[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fid-id\u002Fbekerja-di-indonesia\u002Ftips-karir\u002Fuu-kia-daftar-hak-pekerja":3,"menu:\u002Fid-id:":59,"sites:htmlblocks":244,"subsites":1683,"cite-subsites":5297,"footer:id-id":5774,"cite-footer:id-id":5853,"suggested:id-id":5892},{"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,"go_live_at":7,"first_published_at":13,"page_created_at":14,"published_at":13,"edit_url":15,"breadcrumbs":16,"seo":27,"body_blocks":34,"call_to_action":40,"categories":47,"show_table_of_contents":48,"owner":49,"show_related_pages":48,"related_pages":56,"related_sites":57,"in_subsite":48,"contact_page_url":7,"banner_message":58},30695,"uu-kia-daftar-hak-pekerja","UU KIA: Daftar Hak-Hak Pekerja dan Pemenuhannya",null,"\u003Cp>DPR RI telah mengesahkan UU KIA atau Undang-Undang Kesejahteraan Ibu dan Anak pada Fase Seribu Hari Pertama Kehidupan. UU KIA ini juga secara khusus mengatur hak-hak di tempat kerja. Apa saja hak-hak tersebut? Bagaimana kepatuhan perusahaan terkait pasal-pasal yang diatur oleh UU KIA? Ikuti ulasan selengkapnya!\u003C\u002Fp>","DPR RI telah mengesahkan UU KIA atau Undang-Undang Kesejahteraan Ibu dan Anak pada Fase Seribu Hari Pertama Kehidupan. UU KIA ini juga secara khusus mengatur hak-hak di tempat kerja. Apa saja hak-hak tersebut? 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Selain pembahasan hak-hak tersebut, kami akan mengulas seberapa banyak perusahaan yang mematuhi aturan-aturan ketenagakerjaan yang berhubungan dengan UU KIA. \u003C\u002Fp>\u003Cp>Data kepatuhan ini berdasarkan Survei Kelayakan Kerja dari program Makin Terang dengan 3.096 responden pekerja TGSL di wilayah DKI Jakarta, Banten, Jawa Barat, Jawa Tengah, dan DI Yogyakarta. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>1. Cuti Melahirkan 3 Bulan\u003C\u002Fh3>\u003Cp>Hak cuti melahirkan diatur di dalam pasal 4 ayat (3) huruf a. Seorang ibu yang bekerja berhak mendapatkan cuti melahirkan paling singkat tiga bulan pertama dan paling lama tiga  bulan berikut jika terdapat kondisi khusus yang dibuktikan dengan surat keterangan dokter. \u003C\u002Fp>\u003Cp>Di dalam ayat (4), terdapat kewajiban pemberi kerja untuk memberikan cuti melahirkan sebagaimana tercantum pada ayat (3).\u003C\u002Fp>\u003Cp>Kondisi khusus  yang dimaksud dalam ayat (3) yakni apabila ibu mengalami masalah kesehatan, gangguan kesehatan, dan\u002Fatau komplikasi pascapersalinan atau keguguran dan anak yang dilahirkan mengalami masalah kesehatan, gangguan kesehatan, dan\u002Fatau komplikasi.\u003C\u002Fp>\u003Cp>Bagaimana dengan kepatuhan hak cuti melahirkan ini?\u003C\u002Fp>\u003Cp>Hasil Survei Kelayakan Kerja 2023 menunjukkan enam dari 100 pabrik tidak memberikan tiga bulan cuti melahirkan. Hal ini dilaporkan oleh 163 dari 2.822 responden yang menjawab. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>2. Upah penuh selama cuti melahirkan\u003C\u002Fh3>\u003Cp>Hak cuti melahirkan selama tiga bulan tidak akan benar-benar didapatkan apabila upah tidak dibayar selama menjalani cuti. \u003C\u002Fp>\u003Cp>Ketentuan upah penuh selama cuti melahirkan ditegaskan bahkan diperpanjang oleh pasal 5 ayat (2), yang menyebutkan ibu berhak mendapatkan upah:\u003C\u002Fp>\u003Col>\u003Cli>Secara penuh untuk tiga bulan pertama\u003C\u002Fli>\u003Cli>Secara penuh untuk bulan keempat\u003C\u002Fli>\u003Cli>75% dari pah untuk bulan kelima dan bulan keenam\u003C\u002Fli>\u003C\u002Fol>\u003Cp>Bagaimana pelaksanaannya di lapangan? Hasil Survei Kelayakan Kerja 2023 menemukan terdapat 7 dari 100 pabrik TGSL yang tidak membayarkan upah penuh selama tiga bulan cuti melahirkan. Hal ini diungkapkan oleh 175 responden dari 2.622 total responden dengan jawaban valid. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>3. Cuti keguguran\u003C\u002Fh3>\u003Cp>Apabila ibu pekerja mengalami keguguran, maka ia berhak mendapatkan waktu istirahat satu setengah bulan atau sesuai dengan surat keterangan dokter, dokter kebidanan, dann kandungan. Hal ini tertuang dalam pasal 4 ayat (3) huruf b. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>4. Cuti ayah\u003C\u002Fh3>\u003Cp>Cuti ayah adalah istilah untuk cuti bagi suami pekerja yang istrinya bersalin\u002Fgugur kandungan dengan tetap menerima upah. Cuti ayah dalam UU Ketenagakerjaan diatur selama 2 (dua) hari. \u003C\u002Fp>\u003Cp>Melalui pasal 4 ayat (1) huruf (e) UU KIA hak atas cuti ayah dipertegas melalui hak ibu untuk mendapatkan pendampingan dari suami, keluarga, pendamping profesional, dan\u002Fatau pendamping lainnya pada masa kehamilan, keguguran, persalinan, dan pascapersalinan. \u003C\u002Fp>\u003Cp>UU KIA mengatur cuti ayah berbayar diberikan selama dua hari dan paling lama tiga hari berikutnya. Apabila istri mengalami keguguran, maka cuti ayah berbayar berhak diambil selama dua hari.\u003C\u002Fp>\u003Cp>Apakah hak ini sudah dipenuhi di perusahaanmu?\u003C\u002Fp>\u003Cp>Berdasarkan data Survei Kelayakan Kerja 2023, 19 dari 100 pabrik TGSL tidak memberikan cuti ayah. Hal ini disampaikan oleh  446 dari 2.428responden pekerja yang mengatakan hak cuti ayah berbayar tidak dipenuhi di perusahaannya.\u003C\u002Fp>\u003Cp>Selain cuti saat masa persalinan dan keguguran, suami juga diberikan waktu yang cukup untuk mendampingi istri dan\u002Fatau anak dengan ketentuan:\u003C\u002Fp>\u003Col>\u003Cli>Istri mengalami masalah kesehatan atau komplikasi\u003C\u002Fli>\u003Cli>Anak yang dilahirkan mengalami masalah kesehatan atau komplikasi\u003C\u002Fli>\u003Cli>Istri yang melahirkan meninggal dunia\u003C\u002Fli>\u003Cli>Anak yang dilahirkan meninggal dunia\u003C\u002Fli>\u003C\u002Fol>\u003Cp>\u003C\u002Fp>\u003Ch3>5. Perlindungan dari PHK\u003C\u002Fh3>\u003Cp>Dalam pasal 6 ayat (1), setiap ibu yang menjalani cuti melahirkan atau cuti keguguran tidak dapat diberhentikan dari pekerjaannya dan tetap memperoleh haknya sesuai undang-undang ketenagakerjaan. \u003C\u002Fp>\u003Cp>Hal ini merupakan bentuk jaminan pekerjaan bagi ibu pekerja. Meski begitu, Survei Kelayakan Kerja 2023 masih menemukan tiga dari 100 perusahaan TGSL yang melakukan PHK kepada pekerja perempuan yang hamil. Hal ini dilaporkan oleh 93 dari 2.340 responden pekerja. \u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Ch3>6. Dukungan dan fasilitas di tempat kerja\u003C\u002Fh3>\u003Cp>Pada pasal 30 ayat (3), pemberi kerja wajib menyediakan dukungan fasilitas di tempat kerja berupa fasilitas pelayanan kesehatan, penyediaan ruang laktasi, dan tempat penitipan anak. \u003C\u002Fp>\u003Cp>Khusus penyediaan ruang laktasi, data Survei Kelayakan Kerja 2023 menemukan 38 dari 100 perusahaan TGSL tidak menyediakan ruang laktasi. 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