Salary, THR & Severance Calculator

On the employee side it's 3% for BPJS Ketenagakerjaan (JHT 2% + JP 1%) plus 1% for BPJS Kesehatan — 4% of basic salary plus fixed allowances. The employer separately pays considerably more: JHT 3.7%, JP 2%, BPJS Kesehatan 4%, JKM 0.3%, and JKK 0.24%-1.74% depending on industry risk. Note that JP is computed on wages up to Rp11,086,300 and BPJS Kesehatan up to Rp12,000,000.

THR is pro-rated: (months of service / 12) × one month's wage. For example, an employee with 8 months' service on Rp6,000,000 is entitled to 8/12 × Rp6,000,000 = Rp4,000,000. Entitlement begins after 1 month of continuous service — below that there is no obligation. At 12 months or more, the employee is entitled to a full month's wage.

No. Under PP 35/2021, an employee who resigns voluntarily is entitled to neither severance pay nor long-service pay. What they do receive is compensation of rights (UPH) — such as untaken annual leave and repatriation costs — plus separation pay if the employment agreement, company regulations, or collective agreement provide for it. The same applies to termination for gross misconduct.

Because the grounds for termination set the multiplier, and the range is wide. PP 35/2021 sets different multipliers: efficiency to prevent losses 1x, efficiency because the company is actually making losses only 0.5x, closure due to losses or bankruptcy 0.5x, retirement 1.75x, and prolonged illness or workplace disability 2x. On identical service and salary, the gap between 0.5x and 2x is fourfold. Note the multiplier applies to severance pay only — UPMK is always 1x.

No. PP 35/2021 provides that for micro and small businesses, severance, long-service pay, and compensation of rights are set by agreement between employer and worker. The table this calculator uses is therefore chiefly relevant to medium and large businesses. That said, any such agreement should still be made in good faith and put in writing to avoid a dispute later.