Indonesia Work Permit 2026: RPTKA, E23 Visa & KITAS Steps, Fees & Timeline
There is no IMTA any more — the ratified RPTKA is the work permit, the E23 visa gets the person in, the KITAS keeps them there. Here is the whole chain, who files each step, what it costs and what gets it refused
Short answer: a foreigner may work for an Indonesian employer only under a ratified RPTKA (Pengesahan Rencana Penggunaan Tenaga Kerja Asing) issued by the Ministry of Manpower under PP 34/2021 and Permenaker 8/2021, after the employer has paid the DKP-TKA levy of US$100 per month for the whole plan period. That approval unlocks an E23 limited-stay work visa and, after arrival and biometrics, the ITAS/KITAS stay permit. The sponsor must be an Indonesian legal entity, the position must not be on the Kepmenaker 349/2019 closed list, the worker needs a matching degree and five years' experience, and a named Indonesian counterpart must be in the plan. After six months the employee joins BPJS. The E33G remote-worker KITAS cannot be used for local employment. This page is written by the Aniday team that runs these filings through Aniday's partner entity in Indonesia. Verified 7 September 2026.
Which law governs Indonesia work permits in 2026?
Two instruments do almost all the work: Government Regulation PP 34/2021 on the Use of Foreign Workers, issued under the Omnibus Law on Job Creation, and its implementing regulation Permenaker 8/2021 on Procedures for the Use of Foreign Workers. Together they replaced the pre-2021 regime in which the employer obtained a separate IMTA work permit after the RPTKA. Under PP 34/2021 the IMTA is gone: the ratified RPTKA is the work authorisation, and every downstream immigration step keys off it.
The immigration side sits in a different ministry and a different statute. Visas and stay permits are governed by Law 6/2011 on Immigration, amended by Law 63/2024, administered by the Directorate General of Immigration — since 2024 under the Ministry of Immigration and Corrections (Kementerian Imigrasi dan Pemasyarakatan) rather than the Ministry of Law and Human Rights. Government fees for visas and stay permits are set by PP 45/2024, in force since 17 December 2024, and the visa index codes were rewritten by Minister of Immigration and Corrections Decree M.IP-08.GR.01.01 of 2025, effective 2 June 2025, which cut 133 visa indices to 110 and merged twenty expert-worker sub-indices (E23B–E23W) into a single E23 work visa.
Practically, this means an Indonesian work permit is always a two-ministry process: Kemnaker on the TKA Online portal first, then Immigration on evisa.imigrasi.go.id. A guide that describes only one of them, or still refers to an IMTA or a C312 visa, is describing a process that no longer exists. Governing instruments: Law 13/2003 on Manpower as amended by Law 6/2023 (Job Creation); PP 34/2021; Permenaker 8/2021; Law 6/2011 as amended by Law 63/2024; PP 45/2024; Kepmen M.IP-08.GR.01.01/2025.
What are the steps from job offer to a foreigner legally working in Indonesia?
Six steps across two ministries, and they must happen in order — the visa cannot be applied for until the RPTKA is ratified, the RPTKA is not ratified until the levy is paid, and the KITAS does not exist until the person has entered on the E23 visa and given biometrics.
| # | Step | Who files, where | What you get |
|---|---|---|---|
| 1 | RPTKA application — foreign manpower utilisation plan | The employing Indonesian legal entity, on TKA Online (tka-online.kemnaker.go.id), with the company's OSS-RBA profile synced first | Online completeness check and a feasibility assessment, usually by video call |
| 2 | DKP-TKA levy payment | Employer, through SIMPONI (Ministry of Finance) | US$100 per month per position, for the full plan period, paid up-front |
| 3 | Pengesahan RPTKA — ratified plan | Issued by Kemnaker automatically once payment is verified (Permenaker 8/2021 Art. 19) | The work permit. Names the worker, position, location and period |
| 4 | E23 limited-stay work visa (VITAS / e-Visa) | Sponsor applies on evisa.imigrasi.go.id; the worker collects the e-visa abroad | Single-entry visa in 6-month, 1-year or 2-year variants matching the RPTKA |
| 5 | ITAS / KITAS — limited stay permit and card | Worker enters, attends an in-person biometric appointment at the local immigration office (mandatory for every KITAS since May 2025) | Electronic ITAS plus a multiple re-entry permit (MERP) for the same period |
| 6 | Local registrations | Employer and worker: regional manpower office (Disnaker) report, civil registry (SKTT), NPWP tax number, and BPJS enrolment once six months have been worked | The compliance file an inspector asks for |
Note what is not on the list. There is no separate IMTA, no separate "work permit card" from Kemnaker, and no police clearance certificate as a standard requirement for a work KITAS. There is also no route that starts with the person already in Indonesia on a visit visa: a conversion from a visit stay permit to a work KITAS now needs a completed feasibility assessment (HPK) under Kemnaker Circular SE 3/836/PK.04/I/2026, which adds two to four weeks, so we plan on the person entering on the E23. Governing instruments: PP 34/2021; Permenaker 8/2021 Arts. 13–19; Kepmen M.IP-08.GR.01.01/2025; Kemnaker Circular SE 3/836/PK.04/I/2026.
Which positions can a foreigner hold, and what must the worker and the sponsor show?
Three tests decide whether the RPTKA is even arguable: the position must be open to foreigners, the worker must meet the education-and-experience standard, and the sponsor must be an Indonesian legal entity with an organisation chart in which the position and a named Indonesian counterpart both exist.
| Requirement | Rule | Instrument |
|---|---|---|
| Positions closed to foreigners | 18 positions, all in personnel and human resources: Personnel Director, Industrial Relations Manager, Human Resource Manager, Personnel Development Supervisor, Personnel Recruitment Supervisor, Personnel Placement Supervisor, Employee Career Development Supervisor, Personnel Administrator, Personnel & Careers Specialist, Personnel Specialist, Career Advisor, Job Advisor, Job Advisor and Counselling, Employee Mediator, Job Training Administrator, Job Interviewer, Job Analyst, Occupational Safety Specialist | Kepmenaker 349/2019 |
| Positions open to foreigners by sector | The position must appear in the list of positions open to foreigners for the employer's sector; 18 sectors are covered, from construction and real estate to IT and professional services | Kepmenaker 228/2019 |
| Education and experience | Education matching the position, at least 5 years' experience in the relevant field, and a commitment to transfer skills to the Indonesian counterpart. Evidence: degree certificate plus reference letters or a professional certificate, uploaded to TKA Online | Permenaker 8/2021 Art. 4 |
| Indonesian counterpart (tenaga kerja pendamping) | A named Indonesian employee assigned for skills and technology transfer. Not required for members of the board of directors or commissioners, heads of representative offices, or foundation officers | PP 34/2021; Permenaker 8/2021 |
| Language training | The employer must facilitate Bahasa Indonesia training for the worker through an accredited institution; exempt for temporary workers and leadership positions. There is no language test | Permenaker 8/2021 Art. 43 |
| Dual positions | A foreign worker may not hold two positions in the same company. Positions across several companies need a separate valid RPTKA at each and an approval letter from the primary employer | PP 34/2021; SE 3/836/PK.04/I/2026 |
| Sponsor | An Indonesian legal entity — PT, PT PMA, representative office and similar. Individuals and sole proprietorships cannot employ foreigners | PP 34/2021 |
| Salary floor, age limit, quota | None statutory. Kemnaker assesses the RPTKA case by case against the organisation chart | — |
The five-year rule is the one that quietly kills applications. It is not a guideline; it is written into Permenaker 8/2021, and TKA Online asks for the evidence. A strong 3-year candidate with a relevant master's degree is still a refusal risk. Where experience is borderline, the reference letters need dates, job title and scope from a named signatory — a bare employment confirmation does not prove five years in the field. We have not found any 2025–26 instrument replacing Kepmenaker 349/2019 or 228/2019; both should be treated as in force, and checked on jdih.kemnaker.go.id at filing. Governing instruments: PP 34/2021; Permenaker 8/2021; Kepmenaker 228/2019; Kepmenaker 349/2019.
How does the RPTKA application actually run, and how long is each type valid?
The RPTKA is filed by the employer on TKA Online, checked for completeness, assessed for feasibility, matched to a named candidate, paid for, and then ratified — and Permenaker 8/2021 puts a clock on each Kemnaker step. Choose the RPTKA type before you file, because the type fixes the levy, the visa length and whether the plan can be extended at all.
| RPTKA type | Maximum period | Extendable | Typical use |
|---|---|---|---|
| Temporary work (sementara) | 6 months | No | Installation, audits, short consulting assignments |
| Work over 6 months | 2 years | Yes | Standard employment — the type an EOR hire uses |
| Non-DKPTKA | 2 years | Yes | Exempt employers and positions (government, international bodies, certain education roles) |
| Special Economic Zone (KEK) | 5 years; directors and commissioners for the whole tenure | Yes | Employers registered in a KEK |
| Emergency | 1 month | — | Urgent, unforeseeable work such as breakdown repair |
The statutory clocks inside Kemnaker
| Stage | Rule |
|---|---|
| Completeness check | If documents are incomplete Kemnaker notifies the employer online; the employer has 5 working days to complete them, otherwise the application is refiled (Art. 13) |
| Feasibility assessment (penilaian kelayakan) | Conducted online, usually a video call with the employer; result issued within 2 working days of the assessment (Art. 14) |
| Candidate data verification | The named worker's passport, degree, experience evidence and insurance are verified within 2 working days; gaps must be cured within 5 working days (Art. 18) |
| DKP-TKA payment | Billing code issued; employer pays via SIMPONI for the whole plan period |
| Pengesahan RPTKA | Issued on confirmation of payment (Art. 19). For exempt employers, issued on verified candidate data |
Add the clocks up and the Kemnaker leg is one to two weeks on paper. In practice the video assessment slot and one round of document clarification make it two to three. The employer-side inputs that delay it are almost always the same three: an OSS-RBA profile that is not synced with TKA Online, an organisation chart that does not show the position or the counterpart, and a WLKP manpower report that is not current. Governing instrument: Permenaker 8/2021 Arts. 13–19.
What does an Indonesian work permit cost in government fees?
Budget the DKP-TKA levy first — US$1,200 for a one-year plan, US$2,400 for two years, paid up-front and not refunded — then the immigration fees under PP 45/2024, which for a one-year E23 with re-entry come to IDR 5,000,000. Agent and service fees, translations and apostilles are on top.
| Item | Amount | Paid by, to |
|---|---|---|
| DKP-TKA levy | US$100 per foreign worker per position per month; any part-month counts as a full month | Employer, via SIMPONI, before RPTKA ratification |
| Limited-stay visa (VITAS, all E indices) | IDR 500,000 | Sponsor, evisa.imigrasi.go.id |
| ITAS up to 1 year | IDR 3,000,000 | Sponsor, Immigration |
| ITAS up to 2 years | IDR 5,000,000 | Sponsor, Immigration |
| Multiple re-entry permit, 1 year / 2 years | IDR 1,500,000 / IDR 2,000,000 | Sponsor, Immigration |
| Overstay | IDR 1,000,000 per day for 1–59 days; from day 60, deportation and an entry ban | Worker |
Two cautions on the fee table. First, the PNBP figures above are the PP 45/2024 rates in force since 17 December 2024; several regional immigration office websites still display the older PP 28/2019 schedule (ITAS one year IDR 1,500,000), so the lower number you may find on an official-looking page is out of date. Second, we were not able to retrieve an official itemised E23 fee page from imigrasi.go.id at the time of writing; the components above are what an E23 draws on, and the total shown on evisa.imigrasi.go.id at filing governs. PNBP is never refunded if the application is refused. Governing instruments: PP 34/2021 and Permenaker 8/2021 (DKP-TKA); PP 45/2024 (immigration PNBP); PP 28/2019 as carried into current overstay practice.
What documents are required?
Two dossiers: one proving the sponsor is a real, compliant Indonesian employer with a place for this person, and one proving the person is qualified. The company file is the one that gets neglected, and it is the one Kemnaker's video assessment probes.
| Party | Document | Requirement |
|---|---|---|
| Sponsor | NIB (business identification number) from OSS-RBA | Active, with KBLI codes consistent with the position |
| Sponsor | Deed of establishment and amendments, with ministry approval | Current |
| Sponsor | WLKP — mandatory manpower report | Filed and current; a lapsed WLKP blocks the RPTKA |
| Sponsor | Organisation chart | Must show the position and the Indonesian counterpart |
| Sponsor | Draft employment agreement; power of attorney if an agent files | Position, period and location must match the RPTKA exactly |
| Worker | Passport | Validity of at least 18 months for a 1-year permit and 30 months for a 2-year permit in practice |
| Worker | Degree certificate | Relevant to the position; foreign-issued documents apostilled, with certified Indonesian translation where requested |
| Worker | Experience evidence | Reference letters or a professional certificate showing at least 5 years in the field |
| Worker | Health insurance | Policy from an Indonesian-licensed insurer |
| Worker | Colour photograph, CV | Red background photo is the immigration convention; CV consistent with the experience letters |
On legalisation: Indonesia has been a party to the Hague Apostille Convention since 2022, so a degree or reference letter issued in another Convention state needs an apostille from the issuing state, not consular legalisation. Documents from non-party states still go through the Indonesian embassy. An apostille certifies the signature, not the content, so where Immigration or Kemnaker asks for a translation it must still be done by a sworn translator. Governing instruments: Permenaker 8/2021; Presidential Regulation 2/2021 ratifying the Apostille Convention.
What happens after the worker lands — KITAS, registrations and BPJS?
The E23 visa is only permission to enter; the stay permit is issued after arrival, and since May 2025 every ITAS application and extension requires the worker to attend an in-person biometric appointment at the local immigration office. The fully remote, agent-handled KITAS no longer exists.
| Obligation | Deadline and rule |
|---|---|
| ITAS issuance | Report to the immigration office named in the visa, give photo and fingerprints; the electronic ITAS is typically available about 2 working days after biometrics, with a multiple re-entry permit for the same period |
| Disnaker report | Register the foreign worker's placement with the regional manpower office and keep the RPTKA data current |
| Civil registration (SKTT) | Temporary residence registration with the local civil registry office |
| NPWP | Tax number; the worker becomes an Indonesian tax resident after 183 days in any 12-month period or on establishing intent to reside, taxed at progressive PPh 21 rates of 5–35%. Non-residents are taxed at 20% PPh 26 subject to treaty relief |
| BPJS enrolment | Mandatory once the foreigner has worked in Indonesia for more than 6 months: BPJS Kesehatan 5% (4% employer / 1% employee) on salary capped at IDR 12,000,000, and BPJS Ketenagakerjaan — JKK 0.24–1.74% employer, JKM 0.3% employer, JHT 3.7% employer + 2% employee |
| Skills transfer record | Keep evidence of training and knowledge transfer to the counterpart; Kemnaker checks it at extension |
On the JP pension programme, we deliberately do not give you a rule. Law 24/2011 and Presidential Regulation 82/2018 put foreigners into BPJS after six months, and the health, accident, death and old-age programmes are applied to foreign employees without dispute. Whether the JP pension contribution (2% employer, 1% employee, capped) is required for a foreigner who will never draw an Indonesian pension is applied inconsistently between BPJS branches. Confirm the treatment for the specific hire with Aniday rather than assuming either way. Governing instruments: Law 6/2011 as amended by Law 63/2024; Law 24/2011; Presidential Regulation 82/2018; Law 36/2008 on Income Tax as amended by Law 7/2021.
How long is the permit valid, how is it extended, and what happens on exit or a change of employer?
The KITAS follows the RPTKA: 6 months, 1 year or 2 years, extended in line with a renewed RPTKA and a fresh levy payment. There is no transfer between employers, and leaving early without closing the file leaves the stay permit live and the sponsor's record marked.
| Item | Rule |
|---|---|
| Validity | E23 and ITAS in 6-month, 1-year or 2-year variants, never longer than the RPTKA period |
| Extension | Extend the RPTKA first (new levy), then the ITAS. Start at least 60 days before expiry; 90 days where the file involves a status conversion, prior amendments or multiple positions |
| New extension conditions (Jan 2026) | All prior RPTKA amendment approvals must be uploaded with the extension; conversions from a visit stay permit require a completed HPK feasibility assessment; the guarantor on the KITAS must be the same as on the original permit; multi-company positions need the primary employer's approval letter |
| Counterpart leaves | Update the RPTKA with a new named counterpart before the extension is filed |
| Change of employer | No transfer. The new employer files a new RPTKA, visa and ITAS; the old sponsor cancels its RPTKA and files the EPO |
| Early departure | Sponsor cancels the RPTKA with Kemnaker, then files an Exit Permit Only (EPO) with Immigration — about 5 business days; the worker is normally still in Indonesia |
| Natural expiry | No EPO needed if the worker leaves at ITAS expiry; the permit closes automatically |
| Dependants | E31B spouse, E31H child and E31I parent KITAS mirror the principal's validity; no work rights |
| Permanent stay | KITAP available after qualifying years on a KITAS; not automatic |
The guarantor-continuity rule matters to anyone moving a hire from a client entity to an EOR entity. Under Kemnaker Circular SE 3/836/PK.04/I/2026 the guarantor on the KITAS must match the guarantor on the original permit, so switching sponsor mid-stream is treated as a fresh sponsorship — a new RPTKA, new levy, new visa — not an extension. Plan the sponsor at the start, not at renewal. Governing instruments: PP 34/2021; Permenaker 8/2021; Kemnaker Circular SE 3/836/PK.04/I/2026; Law 6/2011 as amended by Law 63/2024.
Can the E33G remote-worker KITAS, Golden Visa or investor KITAS be used instead?
No. None of them authorises employment by an Indonesian employer, and using one for that purpose is a criminal misuse of a stay permit. They are asked about constantly because they are faster and need no RPTKA — which is exactly why they do not work for a local hire.
| Route | What it requires | Why it does not cover local employment |
|---|---|---|
| E33G Remote Worker KITAS | Employment contract with a company outside Indonesia; income of at least US$60,000 a year from foreign sources; bank balance of US$2,000 over the last 3 months; health insurance; total PNBP about IDR 7,000,000; 1 year, non-extendable, no Indonesian sponsor | Holder may not work for, be paid by, or sell goods or services to any Indonesian entity. An Indonesian employer — including an EOR entity — cannot be the employer. Holding it also makes the person an Indonesian tax resident from day one, with an NPWP and annual return required |
| Golden Visa (E28C and related) | Individual investor US$350,000 for 5 years or US$700,000 for 10; corporate founders US$2.5 million / US$5 million | Only corporate-category holders may work, and only as director or commissioner of their own company |
| E28A Investor KITAS | Personal shareholding of at least IDR 10 billion in an Indonesian company, validated against OSS | Managerial functions in that company only; not an employment route |
The line to hold in a conversation with a candidate who "already has a KITAS" is simple: if the KITAS was not issued against an RPTKA naming your entity and this position, it does not permit this job. The employer's exposure is the same as the worker's under Article 122 of the Immigration Law. Governing instruments: Law 6/2011 Arts. 75 and 122, as amended by Law 63/2024; Permenkumham 22/2023 as amended by 11/2024 (Golden Visa); Kepmen M.IP-08.GR.01.01/2025.
What are the penalties for employing a foreigner without a valid RPTKA and KITAS?
Criminal liability on both sides: up to five years' imprisonment and a fine of up to IDR 500 million for the foreigner who works outside the purpose of their stay permit, and the same for whoever orders or allows it — plus deportation, blacklisting and, for the employer, Kemnaker administrative sanctions that in one January 2026 case reached IDR 2.17 billion.
| Violation | Sanction | Instrument |
|---|---|---|
| Foreigner working without authorisation or outside the stay permit's purpose | Up to 5 years' imprisonment and/or fine up to IDR 500,000,000; deportation and entry ban | Law 6/2011 Art. 122(a); Art. 75 |
| Person who orders, facilitates or allows the misuse | Up to 5 years' imprisonment and/or fine up to IDR 500,000,000 | Law 6/2011 Art. 122(b) |
| Employing a foreigner without a ratified RPTKA | Administrative sanctions by Kemnaker — fines, suspension of the RPTKA process for the employer. Example: Kemnaker Decree 5/6/AS.00.01/I/2026 imposed IDR 2.17 billion on one company for 164 workers without ratified RPTKAs | PP 34/2021; Kemnaker Decree 5/6/AS.00.01/I/2026 |
| Overstay 1–59 days | IDR 1,000,000 per day | PP 28/2019 rate as applied |
| Overstay 60 days or more | Deportation and an entry ban of 6 months to 10 years, extendable | Law 6/2011 as amended by Law 63/2024 |
| Leaving early without an EPO | Stay permit remains live; sponsor's record flagged for future applications | Law 6/2011 |
The enforcement posture has hardened. Law 63/2024 lengthened entry bans to a decade, and Kemnaker's January 2026 industrial-estate sweep produced a nine-figure rupiah sanction against a single employer. The common thread in every case we see is not a rejected application but a person working before ratification — on a visit visa, on a colleague's KITAS, or on an E33G. Governing instruments: Law 6/2011 as amended by Law 63/2024; PP 34/2021.
How long does the whole process realistically take?
Six to ten weeks from RPTKA filing to a KITAS in hand, with four weeks as a best case where the sponsor's company file is already clean and the worker's documents are already apostilled. The Kemnaker clocks are days; the calendar is consumed by document preparation, the video assessment slot, travel and the biometric appointment.
| Step | Realistic duration |
|---|---|
| Collect and apostille degree and experience letters; align OSS, WLKP and organisation chart | 2–5 weeks — the dominant variable |
| RPTKA filing, completeness check, video feasibility assessment | 1–2 weeks |
| Candidate data verification, DKP-TKA billing and payment, ratification | 3–7 working days |
| E23 e-visa | About 1 week |
| Travel and biometric appointment | 1 week, appointment availability permitting |
| ITAS issuance after biometrics | About 2 working days |
| Disnaker report, SKTT, NPWP | 1–2 weeks, in parallel with starting work |
| Total | 6–10 weeks typical; 4 weeks best case |
Two figures you will see quoted elsewhere are both right for what they measure: "4–8 weeks" is RPTKA filing to e-KITAS in a clean case; "9–10 weeks" includes the local registrations afterwards. If you need someone working in 60 days, the offer needs to be signed and the document collection started today. Governing instrument: Permenaker 8/2021 Arts. 13–19 for the statutory clocks.
Why do Indonesian RPTKA and KITAS applications get rejected or delayed?
Most refusals are decided before the worker's documents are even opened — by a position that is on the closed list or missing from the sector list, an organisation chart with no counterpart, or a sponsor whose OSS and WLKP records are not in order.
| Cause | Prevention |
|---|---|
| Position is on the Kepmenaker 349/2019 closed list or absent from the Kepmenaker 228/2019 sector list | Map the job title to the sector list before the offer letter is drafted; never title a role "HR" or "Personnel" anything |
| Experience evidence does not reach 5 years in the field | Obtain dated reference letters with title and scope from named signatories; do not rely on the CV |
| Degree not relevant to the position | Match the degree field to the job description wording, or document the connection through experience |
| No named Indonesian counterpart, or the counterpart has left | Assign the counterpart in the organisation chart before filing; update the RPTKA when they leave |
| OSS-RBA profile not synced with TKA Online; lapsed WLKP report | Audit the sponsor's company file at kickoff, not at filing |
| Passport validity too short | 18 months for a 1-year permit and 30 months for a 2-year permit; renew first |
| Unapostilled or untranslated foreign documents | Identify apostille versus consular route per issuing country at kickoff |
| Worker starts on a visit visa or an E33G while waiting | Do not. This is the Art. 122 exposure, and a later conversion needs an HPK |
| Extension filed late or without prior amendment approvals | Calendar 60–90 days before expiry; keep every RPTKA amendment approval on file |
| Sponsor changed between original permit and extension | Guarantor must match; treat a sponsor change as a new application from the start |
How does Aniday handle Indonesia work permits for clients?
Under an Employer of Record arrangement, Aniday's partner entity in Indonesia is the sponsoring employer: it files the RPTKA on TKA Online, pays the DKP-TKA levy, sponsors the E23 visa and the KITAS, and runs payroll, PPh 21 and BPJS — so a foreign company can place someone in Indonesia without incorporating a PT PMA and without owning the filing risk.
- Position and sponsor fit first. Before anything is collected we test the job title against the Kepmenaker 349/2019 closed list and the 228/2019 sector list, and confirm the position and a named counterpart fit inside the sponsoring entity's organisation chart and KBLI.
- Five-year evidence built properly. We specify the reference-letter content — dates, title, scope, signatory — and the apostille route for each issuing country at kickoff, because that is the critical path.
- One clean Kemnaker file. OSS-RBA, WLKP and organisation chart are checked before the RPTKA is filed; we attend the video feasibility assessment; the levy is paid the day the billing code issues.
- Immigration as a linked workstream. E23 e-visa, biometric appointment booking, ITAS and re-entry permit, then Disnaker, SKTT and NPWP — with the BPJS enrolment date calendared at month six.
- Extension and exit discipline. We calendar the 60–90 day extension window at issuance, keep every amendment approval on file, and on separation run the Kemnaker cancellation and EPO in the right order so the sponsor's record stays clean.
Aniday is trusted by 5,000+ companies and works with a network of 50,000+ headhunters, combining EOR, payroll and hiring in one place. Read more about Employer of Record in Indonesia, payroll outsourcing in Indonesia, or — where the person will genuinely be an independent contractor rather than an employee — Contractor of Record in Indonesia.
Legal sources
- Peraturan Pemerintah 34/2021 tentang Penggunaan Tenaga Kerja Asing — peraturan.bpk.go.id
- Peraturan Menteri Ketenagakerjaan 8/2021 tentang Tata Cara Penggunaan Tenaga Kerja Asing — peraturan.bpk.go.id; portal tka-online.kemnaker.go.id
- Kepmenaker 349/2019 (positions closed to foreign workers) and Kepmenaker 228/2019 (positions open by sector) — jdih.kemnaker.go.id
- Kemnaker Circular SE 3/836/PK.04/I/2026 on RPTKA extensions, January 2026
- Undang-Undang 6/2011 tentang Keimigrasian, as amended by Undang-Undang 63/2024 — Arts. 75 and 122
- Peraturan Pemerintah 45/2024 on immigration PNBP, effective 17 December 2024; visa portal evisa.imigrasi.go.id
- Keputusan Menteri Imigrasi dan Pemasyarakatan M.IP-08.GR.01.01/2025 on visa classification, effective 2 June 2025 — imigrasi.go.id
- Undang-Undang 24/2011 tentang BPJS; Peraturan Presiden 82/2018 tentang Jaminan Kesehatan
- Permenkumham 22/2023 as amended by 11/2024 (Golden Visa)
- Aniday — Doing Business in Indonesia (country hub)
- Last verified 2026-09.
Indonesia work permits — frequently asked questions
Does Indonesia still issue an IMTA?
No. PP 34/2021 abolished the separate IMTA. The ratified RPTKA (Pengesahan RPTKA) issued by Kemnaker is now the work authorisation, and Immigration issues the E23 visa and the ITAS/KITAS against it.
What is DKP-TKA and how much is it?
The foreign-worker compensation levy: US$100 per foreign worker per position per month, paid by the employer through SIMPONI for the whole RPTKA period before ratification, and not refunded. US$1,200 for one year; US$2,400 for two.
Can a foreigner be HR manager in Indonesia?
No. Kepmenaker 349/2019 closes 18 personnel and HR positions to foreigners, from Personnel Director and HR Manager down to Job Interviewer and Job Analyst. The position must also appear in the Kepmenaker 228/2019 sector list.
How long does an Indonesian work permit take?
Six to ten weeks end to end is realistic; four weeks is the best case. Kemnaker's statutory steps are two working days each under Permenaker 8/2021, but document preparation, the video assessment, the e-visa and the mandatory biometric appointment set the calendar.
Can someone work for us on an E33G remote-worker KITAS?
Not if the employer is Indonesian. The E33G requires a foreign employer and at least US$60,000 a year of foreign income, and prohibits working for or being paid by any Indonesian entity. Using it for local employment is a misuse of the stay permit under Art. 122 of Law 6/2011, for the worker and the employer.
When must a foreign employee join BPJS?
After more than six months of work in Indonesia, under Law 24/2011 and Presidential Regulation 82/2018: BPJS Kesehatan at 5% (4% employer, 1% employee, salary capped at IDR 12,000,000) plus the BPJS Ketenagakerjaan JKK, JKM and JHT programmes. JP pension treatment for foreigners is inconsistent — confirm per hire.
What happens if the employee leaves before the KITAS expires?
The sponsor cancels the RPTKA with Kemnaker, then files an Exit Permit Only with Immigration, about five business days. Skipping the EPO leaves the ITAS live and marks the sponsor's record.
Can we move an employee to another company on the same KITAS?
No. There is no transfer. The new employer files a new RPTKA, visa and ITAS, and the guarantor-continuity rule in SE 3/836/PK.04/I/2026 means a change of sponsor is never treated as an extension.
How much does the work permit cost in government fees?
For a one-year plan: US$1,200 DKP-TKA plus, under PP 45/2024, IDR 500,000 visa, IDR 3,000,000 ITAS and IDR 1,500,000 re-entry permit — IDR 5,000,000 in immigration PNBP. Two-year plans: US$2,400 plus IDR 500,000, IDR 5,000,000 and IDR 2,000,000.
