Analisis Yuridis Putusan Mahkamah Agung Nomor 992 K/Pdt.Sus-PHI/2024 Mengenai Pemutusan Hubungan Kerja Akibat dari Mutasi Antar Perusahaan

Legal Analysis of Supreme Court Decision Number 992 K/Pdt.Sus-PHI/2024 Concerning Termination of Employment Resulting from Inter-Company Transfer

Penelitian ini menganalisis peralihan tanggung jawab ketenagakerjaan dalam mutasi pekerja antar-perusahaan dalam satu grup tanpa perjanjian kerja baru, dengan fokus pada studi kasus Putusan Mahkamah Agung Nomor 992 K/Pdt.sus-PHI/2024. Masalah utama yang dikaji adalah apakah mutasi ke entitas hukum yang berbeda dapat menghapuskan hubungan kerja lama melalui perpindahan pembayaran hak secara otomatis. Menggunakan metode penelitian yuridis normatif dengan pendekatan perundang-undangan, konseptual, dan kasus, penelitian ini menelaah perbedaan pertimbangan hukum antara Pengadilan Hubungan Industrial (PHI) Bandung dan Mahkamah Agung. Hasil analisis menunjukkan bahwa Mahkamah Agung menerapkan prinsip substance over form dan doktrin silent consent (facta concludentia) dalam memutus perkara tersebut. Mahkamah Agung berpendapat bahwa meskipun tidak ada perjanjian tertulis baru, hubungan kerja secara sah beralih ke perusahaan baru karena pekerja telah melaksanakan pekerjaan, menerima upah, dan tunduk pada perintah (termasuk sanksi disiplin) dari entitas tersebut selama berbulan-bulan. Hal ini mengoreksi pendekatan formalistik PHI Bandung yang sebelumnya menyatakan hubungan kerja awal belum terputus hanya karena ketiadaan dokumen pemutusan hubungan kerja (PHK) formal. Penelitian ini menyimpulkan bahwa tanggung jawab ketenagakerjaan beralih sepenuhnya apabila unsur-unsur esensial hubungan kerja—pekerjaan, upah, dan perintah—telah dipenuhi secara kumulatif oleh perusahaan penerima mutasi, yang dikonstruksikan sebagai persetujuan diam-diam dari pekerja.

Kata Kunci: Mutasi, Hubungan Kerja, Tanggung Jawab Tenaga Kerja

This research analyzes the transfer of employment responsibility in inter-company worker transfers within the same corporate group without a new employment agreement, focusing on the case study of Supreme Court Decision Number 992 K/Pdt.sus-PHI/2024. The central issue examined is whether a transfer to a different legal entity can automatically terminate the previous employment relationship through the transfer of rights payments. Utilizing a normative legal research method with statutory, conceptual, and case approaches, this study examines the differences in legal reasoning between the Bandung Industrial Relations Court (PHI) and the Supreme Court. The analysis results show that the Supreme Court applied the substance over form principle and the silent consent (facta concludentia) doctrine in its decision. The Supreme Court opined that even in the absence of a new written agreement, the employment relationship legally transferred to the new company because the worker had performed work, received wages, and submitted to orders (including disciplinary sanctions) from that entity for several months. This reasoning corrects the formalistic approach of the Bandung PHI, which previously stated that the initial employment relationship had not been severed solely due to the absence of a formal termination of employment (PHK) document. This research concludes that employment responsibility is fully transferred when the essential elements of an employment relationship—work, wages, and orders—have been cumulatively fulfilled by the receiving company, which is then construed as the worker's silent consent.

Keyword: Worker Transfer, Employment Relationship, Employment Responsibility