Force Majeure or Hardship Principle In Termination of Employment During The Covid-19 Pandemic
), Mila Surahmi(2), Desmawaty Romli(3)
(1) Faculty of Law Sjakhyakirti University, Palembang, Indonesia
(2) Faculty of Law Sjakhyakirti University, Palembang, Indonesia
(3) Faculty of Law Sjakhyakirti University, Palembang, Indonesia
Corresponding Author
Abstract
Introduction: The company often uses the spread of the Covid 19 virus in Indonesia in carrying out the Termination of Employment (PHK). Force Majeure is regulated by Article 164 of Law No. 13 of 2003 on Manpower but does not regulate epidemics or diseases as force majeure. Hardship itself is not regulated, and this doctrine is not yet known in Indonesia, as evidenced by the lack of contracts implementing the hardship clause.
Purposes of the Research: The purpose of this study is to provide legal protection for employees who have experienced termination of employment due to the Covid-19 pandemic based on the principle of hardship.
Methods of the Research: The research method used is normative juridical or doctrinal law research. It is research that uses the approach of legislation in the governance and legal values that live in society.
Results of the Research: The results of this study include two things, namely the principle of force majeure or hardship in termination of employment, Companies that terminate employment should renegotiate by delaying work or known as the hardship principle. Using the force majeure principle causes workers to be unable to carry out their obligations, namely doing work. Based on the freedom of contract, the hardship principle principle clause can continue to carry out the agreement for workers affected by Covid-19. While the second is the legal consequences of the Covid-19 pandemic on work agreements, basically, in resolving the legal consequences caused by the Covid-19 pandemic, honesty from the parties is needed. This principle is known as good faith. It greatly determines the condition of the Covid-19 pandemic in the termination of employment by the company so that the parties can renegotiate their work agreement.
Keywords
How To Cite
@article{SASI941,
author = {Junaidi Junaidi and Mila Surahmi and Desmawaty Romli},
title = {Force Majeure or Hardship Principle In Termination of Employment During The Covid-19 Pandemic},
journal = {SASI},
volume = {28},
number = {3},
year = {2022},
keywords = {Force Majeure; Hardship; Termination of Employment (PHK); Covid 19 pandemic},
abstract = {Introduction: The company often uses the spread of the Covid 19 virus in Indonesia in carrying out the Termination of Employment (PHK). Force Majeure is regulated by Article 164 of Law No. 13 of 2003 on Manpower but does not regulate epidemics or diseases as force majeure. Hardship itself is not regulated, and this doctrine is not yet known in Indonesia, as evidenced by the lack of contracts implementing the hardship clause.Purposes of the Research: The purpose of this study is to provide legal protection for employees who have experienced termination of employment due to the Covid-19 pandemic based on the principle of hardship.Methods of the Research: The research method used is normative juridical or doctrinal law research. It is research that uses the approach of legislation in the governance and legal values that live in society.Results of the Research: The results of this study include two things, namely the principle of force majeure or hardship in termination of employment, Companies that terminate employment should renegotiate by delaying work or known as the hardship principle. Using the force majeure principle causes workers to be unable to carry out their obligations, namely doing work. Based on the freedom of contract, the hardship principle principle clause can continue to carry out the agreement for workers affected by Covid-19. While the second is the legal consequences of the Covid-19 pandemic on work agreements, basically, in resolving the legal consequences caused by the Covid-19 pandemic, honesty from the parties is needed. This principle is known as good faith. It greatly determines the condition of the Covid-19 pandemic in the termination of employment by the company so that the parties can renegotiate their work agreement.},
issn = {2614-2961}, pages = {344--357} doi = {10.47268/sasi.v28i3.941},
url = {https://fhukum.unpatti.ac.id/jurnal/sasi/article/view/941}
}
Journal Article
Agus Yudha Hernoko. “Force Majeure Clause atau Hardship principle Clause Problematika dalam Perancangan Kontrak Bisnis.” Jurnal Perspektif : Kajian Masalah Hukum dan Pembangunan 11, no. 3 (2006), 203-225. DOI: http://dx.doi.org/10.30742/perspektif.v11i3.276
Aprista Ristyawati. “Efektifitas Kebijakan Pembatasan Sosial Berskala Besar Dalam Masa Pandemi Corona Virus 2019 Oleh Pemerintah Sesuai Amanat UUD NRI Tahun 1945.” Administrative Law & Governance Journal 3, no. 2 (2020), 240-249. DOI: https://doi.org/10.14710/alj.v3i2.240-249
Berger and Behn. “Force Majeure and Hardship principle in the Age of Corona: A Historical and Comparative Study.” McGill Journal of Dispute Resolution: Revue de règlement des différends de McGill 6, no. 4 (2019-2020), 79-129. https://mjdr-rrdm.ca/articles/volume-6/force-majeure-and-hardship principle-in-the-age-of-corona/
Daryl John Rasuh. “Kajian Hukum Keadaan Memaksa (Force Majeure) Menurut Pasal 1244 dan Pasal 1245 Kitab Undang-Undang Hukum Perdata.” Jurnal Lex Privatum 4, no. 2 (2016), 173-180. https://ejournal.unsrat.ac.id/index.php/lexprivatum/issue/view/1266
Dwi Primilono Adi. “Absorbsi Prinsip ”Rebus Sic Stantibus” Dalam Kerangka Pembaharuan Hukum Perjanjian Nasional.” Jurnal Jatiswara 30, no. 1 (2015), 71-91. http://jatiswara.unram.ac.id/index.php/js/article/view/91/85
Herman, et.al. “Tinjauan Yuridis Mengenai Dampak COVID-19 Terhadap Pemutusan Hubungan Kerja.” Journal Halu Oleo Law Review 4, no. 2 (2020), 157-176. DOI: http://dx.doi.org/10.33561/holrev.v4i2.
Ifada Qurrata A`yun Amalia dan Endang Prasetyawati. “Karakteristik Asas Proposionalitas dalam Pembentukan Klausul Perjanjian Waralaba.” Jurnal Hukum Bisnis Bonum Commune 2, no. 2 (2019), 173-184. DOI : https://doi.org/10.30996/jhbbc.v2i2i2513
Imas Novita Juaningsih. “Analisis Kebijakan PHK Bagi Para Pekerja Pada Masa Pandemi Covid-19 di Indonesia.” Adalah : Buletin Hukum dan Keadilan 4, no. 1 (2020), 189-196. DOI : https://doi.org/10.15408/adalah.v4i1.15764
Mustakim dan Syafrida. “Pandemi Covid-19 Sebagai Alasan Force Majeure Dalam Melakukan Pemutusan Hubungan Kerja di Indonesia.” Jurnal Sosial dan Budaya Syar-I 7, no. 8 (2020), 695-706. DOI : https://doi.org/10.15408/sjsbs.v7i8.16552
Nikodemus Maringan. “Tinjauan Yuridis Pelaksanaan Pemutusan Hubungan Kerja (PHK) Secara Sepihak oleh Perusahaan Menurut Undang-Undang Nomor 13 tahun 2003 tentang Ketenagakerjaan.” Jurnal Ilmu Hukum Legal Opinion 3, no. 3 (2015), 1-10. https://garuda.ristekbrin.go.id/documents/detail/404584.
Luh Nila Winarni. “Asas Itikad Baik sebagai Upaya Perlindungan Konsumen dalam Perjanjian Pembiayaan.” DiH : Jurnal Ilmu Hukum 11, no. 21 (2015), 1-12. DOI : https://doi.org/10.30996/dih.v11i21.
Nugraha. R, et.al. “Analisis Pandemi Corona Virus Disease 2019 sebagai Alasan Keadaan Memaksa (Force Majeure) Menurut Hukum Perdata di Indonesia.” Jurnal Lex Generalis 2, no. 3 (2021), 917-930. DOI : https://doi.org/10.52103/jlg.v2i3.382
Sri Mustikasari M Saleh, Abdul Qahar, and Zainuddin. “Wanprestasi in The Construction Service Agreement in The General Working and Spatial”, Meraja Journal 3, no. 2 (2020), 207-218. DOI : https://doi.org/10.33080/mrj.v3i2.113
Saurabh Sood. “COVID-19 As a Force Majeure in Corporate Transactions,” Purakala (UGC Care Journal) 31, no. 34 (2020), 17-26. DOI : https://doi.org/10.2139/ssrn.3577701
Seng Hansen. “Does the COVID-19 Outbreak Constitute a Force Majeure Event ? A Pandemic Impact on Construction Contracts”. Journal of the Civil Engineering 6, no. 2 (2020), 201-214. DOI: https://doi.org/10.22146/jcef.54997
Sheela Jayabalan. “The Legality of Doctrine of Frustration in the Realm of Covid-19 Pandemic”. Sociological Jurisprudence Journal 3, no. 2 (2020), 84-90. DOI: https://doi.org/10.22225/scj.3.2.1900.84-90
Sudibyo Aji Narendra Buwana, et.al. “Implementasi Pemutusan Hubungan Kerja (PHK) terhadap Pekerja Status Perjanjian Waktu Tertentu (PKWT) PT X Kota Malang”. Competence Journal Of Management Studies 9, no. 2 (2015), 202-214. DOI: https://doi.org/10.21107/kompetensi.v9i2.1628.
Book
Agus Yudho Hernoko. Hukum Perjanjian Asas Proporsionalitas dalam Kontrak Komersial. Jakarta: Prenadamedia Group, 2014.
Jonaedi Efendi & Johnny Ibrahim. Metode Penelitian Hukum Normatif dan Empiris, Jakarta: Kencana, 2016.
Rahmat S.S. Soemadipradja. Penjelasan Hukum tentang Keadaan Memaksa (Syarat-syarat Pembatalan Perjanjian yang disebabkan Keadaan Memaksa/Force Majeure. Jakarta: Gramedia, 2010.
Sugiyono. Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta, 2019.
Muhammad Syaifuddin. Hukum Kontrak. Bandung: Mandar Maju, 2012.
Thesis, Web Page, and Others
https://www.ugm.ac.id/id/berita/2066-pengukuhan-prof-ismijati-jenie-itikad-baik-sebagai-asas-hukum.
Junaidi. Force Majeure Pandemi Covid-19 Landasan Perjanjian Kerja sebagai Perlindungan Pekerja. Book Chapter Dinamika Perlindungan HAM bagi Kaum Marginal Pasca Pandemi Covid di Era Society 5.0, Surabaya: UM Surabaya. 2021.
Maharani Mega Febriyanti dan Husni Syawali. “Force Majeure dalam Pemutusan Hubungan Kerja terhadap Karyawan di Masa Pandemi Covid-19 ditinjau dari Buku III Kitab Undang Undang Hukum Perdata dihubungkan dengan Undang Undang Nomor 13 tahun 2003 Tentang Ketenagakerjaan”. Prosiding Ilmu Hukum Spesia Unisba 7, no. 1 (2021), 220-223. DOI: http://dx.doi.org/10.29313/.v7i1.24997
Mochamad Januar Rizki, “Penjelasan Prof Mahfud Soal Force Majeure Akibat Pandemi Corona”. https://www.hukumonline.com/berita/baca/lt5ea11ca6a5956/penjelasan-profmahfud-soal-i-force-majeure-i-akibat-pandemi-corona?page=2.
Setyo Aji Harjanto, “Pandemi COVID-19 Bukan Force Majeure, Simak Penjelasan Pakar Hukum- Kabar24 Bisnis.Com,” https://kabar24.bisnis.com/read/20200415/15/1227419/pandemi-covid-19-bukan-force-majeure-simak-penjelasan-pakar-hukum.
: 2025 times
Download : 979 times
DOI: 10.47268/sasi.v28i3.941
Copyright (c) 2022 Junaidi Junaidi, Mila Surahmi, Desmawaty Romli
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
Email this article 
