Indicator 8.2.5 - Greencampus

SDG 8 In Number

Number of employees

3.760 Number of academic staff

1.950 University expenditure (IDR)

1.850.122.866.706

Number of students

27.604 Number of students with work placements for more than a month

12.832 Number of employees on contracts of over 24 months

3.760 8.2.5 Employment Practice Equivalent Rights Outsourcing

Implementation of Employment Practices Ensuring Equivalent Rights in Outsourcing

Universitas Sebelas Maret (UNS) emphasizes its commitment to safeguarding the rights of all workers, including both permanent employees and outsourced staff, in accordance with Indonesian labor laws and regulations. As a public institution, UNS is obligated to comply with the Labor Law, including Government Regulation No. 35 of 2021 concerning Fixed-Term Employment Contracts (PKWT), Outsourcing, Working Hours, Rest Periods, and Termination of Employment. These regulations specifically provide protection for outsourced workers regarding wages, employment contracts, overtime, rest periods, and severance pay. By implementing these regulations, UNS ensures legal certainty and protection for outsourced employees, such as cleaning personnel and security officers, thereby fostering fair and transparent employment relationships.

This commitment is further formalized in the UNS Board of Trustees Regulation No. 04 of 2021 on Universitas Sebelas Maret Employees, Article 24, which states that:

UNS engages outsourced workers in accordance with prevailing labor regulations.
Outsourced workers must comply with national laws, internal UNS regulations, and codes of conduct aligned with UNS ethics.
The procedures for appointment, management, and disciplinary enforcement for outsourced workers are further detailed in Rector’s Regulations.

Through these provisions, UNS guarantees that outsourced workers receive equivalent rights, treatment, and protections, as prescribed in both national regulations and internal university policies.

For long-term sustainability, UNS is committed to strengthening inclusive labor governance by continuously monitoring outsourcing partners’ compliance with national regulations, refining performance-based incentive systems, and providing dialogue spaces between management, employees, and labor unions. These efforts ensure that UNS not only meets its legal obligations but also supports the achievement of SDG 8 by implementing fair, equivalent, and sustainable employment practices. Specifically, when outsourcing activities to third parties, such as security services and cleaning services, all workers continue to receive equal rights without any form of discrimination.

Employment Laws and Regulations Ensuring Equivalent Rights in Outsourcing at UNS

Policy	Link	Summary	Relevant Article
Law No. 13 of 2003 concerning Manpower	https://peraturan.bpk.go.id/Details/43013	Governs the rights, obligations, and protections of workers and employers in Indonesia. They cover employment opportunities without discrimination, employment relationships, wages, working hours, occupational health and safety, welfare guarantees, and protection for vulnerable groups, including women, children, and persons with disabilities.	Article 65: Workers obtained through labor service providers (outsourcing) have protection and working conditions at least equivalent to permanent employees in the user company. Article 66: Employment relationships in labor service provision (outsourcing) state that a formal employment relationship exists between the worker and the service provider company. The provider company is obliged to guarantee wages, welfare, working conditions, and dispute resolution. Agreements between the service user and the service provider must be in writing and include applicable provisions.
Government Regulation No. 35 of 2021 on Fixed-Term Employment Contracts (PKWT), Outsourcing, Working Hours, Rest Periods, and Termination of Employment	https://peraturan.bpk.go.id/Details/161904/pp-no-35-tahun-2021?a=EGGP559YG#:~:text=MATERI%20POKOK%20PERATURAN	Specifically regulates fixed-term employment contracts (PKWT), outsourcing, working hours, rest periods, and termination of employment. This regulation emphasizes that outsourced workers continue to have basic protections, including fair wages, adequate rest periods, decent working conditions, and clear written employment contracts. These provisions form the legal foundation to ensure that outsourced workers receive the same rights as other employees.	Article 17: Specifically addresses the protection of outsourced workers’ rights, including fair wages and decent working conditions.
Board of Trustees Regulation of Universitas Sebelas Maret No. 04 of 2021 on Universitas Sebelas Maret Employees	https://kantorhukum.uns.ac.id/detailDokumen/345	Defines the status, rights, obligations, recruitment, career development, and retirement age of UNS employees, both civil servants and non-civil servants. It is based on principles of equal rights, social security, and legal protection in line with national labor laws. The regulation also establishes a transparent, performance-based, and non-discriminatory human resource system, including provisions for outsourced and foreign workers, who must comply with national laws as well as UNS internal policies. This ensures that all workers are granted equal rights, receive fair treatment, and are afforded legal protection.	Article 24 UNS engages outsourced workers in accordance with labor regulations. Outsourced workers must comply with national laws, UNS internal regulations, and codes of conduct aligned with UNS ethics. The procedures for appointing, managing, and disciplining outsourced workers are further regulated in the Rector’s Regulations.

SDG 8 Indicator

Employment Practice