PERLINDUNGAN HUKUM TERHADAP PEKERJA KONTRAK DI BUMN DALAM SISTEM OUTSOURCING MENURUT UNDANG – UNDANG KETENAGAKERJAAN

Abstrak

Sistem outsourcing atau yang lebih dikenal dengan istilah alih daya telah menjadi praktik umum di dalam perusahaan di Indonesia, terutama di BUMN. Hingga saat ini hampir semua perusahaan BUMN mengoperasikan tenaga kerja mereka melalui alih daya dalam pekerjaan sehari-hari. Singkatnya, sistem alih daya dapat memberikan fleksibilitas kepada perusahaan, tetapi dapat menimbulkan beberapa masalah bagi tenaga kerja alih daya terkait status hubungan kerja, kepastian upah, jaminan sosial, dan perlindungan hukum selama pemutusan hubungan kerja. Penelitian ini bertujuan untuk menganalisis bentuk perlindungan hukum terhadap para pekerja kontrak dalam sistem outsourcing yang ada di perusahaan BUMN berdasarkan ketentuan Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan sebagaimana telah diubah oleh Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja dan Peraturan Pemerintah Nomor 35 Tahun 2021. penelitian ini menerapkan metode yuridis normatif dengan pendekatan perundang-undangan dan konseptual. Hasil analisis ini menunjukkan bahwa secara normatif, aturan terbaru telah memperluas ruang lingkup pekerjaan yang dapat dialihdayakan, tetapi belum memberikan kepastian hukum yang cukup layak mengenai tanggung jawab pengguna jasa dan perusahaan penyedia tenaga kerja. Di sisi lain, mekanisme pengawasan ketenagakerjaan belum efektif dalam memastikan pemenuhan hak-hak pekerja kontrak, terutama terkait upah, jaminan sosial, dan status hubungan kerja. Meskipun hukum nasional telah berupaya mengakomodasi fleksibilitas ekonomi, implementasinya masih menimbulkan kesenjangan perlindungan hukum bagi pekerja outsourcing terutama di lingkungan BUMN, sehingga diperlukan penguatan fungsi pengawasan dan kejelasan hukum dalam sistem hubungan kinerja di Indonesia.

The outsourcing system, or what is more commonly known as subcontracting, has become a common practice within companies in Indonesia, especially State-Owned Enterprises (BUMN). To this day, almost all BUMN operate their workforce through outsourcing in their daily operations. In essence, the outsourcing system provides flexibility for companies but may also create several issues for outsourced workers related to employment status, wage certainty, social security, and legal protection during termination of employment. This research aims to analyze the form of legal protection for contract workers within the outsourcing system implemented in BUMN companies based on the provisions of Law Number 13 of 2003 on Manpower as amended by Law Number 11 of 2020 on Job Creation and Government Regulation Number 35 of 2021. This study applies a normative juridical method with statutory and conceptual approaches. The results of the analysis indicate that, normatively, the updated regulations have expanded the scope of work that may be outsourced, yet they have not provided adequate legal certainty regarding the responsibilities of user companies and labor service providers. On the other hand, the labor inspection mechanism has not been effective in ensuring the fulfillment of the rights of contract workers, particularly regarding wages, social security, and employment status. Although national law has attempted to accommodate economic flexibility, its implementation still creates gaps in legal protection for outsourcing workers, especially within BUMN, thus strengthening supervisory functions and ensuring clearer legal provisions in Indonesia’s employment relationship system are necessary.