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A Maternity Policy outlines how a company supports and protects expecting mothers before, during, and after childbirth. In Indonesia, these policies must comply with Labor Law No. 13/2003, which guarantees female employees 1.5 months of pre-birth leave and 1.5 months of post-birth leave with full pay.

The policy typically covers important details like leave notification procedures, job protection guarantees, flexible working arrangements, and breastfeeding facilities - which Indonesian employers must provide by law. It also explains how the company handles salary continuation, medical benefits, and the employee's return-to-work process, helping both managers and staff understand their rights and responsibilities.

Implement a Maternity Policy when your Indonesian company reaches 10 or more employees, particularly if you employ women of childbearing age. This policy becomes essential during company formation, when opening new branches, or updating existing workplace regulations to align with Labor Law No. 13/2003.

Use it to clearly communicate leave entitlements, prevent discrimination claims, and ensure compliance with mandatory requirements like providing lactation rooms and breaks. The policy proves especially valuable during organizational changes, when standardizing HR procedures across departments, or when managers need guidance on handling maternity-related requests consistently and legally.

• Basic Maternity Policy: Covers minimum legal requirements under Indonesian Labor Law, including standard leave periods and basic workplace accommodations
• Enhanced Benefits Policy: Adds extra benefits beyond legal minimums, like extended paid leave or additional medical coverage
• Industry-Specific Policy: Tailored for sectors like manufacturing or healthcare, with specific safety protocols and role adjustment guidelines
• Multinational Company Policy: Balances Indonesian requirements with international corporate standards while maintaining legal compliance
• Small Business Policy: Streamlined version focusing on essential legal requirements and practical implementation for companies with limited HR resources

• HR Directors and Managers: Draft and implement the Maternity Policy, ensure compliance with Indonesian labor laws, and oversee its execution
• Female Employees: Primary beneficiaries who rely on the policy for their maternity rights, leave entitlements, and workplace accommodations
• Line Managers: Apply the policy daily, manage leave requests, and coordinate work adjustments for pregnant team members
• Company Directors: Approve policy terms and ensure adequate resources for implementation
• Labor Inspectors: Monitor company compliance with mandatory maternity provisions under Indonesian law

• Review Labor Laws: Gather current Indonesian maternity leave regulations, including Law No. 13/2003 requirements and recent updates
• Company Assessment: Document existing workforce size, industry type, and any special workplace conditions affecting pregnant employees
• Benefits Package: List current medical coverage, salary continuation plans, and any additional maternity benefits offered
• Facility Review: Check workplace facilities for mandatory requirements like lactation rooms and rest areas
• Internal Procedures: Map out leave application processes, documentation requirements, and return-to-work protocols
• Policy Format: Use our platform to generate a compliant template that includes all mandatory elements and company-specific details

• Leave Entitlements: Clear statement of 1.5 months pre-birth and 1.5 months post-birth leave with full pay per Labor Law No. 13/2003
• Medical Benefits: Coverage details for pregnancy-related healthcare and childbirth expenses
• Workplace Facilities: Specifications for mandatory lactation rooms and rest areas
• Notice Requirements: Procedures for leave application and medical documentation
• Job Protection: Guarantees for position retention and return-to-work arrangements
• Anti-discrimination: Protections against pregnancy-based discrimination
• Salary Continuation: Details of pay during leave periods and any additional benefits
• Implementation Process: Clear procedures for policy enforcement and grievance handling

A Maternity Policy differs significantly from an Adoption Policy, though both address parental rights in the workplace. While they share some common elements, understanding their distinct features helps ensure proper implementation under Indonesian labor laws.

• Leave Structure: Maternity Policies specifically outline the mandatory 3-month maternity leave period, while Adoption Policies focus on leave arrangements for newly adopting parents, which may vary by company
• Medical Coverage: Maternity Policies must include provisions for pregnancy-related healthcare and childbirth expenses; Adoption Policies typically focus on administrative and legal support costs
• Workplace Accommodations: Maternity Policies require specific facilities like lactation rooms and rest areas; Adoption Policies generally focus on flexibility for administrative proceedings
• Documentation Requirements: Maternity Policies require medical certificates and pregnancy-related documentation, while Adoption Policies need legal adoption papers and court documents