Labor & Employment Law

Balancing Rights and Regulatory Compliance in Industrial Relations.

Healthy workplace relationships require unambiguous legal clarity. We assist executives and employees with company regulations, collective bargaining agreements, bipartite negotiations, and Industrial Relations Court (PHI) trials.

Consult on Labor & Employment Law Schedule at Office

SCOPE OF SERVICES

Practice Scope in Labor & Employment Law

We deliver thorough advocacy from early pre-litigation analysis to definitive resolution.

Company Regulations (PP) & Employment Contracts (PKWT / PKWTT)

Bipartite Consultations & Manpower Ministry Tripartite Conciliation

Termination (PHK) Disputes & Statutory Severance Entitlement Claims

Rights, Interest, and Trade Union Inter-Relations Disputes

Litigation Representation in Industrial Relations Courts (PHI)

Labor Compliance Audits & Mandatory Social Security (BPJS) Alignment

COMMON CLIENT SCENARIOS

When Do You Need Our Assistance?

Employees subjected to unilateral termination without statutory severance.

Companies confronted with labor disputes stalling factory operations.

Employment agreements lacking enforceable non-compete and trade secret protections.

Bipartite negotiations between management and unions encountering deadlock.

HOW OUR FIRM ASSISTS

Advocacy & Strategic Solutions

Computing precise statutory severance compensation matrices.

Leading bipartite dialogue rounds to secure executed Joint Agreements (PB).

Attending formal tripartite conciliation conferences at the Manpower Office.

Litigating pleadings and evidence before the Industrial Relations Court (PHI).

Assisting enterprises with preventative human resource compliance policies.

CASE WORKFLOW

Methodical Steps in Legal Representation

Labor Diagnostic

Reviewing employment agreements, payroll slips, and statutory requirements.

Bipartite Negotiations

Mandatory 30-working-day direct dialogue between employer and employee.

Tripartite Mediation

Escalation to Manpower Ministry conciliators for official Recommendation (Anjuran).

PHI Court Trial

Filing litigation before the Industrial Relations Court if conciliation fails.

Frequently Asked Questions on Labor & Employment Law

Is bipartite negotiation mandatory prior to court filing?

Yes. Law No. 2/2004 establishes bipartite consultation as an indispensable prerequisite.

Is a registered Joint Agreement (PB) legally binding?

Yes. Once registered with the Industrial Relations Court, a Joint Agreement possesses full executory force.

Discuss Your Labor & Employment Law Matter with Our Attorneys

Receive an initial evaluation on your case chronology and necessary supporting documents.

Consult via WhatsApp