Suchergebnisse

In carrying out the employment relationship between employers and workers the employer prefers the contract work system to his workers compared to permanent workers. The reason is because the workers have an indefinite time work agreement or permanent workers, the employer obtains is unprofitable, such as the existence of statutory provisions concerning wages , welfare, periodic wage increases, social benefits, and rest days or leave. In this study using normative juridical research methods. The normative juridical research method is a study of the principles of positive law written in legislation. Based on the discussion that the author has described, it can be concluded first, the Principle of Manpower in a Specific Time Work Agreement is only obtained by one party, namely the employer, the application of a Specific Time Work Agreement is not in accordance with the main purpose of the establishment of Law of the Republic of Indonesia Number 13 Year 2003 regarding Manpower, namely to guarantee the basic rights of workers / laborers and guarantee equal opportunities and treatment without discrimination on any basis to realize the welfare of workers / laborers and their families while still taking into account the progress of the business world. everyone generally expects a permanent job that can provide a steady and sufficient income to meet their basic needs. suggestion. First, for the government to contribute more to workers / laborers, namely by issuing stricter rules and providing more protection to workers / laborers, and that the government, especially the Manpower Office, be more stringent in supervising companies especially in the application of the Time Work Agreement Certain. Second, the judge here is more concerned with the interests of workers / workers in dispute. So that later what will be obtained from the decision for the workers / workers can be obtained to the maximum and can also be felt benefits for all parties.Keywords : Benefit Principle, PKWT, UU Employment

The world of labor in Indonesia experiences prolonged problems ranging from workers 'welfare to indications of the government's partisanship to foreign workers, then the main focus in this paper is how workers' rights and obligations are regulated in the Manpower Act using qualitative descriptive methods through studies literature in various books and journals related to employment.The finding of the author in this article is that government policies in dealing with labor rights and obligations are already regulated in labor laws, although there are still things that need to be revised to create more prosperous workers.

The result of Assessment on "Changes of Economic and Employment Structure as well as Quality of Human Resource in South Sumatera†showed that in 2005-2010 periods economic (GNP) structure in Indonesia has been changed from S-I-A (Services-Industry- Agriculture) pattern to I-S-A pattern. Meanwhile, during the same period employment structure was remain stable, namely A-S-I pattern. The unbalanced changes between economic and employment structures were predicted to be the factors causing labor productivity and society welfare in agricultural sector were declining. There was a quality improvement in human resource. However, the problem is government capability to create employment was not sufficient to provide job opportunity for improved human resource. Keywords: Changes, Structure, Economic, Employment, and Human Resource. .

The Social Security National is a system of the implementation of the country andthe government to provide social protection, so that each of the population meet the basicneeds of the life, to the realization of social welfare for the entire population of Indonesia.The type of the social security encompasses health insurance, guarantee the accident, death,the old days, retirement. Implementation of the 5 (five) programs of social security in thesocial security system of national is expected to reach membership of the labor force arewidely an ongoing basis, so that the people can meet basic needs as well as a guarantee ofliving either working in the formal and informal. The program guarantees social employmentbe seen from 4 of the implementation according to Edward III that is communication,resources, disposisi, and the structure of bureaucracy.The research is using the method of approach to a qualitative descriptive through indepthinterviews to the 10 people was an informer. Observation and the additionaldocuments in the form of a list of guidelines for the interview, tape recorder, and the paper.The result showed that in general the implementation of the guarantee of employmentis not good.Keyword: Implementation of labor social security program

ABSTRACT This thesis discusses the participation of labor in BPJS employment in an effort to increase social security to labor (Case Study at BPJS Employment in Pontianak City). The method used in this research is Normative - Sociological approach. The conclusion of this thesis BPJS BPJS Employee Guarantee Arrangement In Efforts to Increase BPJS Guarantees BPJS Health Labor began to operate the health insurance program on January 1, 2014 (Article 60 paragraph (1) of Law No. 24 of 2011) and PT. Jamsostek (Persero) changed to BPJS Employment on January 1, 2014 (Article 62 paragraph (1) of Law No. 24 of 2011). changing PT. Jamsostek (Persero) into BPJS Employment Government Regulation no. 36 of 1995 revoked and declared no longer valid (Article 68 letter a of Law No. 24 of 2011), and the start of operation BPJS Employment program of accident insurance, pension, pension, and death insurance. Company Constraints In Involving Workers On BPJS Manpower encountered in the implementation of social security employment Companies in the city of Pontianak, the internal constraints of the company that includes communication, human resources and disposition. While external constraints include services that are less satisfactory from the BPJS Employment. previous companies are participants of Jamsostek. From these companies each has its own health facility / health clinic. Thus, the government must pursue the target until 2019, and ensure before the target has been registered to participate BPJS Employment, and from BPJS Employment Participation as much as 60% of new pay dues.Upaya undertaken by the company in the face of these constraints namely by increasing the quality of human resources through the planning of employment programs including training, apprenticeship and service of employment, as well as by improving communication between the workforce with the company and the labor force with the BPJS Employment in encouraging companies to include their workforce in the program BPJS labor. Employers or employers are required to register social security for their workers as a form of protection and ensure the welfare of the workforce. Employers are obliged to involve their workforce in the Jamsostek program on the organizers, namely PT Jamsostek (Persero) which has now been changed into BPJS in line with the stipulation of Law Number 24 of 2011 on the Social Security Administering Agency. Keywords: Participation, Labor, On, Social Security. ABSTRAK Tesis ini membahas tentang kepersertaan tenaga kerja pada BPJS ketenagakerjaan dalam upaya meningkatkan jaminan sosial terhadap tenaga kerja (Studi Kasus pada BPJS Ketenagakerjaan di Kota Pontianak). Metode yang digunakan dalam penelitian ini adalaha pendekatan Normatif - Sosiologis. Kesimpulan dari tesis ini Pengaturan Program Jaminan BPJS Tenaga Kerja Dalam Upaya Meningkatkan Jaminan BPJS Tenaga Kerja BPJS Kesehatan mulai beroperasi menyelenggarakan program jaminan kesehatan pada tanggal 1 Januari 2014 (Pasal 60 ayat (1) UU No. 24 Tahun 2011) dan PT. Jamsostek (Persero) berubah menjadi BPJS Ketenagakerjaan pada tanggal 1 Januari 2014 (Pasal 62 ayat (1) UU No. 24 Tahun 2011). berubahnya PT. Jamsostek (Persero) menjadi BPJS Ketenagakerjaan Peraturan Pemerintah No. 36 Tahun 1995 dicabut dan dinyatakan tidak berlaku lagi (Pasal 68 huruf a UU No. 24 Tahun 2011), dan mulai beroperasinya BPJS Ketenagakerjaan menyelenggarakan program jaminan kecelakaan kerja, jaminan hari tua, jaminan pensiun, dan jaminan kematian. Kendala Perusahaan Dalam Mengikutsertakan Tenaga Kerjanya Pada BPJS Tenaga Kerja yang dihadapi dalam pelaksanaan jaminan sosial ketenagakerjaan Perusahaan-perusahaan yang ada di Kota Pontianak, yaitu kendala internal perusahaan yang meliputi komunikasi, sumber daya manusia dan disposisi. Sedangkan kendala eksternal meliputi pelayanan yang kurang memuaskan dari pihak BPJS Ketenagakerjaan. perusahaan-perusahaan sebelumnya adalah peserta Jamsostek. Dari perusahaan-perusahaan tersebut masing-masing memiliki fasilitas kesehatan/klinik kesehatan tersendiri. Dengan demikian pemerintah harus mengejarkan target hingga tahun 2019, dan memastikan sebelum target tersebut sudah terdaftar menjadi peserta BPJS Ketenagakerjaan, dan dari kepesertaan BPJS Ketenagakerjaan tersebut sebanyak 60% yang baru membayar iuran.Upaya yang dilakukan pihak perusahaan dalam menghadapi kendala-kendala tersebut yakni dengan meningkatkan kualitas sumberdaya manusia melalui perencanaan program ketenagakerjaan termasuk pelatihan, pemagangan dan pelayanan penetapan tenaga kerja, serta dengan cara meningkatkan komunikasi antara pihak tenaga kerja dengan pihak perusahaan dan pihak tenaga kerja dengan pihak BPJS Ketenagakerjaan dalam mendorong perusahaan mempersertakan tenaga kerjanya di dalam program BPJS tenaga kerja. Pemberi kerja atau pengusaha wajib mendaftarkan jaminan sosial bagi pekerjanya sebagai bentuk perlindungan dan menjamin kesejahteraan tenaga kerja. Pengusaha wajib mengikutsertakan tenaga kerjanya dalam program Jamsostek pada badan penyelenggara, yakni PT Jamsostek (Persero) yang sekarang sudah diganti menjadi BPJS seiring dengan ditetapkannya Undang-Undang Nomor 24 Tahun 2011 tentang Badan Penyelenggara Jaminan Sosial. Kata Kunci: Kepersertaan,Tenaga Kerja, Pada, Jaminan Sosial.

Asas yang mendasari hak bagi perempuan diantaranya hak perspektif gender dan anti diskriminasi dalam artian bahwa perempuan memiliki hak yang seperti kaum laki-laki dalam bidang pendidikan, hukum, pekerjaan, politik, kewarganegaraan dan hak dalam perkawinan serta kewajibannya. Perempuan mempunyai atas perlindungan yang khusus sesuai dengan fungsi reproduksinya sebagaimana diatur pada pasal 11 ayat (1) CEDAW huruf f bahwa hak atas perlindungan kesehatan dan keselamatan kerja termasuk usaha perlindungan terhadap fungsi reproduksi. Para wanita boleh bekerja dalam berbagai bidang, di dalam ataupun di luar rumahnya, baik secara mandiri maupun bersama orang lain, dengan lembaga pemerintah ataupun swasta, selama pekerjaan tersebut dilakukannya dalam suasana terhormat dan sopan, selama mereka dapat memelihara agamanya, serta dapat menghindari dampak-dampak negatif dari pekerjaan tersebut terhadap diri dan lingkungannya. Pada umumnya pemberian hak bagi perempuan sama dengan hak-hak lain seperti yang telah disebutkan dalam pasal-pasal Undang-Undang Hak-Hak Asasi Manusia namun dengan alasan tadi maka lebih dipertegas lagi. Perlindungan buruh diatur di dalam Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan Pasal 67 sampai dengan Pasal 101 meliputi perlindungan buruh penyandang cacat, anak, perempuan, waktu kerja, keselamatan dan kesehatan kerja, pengupahan dan kesejahteraan. Namun demikian, perempuan sendiri masih belum banyak yang sadar bahwa hak-haknya dilindungi dan bahwa hal tersebut mempunyai pengaruh terhadap kehidupan perempuan. CEDAW memerintahkan kepada seluruh negara di dunia untuk tidak melakukan diskriminasi terhadap perempuan. Dasar hukum atas hak tersebut dalam instrumen internasional dapat ditemukan dalam Pasal 23 DUHAM, Pasal 6 ayat (1), 7 dan Pasal 8 ayat 1 butir (a) dan (b) Konvensi Internasional tentang Hak-Hak Ekonomi Sosial dan Budaya, dimana didalamnya diatur hak-hak seseorang atas suatu profesi dan pekerjaan yang berlaku bagi semua orang. Dan pada Pasal 11 CEDAW, Pasal 3 Konvensi tentang Hak-Hak Politik Perempuan, dapat ditemukan adanya perlindungan hak tersebut yang diberlakukan lebih khusus kepada semua perempuan. Dalam instrumen nasional mengenai hal ini dapat ditemukan dalam Pasal 76 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan dan Pasal 49 (1) Undang-Undang Nomor 39 Tahun 1999 tentang HAM. Dalam Pasal 49 (1) UU HAM disebutkan bahwa "Wanita berhak untuk memilih, dipilih, diangkat dalam pekerjaan, jabatan, dan profesi sesuai dengan persyaratan dan peraturan perundang-undangan".

China's aggressiveness to conduct its belt and road initiatives through the Pacific Rim meets Presiden Joko Widodo's ambition to attract foreign investment. The Indonesian President has been very ambitious in reaching high economic growth that requires readiness of infrastructure support. In dealing with China, Indonesia is required to accept China's turnkey project scheme for infrastructure development, particularly in welcoming Chinese workers and equipments as an integral part of the project package. As a consequence, Indonesia has to loose its foreign worker regulation despite creating new contradictions with its domestic policy. This article is trying to investigate China's funding and investment influence in Indonesia particularly in the foreign worker management during the period of President Joko Widodo Administration. The research conducted with qualitative method particularly the case study to analyze a sequential case in the field. Result of this research shows that the China's turnkey project scheme impacts the foreign worker management in Indonesia. Our data displays pretty massive cases related to Chinese workers, extending from the violation of immigration regulation to the increase number of smuggling and other criminal activities. This research also highlight the indication that the Joko Widodo Administration tend to loose the Indonesian foreign worker regulations, as well as being less assertive in processing varous immigration cases which related to Chinese foreign workers. Moreover, the Jokowi administration has changed lots of regulations despite it has conflicting issues with the Law on Foreign Worker. On the other hand, the Parliament's Special Committee on the Foreign Worker Issue has recommended the Jokowi Administration to pay more serious attention on cases related to the Chinese workers. Keywords: Turnkey Project, Foreign Investment, Foreign Aid, Regulation on Foreign Worker, Illegal Foreign Worker Abstrak Agresivitas Pemerintah China dalam menjalankan belt and road initiatives ke berbagai negara yang terpetakan dalam road map-nya, bertemu dengan kepentingan Indonesia di bawah Pemerintahan Joko Widodo. Yakni ambisi untuk mengejar target pertumbuhan yang tinggi yang mempersyaratkan dibangunnya berbagai proyek infrastruktur sebagai penunjangnya. Pembangunan berbagai proyek tersebut membutuhkan ketersediaan anggaran yang cukup besar dalam waktu cepat. Salah satu strategi pemenuhannya adalah dengan mencari investasi maupun pinjaman luar negeri, terutama asal China yang secara koinsiden juga sedang agresif berekspansi. Kehadiran investasi dan pinjaman asal China di Indonesia dengan skema turnkey project ternyata menimbulkan ekses yang tidak sederhana. Skema tersebut menjadi salah satu pintu masuk tenaga kerja asal China melalui proyek-proyek infrastruktur yang ternyata menimbulkan permasalahan baru dalam pengaturan sektor ketenagakerjaan asing (TKA) di Indonesia. Irisan fenomena dari keinginan untuk merealisasikan proyek infrastruktur secara cepat, kebutuhan anggaran yang cukup tinggi terhadap pendanaan proyek dari China, dan kekurangsiapan dalam pengaturan masuknya tenaga kerja asing adalah fokus dari penelitian yang hasilnya penulis tuangkan dalam artikel ini. Dari penelitian yang dilakukan, terdapat peningkatan berbagai kasus yang terkait dengan kehadiran TKA asal China, antara lain adalah penyalahgunaan visa, penyalahgunaan status kerja, sampai pada meningkatnya angka penyelundupan dan tindak kriminalitas. Penelitian ini menggunakan metode kualitatif dengan menganalisis secara triangular beberapa data yang didapatkan melalui wawancara terhadap narasumber primer, pengolahan dokumen-dokumen resmi, analisis terhadap berbagai literatur dan pemberitaan media massa. Kata Kunci: Turnkey Project, Investasi Asing, Pinjaman Asing, Tenaga Kerja Asing, Peraturan Ketenagakerjaan

The arrangement regarding the Use of Foreign Labor (TKA) is regulated in Law No. 13 of 2003 on Employment and in changes to its arrangements in Law No. 11 of 2020 on Work Copyright. This research aims to find out and review the provisions contained in the Law and what are the differences about the procedures for the use of foreign labor in Law No. 13 of 2003 with Law No. 11 of 2020, as well as to find out the impact of changes in the regulation of the use of TKA in Indonesian Employment Law. This research uses normative juridical research types by taking a statutory approach, conceptual approach, data collection techniques using documentation studies. The types and sources of data used are secondary data analyzed qualitatively. This study shows that after the enactment of Law No. 11 of 2020 on Work Copyright automatically changes and removes some provisions in Law No. 13 of 2003 on Employment. Law No. 11 of 2020 on Copyright Work requires that the use of TKA currently only requires the Endorsement of RPTKA without the need to have written permission (IMTA) because the Endorsement of RPTKA in this Work Copyright Law becomes a permit for TKA in working in Indonesia. The ease of entry requirements of TKA will undoubtedly impact the increasing unemployment rate in Indonesia due to the narrower Employment in the country because the number of TKA will increase and disqualify Indonesian workers. After all, the government allows TKA to compete with Indonesian labor in making a living in Indonesia. The purpose of Indonesian labor law is to protect Indonesian workers working in Indonesia to improve the welfare of their people. Thus, the government must make strict requirements so that Indonesian workers avoid unhealthy competition and reduce the number of unemployed due to a large number of TKA entering Indonesia. The government needs to increase business in the country so that Employment does not get narrower. Keywords: IMTA; Employment; RPTKA; TKA Abstrak Pengaturan mengenai Penggunaan TKA (TKA) diatur dalam ...

This study aims to determine the responsibility of local governments to the implementation of social security for the informal sector. Because in practice, this program is a social insurance system based on contributions paid by participants, and is administered by BPJS Ketenagakerjaan. This type of research is normative legal research, with a statute approach. The legal materials used are primary legal materials, such as statutory regulations and secondary legal materials, such as books and scientific literatures obtained through literature study, which are then analyzed qualitatively. The results of the study indicate that with the existence of regional autonomy and the principle of decentralization, the implementation of social security for employment in the informal sector becomes the authority and responsibility of the regional government. Although universally, the central government also remains responsible for the implementation of social security for employment in the informal sector. The Indonesian state, which has a development model with the concept of a welfare state, is obliged to guarantee and provide protection for the human rights of its citizens, including social protection if its citizens are in a vulnerable situation.Keywords: Local Government Responsibilities, Employment Social Security, Informal. ABSTRAKPenelitian ini ditujukan mengetahui tanggungjawab pemerintah daerah terhadap pelaksanaan jaminan sosial ketenagerjaan sektor informal. Karena secara prakteknya, program ini merupakan sistem asuransi sosial didasarkan pada iuran yang dibayarkan secara oleh peserta, dan diselenggarakan oleh BPJS Ketenagakerjaan. Jenis penelitian ini adalah penelitian hukum normatif (normative legal research), dengan pendekatan perundang-undangan (statute approach). Bahan hukum yang digunakan adalah bahan hukum primer, seperti peraturan perundang-undangan dan bahan hukum sekunder, seperti buku-buku dan literature-literatur karya ilmiah yang diperoleh melalui studi kepustakaan, yang kemudian dianalisis secara kualitatif. Hasil penelitian menunjukan bahwa dengan adanya otonomi daerah dan asas desentralisasi, maka pelaksanaan jaminan sosial ketenagakerjaan sektor informal, menjadi kewenangan dan tanggungjawab dari pemerintahan daerah. Meskipun secara universal, pemerintah pusat juga tetap bertanggungjawab atas pelaksanaan jaminan sosial ketenagakerjaan pada sektor informal tersebut. Negara Indonesia yang memiliki model pembangunan dengan konsep negara kesejahteraan "welafare state", diwajibkan untuk menjamin dan memberikan perlindungan terhadap hak asasi warga negaranya, termasuk perlindungan sosial apabila warga negaranya dalam situasi rentan.

Serikat buruh atau serikat pekerja didirikan secara bebas, terbuka, mandiri, demokratis dan juga bertanggungjawab oleh buruh atau pekerja untuk memperjuangkan kepentingan buruh atau pekerja dan keluarganya. Perlindungan buruh berhak membentuk dan menjadi anggota serikat pekerja atau serikat buruh. Tujuan dibentuknya serikat buruh atau serikat pekerja sendiri adalah untuk menyeimbangkan posisi buruh dengan pengusahannya. Melalui keterwakilan buruh di dalam serikat buruh atau serikat pekerja, diharapkan aspirasi buruh dapat sampai kepada pengusaha. Berdasarkan Keputusan Menteri Tenaga Kerja dan Transmigrasi Republik Indonesia Nomor KEP.16/MEN/2001 bahwa tidak ada kewajiban bagi serikat pekerja untuk meminta persetujuan direksi dalam membentuk serikat pekerja. Sehingga tidak ada alasan pihak direksi untuk tidak menyutujui pembentukan. Direksi yang tidak menyetujui pembentukan serikat pekerja di perusahan dapat menggugat ke Pengadilan Tata Usaha Negara untuk pembatalan pencatatan serikat pekerja yang telah terdaftar di Dinas Ketenagakerjaan dan pihak direksi juga dapat mengajukan gugatan Perbuatan Melawan Hukum ke Pengadilan Negeri apabila pihak direksi merasa dirugikan atas penggunaan alamat domisili serikat pekerja tanpa melakukan ijin kepada pihak direksi.

Selama 40 tahun terakhir, keanggotaan dan pengaruh Serikat Pekerja/Serikat Buruh (SB/SP) di hampir setiap negara di dunia telah menurun secara signifikan, tidak terkecuali Indonesia. Beberapa media massa Indonesia menyebutkan, penurunan keanggotaan SB/SP terkait dengan penurunan reputasi SB/SP di kalangan tenaga kerja Indonesia pasca reformasi. Trade Union Rights Center (TURC) menggunakan istilah non-manufaktur/kantor kerah putih untuk merujuk pada tenaga kerja "kontemporer" yang menolak menyebut diri mereka pekerja dan yang sering "secara sinis" menentang gerakan buruh. Padahal, melihat kembali sejarah perburuhan, semua manfaat yang diterima pekerja kantoran, seperti upah minimum, peraturan jam kerja, hak liburan, dan lain-lain, adalah akibat gerakan buruh yang seringkali mereka anggap remeh. Penelitian ini bertujuan untuk aktivitas/kegiatan/interaksi tersebut adalah upaya dari masing-masing pihak/subjek yang terlibat dalam hubungan industrial untuk memperjuangkan kepentingannya. Metode yang digunakan dalam penelitian ini adalah metode yuridis empiris.Penelitian ini menggunakan spesifikasi penelitian deskriptif analisis, jenis dan data sebagai data asli, data sekunder diperoleh melalui penelitian kepustakaan dan wawancara dengan instansi terkait, seperti ILO Indonesia, Kementerian Ketenagakerjaan dan Kementerian Imigrasi, Asosiasi Pengusaha Indonesia dan PT. Mattel Indonesia. Pemberlakuan politik hukum yang ditetapkan dalam pasal-pasal konstitusi negara tentang serikat pekerja/buruh yang bebas. Adanya berbagai kebijakan penegakan menegaskan hubungan antara konfigurasi politik pemerintahan dan perumusan kebijakan untuk menegakkan kebebasan berserikat dan mengatur hak-hak pekerja/buruh untuk merumuskan ketentuan perundang-undangan ketenagakerjaan. diumumkan. Perbedaan dimensi kebijakan perumusan hukum dan politik, kebebasan berserikat dan pelaksanaan hak berorganisasi dalam perumusan undang-undang ketenagakerjaan yang diundangkan oleh pemerintah pada periode yang berbeda berdampak pada pelaksanaan hubungan perburuhan.

Discussing about children is a discussion that is always hotly discussed and has never been discussed throughout the history of life. Because children are the nation's generation and will be the successors of development, it means that the generation that has been prepared as a subject is like the implementation of a sustainable building and who will be the holder of control in the future of the State. Therefore, child protection is very meaningful so that the potential of resources and builds real human character towards a just and prosperous society. Related to the discussion about children, it is part of an investment that makes it an indicator of the success of a nation when working on its development in the future. The success of child development will certainly determine the potential of human resources in the future, so that it is the generation that will become the nation's successor so that they must be better prepared and directed from an early age so that they can grow and develop into children who are physically and mentally healthy, advanced, independent. and prosperous, become quality resources and can face challenges in the future.

Protection of women workers can be done, both by making demands and by increasing the recognition of human rights, physical and technical as well as social and economic protection through norms applicable in the work environment.Workforce protection is to guarantee a harmonious working relationship system without pressure from the strong to the weak. For this the employer is obliged to implement the labor protection provisions in accordance with the applicable laws and regulations.Law enforcement is an important part of the legal system, this is done as an effort to develop systematically and continuously. Implementation of legal sanctions, both administrative and criminal as a result of violation of a provision in the legislation.

This paper is motivated by still many problems associated with employment in the city of Pekanbaru, especially women workers. The phenomenon that is seen on the issues of women's employment, among others; the number of female labor force continues to increase every year, there are many companies in the use of female labor is not in accordance with the legislation, there are still many women are employed at night, there are still many rights of women workers which are not given such a right to breastfeeding, menstruation, and so forth, and there are still many heard the cases of sexual harassment of women workers, and there are many women workers are employed minors by companies, and other problems. Resulting in discrimination against female workers in finding employment and occupation. Therefore the article wants to know how the government protection for these women workers. The government has issued Law of the Republic of Indonesia Number 13 of 2003 on Labour, which also clearly and Resolute has been protecting the rights of these women workers. Pekanbaru City Government has also been instrumental to the protection of women workers is through oversight of companies that use tenga this work, and provide sanctions against companies that do not implement the Employment Act is in the use of women workers in the company. Pekanbaru City Government has also provided counseling to women workers and corporate users of the Employment Act. Nevertheless suggested to the Municipality to be more intensive in protecting women's labor, so that a variety of issues related to women's labor force can be minimized, and the female labor force can be enabled through the protection of the female labor force.