[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fperlakuan-adil-di-tempat-kerja\u002Fpekerja-disabilitas":3,"menu:\u002Fid-id:":86,"sites:htmlblocks":269,"subsites":1708,"cite-subsites":5270,"footer:id-id":5747,"suggested:id-id":5826,"cite-footer:id-id":5832},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":6,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":28,"body_blocks":36,"call_to_action":42,"categories":49,"show_table_of_contents":54,"owner":55,"show_related_pages":54,"related_pages":62,"related_sites":84,"in_subsite":54,"contact_page_url":7,"banner_message":85},28943,"pekerja-disabilitas","Hak Pekerja Disabilitas di Indonesia",null,"\u003Cp>Orang dengan Disabilitas adalah setiap orang yang mengalami keterbatasan fisik, intelektual, mental, dan\u002Fatau sensorik dalam jangka waktu lama yang dalam berinteraksi dengan lingkungan dapat mengalami hambatan dan kesulitan untuk berpartisipasi secara penuh dan efektif dengan warga negara lainnya berdasarkan kesamaan hak.\u003C\u002Fp>","Bagaimana UU Ketenagakerjaan melindungi hak-hak khusus pekerja dengan disabilitas? Simak paparannya di sini!","\u002Fid-id\u002Fbekerja-di-indonesia\u002Fhukum-tenaga-kerja\u002Fperlakuan-adil-di-tempat-kerja\u002Fpekerja-disabilitas","pages.contentpage","id_ID","\u002Fcms\u002Fpages\u002F28943\u002Fedit\u002F",[15,18,21,24,27],{"title":16,"slug":17},"Indonesia","id-id",{"title":19,"slug":20},"Bekerja di Indonesia","bekerja-di-indonesia",{"title":22,"slug":23},"Hukum Tenaga Kerja","hukum-tenaga-kerja",{"title":25,"slug":26},"Perlakuan Adil di Tempat Kerja","perlakuan-adil-di-tempat-kerja",{"title":6,"slug":5},{"title":6,"description":9,"image":29,"canonical":30,"robots":31,"og_type":32,"twitter_card":33,"locale":17,"created_at":34,"last_modified_at":35},"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\u002Fperlakuan-adil-di-tempat-kerja\u002Fpekerja-disabilitas\u002F","index, follow","website","summary_large_image","2026-01-12T11:06:08.568016+01:00","2026-04-10T13:11:47.063237+02:00",[37],{"type":38,"data":39},"text_block",{"content":40,"variant":41},"\u003Ch3>Apa yang dimaksud dengan pekerja dengan disabilitas?\u003C\u002Fh3>\u003Cp>Penyandang disabilitas menurut Undang-undang Nomor 8 Tahun 2016 tentang Penyandang Disabilitas (UU 8\u002F2016) adalah setiap orang yang mengalami keterbatasan fisik, intelektual, mental, dan\u002Fatau sensorik dalam jangka waktu lama yang dalam berinteraksi dengan lingkungan dapat mengalami hambatan dan kesulitan untuk berpartisipasi secara penuh dan efektif dengan warga negara lainnya berdasarkan kesamaan hak. Penyandang disabilitas dalam artikel ini kami tuliskan sebagai pekerja dengan disabilitas. \u003C\u002Fp>\u003Cp>Sedangkan yang dimaksud dengan kesamaan hak adalah keadaan yang memberikan peluang dan\u002Fatau menyediakan akses kepada pekerja dengan disabilitas untuk menyalurkan potensi dalam segala aspek penyelenggaraan negara dan masyarakat termasuk dalam pekerjaan.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>Apa saja ragam disabilitas?\u003C\u002Fh3>\u003Cp>Pasal 4 UU 8\u002F2016 menyebut, ragam disabilitas, meliputi:\u003C\u002Fp>\u003Cp>1. Disabilitas fisik adalah terganggunya fungsi gerak, antara lain amputasi, lumpuh layuh atau kaku, paraplegi (kelumpuhan pada anggota gerak), cerebral palsy (lumpuh otak yang mempengaruhi otot dan saraf), akibat stroke, akibat kusta, dan orang kecil. \u003C\u002Fp>\u003Cp>2. Disabilitas intelektual adalah terganggunya fungsi pikir karena tingkat kecerdasan di bawah rata-rata, antara lain lambat belajar, disabilitas grahita dan down syndrome. \u003C\u002Fp>\u003Cp>3. Disabilitas mental adalah terganggunya fungsi pikir, emosi, dan perilaku. Ragam disabilitas ini, terbagi antara lain:\u003C\u002Fp>\u003Cul>\u003Cli>Disabilitas psikososial di antaranya skizofrenia, bipolar, depresi, anxietas, dan gangguan kepribadian\u003C\u002Fli>\u003Cli>Disabilitas perkembangan yang berpengaruh pada kemampuan interaksi sosial di antaranya autis dan hiperaktif\u003C\u002Fli>\u003C\u002Ful>\u003Cp>4. Disabilitas sensorik adalah terganggunya salah satu fungsi dari panca indera, antara lain disabilitas netra, disabilitas rungu, dan\u002Fatau disabilitas wicara. \u003C\u002Fp>\u003Cp>Lebih lanjut UU 8\u002F2016 menyebut ragam disabilitas seperti tersebut di atas dapat dialami secara tunggal, ganda, atau multi. Misalnya disabilitas rungu-wicara atau netra-rungu. Seseorang disebut disabilitas bila mengalami ragam disabilitas dalam jangka waktu lama (paling singkat 6 bulan dan\u002Fatau bersifat permanen) yang ditetapkan oleh tenaga medis sesuai dengan ketentuan peraturan perundang-undangan. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>Apa saja yang menjadi hak pekerja dengan disabilitas?\u003C\u002Fh3>\u003Cp>Perlindungan bagi pekerja dengan disabilitas tercantum dalam Undang-undang Nomor 13 tahun 2003 tentang Ketenagakerjaan (UU 13\u002F2003) namun dalam Undang-undang tersebut masih menggunakan istilah penyandang cacat yang telah diubah menjadi orang dengan disabilitas.\u003C\u002Fp>\u003Cp>Istilah ini tidak lagi digunakan sejak Indonesia meratifikasi Konvensi Perserikatan Bangsa-bangsa tentang Hak-hak Orang dengan Disabilitas atau Convention on the Rights People With Disabilities (CRPD) yang telah disahkan melalui Undang-Undang No. 19 Tahun 2011.\u003C\u002Fp>\u003Cp>Pasal 67 ayat (1) UU 13\u002F2003 menyebut Pengusaha yang mempekerjakan pekerja dengan disabilitas wajib memberikan perlindungan sesuai dengan jenis dan derajat disabilitasnya.\u003C\u002Fp>\u003Cp>Perlindungan yang dimaksud, tercantum dalam pasal 19 UU 13\u002F2003 yakni berupa pelatihan kerja bagi pekerja dengan disabilitas yang dilaksanakan dengan memperhatikan jenis, derajat disabilitas, dan kemampuan pekerja dengan disabilitas yang bersangkutan.\u003C\u002Fp>\u003Cp>Lebih lanjut, hak pekerja dengan disabilitas diatur secara terperinci dalam pasal 5 ayat (1) huruf dan pasal 11 UU 8\u002F2016 yang mengatur hak atas pekerjaan meliputi hak:\u003C\u002Fp>\u003Cul>\u003Cli>Memperoleh pekerjaan yang diselenggarakan oleh Pemerintah, Pemerintah Daerah, atau swasta tanpa Diskriminasi\u003C\u002Fli>\u003Cli>Memperoleh upah yang sama dengan pekerja yang bukan penyandang disabilitas dalam jenis pekerjaan dan tanggung jawab yang sama\u003C\u002Fli>\u003Cli>Memperoleh akomodasi yang layak dalam pekerjaan\u003C\u002Fli>\u003Cli>Tidak diberhentikan karena alasan disabilitas\u003C\u002Fli>\u003Cli>Mendapatkan program kembali bekerja\u003C\u002Fli>\u003Cli>Penempatan kerja yang adil, proporsional, dan bermartabat\u003C\u002Fli>\u003Cli>Memperoleh kesempatan dalam mengembangkan jenjang karier serta segala hak normatif yang melekat di dalamnya, dan\u003C\u002Fli>\u003Cli>Memajukan usaha, memiliki pekerjaan sendiri, wiraswasta, pengembangan koperasi, dan memulai usaha sendiri.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>Apakah pekerja dengan disabilitas juga dilindungi instrumen internasional Hak Asasi Manusia?\u003C\u002Fh3>\u003Cp>Ya. Instrumen HAM yang mengatur antara lain:\u003C\u002Fp>\u003Cul>\u003Cli>Convention on the Rights of People With Disabilities (CRPD) yang menjamin penyandang disabilitas hak atas pekerjaan (pasal 5 ayat 1 f), dan hak “bebas dari tindakan diskriminasi, pelantaran, penyiksaan dan eksploitasi.” (pasal 5 ayat 1 v). Konvensi ini telah diratifikasi melalui Undang-Undang No. 19 Tahun 2011 tentang Pengesahan Konvensi tentang Hak-hak Penyandang Disabilitas.\u003C\u002Fli>\u003Cli>Convention on the Elimination of All Forms of Discrimination Against Women yang menjamin penghapusan segala bentuk diskriminasi terhadap perempuan khususnya perempuan dengan disabilitas. Konvensi ini telah disahkan dalam UU No. 7 Tahun 1984 tentang Ratifikasi Konvensi Penghapusan Segala Bentuk Diskriminasi terhadap Perempuan.\u003C\u002Fli>\u003Cli>Konvensi ILO No. 190 tahun tentang Penghapusan Kekerasan dan Pelecehan di Dunia Kerja yang  mengakui hak setiap pekerja termasuk pekerja dengan disabilitas atas dunia kerja yang bebas dari kekerasan dan pelecehan, termasuk kekerasan dan pelecehan berbasis gender.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>Apakah perusahaan atau kantor Pemerintah wajib mempekerjakan pekerja dengan disabilitas?\u003C\u002Fh3>\u003Cp>Ya. Kewajiban membuka kesempatan kerja bagi pekerja dengan disabilitas tidak hanya diberikan kepada pemberi kerja swasta namun juga pekerjaan yang diselenggarakan oleh Pemerintah dan Pemerintah Daerah (Pasal 11 huruf a UU 8\u002F2016).\u003C\u002Fp>\u003Cp>Lebih khusus kewajiban yang diberikan kepada Kantor Pemerintah dan Pemerintah Daerah adalah: wajib menjamin proses rekrutmen, penerimaan, pelatihan kerja, penempatan kerja, keberlanjutan kerja, dan pengembangan karier yang adil dan tanpa diskriminasi, serta memberikan kesempatan untuk mengikuti pelatihan keterampilan kerja di lembaga pelatihan kerja milik Pemerintah, Pemerintah Daerah, dan\u002Fatau swasta. Dengan ketentuan lembaga pelatihan kerja tersebut harus bersifat inklusif dan mudah diakses (pasal 45 dan 46 UU 8\u002F2016).\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>Apakah ada aturan khusus proses rekrutmen kerja bagi calon pekerja dengan disabilitas?\u003C\u002Fh3>\u003Cp>Ada. Pasal 47 UU 8\u002F2016 mewajibkan pemberi kerja dalam proses rekrutmen calon pekerja dengan disabilitas untuk: \u003C\u002Fp>\u003Cul>\u003Cli>Melakukan ujian penempatan untuk mengetahui minat, bakat, dan kemampuan\u003C\u002Fli>\u003Cli>Menyediakan asistensi dalam proses pengisian formulir aplikasi dan proses lainnya yang diperlukan\u003C\u002Fli>\u003Cli>Menyediakan alat dan bentuk tes yang sesuai dengan kondisi disabilitas, dan\u003C\u002Fli>\u003Cli>Memberikan keleluasaan dalam waktu pengerjaan tes sesuai dengan kondisi calon pekerja dengan disabilitas. \u003C\u002Fli>\u003C\u002Ful>\u003Cp>Sedangkan mengenai penempatan, pasal 48 UU 8\u002F2016 menegaskan agar pemberi kerja dalam penempatan calon pekerja dengan disabilitas: \u003C\u002Fp>\u003Cul>\u003Cli>Memberikan kesempatan untuk masa orientasi atau adaptasi di awal masa kerja untuk menentukan apa yang diperlukan, termasuk penyelenggaraan pelatihan atau magang\u003C\u002Fli>\u003Cli>Menyediakan tempat bekerja yang fleksibel dengan menyesuaikan kepada ragam disabilitas tanpa mengurangi target tugas kerja\u003C\u002Fli>\u003Cli>Menyediakan waktu istirahat\u003C\u002Fli>\u003Cli>Menyediakan jadwal kerja yang fleksibel dengan tetap memenuhi alokasi waktu kerja\u003C\u002Fli>\u003Cli>Memberikan asistensi dalam pelaksanaan pekerjaan dengan memperhatikan kebutuhan khusus pekerja dengan disabilitas, dan\u003C\u002Fli>\u003Cli>Memberikan izin atau cuti khusus untuk pengobatan. \u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003C\u002Fp>\u003Ch3>Apakah ada aturan kuota penempatan pekerja dengan disabilitas?\u003C\u002Fh3>\u003Cp>Ada. Aturan kuota penempatan pekerja dengan disabilitas diatur dalam pasal 53 UU 8\u002F2016. Didalamnya ditegaskan:\u003C\u002Fp>\u003Cp>(1) Pemerintah, Pemerintah Daerah, Badan Usaha Milik Negara, dan Badan Usaha Milik Daerah wajib mempekerjakan paling sedikit 2% pekerja dengan disabilitas dari total pegawai, dan\u003C\u002Fp>\u003Cp>(2) Perusahaan swasta wajib mempekerjakan paling sedikit 1% pekerja dengan disabilitas dari total pekerja di perusahaan\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>Apakah ada aturan khusus yang melarang diskriminasi upah bagi pekerja dengan disabilitas?\u003C\u002Fh3>\u003Cp>Ada. Pasal 49 UU 8\u002F2016 mewajibkan pemberi kerja memberi upah yang sama kepada pekerja dengan disabilitas dan pekerja yang bukan penyandang disabilitas dengan jenis pekerjaan dan tanggung jawab yang sama.\u003C\u002Fp>\u003Cp>Lebih lanjut UU 13\u002F2003 jo. Undang-undang No. 11 tahun 2020 tentang Cipta Kerja (UU 11\u002F2020) bersama peraturan pelaksananya yakni Peraturan Pemerintah Nomor 36 tahun 2021 tentang Pengupahan (PP 36\u002F2021) menyebut “Setiap pekerja berhak memperoleh perlakuan yang sama dalam penerapan sistem pengupahan tanpa diskriminasi” dan “Setiap pekerja berhak memperoleh Upah yang sama untuk pekerjaan yang sama nilainya.” (Pasal 88A ayat (1) dan (2) UU 13\u002F2003 jo. UU 11\u002F2020 dan pasal 2 ayat (2) dan (3) PP 36\u002F2021).\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>Apakah pengusaha dapat melakukan PHK terhadap pekerja dengan disabilitas yang tidak dapat melakukan pekerjaannya?\u003C\u002Fh3>\u003Cp>Pada prinsipnya perusahaan tidak dapat melakukan PHK terhadap pekerja karena alasan disabilitasnya. Namun demikian pekerja dengan disabilitas yang tidak dapat melakukan pekerjaannya lagi dikategorikan sebagai pekerja yang sakit termasuk pekerja dalam keadaan cacat tetap, sakit akibat kecelakaan kerja, atau sakit karena hubungan kerja atau yang menurut surat keterangan dokter jangka waktu penyembuhannya belum dapat dipastikan.\u003C\u002Fp>\u003Cp>Pada pekerja yang demikian peraturan perundang-undangan memberikan batasan PHK dapat dilakukan setelah melampaui 12 bulan cuti sakit terus-menerus (pasal 154A UU 13\u002F2003 jo. UU 11\u002F2020).\u003C\u002Fp>\u003Cp>Lebih lanjut pasal 55 ayat (1) Peraturan Pemerintah Nomor 35 tahun 2021 mengenai Perjanjian Kerja Waktu Tertentu, Alih Daya, Waktu Kerja dan Istirahat, serta Pemutusan Hubungan Kerja (PP 35\u002F2021) yang merupakan peraturan pelaksana dari UU 11\u002F2020 menyebut Pengusaha dapat melakukan PHK kepada pekerja yang sakit berkepanjangan setelah melampaui batas 12 bulan, dengan ketentuan pengusaha harus membayarkan uang pesangon sebesar 2 kali ketentuan pasal 40 ayat (2) PP 35\u002F2021, uang penghargaan masa kerja sebesar 1 kali ketentuan pasal 40 ayat (3) PP 35\u002F2021, dan uang penggantian hak sesuai ketentuan pasal 40 ayat (4) PP 35\u002F2021. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cp>\u003Cb>Sumber:\u003C\u002Fb>\u003C\u002Fp>\u003Cp>Indonesia. UU No. 7 Tahun 1984 tentang Ratifikasi Konvensi Penghapusan Segala Bentuk Diskriminasi terhadap Perempuan\u003C\u002Fp>\u003Cp>Indonesia. Undang-Undang Nomor 13 Tahun 2003 tentang Tenaga Kerja\u003C\u002Fp>\u003Cp>Indonesia. Undang-Undang Nomor 19 Tahun 2011 tentang Pengesahan Konvensi tentang Hak-hak Penyandang Disabilitas\u003C\u002Fp>\u003Cp>Indonesia. Undang-undang Nomor 8 Tahun 2016 tentang Penyandang Disabilitas\u003C\u002Fp>\u003Cp>Indonesia. Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja\u003C\u002Fp>\u003Cp>Indonesia. Peraturan Pemerintah No. 35 Tahun 2021 tentang Perjanjian Kerja Waktu Tertentu, Alih Daya, Waktu Kerja dan Istirahat, serta Pemutusan Hubungan Kerja\u003C\u002Fp>\u003Cp>Indonesia. Peraturan Pemerintah No. 36 Tahun 2021 tentang Pengupahan\u003C\u002Fp>\u003Cp>Internasional. Convention on the Rights of People With Disabilities (CRPD). 2006\u003C\u002Fp>\u003Cp>Internasional. Convention on the Elimination of All Forms of Discrimination Against Women. 1981\u003C\u002Fp>\u003Cp>Internasional. 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