Download (932kB)
	Text (BAB_I) BABI.pdf Available under License Creative Commons Attribution Non-commercial Share Alike. Download (422kB)
	Text (BAB_II) BABII.pdf Restricted to Registered users only Available under License Creative Commons Attribution Non-commercial Share Alike. Download (504kB)
	Text (BAB_III) BABIII.pdf Restricted to Registered users only Available under License Creative Commons Attribution Non-commercial Share Alike. Download (599kB)
	Text (BAB_IV) BABIV.pdf Restricted to Registered users only Available under License Creative Commons Attribution Non-commercial Share Alike. Download (461kB)
	Text (BAB_V) BABV.pdf Restricted to Registered users only Available under License Creative Commons Attribution Non-commercial Share Alike. Download (360kB)
	Text (Daftar_Pustaka) DAFTARPUSTAKA.pdf Available under License Creative Commons Attribution Non-commercial Share Alike. Download (381kB)
	Text (Lampiran) LAMPIRAN.pdf Restricted to Repository staff only Available under License Creative Commons Attribution Non-commercial Share Alike. Download (296kB)

Abstract

Pemutusan Hubungan Kerja (PHK) merupakan permasalahan krusial dalam hubungan industrial karena berdampak langsung terhadap keberlangsungan hidup pekerja. Hukum ketenagakerjaan Indonesia pada prinsipnya menempatkan PHK sebagai upaya terakhir yang harus dihindari serta dilaksanakan berdasarkan alasan dan prosedur yang sah. Namun, dalam praktik masih ditemukan PHK sepihak oleh pengusaha yang tidak sesuai dengan ketentuan hukum. Oleh karena itu, rumusan masalah penelitian ini adalah bagaimana ketentuan hukum PHK menurut peraturan perundang-undangan ketenagakerjaan dan bagaimana pertimbangan Hakim dalam Putusan Mahkamah Agung Nomor 1051 K/Pdt.Sus-PHI/2024 terkait PHK sepihak oleh PT Bank Oke Indonesia terhadap pekerja berstatus PKWTT. Penelitian ini merupakan penelitian hukum normatif dengan pendekatan perundang-undangan dan pendekatan kasus. Data yang digunakan berupa data sekunder yang meliputi Undang-Undang Nomor 6 Tahun 2023 tentang Cipta Kerja, Peraturan Pemerintah Nomor 35 Tahun 2021, serta Putusan Mahkamah Agung Nomor 1051 K/Pdt.Sus-PHI/2024, yang dianalisis secara kualitatif. Hasil penelitian menunjukkan bahwa PHK sepihak tersebut tidak memenuhi ketentuan hukum, khususnya terkait alasan dan prosedur PHK. Mahkamah Agung menyatakan alasan pelanggaran mendesak tidak terbukti secara hukum sehingga PHK dinyatakan tidak sah, namun melakukan perbaikan amar terkait kompensasi PHK sesuai PP Nomor 35 Tahun 2021. Putusan ini mencerminkan perlindungan hukum dan kepastian hukum bagi pekerja. / Termination of Employment (PHK) is a crucial issue in industrial relations as it directly affects workers’ livelihoods. Indonesian labor law fundamentally positions termination as a last resort that must be avoided and carried out only based on lawful reasons and procedures. However, in practice, unilateral terminations by employers that do not comply with legal provisions are still found. Therefore, this study examines the legal provisions governing termination of employment under Indonesian labor laws and the judicial considerations in Supreme Court Decision Number 1051 K/Pdt.Sus-PHI/2024 concerning unilateral termination conducted by PT Bank Oke Indonesia against a worker with an Indefinite-Term Employment Agreement (PKWTT). This research employs normative legal research using a statutory approach and a case approach. The data consist of secondary legal materials, including Law Number 6 of 2023 on Job Creation, Government Regulation Number 35 of 2021, and Supreme Court Decision Number 1051 K/Pdt.Sus-PHI/2024, which are analyzed qualitatively. The findings indicate that the unilateral termination did not fully comply with labor law provisions, particularly regarding the reasons and procedures for termination. The Supreme Court held that the alleged urgent violation was not legally proven, rendering the termination unlawful, while revising the ruling on termination compensation in accordance with Government Regulation Number 35 of 2021. This decision reflects the principles of legal protection, justice, and legal certainty for workers.

Actions (login required)

View Item