SDG 8 In Number
Number of employees
3,699
Number of academic staff
1,923
University expenditure (IDR)
1,561,027,263,159
Number of students
27,537
Number of students with work placements for more than a month
13,282
Number of employees on contracts of over 24 months
3,699
8.2.4 Employment Policy Modern Slavery
UNS Institutional Commitment to Prevent Forced Labor, Modern Slavery, Human Trafficking, and Child Labor
Universitas Sebelas Maret (UNS) is committed to maintaining a safe, fair, dignified, and exploitation-free working environment. As an institutional commitment, UNS explicitly rejects forced labor, modern slavery, human trafficking, and child labor in all university activities. This commitment applies to education, research, community service, administration, and university support activities. Through its institutional policies and employment regulations, UNS seeks to ensure that recruitment processes, employment relationships, and workers’ rights respect human dignity and comply with applicable labor laws. These efforts support SDG 8 (Decent Work and Economic Growth) by promoting decent working conditions, protecting workers from exploitation, and strengthening fair and responsible employment practices.
1. Institutional Policy Commitment Against Forced Labor, Modern Slavery, Human Trafficking, and Child Labor
UNS formalized its commitment through Rector’s Circular Letter No. 9281/UN27/HK.06/2025 concerning the Commitment to Prevent Forced Labor, Modern Slavery, Human Trafficking, and Child Labor within Universitas Sebelas Maret, issued on January 5, 2025. The circular explicitly states that UNS rejects all forms of forced labor, modern slavery, human trafficking, and child labor in university activities. It directs all university units to uphold this commitment and implement it across their respective areas of responsibility. The policy refers to relevant national legislation, including Law No. 13 of 2003 on Manpower, Law No. 21 of 2007 on the Eradication of the Crime of Human Trafficking, and Law No. 35 of 2014 amending the Child Protection Law.
The circular establishes specific institutional responsibilities to prevent labor exploitation. These include ensuring fair, transparent, and professional recruitment and employment management; preventing employment relationships involving threats, coercion, intimidation, deception, or abuse of vulnerability; and ensuring workers’ rights, including clear employment relationships, income payments, social protection, and occupational safety. It also addresses the prevention of human trafficking through recruitment processes and cooperation with third parties, prohibits child labor in work that is unlawful or harmful to children’s safety, health, development, and education, and requires relevant suppliers and service providers to comply with applicable labor and child protection regulations.
Furthermore, the policy provides for the follow-up of suspected cases through official university complaint mechanisms or relevant authorities, while considering confidentiality and the protection of affected parties. It also requires university units to conduct awareness activities and monitoring to ensure that the commitment is understood and implemented. Through this policy, UNS establishes an explicit institutional commitment against forced labor, modern slavery, human trafficking, and child labor, reinforcing its contribution to SDG 8 and the promotion of decent work.
2. Fair and Transparent Employment Management
UNS strengthens its employment governance through Rector Regulation No. 4 of 2025, which amends Rector Regulation No. 38 of 2023 on Employee Management. The regulation establishes professional, objective, and open employee management without discrimination based on ethnicity, religion, race, or social groups. It also regulates recruitment procedures to promote equal opportunities and transparent access to employment. Under Article 23A, general recruitment must be conducted through publicly announced job vacancies, while Article 25 requires vacancy announcements to be made publicly for at least three working days. Article 26 further establishes that every Indonesian citizen has equal opportunities to apply for university employment, subject to the stated requirements.
These provisions strengthen fair employment practices and institutional accountability in recruitment. The regulation also defines employment agreements as written agreements between UNS management and employees that set out working conditions, rights, and obligations based on the principles of equality and mutual respect. By establishing formal recruitment procedures and clearer employment arrangements, UNS strengthens safeguards against exploitative employment practices and supports decent work in accordance with SDG 8.
3. Protection of Employees’ Rights and Social Welfare
Rector Regulation No. 4 of 2025 also reinforces the protection of employee rights and welfare. Article 58 recognizes employees’ rights to income, incentives, allowances and facilities, social security, a supportive working environment, personal development, and legal assistance. The social security provisions under Article 58 include health insurance, work accident insurance, death insurance, and old-age benefits. Article 59 further regulates old-age benefits through the national social security system and the relevant social security administering body.
In addition, Article 6 emphasizes teamwork, integrity, respect for individuals regardless of their backgrounds, and the creation of a safe and comfortable working environment. These provisions contribute to a more equitable and supportive employment environment by recognizing employees’ welfare, professional development, and access to protection. Together with the explicit institutional commitment in the 2025 circular letter, these employment protections reinforce UNS’s efforts to prevent exploitation and promote decent work, social protection, and inclusive economic growth in line with SDG 8.
Conclusion
Through Rector’s Circular Letter No. 9281/UN27/HK.06/2025 and Rector Regulation No. 4 of 2025, Universitas Sebelas Maret demonstrates an explicit institutional commitment against forced labor, modern slavery, human trafficking, and child labor. These policies establish a framework for preventing exploitation through fair recruitment, lawful employment relationships, protection of workers’ rights, social security, complaint mechanisms, and institutional monitoring. By integrating labor exploitation prevention into its employment governance, UNS strengthens its responsibility to uphold human dignity and promote safe, fair, and decent working conditions. These commitments contribute directly to SDG 8 (Decent Work and Economic Growth) by supporting labor rights protection and promoting decent work for all.
SDG 8 Indicator
Employment Practice
Policy Framework
Policy | Link | Summary | Relevant Articles / Provisions |
Rector’s Circular Letter No. 9281/UN27/HK.06/2025 on the Commitment to Prevent Forced Labor, Modern Slavery, Human Trafficking, and Child Labor within Universitas Sebelas Maret (2025) | Official document: UNS Rector’s Circular Letter No. 9281/2025 | Establishes UNS’s explicit institutional commitment to reject forced labor, modern slavery, human trafficking, and child labor across education, research, community service, administration, and university support activities. It requires all university units to implement preventive measures, protect workers’ rights, ensure lawful employment relationships, and promote compliance among third-party suppliers and service providers. | Points 1–2: Institutional commitment and fair, transparent, and professional recruitment. Points 3–4: Prevention of coercion and exploitation, and protection of employment rights, income, social protection, and occupational safety. Points 5–7: Prevention of human trafficking, child labor, and exploitation involving third parties. Points 8–9: Complaint mechanisms, confidentiality, awareness activities, and institutional monitoring. |
Rector Regulation No. 4 of 2025 on the Amendment to Rector Regulation No. 38 of 2023 concerning Employee Management (2025) | Official document: UNS Rector Regulation No. 4 of 2025 | Establishes an updated employee management framework based on professionalism, objective assessment, openness, and non-discrimination. The regulation governs recruitment procedures, employment agreements, employee rights, social security, working conditions, and access to professional development and legal assistance. It supports fair employment practices and protects employees from exploitative working conditions. | Article 6(5)–(6): Teamwork, respect for individuals regardless of background, a safe working environment, and integrity. Article 23A: Open recruitment procedures. Article 25: Public announcement of job vacancies. Article 26(1): Equal opportunities to apply for employment. Article 58: Employee rights, including income, social security, working environment, professional development, and legal assistance. Article 59: Old-age benefits under the national social security system. |
Supporting National Legal Framework
The following national regulations are explicitly referenced in UNS Circular Letter No. 9281/UN27/HK.06/2025 as the legal basis for its institutional commitment.
Policy | Link | Summary | Relevant Articles / Provisions |
Law No. 13 of 2003 on Manpower, as amended | Establishes the legal framework for employment relationships and protects workers’ rights, including restrictions on child labor and exploitative working conditions. | Article 68 and Article 74, as referenced in the previous evidence framework. | |
Law No. 21 of 2007 on the Eradication of the Crime of Human Trafficking | Provides the legal framework for preventing and addressing human trafficking and exploitation, including forced labor and practices similar to slavery. | Article 1(7): Definition of exploitation, including forced labor, slavery, and practices similar to slavery. | |
Law No. 35 of 2014 on the Amendment to Law No. 23 of 2002 concerning Child Protection | Strengthens the legal protection of children against exploitation and other forms of abuse. | Relevant child protection provisions, including protection against economic and sexual exploitation. |