Labor and Employment Law in Indonesia – Background Information on Applicants

Legal Updates
Labor and Employment Law in Indonesia – Background Information on Applicants
24 September 2019

There is no prohibition against background checks on job applicants in Indonesia. Employers in Indonesia can perform background checks on appli­cants themselves or by using a third-party service. Certain background checks are, in practice, subject to the consent of the applicant.

Medical Checks

An employer can require a potential employee to undergo a medical examination as a condition of employment, as long as the same treat­ment is applied to all potential employees. The potential employee should give his or her written consent to both the examination and the release of the results to the employer. An employer can refuse to hire an applicant who does not submit or agree to the release of the results to the employer.

Drug and Alcohol Testing

Drug and alcohol testing can be carried out only in limited circum­stances; for instance, where working under the influence of drugs or alcohol could give rise to health and safety considerations (eg, where employees drive or operate machinery) or serious damage to the employer's business. The applicant must consent to the test. Drug and alcohol testing should be carried out during employment only if justified, necessary and proportionate, and with the consent of the employee.

Reproduced with permission of Law Business Research Ltd. This article was first published in Lexology Getting the Deal Through - Labour & Employment 2019 (Published: June 2019)

This publication is intended for informational purposes only and does not constitute legal advice. Any reliance on the material contained herein is at the user's own risk. You should contact a lawyer in your jurisdiction if you require legal advice. All SSEK publications are copyrighted and may not be reproduced without the express written consent of SSEK.

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Syahdan Z. Aziz
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