NORMATIVE ANALYSIS OF THE MINISTER OF MANPOWER REGULATION NUMBER 7 OF 2026 CONCERNING OUTSOURCING WORK FROM THE PERSPECTIVE OF LEGAL CERTAINTY OF CONTRACTS
Published:
2026-10-28Downloads
Abstract
This article examines, from a normative standpoint, how the 2026 Manpower Ministerial Regulation No. 7 on outsourced work, issued in response to Constitutional Court ruling 168/PUU-XXI/2023, affecting certainty in contractual relations. The regulation reshapes outsourcing in three ways: only six kinds of support activities may now be contracted out, worker-protection clauses become mandatory, and every outsourcing agreement must be registered with the labor office. Using doctrinal legal research that combines statutory and conceptual analysis, the study finds that the regulation cuts both ways. For employees, it strengthens substantive certainty because their statutory entitlements are secured in writing and the room for exploitation narrows. For businesses, however, the narrow list of permitted work and the two-year adjustment window can unsettle long-term service agreements already in force between user firms and outsourcing providers. Aligning termination clauses with clauses that carry worker protection over to a new provider (the TUPE element) is therefore essential to keep industrial disputes in check.
Keywords:
Employment Contract Legal Certainty Minister of Manpower Regulation No. 7 of 2026 OutsourcingReferences
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