[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fhak-pekerja-perempuan\u002Fhak-pekerja-perempuan-di-tempat-kerja":3,"menu:\u002Fid-id:":119,"sites:htmlblocks":302,"subsites":1741,"cite-subsites":5303,"footer:id-id":5780,"suggested:id-id":5859,"cite-footer:id-id":5865},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"edit_url":14,"breadcrumbs":15,"seo":29,"body_blocks":37,"call_to_action":43,"categories":50,"show_table_of_contents":55,"owner":56,"show_related_pages":55,"related_pages":63,"related_sites":117,"in_subsite":55,"contact_page_url":7,"banner_message":118},27779,"hak-pekerja-perempuan-di-tempat-kerja","Daftar Lengkap Hak Pekerja Perempuan di Tempat Kerja",null,"\u003Cp>Penting bagi pekerja perempuan untuk mengetahui apa saja hak-haknya dan bagaimana perusahaan tempat mereka bekerja mengatur hal tersebut. Apa saja hak-hak pekerja perempuan yang dilindungi negara?\u003C\u002Fp>","Penting bagi pekerja perempuan untuk mengetahui apa saja hak-haknya. Apa saja hak pekerja perempuan?","Kenali Hak Pekerja Perempuan di Tempat Kerja","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fhak-pekerja-perempuan\u002Fhak-pekerja-perempuan-di-tempat-kerja","pages.contentpage","id_ID","\u002Fcms\u002Fpages\u002F27779\u002Fedit\u002F",[16,19,22,25,28],{"title":17,"slug":18},"Indonesia","id-id",{"title":20,"slug":21},"Bekerja di Indonesia","bekerja-di-indonesia",{"title":23,"slug":24},"Hukum Tenaga Kerja","hukum-tenaga-kerja",{"title":26,"slug":27},"Hak Pekerja Perempuan","hak-pekerja-perempuan",{"title":6,"slug":5},{"title":10,"description":9,"image":30,"canonical":31,"robots":32,"og_type":33,"twitter_card":34,"locale":18,"created_at":35,"last_modified_at":36},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fhak-pekerja-perempuan\u002Fhak-pekerja-perempuan-di-tempat-kerja\u002F","index, follow","website","summary_large_image","2026-01-09T08:27:17.463090+01:00","2026-04-10T06:40:00.407754+02:00",[38],{"type":39,"data":40},"text_block",{"content":41,"variant":42},"\u003Cp>Sebagai pekerja perempuan, ada hak-hak khusus yang kita miliki dan hak tersebut diatur dalam Undang-Undang dan aturan ketenagakerjaan yang terkait. Hak pekerja perempuan meliputi:\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Istirahat Haid\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>\u003Cb>Hak dua hari istirahat haid\u003C\u002Fb>\u003Cbr\u002F> Pekerja\u002Fburuh perempuan yang dalam masa haid merasakan sakit dan memberitahukan kepada pengusaha, tidak wajib bekerja pada hari pertama dan kedua pada waktu haid, sesuai UU No. 13\u002F2003 pasal 81 ayat (1)\u003C\u002Fli>\u003Cli>\u003Cb>Hak upah saat menjalankan istirahat haid\u003C\u002Fb>\u003Cbr\u002F>Pengusaha wajib membayar upah pekerja\u002Fburuh perempuan yang menjalankan istirahat, sesuai UU No. 13\u002F2003 pasal 93 ayat (2) huruf b\u003C\u002Fli>\u003Cli>\u003Cb>Berhak mendapatkan upah penuh\u003C\u002Fb>\u003Cbr\u002F>Setiap pekerja\u002Fburuh yang menggunakan hak waktu istirahat haid berhak mendapat upah penuh, sesuai UU No. 13\u002F2003 pasal 84\u003C\u002Fli>\u003Cli>\u003Cb>Sanksi pelanggaran hak cuti haid\u003C\u002Fb>\u003Cbr\u002F>Merupakan tindak pidana pelanggaran, pengusaha yang tidak membayar upah pekerja\u002Fburuh perempuan yang sedang menjalankan istirahat haid, dikenakan sanksi pidana penjara paling singkat 1 (satu) bulan dan paling lama 4 (empat) tahun dan\u002Fatau denda paling sedikit Rp. 10.000.000,- dan paling banyak Rp. 400.000.000,-, sesuai UU No. 13\u002F 2003 pasal 186 ayat (1) dan (2) jo. UU No. 6 tahun 2023 \u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Istirahat Melahirkan\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>\u003Cb>Cuti melahirkan 1,5 bulan sebelum dan sesudah melahirkan\u003C\u002Fb>\u003Cbr\u002F>Pekerja\u002Fburuh perempuan berhak memperoleh istirahat selama 1,5 (satu setengah) bulan sebelum saatnya melahirkan anak dan 1,5 (satu setengah) bulan sesudah melahirkan menurut perhitungan dokter kandungan atau bidan, sesuai UU No. 13\u002F2003 pasal 82 ayat (1). Dalam kondisi khusus yaitu ibu dan\u002Fatau anak mengalami gangguan kesehatan pasca persalinan, maka cuti melahirkan dapat diperpanjang hingga paling lama 3 bulan berikutnya, sesuai UU No. 4 Tahun 2004 pasal 4)\u003C\u002Fli>\u003Cli>\u003Cb>Hak upah penuh selama cuti melahirkan\u003Cbr\u002F>\u003C\u002Fb>Setiap pekerja\u002Fburuh yang menggunakan hak waktu istirahat melahirkan berhak mendapat upah penuh, sesuai UU No. 13\u002F2003 pasal 84. Ketentuan ini dijelaskan secara rinci dalam pasal 5 ayat (2) UU KIA  No. 4 Tahun 2024, bahwa  ibu berhak mendapatkan upah: (1)  secara penuh untuk tiga bulan pertama, (2) secara penuh untuk bulan keempat, dan (3) 75% dari upah untuk bulan kelima dan bulan keenam.\u003C\u002Fli>\u003Cli>\u003Cb>Sanksi pelanggaran hak istirahat melahirkan\u003Cbr\u002F>\u003C\u002Fb>Merupakan tindak pidana pelanggaran, pengusaha yang tidak memberikan hak istirahat sebelum dan sesudah melahirkan kepada pekerja\u002Fburuh perempuan, dikenakan sanksi pidana penjara paling singkat 1 (satu) tahun dan paling lama 4 (empat) tahun dan\u002Fatau  denda  paling   sedikit Rp. 100.000.000,- dan paling banyak Rp. 400.000.000,-, sesuai UU No. 13\u002F 2003 pasal 185 ayat (1) dan (2) jo. UU No. 6 tahun 2023.\u003C\u002Fli>\u003Cli>\u003Cb>Hak upah saat menjalankan istirahat melahirkan\u003Cbr\u002F>\u003C\u002Fb>Pengusaha wajib membayar upah pekerja\u002Fburuh perempuan yang menjalankan hak istirahat sebelum dan sesudah melahirkan, sesuai UU No. 13\u002F2003 pasal 93 ayat (2) huruf c.\u003C\u002Fli>\u003Cli>\u003Cb>Sanksi pelanggaran hak upah saat istirahat melahirkan\u003Cbr\u002F>\u003C\u002Fb>Merupakan tindak pidana pelanggaran, pengusaha yang tidak membayar upah, dikenakan sanksi pidana penjara paling singkat 1 (satu) bulan dan paling lama 4 (empat) tahun dan\u002Fatau denda paling sedikit Rp. 10.000.000,- dan paling banyak Rp. 400.000.000,-, sesuai UU No. 13\u002F 2003 pasal 186 ayat (1) dan (2) jo. UU No. 6 tahun 2023.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Istirahat Gugur Kandungan\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>\u003Cb>Hak istirahat keguguran\u003Cbr\u002F>\u003C\u002Fb>Pekerja\u002Fburuh perempuan yang mengalami keguguran kandungan berhak memperoleh istirahat 1,5 (satu setengah) bulan atau sesuai dengan surat keterangan dokter kandungan atau bidan, sesuai UU 13 Tahun 2003 pasal 82 ayat (2). Dalam kondisi khusus, cuti ketika keguguran dapat diperpanjang. \u003C\u002Fli>\u003Cli>\u003Cb>Hak upah penuh saat menjalankan istirahat gugur kandungan\u003Cbr\u002F>\u003C\u002Fb>Setiap pekerja\u002Fburuh yang menggunakan hak waktu istirahat gugur kandungan berhak mendapat upah penuh, sesuai UU No. 13\u002F2003 pasal 84.\u003C\u002Fli>\u003Cli>\u003Cb>Sanksi pelanggaran hak istirahat gugur kandungan\u003Cbr\u002F>\u003C\u002Fb>Merupakan tindak pidana pelanggaran, pengusaha yang tidak memberikan hak keguguran kandungan kepada pekerja\u002Fburuh perempuan, dikenakan sanksi pidana penjara paling singkat 1 (satu) tahun dan paling lama 4 (empat) tahun dan\u002Fatau  denda  paling   sedikit Rp. 100.000.000,- dan paling banyak Rp. 400.000.000,-, sesuai UU No. 13\u002F 2003 pasal 185 ayat (1) dan (2) jo. UU No. 6 tahun 2023.\u003C\u002Fli>\u003Cli>\u003Cb>Hak upah saat menjalankan istirahat gugur kandungan\u003Cbr\u002F>\u003C\u002Fb>Pengusaha wajib membayar upah pekerja\u002Fburuh perempuan yang menjalankan hak istirahat keguguran kandungan, sesuai UU No. 13\u002F2003 pasal 93 ayat (2) huruf c.\u003C\u002Fli>\u003Cli>\u003Cb>Sanksi pelanggaran hak upah saat istirahat gugur kandungan\u003Cbr\u002F>\u003C\u002Fb>Merupakan tindak pidana pelanggaran, pengusaha yang tidak membayar upah, dikenakan sanksi pidana penjara paling singkat 1 (satu) bulan dan paling lama 4 (empat) tahun dan\u002Fatau denda paling sedikit Rp. 10.000.000,- dan paling banyak Rp. 400.000.000,-, berdasarkan UU No. 13\u002F 2003 pasal 186 ayat (1) dan (2) jo. UU No. 6 tahun 2023.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Kesempatan Menyusui\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>\u003Cb>Hak kesempatan menyusui\u003C\u002Fb>\u003Cbr\u002F>Pekerja\u002Fburuh perempuan yang anaknya masih menyusui harus diberi kesempatan sepatutnya untuk menyusui anaknya jika hal itu harus dilakukan selama waktu kerja (UU No. 13\u002F2003 pasal 83). Secara khusus, pengusaha wajib memberikan kesempatan untuk menyusui selama paling tidak sampai dua tahun sebagaimana diatur dalam UU KIA No. 4 Tahun 2024.\u003C\u002Fli>\u003Cli>\u003Cb>Sanksi pidana hak kesempatan menyusui\u003C\u002Fb>\u003Cbr\u002F>Ancaman pidana bagi pihak-pihak yang menghalangi pemberian ASI (UU Kesehatan No. 36 tahun 2009 pada pasal 200). Setiap orang yang dengan sengaja menghalangi program pemberian air susu ibu eksklusif sebagaimana dimaksud dalam Pasal 128 ayat (2) dipidana penjara paling lama 1 (satu) tahun dan denda paling banyak Rp100.000.000,00 (seratus juta rupiah) \u003C\u002Fli>\u003Cli>\u003Cb>Pemberian ASI ekslusif\u003C\u002Fb>\u003Cbr\u002F> Pemberian Air Susu Ibu Eksklusif pasal 2 Menjamin pemenuhan hak mendapat ASI Eksklusif sejak lahir sampai usia 6 bulan (Peraturan Pemerintah No. 33 tahun 2012).\u003C\u002Fli>\u003Cli>\u003Cb>Prosedur dan sosialisasi pemberian ASI di tempat kerja\u003C\u002Fb>\u003Cbr\u002F>Peraturan Bersama 3 Menteri yakni: Menteri Pemberdayaan Perempuan, Menteri Ketenagakerjaan, dan Menteri Kesehatan No. 48\u002FMen.PP\u002FXII\u002F2008, PER.27\u002FMEN\u002FXII\u002F2008, dan No. 1177\u002FMenkes\u002FPB\u002FXII\u002F2008 tentang Peningkatan Pemberian ASI selama Waktu Kerja di Tempat Kerja. Pasal 3 Menteri Tenaga Kerja dan Transmigrasi bertanggung jawab :\u003C\u002Fli>\u003C\u002Ful>\u003Col>\u003Cli>Mendorong para pengusaha\u002Fserikat pekerja serikat buruh untuk mengatur prosedur pemberian ASI dalam Peraturan Perusahaan dan Perjanjian Kerja Bersama dengan merujuk pada UU Ketenagakerjaan di Indonesia.\u003C\u002Fli>\u003Cli>Mengkoordinasikan sosialisasi pemberian ASI di tempat kerja.\u003C\u002Fli>\u003C\u002Fol>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Fasilitas Ruang Menyusui\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>\u003Cb>Fasilitas ruang khusus menyusui di tempat kerja\u003Cbr\u002F>\u003C\u002Fb>Penyediaan fasilitas khusus pemberian air susu ibu diadakan di tempat kerja dan tempat sarana umum (Pasal 128 ayat (3) UU No. 36 tahun 2009). Dukungan tempat kerja penting dalam penyediaan fasilitas khusus untuk menyusui dan\u002Fatau memerah ASI, yang dimuat dalam Peraturan Pemerintah No. 33 tahun 2012 tentang Pemberian Air Susu Ibu Eksklusif, pada pasal 30 ayat (1), (2), dan (3). Hal ini kembali diperkuat dalam pasal 30 ayat (3) UU KIA Nomor 4 Tahun 2024, bahwa pemberi kerja wajib menyediakan fasilitas ruang laktasi di tempat kerja. \u003C\u002Fli>\u003Cli>\u003Cb>Prasyarat ruang menyusui\u003Cbr\u002F>\u003C\u002Fb>Prasyarat ruang menyusui disebutkan dalam Peraturan Menteri Kesehatan Republik Indonesia No. 15 tahun 2013 tentang Tata Cara Penyediaan Fasilitas Khusus Menyusui dan\u002Fatau Memerah Air Susu Ibu, pada pasal 9 ayat (2).\u003C\u002Fli>\u003C\u002Ful>\u003Col>\u003Cli>Tersedianya ruangan khusus dengan ukuran minimal 3x4 m2 dan\u002Fatau disesuaikan dengan jumlah pekerja perempuan yang sedang menyusui.\u003C\u002Fli>\u003Cli>Ada pintu yang dapat dikunci, yang mudah dibuka\u002Fditutup.\u003C\u002Fli>\u003Cli>Lantai keramik\u002Fsemen\u002Fkarpet.\u003C\u002Fli>\u003Cli>Memiliki ventilasi dan sirkulasi udara yang cukup.\u003C\u002Fli>\u003Cli>Bebas potensi bahaya di tempat kerja termasuk bebas polusi.\u003C\u002Fli>\u003Cli>Lingkungan cukup tenang jauh dari kebisingan.\u003C\u002Fli>\u003Cli>Penerangan dalam ruangan cukup dan tidak menyilaukan.\u003C\u002Fli>\u003Cli>Kelembaban berkisar antara 30-50%, maksimum 60%.\u003C\u002Fli>\u003Cli>dan tersedia wastafel dengan air mengalir untuk cuci tangan dan mencuci peralatan.\u003C\u002Fli>\u003C\u002Fol>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Larangan Mempekerjakan Pekerja Perempuan Hamil pada Kondisi Berbahaya\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>Larangan kerja shift malam bagi pekerja hamil\u003Cbr\u002F>Pengusaha dilarang mempekerjakan pekerja\u002Fburuh perempuan hamil yang menurut keterangan dokter berbahaya bagi kesehatan dan keselamatan kandungannya maupun dirinya apabila bekerja antara pukul 23.00 sampai dengan pukul 07.00 sesuai UU No. 13 tahun 2003 tentang Ketenagakerjaan Pasal 76 ayat (2).\u003C\u002Fli>\u003Cli>\u003Cb>Sanksi pelanggaran lerangan kerja shift malam bagi pekerja hamil\u003Cbr\u002F>\u003C\u002Fb>Merupakan tindak pidana pelanggaran, pengusaha yang mempekerjakan pekerja perempuan hamil bekerja antara pukul 23.00 sampai dengan pukul 07.00, dikenai sanksi pidana kurungan paling singkat 1 (satu) bulan dan paling lama 12 (dua belas) bulan dan\u002Fatau denda paling sedikit Rp10.000.000,00 (sepuluh juta rupiah) dan paling banyak Rp100.000.000,00 (seratus juta rupiah) (Pasal 187 ayat (1) dan (2) jo UU No. 6 tahun 2023)\u003C\u002Fli>\u003Cli>\u003Cb>Perlindungan kesehatan dan keselamatan terkait fungsi reproduksi perempuan\u003Cbr\u002F>\u003C\u002Fb>Perempuan berhak untuk mendapatkan perlindungan khusus dalam pelaksanaan pekerjaan atau profesinya terhadap hal-hal yang dapat mengancam keselamatan dan atau kesehatannya berkenaan dengan fungsi reproduksi perempuan (Pasal 49 ayat (2) Undang-undang No. 39 tahun 1999 tentang Hak Asasi Manusia).\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Konvensi ILO 183 tentang Perlindungan Maternitas (Maternity Protection) menegaskan perlindungan bagi buruh perempuan hamil dan janin yang dikandungnya dari kondisi kerja yang tidak aman (berbahaya) dan tidak sehat. Sayangnya Konvensi ini belum diratifikasi oleh Pemerintah. \u003C\u002Fp>\u003Cp>Melalui rekomendasi dari Konvensi ILO 183 yakni Rekomendasi 191 tahun 2000, Negara didorong untuk memastikan adanya penilaian atas segala resiko di tempat kerja yang terkait dengan kesehatan dan keselamatan reproduksi buruh perempuan. Terhadap risiko-risiko tersebut perlu disediakan alternatif antara lain pindah ke bagian lain, tanpa kehilangan upah, secara khusus dalam hal:\u003C\u002Fp>\u003Cul>\u003Cli>Pekerjaan sulit yang melibatkan upaya untuk mengangkat, membawa, mendorong, atau menarik beban secara manual.\u003C\u002Fli>\u003Cli>Pekerjaan yang terekspos bahan biologis, kimiawi, atau yang mengandung bahaya kesehatan reproduktif.\u003C\u002Fli>\u003Cli>Pekerjaan yang membutuhkan keseimbangan khusus.\u003C\u002Fli>\u003Cli>Pekerjaan yang melibatkan ketegangan fisik akibat duduk atau berdiri terlalu lama, atau akibat suhu atau getaran yang terlalu ekstrim.\u003C\u002Fli>\u003Cli>Perempuan hamil atau yang sedang dirawat tidak boleh diharuskan untuk kerja malam jika surat keterangan medis menyatakan bahwa pekerjaan tersebut tidak sesuai dengan kehamilan atau perawatannya.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003Cb>Larangan PHK karena Hamil, Melahirkan, Gugur kandungan, atau Menyusui\u003C\u002Fb>\u003C\u002Fp>\u003Col>\u003Cli>Pengusaha dilarang melakukan pemutusan hubungan kerja dengan alasan pekerja\u002Fburuh perempuan hamil, melahirkan, gugur kandungan, atau menyusui bayinya.\u003C\u002Fli>\u003Cli>Pemutusan hubungan kerja yang  dilakukan dengan alasan sebagaimana dimaksud dalam ayat (1) batal demi hukum dan pengusaha wajib mempekerjakan kembali pekerja\u002Fburuh yang bersangkutan. \u003C\u002Fli>\u003C\u002Fol>\u003Cp>Sumber: Undang-undang No. 13 tahun 2003 tentang Ketenagakerjaan Pasal 153 ayat (1) huruf e dan ayat (2)  jo. UU No. 6 tahun 2023 dan UU KIA No. 4 Tahun 2024\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Ketentuan Mempekerjakan Pekerja Perempuan di Malam Hari\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>Pekerja\u002Fburuh perempuan yang berumur kurang dari 18 (delapan belas) tahun dilarang dipekerjakan antara pukul 23.00 sampai dengan pukul 07.00.\u003C\u002Fli>\u003Cli>Pengusaha yang mempekerjakan pekerja\u002Fburuh perempuan antara pukul 23.00 sampai dengan pukul 07.00 wajib:\u003C\u002Fli>\u003C\u002Ful>\u003Col>\u003Cli>memberikan makanan dan minuman bergizi; dan\u003C\u002Fli>\u003Cli>menjaga kesusilaan dan keamanan selama di tempat kerja.\u003C\u002Fli>\u003C\u002Fol>\u003Cul>\u003Cli>Pengusaha wajib menyediakan angkutan antar jemput bagi pekerja\u002Fburuh perempuan yang berangkat dan pulang bekerja antara pukul 23.00 sampai dengan pukul 05.00.\u003Cbr\u002F>Sumber aturan: Undang-undang No. 13 tahun 2003 tentang Ketenagakerjaan pasal 76 ayat (1), (3) dan (4)\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Peraturan pelaksana dari ketentuan ayat (3) dan (4) seperti diatas diatur lebih lanjut oleh Keputusan Menteri Tenaga Kerja dan Transmigrasi No. 224 Tahun 2003 tentang Kewajiban Pengusaha yang Mempekerjakan Pekerja\u002FBuruh Perempuan antara pukul 23.00 sampai dengan pukul 07.00 \u003Cbr\u002F>\u003C\u002Fp>\u003Cul>\u003Cli>Sanksi pelanggaran ketentuan kerja shift malam bagi pekerja perempuan\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Merupakan tindak pidana pelanggaran, pengusaha yang melanggar ketentuan mempekerjakan pekerja perempuan antara pukul 23.00 sampai dengan pukul 07.00, dikenai sanksi pidana kurungan paling singkat 1 (satu) bulan dan paling lama 12 (dua belas) bulan dan\u002Fatau denda paling sedikit Rp10.000.000,00 (sepuluh juta rupiah) dan paling banyak Rp100.000.000,00 (seratus juta rupiah).\u003C\u002Fp>\u003Cp>Sumber: Pasal 187 ayat (1) dan (2) jo UU No. 6 tahun 2023 \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Larangan Diskriminasi\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>\u003Cb>Larangan diskriminasi dalam memperoleh pekerjaan\u003C\u002Fb>\u003Cbr\u002F>Setiap tenaga kerja memiliki kesempatan yang sama tanpa diskriminasi untuk memperoleh pekerjaan (UU No. 13 tahun 2003 tentang Ketenagakerjaan Pasal 5)\u003C\u002Fli>\u003Cli>\u003Cb>Perlakuan yang sama tanpa diskriminasi\u003Cbr\u002F>\u003C\u002Fb>Setiap pekerja\u002Fburuh berhak memperoleh perlakuan yang sama tanpa diskriminasi dari pengusaha. Pemerintah Pusat atau Pemerintah Daerah sesuai kewenangannya mengenakan sanksi administratif atas pelanggaran larangan diskriminasi dalam pekerjaan (Pasal 190 ayat (1) UU No. 13 tahun 2003 tentang Ketenagakerjaan jo. UU No. No. 6 tahun 2023 ).\u003C\u002Fli>\u003Cli>\u003Cb>Upah yang sama untuk pekerjaan yang sama\u003Cbr\u002F>\u003C\u002Fb>Ketentuan ini diatur dalam UU No. 80 tahun 1957 tentang Pengesahan Konvensi ILO No. 100 tahun 1951 tentang Pengupahan yang Sama Bagi Buruh Laki-laki dan Perempuan untuk Pekerjaan yang Sama Nilainya\u003C\u002Fli>\u003Cli>\u003Cb>Memperoleh kesempatan pelatihan, jabatan, dan kondisi kerja yang sama\u003Cbr\u002F>\u003C\u002Fb>UU No. 21 tahun 1999 tentang Pengesahan Konvensi ILO No. 111 tahun 1957 tentang Diskriminasi dalam Pekerjaan dan Jabatan, menyebut istilah \"pekerjaan\" dan \"jabatan\" dalam konvensi ini meliputi juga kesempatan mengikuti pelatihan keterampilan, memperoleh pekerjaan dan jabatan tertentu, dan syarat-syarat serta kondisi kerja yang sama untuk buruh perempuan dan laki-laki.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Pasal 11 UU No. 7 tahun 1984 tentang Pengesahan Konvensi Penghapusan Segala Bentuk Diskriminasi terhadap Perempuan. Negara-negara peserta wajib membuat peraturan-peraturan yang tepat untuk menghapus diskriminasi terhadap perempuan di lapangan pekerjaan guna menjamin hak-hak yang sama atas dasar persamaan antara laki-laki dan perempuan, khususnya: Hak atas perlindungan kesehatan dan keselamatan kerja, termasuk usaha perlindungan terhadap fungsi melanjutkan keturunan.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>\u003Cb>Perlindungan dari Kekerasan dan Pelecehan \u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>\u003Cb>Perlindungan sesuai harkat dan martabat manusia\u003C\u002Fb>\u003Cbr\u002F>Setiap pekerja\u002Fburuh mempunyai hak untuk memperoleh perlindungan atas: moral dan kesusilaan dan perlakuan yang sesuai dengan harkat dan martabat manusia serta nilai-nilai agama. Hal ini diatur dalam Pasal 86 ayat (1) huruf b dan c UU No. 13 tahun 2003 tentang Ketenagakerjaan.\u003C\u002Fli>\u003Cli>\u003Cb>Menjaga keamanan dan kenyamanan kondisi kerja terutama di shift malam\u003Cbr\u002F>\u003C\u002Fb>Pengusaha yang mempekerjakan pekerja\u002Fburuh perempuan antara pukul 23.00 sampai dengan pukul 07.00 wajib: menjaga kesusilaan dan keamanan selama di tempat kerja (Pasal 76 ayat (3) huruf b UU No. 13 tahun 2003 tentang Ketenagakerjaan)\u003C\u002Fli>\u003Cli>\u003Cb>Menyediakan petugas keamanan dan fasilitas kamar mandi memadai\u003Cbr\u002F>\u003C\u002Fb>Pengusaha wajib menjaga keamanan dan kesusilaan pekerja\u002Fburuh perempuan dengan : a. menyediakan petugas keamanan di tempat kerja; b. menyediakan kamar mandi\u002Fwc yang layak dengan penerangan yang memadai serta terpisah antara pekerja\u002Fburuh perempuan dan laki-laki. Hal ini diatur dalam Pasal 5 Keputusan Menteri Tenaga Kerja dan Transmigrasi No. 224 Tahun 2003 tentang Kewajiban Pengusaha yang Mempekerjakan Pekerja\u002FBuruh Perempuan antara pukul 23.00 sampai dengan pukul 07.00.\u003C\u002Fli>\u003Cli>\u003Cb>Perlindungan dari kekerasan di tempat kerja\u003Cbr\u002F>\u003C\u002Fb>Surat Edaran Menteri Tenaga Kerja dan Transmigrasi No. SE.03\u002FMEN\u002FIV\u002F2011 tentang Pedoman Pencegahan Pelecehan Seksual di Tempat Kerja\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Peraturan Menteri Pemberdayaan Perempuan dan Perlindungan Anak No. 1 tahun 2020 tentang Penyediaan Rumah Perlindungan Pekerja  Perempuan (RP3) di Tempat Kerja. RP3 adalah tempat, ruang, sarana, dan fasilitas yang disediakan untuk memberikan perlindungan dan pemenuhan hak terhadap pekerja perempuan di tempat kerja berupa: upaya pencegahan kekerasan terhadap pekerja\u002Fburuh perempuan, penerimaan pengaduan dan tindak lanjut, dan pendampingan.\u003C\u002Fp>\u003Cp>Konvensi ILO 190 tahun 2019 tentang Penghapusan Kekerasan dan Pelecehan di Dunia Kerja melindungi terhadap segala bentuk kekerasan dan pelecehan di dunia kerja serta menyediakan langkah-langkah khusus untuk mengatasi kekerasan dan pelecehan berbasis gender. Konvensi ini belum diratifikasi di Indonesia.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cp>\u003Cb>Apakah hak pekerja perempuan dalam UU Ketenagakerjaan No. 13 Tahun 2003 masih berlaku paska UU Cipta Kerja No. 6 Tahun 2003?\u003C\u002Fb>\u003C\u002Fp>\u003Cp>Pasca terbitnya Omnibus Law UU Cipta Kerja No. 6 tahun 2023, banyak kekhawatiran hak pekerja perempuan yang tercantum dalam UU No. 13 tahun 2003 tentang Ketenagakerjaan dihilangkan karena tidak tercantum di dalam UU Cipta Kerja.\u003C\u002Fp>\u003Cp>Mengenai hal ini, mengacu pada pasal 81 UU Ciptaker, menyatakan bahwa UU Ketenagakerjaan masih berlaku sepanjang tidak diubah, dihapus, atau ditetapkan pengaturan barunya oleh UU Cipta Kerja.\u003C\u002Fp>\u003Cp>Oleh karena sejumlah hak pekerja perempuan dalam UU Ketenagakerjaan yang disebutkan di atas tidak diubah, dihapus, atau ditetapkan pengaturan barunya oleh UU Cipta Kerja, maka masih berlaku hingga kini.\u003C\u002Fp>\u003Cp>Namun demikian untuk kepastian hukum penting bagi pengusaha dan pekerja\u002Fserikat pekerja untuk memasukan klausul perlindungan maternitas ke dalam perjanjian kerja, peraturan perusahaan, dan perjanjian kerja bersama. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cp>\u003Cb>Sumber:\u003C\u002Fb>\u003C\u002Fp>\u003Cp>UU No. 80 tahun 1957 tentang Pengesahan Konvensi ILO No. 100 tahun 1951 tentang Pengupahan yang Sama Bagi Buruh Laki-laki dan Perempuan untuk Pekerjaan yang Sama Nilainya\u003C\u002Fp>\u003Cp>Undang - Undang No. 7 Tahun 1984 tentang ratifikasi Konvensi Penghapusan Segala Bentuk Diskriminasi terhadap Perempuan \u003Ci>(Convention on the Elimination of All Forms of Discrimination Against Women)\u003C\u002Fi>\u003C\u002Fp>\u003Cp>UU No. 21 tahun 1999 tentang Pengesahan Konvensi ILO No. 111 tahun 1957 tentang Diskriminasi dalam Pekerjaan dan Jabatan\u003C\u002Fp>\u003Cp>Undang - Undang No. 39 Tahun 1999 tentang Hak Asasi Manusia\u003C\u002Fp>\u003Cp>Undang - Undang No. 13 Tahun 2003 tentang Ketenagakerjaan\u003C\u002Fp>\u003Cp>Undang - Undang No. 36 Tahun 2009 tentang Kesehatan\u003C\u002Fp>\u003Cp>Undang-Undang No. 6 Tahun 2023 tentang Penetapan Peraturan Pemerintah Pengganti Undang-Undang Nomor 2 Tahun 2022 tentang Cipta Kerja\u003C\u002Fp>\u003Cp>Undang-undang No. 4 tahun 2024 tentang Kesejahteraan Ibu dan Anak pada Fase 1000 Pertama Hari kelahiran\u003C\u002Fp>\u003Cp>Peraturan Pemerintah No. 33 tahun 2012 tentang Pemberian Air Susu Ibu Eksklusif \u003C\u002Fp>\u003Cp>Peraturan Bersama 3 Menteri yakni: Menteri Pemberdayaan Perempuan, Menteri Ketenagakerjaan, dan Menteri Kesehatan No. 48\u002FMen.PP\u002FXII\u002F2008, PER.27\u002FMEN\u002FXII\u002F2008, dan No. 1177\u002FMenkes\u002FPB\u002FXII\u002F2008 tentang Peningkatan Pemberian ASI selama Waktu Kerja di Tempat Kerja.\u003C\u002Fp>\u003Cp>Keputusan Menteri Tenaga Kerja dan Transmigrasi No. 224 Tahun 2003 tentang Kewajiban Pengusaha yang Mempekerjakan Pekerja\u002FBuruh Perempuan antara pukul 23.00 sampai dengan pukul 07.00.\u003C\u002Fp>\u003Cp>Peraturan Menteri Kesehatan Republik Indonesia No. 15 tahun 2013 tentang Tata Cara Penyediaan Fasilitas Khusus Menyusui dan\u002Fatau Memerah Air Susu Ibu\u003C\u002Fp>\u003Cp>Peraturan Menteri Pemberdayaan Perempuan dan Perlindungan Anak No. 1 tahun 2020 tentang Penyediaan Rumah Perlindungan Pekerja  Perempuan (RP3) di Tempat Kerja\u003C\u002Fp>\u003Cp>Surat Edaran Menteri Tenaga Kerja dan Transmigrasi No. SE.03\u002FMEN\u002FIV\u002F2011 tentang Pedoman Pencegahan Pelecehan Seksual di Tempat Kerja\u003C\u002Fp>\u003Cp>Konvensi ILO No. 183 tahun 2000 mengenai Perlindungan Maternitas\u003C\u002Fp>\u003Cp>Konvensi ILO 190 tahun 2019 tentang Penghapusan Kekerasan dan Pelecehan di Dunia Kerja\u003C\u002Fp>","light",{"text":44,"link":45},"Hubungi Kami",{"title":44,"url":46,"description":44,"rel":47,"type":48,"id":49},"\u002Fabout\u002Fcontact","follow","internal",24590,[51],{"id":52,"slug":53,"name":54},2,"labour-law","Labour Law",true,{"id":57,"first_name":58,"last_name":59,"email":60,"image":61,"function":62},40,"Muhammad","Fakhri","muhammadfakhri@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FMuhammad-Fakhri-ED.width-400.jpg","Data and Communication Specialist - 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Organisasi yang sama, informasi yang sama, dengan tampilan baru.\u003C\u002Fp>",{"title":17,"seo_title":120,"description":7,"path":121,"redirect_url":7,"locale":18,"children":122},"WageIndicator Indonesia: Gaji, Upah Minimum, & UU Ketenagakerjaan","\u002Fid-id",[123,220,253],{"title":20,"seo_title":124,"description":7,"path":125,"redirect_url":7,"locale":18,"children":126},"WageIndicator Indonesia: Gaji, Upah Minimum, dan Kondisi Kerja","\u002Fid-id\u002Fbekerja-di-indonesia",[127,132,136,140,160,208],{"title":128,"seo_title":129,"description":7,"path":130,"redirect_url":7,"locale":18,"children":131},"Upah Minimum","","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fupah-minimum",[],{"title":133,"seo_title":129,"description":7,"path":134,"redirect_url":7,"locale":18,"children":135},"Upah Layak","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fupah-layak",[],{"title":137,"seo_title":129,"description":7,"path":138,"redirect_url":7,"locale":18,"children":139},"Cek Tarif 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