Indonesia Severance Pay Calculator
Enter employment dates, wage and a specific reason to compare the published Indonesian PP 35/2021 formulas. Add verified additional rights; the result is a pre-tax component subtotal, not a final legal entitlement.
Inputs
Enter verified other UPH, such as return travel costs. For resignation or urgent breach, check separation pay in the contract, company rules or CBA. Blank means unknown, not zero. Do not count the same right twice.
Result
- UP (Uang Pesangon)
- —
- UPMK (Service reward)
- —
- UPH (Rights replacement)
- —
- Contractual separation pay — Uang pisah (Rp)
- —
ready to use.
- Visible firstKeep the input and result positions clear.
- Results firstPut the main number up front and keep the process secondary.
- Less to askNo sign-up or extra information before using the tool.
How Indonesian severance pay works under PP 35/2021
UP is severance pay, UPMK a service reward, and UPH compensation for rights such as unused leave. PP 35/2021 lists service bands and reason-specific components; some reasons also include contractual separation pay, uang pisah.
This tool compares published regulation formulas and adds the rights you enter. The subtotal does not determine eligibility, a legal minimum or final payment.
This covers Indonesian labor law only
PP 35/2021 was issued under UU 11/2020, but UU 11/2020 has been repealed. For applicable law, consult UU 6/2023, which enacted Perppu 2/2022 into law, together with relevant court decisions. Korean severance uses an entirely different formula (3-month average wage × 30 × service days ÷ 365).
Do not use this result under a non-Indonesian governing system.
- Currency: Indonesian Rupiah (Rp)
- Jurisdiction: Indonesia
- Korea: separate calculator
The UP table comes before the reason multiplier
Article 40(2) lists base UP from one month for service under one year to nine months at eight years or more. The reason multiplier applies afterward; nine months is not a final-payment cap.
For four to under five years and a Rp5,000,000 monthly wage, base UP is Rp25,000,000 and base UPMK is Rp10,000,000.
- Efficiency due to losses: UP/UPMK subtotal Rp22,500,000
- Loss prevention: subtotal Rp35,000,000
- Force majeure without closure: subtotal Rp28,750,000
Add UPMK only where the reason lists it
The Article 40(3) base table gives two months for three to under six years and ten months from twenty-four years. Resignation and urgent-breach branches do not list UPMK.
- 3 to under 6 years: 2 months
- 12 to under 15 years: 5 months
- 24 years or more: 10 months
Keep leave, other UPH and separation pay separate
Article 40(4) UPH covers unused, unexpired annual leave, return travel for the worker and family to the place of recruitment, and other rights under the contract, company rules or CBA. Enter verified other UPH separately from the leave estimate.
Article 50 resignation requires the Article 36(i) conditions: written notice at least thirty days beforehand, no binding service obligation, and continued duties until resignation. It lists UPH + contractual uang pisah, not UP/UPMK. The tool does not invent the separation-pay amount.
- Blank: unknown and excluded from the subtotal
- Confirmed zero is different from unknown
- Estimated leave daily wage: monthly÷30, rounded
Distinguish losses, closure and debt-payment suspension
There is no universal employer-termination multiplier. These are the UP factors in the published PP 35/2021 text; each branch also adds 1× UPMK and UPH.
Article 44(1) concerns continuous or non-continuous losses over two years. Article 46 concerns debt-payment suspension (PKPU), not just a cash shortage.
- Article 43(1)/(2): efficiency due to losses 0.5× / loss prevention 1×
- Article 44(1)/(2): closure due to losses 0.5× / not due to losses 1×
- Article 45(1)/(2): force majeure with closure 0.5× / without closure 0.75×
- Article 46(1)/(2): PKPU due to losses 0.5× / not due to losses 1×
- Article 47: bankruptcy 0.5×
Misconduct and personal circumstances are distinct branches
Article 52(1) concerns a contract/rules/CBA breach after the first, second and third successive warnings: 0.5× UP + 1× UPMK + UPH. Article 52(2) concerns an urgent breach specified in those documents: UPH + contractual separation pay.
Article 55 requires prolonged illness or work-accident disability preventing work beyond twelve months. Selecting a reason does not prove eligibility.
- Article 56 retirement: 1.75× UP + 1× UPMK + UPH
- Article 57 death: heirs receive 2× UP + 1× UPMK + UPH
- Article 55 qualifying illness/disability: 2× UP + 1× UPMK + UPH
Published arithmetic is not a final entitlement ruling
Operative item 22 of MK 168/PUU-XXI/2023, dated October 31, 2024, interprets statutory Article 156(2) as at least. This comparison does not reconcile that judgment with PP 35/2021 factors or determine a legal minimum.
Service uses inclusive days÷365.25. Verify anniversary boundaries, leave-pay basis, wage components, Article 58 pension offsets, Article 59 micro/small-enterprise agreements, tax and the relevant legal date. Do not substitute a similar option for a reason outside the list.
- Input subtotal is not final payment
- Check contract, company rules and CBA
- Disputes: consult Kemnaker or an industrial-relations adviser
Questions about Indonesian severance pay
Which country does this calculator cover?
Indonesian severance under PP 35/2021 only. For Korean severance, use the separate calculator.
What are UP, UPMK, and UPH?
UP (Uang Pesangon) is the service-based severance, UPMK (Uang Penghargaan Masa Kerja) is a long-service reward, and UPH (Uang Penggantian Hak) covers unused leave and other rights.
Does the amount change by termination reason?
PP 35/2021 Article 43 distinguishes efficiency due to losses (0.5× UP) from loss prevention (1× UP). Breach after three successive warnings, Article 52(1), gives 0.5× UP + 1× UPMK; urgent breach specified in contract/rules/CBA, Article 52(2), gives UPH + separation pay. Closure, force majeure and debt-payment suspension also have distinct conditions.
Is the nine-month UP table entry a payment cap?
No. Nine months is the Article 40 base-table entry for service of eight years or more, before the reason multiplier. MK 168/PUU-XXI/2023 interpreted statutory Article 156(2) as at least. This tool does not resolve how that judgment applies to the PP 35/2021 multipliers.
When does UPMK start?
The Article 40(3) table starts at two months for three to under six years and reaches ten months at twenty-four years. It is added only where the selected reason lists UPMK, and is not a cap on more favorable contractual rights.
What does a resigning worker receive?
Article 50 of PP 35/2021 provides UPH and separation pay (uang pisah) set by the employment contract, company rules, or CBA for workers meeting the resignation conditions in Article 36(i). UP and UPMK are not listed as entitlements under that article.
How is the daily wage calculated?
The leave estimate uses monthly wage÷30 rounded to whole rupiah, multiplied by leave days. Article 40(4) does not prescribe that as a universal leave formula. Check the applicable leave-pay basis. Service uses inclusive days÷365.25, so employment-anniversary boundaries need separate checking.
Do blanks or a zero subtotal mean no entitlement?
No. Blank components remain unknown and are excluded. Enter verified other UPH and contractual separation pay for resignation or urgent breach. Article 58 pension offsets, Article 59 micro/small-enterprise agreements, tax and the application of court decisions are not calculated.
Official Indonesian sources
Legal documents checked September 7, 2026. PP 35/2021 took effect February 2, 2021 and is listed as Berlaku (in force) by Kemnaker. UU 11/2020 took effect November 2, 2020 and was repealed by Perppu 2/2022 on December 30, 2022. UU 6/2023 enacted that Perppu into law effective March 31, 2023. Article 184 of its annex preserves implementing rules only where they do not conflict. Checking these sources does not validate the calculator results; detailed termination conditions and court decisions require separate review.