Reduce Labour Inspection Risk Under Permenaker 11/2026

Effective July 3, 2026, Permenaker 11/2026 sets the current framework for labour inspections in Indonesia. The regulation gives labour inspectors clearer authority to examine workplace compliance, issue corrective orders, and escalate unresolved violations. It also introduces digital self-assessment through the SIAPkerja system. 

For employers, understanding these changes is crucial for building confidence in compliance, reducing inspection risk, and responding effectively if an inspection occurs. 

Key Takeaways

• Permenaker 11/2026 has been in effect since July 3, 2026, introducing updated labour inspection procedures and enforcement measures. 
• Several events, including business operations, complaints, reports, media coverage, or periodic supervision, may trigger labour inspections. 
• Labour inspectors have broader enforcement powers, including document checks, work stoppages, equipment sealing, and action on non-compliant foreign workers. 
• Nota Pemeriksaan requires timely action, with up to 30 working days under Nota I and 14 working days under Nota II. 
• SIAPkerja system can help identify compliance gaps early, but it doesn’t replace a formal labour inspection. 

Labour Inspection Outcomes at a Glance 

Inspection Outcome	What Happens Next	What the Company Should Do
No Violation Found	Written notification is issued	Keep the inspection result and maintain compliant records and practices
Violation Found	Nota Pemeriksaan I is issued	Correct the issue within the stated deadline, up to 30 working days
Issue Remains Unresolved	Nota Pemeriksaan II may be issued	Complete the required corrective action within up to 14 working days
Continued Non-Compliance	Further enforcement may follow	Address the issue immediately to reduce the risk of sanctions or investigation

New Labour Inspection Rules Under Permenaker 11/2026 

Permenaker 11/2026 introduces several important changes to Indonesia’s labour inspection framework, with greater emphasis on enforcement, digital compliance, and structured inspection procedures. 

Expanded Authority of Labour Inspectors 

Labour inspectors now have clearer authority to take direct action where violations are found. This may include: 

• Sealing work equipment or facilities 
• Stopping or prohibiting non-compliant work processes 
• Suspending workforce placement activities 
• Removing child workers from the workplace 
• Removing non-compliant foreign workers from the work location 

Compliance Self-Assessment Through SIAPkerja 

Companies may complete an electronic labour compliance self-assessment through SIAPkerja in collaboration with worker representatives. 

Labour inspectors verify the results and can support earlier identification of compliance gaps. However, the self-assessment doesn’t replace a formal labour inspection. 

Revised Inspection Planning and Procedures 

Permenaker 11/2026 shifts inspections toward annual and monthly work plans rather than relying mainly on inspection quotas. 

Inspectors may use monitoring, workplace observations, document reviews, requests for clarification, and SIAPkerja verification. The regulation also allows the inspection process to take up to 60 working days. 

Stronger Administrative Enforcement 

The regulation strengthens the role of the Nota Pemeriksaan as a corrective and enforcement tool. 

If violations are not resolved after Nota Pemeriksaan I and II, the case may progress to administrative sanctions, formal investigation, or other enforcement measures permitted under applicable regulations. 

READ MORE:

• Complete Guide to Indonesia’s Labour Law: Contracts, Leave, Wages & Termination 
• Recruitment in Indonesia: Understanding the Labour Situation and Recruitment Process 
• Compensation and Benefits in Indonesia: A Simple Guide 

What Can Trigger a Labour Inspection Under Permenaker 11/2026? 

Permenaker 11/2026 recognises four types of labour inspections: initial, periodic, special, and repeat. 

• Initial Inspection: May occur when a company begins or resumes operations, obtains its business license, or changes its location or ownership. 
• Periodic Inspection: Generally conducted no earlier than three years after the previous inspection, subject to specific K3 requirements. 
• Special Inspection: May be triggered by complaints, reports, media coverage, or instructions from the labour inspection authority. 
• Repeat Inspection: May be carried out when previous findings need to be reviewed or re-examined. 

What Can Labour Inspectors Do During an Inspection? 

Under the updated labour inspection rules, inspectors have broad authority to assess whether applicable labour standards are being followed. They may: 

• Enter workplaces and other locations used for work 
• Request information, documents, evidence, or statements 
• Observe workplace activities 
• Examine employment-related records 
• Verify the company’s SIAPkerja self-assessment 

Inspectors may also take immediate action where violations are found, including stopping certain work processes, suspending worker placement activities, or sealing work equipment. 

For foreign workers, inspectors may remove a foreign national from the workplace and prohibit continued employment if the employment arrangement doesn’t comply with applicable requirements. This is a workplace enforcement measure and is separate from immigration deportation. 

What Happens If Inspectors Find a Compliance Issue? 

If no violation is found, the company receives written notification confirming the inspection result. 

If a violation is identified, the inspector may issue a Nota Pemeriksaan I, requiring corrective action within 30 working days. If the issue remains unresolved, Nota Pemeriksaan II may follow, with a compliance period of up to 14 working days. 

If a violation is identified and not resolved within the deadlines, companies may face administrative sanctions, investigations, or other enforcement measures permitted under applicable regulations. Understanding these consequences helps companies assess the importance of timely corrective actions and mitigate risks. 

Companies should therefore treat a Nota Pemeriksaan as a formal corrective order and respond within the stated deadline. 

What Should Companies Prepare Before an Inspection? 

Before a labour inspection, companies should ensure their employment records match actual workplace practices. 

• Employment Documentation: Employment agreements, company regulations, workforce reports, and termination records. 
• Payroll and Benefits Records: Wages, overtime, working hours, leave, BPJS compliance, and employee benefits. 
• Workforce Compliance: Foreign worker documents, K3 records, and other required employment records. 
• Digital and Inspection Readiness: SIAPkerja information and a clear internal contact to handle inspector requests. 

If an inspection is already underway, InCorp Indonesia (an Ascentium Company) can help review supporting documents, assess identified gaps, and coordinate the corrective actions needed to address inspection findings. Talk to our team -> 

How Can Companies Reduce Labour Inspection Risk? 

Inspection readiness is not only about preparing documents when authorities arrive. It is about maintaining compliant employment practices continuously. Companies should focus on: 

• Regular Compliance Reviews: Check employment records and actual workplace practices. 
• Correcting Gaps Early: Address issues involving payroll, working hours, foreign workers, and K3. 
• Keeping Records Updated: Maintain current workforce data and evidence of corrective actions. 
• SIAPkerja Self-Assessment: Complete the digital compliance checklist and address identified gaps. 

Please note that SIAPkerja can support early compliance checks, but it doesn’t replace a formal labour inspection. 

Build Stronger Employment Compliance with InCorp 

Whether you are preparing for an inspection, responding to inspector requests, or addressing findings afterward, InCorp Indonesia (an Ascentium Company) can support your business across the labour inspection process. Our services include: 

• Labour Compliance Review: Assess employment practices against applicable labour laws and regulations. 
• Payroll and HR Compliance: Support payroll, benefits, employee records, and workforce administration. 
• Foreign Worker Compliance: Review relevant work permits, employment records, and supporting documentation. 
• K3 Compliance Support: Help assess workplace safety documentation and compliance requirements. 
• Corrective Action Support: Assist with addressing inspection findings and required follow-up actions. 

Prepare early, respond appropriately, and address compliance gaps before they escalate by completing the form below. 

Frequently Asked Questions