If you’re hiring foreign nationals in Indonesia, you’re dealing with a multi-step authorization process that starts long before your employee sets foot in the country. Indonesia requires both employer-side approvals and worker-side permits, and getting the sequence wrong can delay or block the hire entirely. This guide walks through each step so you know what to expect, who’s responsible, and where the 2026 regulatory updates have changed the rules.
The rptka: your first step as an employer
Before your foreign employee can obtain any work authorization, you need to secure approval on your end. The RPTKA is the document that unlocks everything else.
What it is
The RPTKA (Rencana Penggunaan Tenaga Kerja Asing, or Foreign Manpower Utilization Plan) is a government-approved plan that authorizes your company to employ a specific foreign national in a specific role. You submit it through the Ministry of Manpower’s TKA Online system, and you can’t legally employ the foreign worker until it’s approved.
A few things to keep in mind. First, RPTKA approval is both position-specific and employer-specific, so it doesn’t transfer if your company restructures or if the role changes. Second, the employer must be a locally registered entity to apply at all. Eligible structures include a PT PMA (foreign-owned limited liability company), a representative office, or a local Indonesian company. If your entity isn’t registered in one of these forms, you can’t sponsor a foreign worker directly.
The 2026 data consistency requirement
A regulatory update that took effect in early 2026 has introduced a stricter compliance requirement for renewals. Under Circular SE No. 3/836/PK.04/I/2026, there must be strict data consistency between the initial RPTKA application and any extensions. If the role title, company details, or other core data points don’t match exactly between the original application and the renewal, the extension will be rejected.
This means you’ll want to document the original application carefully and keep those records accessible for the life of the employment relationship. Any changes in job title or company structure that occur between the initial RPTKA and a renewal need to be addressed proactively, or the renewal won’t go through.
Working kitas: the foreign worker’s permit
Once you have RPTKA approval, the focus shifts to the worker’s side of the process. The permit they’ll need to work legally is the Working KITAS.
The Working KITAS (Kartu Izin Tinggal Terbatas, or Temporary Stay Permit) is valid for 12 months and renewable. It’s the document that authorizes the foreign national to both reside and work in Indonesia. It’s tied to the employer and the approved role, so a change in either requires a new permit.
Salary threshold and requirements
Indonesia sets a minimum salary threshold for foreign workers holding a Working KITAS. The threshold currently sits at IDR 25,000,000 to IDR 30,000,000 per month. Offers below this range won’t satisfy the requirements.
The worker will also need to provide the following documents during the application process:
- A valid passport with at least 18 months of remaining validity
- A relevant degree certificate
- Proof of work experience
- Health insurance, either through BPJS or an equivalent private plan
Restricted roles
Not all positions are open to foreign nationals. Indonesian law prohibits foreign workers from holding positions in Human Resources, Quality Control, Legal, and Health, Safety and Environment. If you’re looking to fill a role in one of these functions, it must be filled by an Indonesian national. Keep this in mind during your hiring planning, particularly if you’re building out a local team and need support functions covered.
How the application process works
The process involves multiple government bodies and a specific sequence that can’t be rearranged. Here’s how it flows from start to finish.
- RPTKA approval. You submit the RPTKA through the Ministry of Manpower’s TKA Online system and wait for approval. This is the employer’s first action and it gates everything that follows.
- VITAS authorization. Once the RPTKA is approved, you apply for VITAS (Visa Izin Tinggal Terbatas) authorization through the Directorate General of Immigration. This is still the employer’s responsibility.
- Z visa / VITAS application. With the VITAS authorization in hand, the employee applies for the Z visa or VITAS at an Indonesian diplomatic post in their home country or current country of residence.
- KITAS conversion. The employee enters Indonesia on the VITAS. Within 30 days of arrival, they must visit the local immigration office to convert the VITAS into a Working KITAS.
- Police registration. After the KITAS is issued, the employee registers with the local police (STM) and obtains a Certificate of Registration (SKTT). This step is often overlooked, but it’s a legal requirement.
The full process can take several weeks from start to finish, so factor this into your onboarding timeline.
The in-country conversion route
If your future employee is already in Indonesia on a tourist visa, they don’t necessarily need to leave the country to get proper work authorization. There’s a legal in-country conversion route available.
It’s possible to convert a Visa on Arrival or an e-Visa on Arrival into a KITAS without departing Indonesia by using a 60-day bridging visa. The bridging visa provides the legal basis to remain in the country while the KITAS application is processed. This can save the employee a significant amount of time and logistical hassle, particularly if they’re already on the ground and a role comes together quickly. The employer-side steps, including RPTKA approval, still need to be completed regardless of which entry route the employee used.
Long-term stay: kitap after five years
For foreign nationals who plan to stay in Indonesia for the long term, there’s a path to a more stable permit. After five consecutive years on a Working KITAS, the foreign national becomes eligible to apply for a KITAP (Kartu Izin Tinggal Tetap, or Permanent Stay Permit). The KITAP removes the need for annual renewals and provides a more secure basis for long-term residence. For employees who’ve built careers and lives in Indonesia, this is a meaningful step worth planning toward.
Hiring foreign workers through an Employer of Record
Managing the RPTKA, VITAS, KITAS, and all the supporting documentation requires a locally registered entity in Indonesia and a working knowledge of the Ministry of Manpower’s systems. If you don’t have an established Indonesian entity, or if you want to hire quickly without setting one up, working through an Employer of Record (EOR) is a practical alternative.
An EOR takes on the role of the legal employer in Indonesia, which means it can obtain RPTKA approval, sponsor the VITAS, and manage the ongoing compliance requirements on your behalf. You retain day-to-day direction of the employee’s work while the EOR handles the regulatory relationship with the Indonesian government. For companies expanding into Indonesia for the first time, or those hiring a small number of foreign nationals, EOR services are typically faster and lower cost than establishing a local entity.
Book a demo to see how RemotePass supports foreign worker hiring in Indonesia.
Frequently asked questions
Can a foreign national start work before the kitas is issued?
No. The RPTKA must be approved and the KITAS must be in place before the foreign worker can legally begin employment. Working on a tourist visa, a Visa on Arrival, or any non-work permit exposes both the employer and the employee to penalties under Indonesian immigration law.
How long does the full kitas application process take?
The timeline varies, but you should plan for several weeks from the point of submitting the RPTKA to the worker holding a valid KITAS. RPTKA processing, VITAS authorization, the Z visa application at the consulate, and the in-country KITAS conversion each add time. Starting the process well before your intended start date is strongly advised.
What happens if the rptka data doesn’t match at renewal time?
Under the 2026 circular, any discrepancy between the original RPTKA data and the extension application will result in rejection. If the employee’s role has changed or your company details have been updated, you’ll need to address those inconsistencies before submitting the renewal. In some cases, this may mean starting a new RPTKA rather than extending the existing one.
Does the employer need to renew the kitas each year?
The Working KITAS is valid for 12 months and must be renewed annually. The renewal process requires a valid and consistent RPTKA extension (see the 2026 data consistency requirement above), updated supporting documents from the employee, and continued compliance with the salary threshold. Tracking renewal timelines is important because a lapsed KITAS puts the employee out of status immediately.
