Aqil, Muhammad (2024) Analisa Terhadap Perlindungan Karyawan Yang Terkena Pemutusan Hubungan Kerja Berdasarkan Undang-undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan. Other thesis, Universitas Islam Riau.

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Abstract

Layoffs cause someone to end their livelihood in earning a living for their family. However, in the act of layoffs, many companies do not fulfill the rights and obligations of workers when carrying out layoffs and do not comply with existing regulations, namely the Manpower Act. The main problem in this study is how the law views the protection of employees affected by Termination of Employment (PHK) and what form of company responsibility is taken towards employees affected by Termination of Employment (PHK). The research method used is Sociological Legal Research by means of a survey, namely research that takes samples from one population using interviews as the main data collection tool. The nature of descriptive research is to provide a clear and detailed description of an incident that occurs regarding the analysis of employee protection affected by termination of employment based on Law Number 13 of 2003 concerning Manpower. Based on the research results, it is known that, Legal views on the protection of employees affected by layoffs are First, Legitimate reasons for layoffs, layoffs can only be carried out for legitimate reasons and are regulated by law. Second, Payment of financial rights, the company is obliged to pay all financial rights of employees affected by layoffs. Third, Correct layoff procedures, the company must follow the correct layoff procedures in accordance with applicable laws and regulations. Fourth, Prohibition of discrimination. As well as the form of company accountability to employees affected by layoffs, which is still not optimal in terms of reasons for layoffs against employees, because the reasons for layoffs will also affect the form of accountability that must be carried out by the company. For example, if layoffs are carried out due to employee error, then the form of accountability may be different compared to layoffs caused by company conditions. The specific form of accountability will depend on the laws and regulations in force in a particular country or region, as well as the work agreement that has been agreed upon between the company and the employee.

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