• 01 January: New Year's  Day    
• 12 February: Chinese  Lunar New Year's Day    
• 11 March: Maha  Shivaratri    
• 11 March:  Ascension of  the Prophet Muhammad    
• 12 March: Joint  Holiday (Cuti Bersama)    
• 14 March: Bali's Day of  Silence and Hindu New Year (Nyepi)  
• 20 March: March Equinox    
• 29 March: Holi    
• 02 April: Good Friday    
• 04 April: Easter  Sunday    
• 01 May: International  Labor Day    
• 12 May: Idul  Fitri Joint Holiday    
• 13-May: Idul Fitri    
• 13 May: Ascension  Day of Jesus Christ    
• 14-May: Idul Fitri  Holiday    
• 17 May: Idul  Fitri Joint Holiday    
• 18 May: Idul  Fitri Joint Holiday    
• 19 May:  Idul  Fitri Joint Holiday    
• 26 May: Waisak Day (Buddha's Anniversary)    
• 01 June: Pancasila  Day    
• 21 June: June Solstice    
• 20 July:  Idul Adha    
• 10 August: Muharram  / Islamic New Year    
• 11 August: Muharram  / Islamic New Year    
• 17 August: Indonesian  Independence Day    
• 22 August: Raksha  Bandhan    
• 30 August: Janmashtami    
• 10 September: Ganesh  Chaturthi    
• 23 September: September  Equinox  
• 07 October:  Navaratri    
• 15 October: Dussehra    
• 20 October: Maulid  Nabi Muhammad (The Prophet Muhammad's Birthday)    
• 04 November: Diwali /  Deepavali    
• 21 December: December Solstice    
• 24 December: Christmas Eve    
• 25 December: Christmas  Day    
• 27 December: Boxing  Day    
• 31 December: New Year's  Eve

• Employees who are injured or sick are eligible for paid sick leave provided that they can show proof of their illness.
• Long-term sick leave can be granted to employees for up to one year.
• This should be recommended by a doctor in writing.
• Employees on extended sick leave are paid as follows: 100% for the first four months, 75% for the second four months, 50% for the third four months, 25% of wages until termination.

• Pregnant employees can take three months of paid maternity leave.
• 1.5 months of this leave are taken during the prenatal period.
• The other 1.5 months are taken following childbirth.
• Employees receive their full salary during maternity leave.
• If a doctor recommends it, miscarriage victims are entitled to a 1.5 month rest period.

• The father of a newborn child is entitled to two days' leave in case of miscarriage or birth.

• Before an employee can be terminated, the employer must make a genuine effort to avoid the termination by negotiating with the employee and/or the employee’s labor union to find an accommodation such as a change in working hours, improved working methods, or coaching.
• If termination cannot be avoided, the employer must explain the reasons for termination clearly in writing to the employee and/or the employee’s labor union.
• If the employee believes the termination is unjust, the decision can be challenged in the Labor Court, which will give the final ruling.
• The reasons for which employees can be discharged from work are as follows: The employee violates the employment agreement; the employee is imprisoned; the employee is ill for more than 12 months; the employee is absent from work for more than five days without a valid reason, provided he or she has been notified twice; the employee has reached retirement age. Not all reasons for employees’ dismissal should be related to their misbehavior.
• The employer can discharge employees for several business-related reasons as follows: A change of the company’s status; its merger with another business; acquisition of its ownership; the employer becomes insolvent; the employer has suffered continuous losses for two years consecutively as proven by financial reports; the employer is closing the business permanently.

• There is no law that specifies notice periods for an employee’s dismissal from work.
• In practice, 30-days notice is given to the employee to terminate his or her employment contract.

Employees who are discharged from their job are entitled to receive a payment depending on their length of service:

• Less than one year – 1 month's wages
• Less than two years – 2 months' wages
• Less than three years – 3 months' wages
• Less than four years – 4 months' wages
• Less than five years – 5 months' wages
• Less than six years – 6 months' wages
• Less than seven years – 7 months' wages
• Less than eight years – 8 months' wages
• Over eight years – 9 months' wages

• Three-month probationary periods are permitted for employees on indefinite-term contracts if agreed upon in writing between both parties.
• An employer cannot impose a probationary period on an employee on a fixed-term contract.