The Notice of Intent to Terminate is a crucial document in Indonesian employment law that initiates the formal termination process between an employer and employee. It is required under Indonesian Labor Law (Law No. 13 of 2003 as amended by Law No. 11 of 2020) and must be used when an employer plans to end an employment relationship, whether for cause, redundancy, or other legitimate reasons. The document serves multiple purposes: it provides clear written notice to the employee, establishes the official commencement of the notice period, and helps ensure compliance with legal requirements for employment termination in Indonesia. The notice must include specific elements such as the reason for termination, notice period, and any applicable severance details, all while adhering to Indonesian labor regulations and protecting both parties' legal rights.
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1. Letter Header: Company letterhead, date, reference number, and formal letter formatting
2. Recipient Details: Employee's full name, position, employee ID, and work location
3. Subject Line: Clear indication that this is a Notice of Intent to Terminate Employment
4. Opening Statement: Formal greeting and reference to current employment relationship
5. Statement of Intent: Clear declaration of the company's intention to terminate employment
6. Legal Basis: Reference to relevant provisions of Indonesian Labor Law and/or employment contract justifying the termination
7. Notice Period: Specification of the notice period as required by law or employment contract
8. Transition Plan: Basic outline of handover requirements and expectations during notice period
9. Closing Statement: Professional closing with reference to future communication
10. Signature Block: Authorized signatory details, company stamp, and signature
1. Reason for Termination: Detailed explanation of termination grounds - include when termination is for cause or when specific reasons need to be documented
2. Severance Details: Overview of severance package calculation - include when immediate discussion of severance is necessary
3. Performance History: Summary of relevant performance issues or warnings - include in cases of performance-based termination
4. Alternative Options: Any alternative positions or options available - include when company policy or circumstances require offering alternatives
5. Non-Compete Reminder: Reminder of existing non-compete obligations - include when applicable to employee's contract
6. Confidentiality Obligations: Reminder of ongoing confidentiality requirements - include for sensitive positions
1. Performance Documentation: Copies of relevant performance reviews or warnings (if termination is performance-based)
2. Severance Calculation: Detailed breakdown of proposed severance package and benefits
3. Handover Checklist: List of tasks, documents, and responsibilities to be transferred
4. Company Property List: Inventory of company assets to be returned
5. Exit Process Guide: Document outlining the steps and requirements for the termination process
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