Analisis Kepastian Hukum Frasa “Mengikuti” Dalam Pengaturan Waktu Kerja Di Perjanjian Kerja Waktu Tertentu PT X Bagi Staf Sumber Daya Manusia (SDM) Ditinjau Dari Peraturan Perundang-Undangan Ketenagakerjaan (Studi PKWT Nomor: 273.12/REKA02/CNTR/IX/2025)

Analysis of the Legal Certainty of the Phrase “Following” in the Provisions on Working Hours in PT X’s Fixed-Term Employment Contract for Human Resources (HR) Staff as Viewed from Labor Laws and Regulations (Study of Fixed-Term Employment Contract No: 273.12/REKA02/CNTR/IX/2025)

Perjanjian kerja berfungsi memberikan kepastian hukum mengenai hak dan kewajiban para pihak, termasuk pengaturan waktu kerja. Namun, dalam praktiknya masih ditemukan klausula yang berpotensi menimbulkan multitafsir, salah satunya adalah penggunaan frasa “mengikuti” pada pengaturan jam kerja dalam Perjanjian Kerja Waktu Tertentu (PKWT). Penelitian ini bertujuan untuk mengetahui kesesuaian frasa “mengikuti” yang tercantum dalam Pasal 2 ayat (3) PKWT Nomor 273.12/REKA02/CNTR/IX/2025 PT X dengan ketentuan peraturan perundang-undangan ketenagakerjaan serta untuk mengetahui akibat hukum penggunaan frasa “mengikuti” terhadap kepastian hukum dalam perjanjian kerja. Metode penelitian yang digunakan adalah penelitian hukum normatif (legal research) dengan pendekatan perundang-undangan dan konseptual. Teknik analisis yang digunakan adalah analisis preskriptif. Hasil penelitian menunjukkan bahwa penggunaan frasa “mengikuti” dalam pengaturan jam kerja menghilangkan salah satu fungsi utama perjanjian kerja, yaitu memberikan kepastian hukum, karena pekerja tidak memiliki kejelasan mengenai batas waktu kerja yang harus dijalankan. Kondisi tersebut berpotensi menyebabkan pekerja bekerja melebihi batas waktu kerja normal yang ditentukan oleh peraturan perundang-undangan. Frasa “mengikuti” bertentangan dengan peraturan perundang-undangan ketenagakerjaan, sehingga tidak memenuhi syarat objektif di dalam syarat sah perjanjian kerja. Akibat hukumnya, PKWT menjadi batal demi hukum dan berdasarkan Putusan Nomor: 216/Pdt.Sus-PHI/2025/PN Jkt.Pst serta pendapat Subekti, status hubungan kerja berubah menjadi PKWTT. Oleh karena itu, perusahaan, pekerja, dan pemerintah perlu memastikan penyusunan serta pengawasan perjanjian kerja dilakukan sesuai dengan ketentuan peraturan perundang-undangan guna menjamin kepastian hukum dan perlindungan hak pekerja.

An employment contract serves to provide legal certainty regarding the rights and obligations of the parties, including provisions on working hours. However, in practice, clauses that have the potential to lead to multiple interpretations are still found one of these is the use of the phrase “following” regarding working hours in Fixed-Term Employment Contract (PKWT). This research to determine the appropriateness of the phrase “following” as stated in Article 2, paragraph (3) of the Fixed-Term Employment Contract No. 273.12/REKA02/CNTR/IX/2025 of PT X with the provisions of labor laws and regulations, as well as to determine the legal consequences of using the phrase “following” on legal certainty in employment contracts. The research method employed is normative legal research using a statue approach and conceptual approach. The analysis technique used is prescriptive analysis. The research results indicate that the use of the phrase “following” in the regulation of working hours eliminates one of the primary functions of an employment contract, providing legal certainty, because workers lack clarity regarding the working hours they are required to perform. This situation has the potential to cause workers to work beyond the normal working hours established by labor laws and regulations. The phrase “following” is in conflict with labor laws and regulations, and therefore does not meet the objective requirements for the validity of an employment contract. As a legal consequence, the Fixed-Term Employment Contract is null and void by operation of law, and pursuant to Judgment No. 216/Pdt.Sus-PHI/2025/PN Jkt.Pst and Subekti’s opinion, the employment relationship status changes to a Permanent Employment Contract. Therefore, companies, workers, and the government must ensure that the drafting and oversight of employment agreements are conducted in accordance with statutory provisions to guarantee legal certainty and the protection of workers’ rights.