Indonesia's Mandatory Job Vacancy Reporting: Full 2026 Compliance Guide for Employers

Overview

Indonesia's WLLP under Presidential Regulation 57/2023 mandates employers report vacancies for Indonesian workers on the SiapKerja Portal's KarirHub before hiring, detailing job title, quantity, skills, salary, and location, then updating when filled. Full enforcement began March 17, 2026, ending the advisory phase with progressive penalties like warnings, hiring freezes, and permit suspensions for non-compliance; it applies to all firms, SOEs, and agencies but excludes foreign worker positions handled via RPTKA.

Register your organization on the SiapKerja Portal using your company’s NIB or tax ID, then actively leverage the SIAPkerja mobile app and web interface to ensure your HR team can easily access, post, and update vacancies in real time. Invest in structured training for HR and recruitment staff so they understand the mandatory data fields, reporting timelines, and MoM verification expectations, reducing the risk of errors or rejected postings. By embedding this process into your standard hiring workflow, you can secure concrete advantages such as faster and more targeted talent matching through KarirHub, improved visibility with potential Ministry of Manpower (MoM) compliance certificates that support tenders and audits, and richer labour market insights for strategic workforce planning, while significantly lowering the risk of warnings, hiring freezes, or broader operational disruptions linked to non-compliance.

Background and Purpose

Launched in 2023, WLLP requires employers to report vacancies via the SiapKerja Portal to centralize job matching and monitor unemployment trends. The advisory period allowed testing, but 2026 marks strict implementation to boost local employment and data accuracy. It supports Indonesia's national workforce development goals amid economic growth.

Who Must Report Vacancies

All employers qualify, including:

• Private companies and startups.

• State-owned enterprises (BUMN) and regional entities (BUMD).

• Government agencies and non-profits hiring Indonesian workers.

Exemptions cover only foreign worker positions, which use separate RPTKA/IMTA processes. Individual contractors or very small operations may face lighter scrutiny initially.

Step-by-Step Reporting Process

Follow these steps on the SiapKerja Portal (siapkerja.kemnaker.go.id):

1. Register/Login: Create an account using your company's NIB or tax ID.

2. Access KarirHub: Navigate to the job posting section.

3. Enter Details: Include job title, quantity, qualifications, salary range, location, and duration.

4. Submit and Track: Post live; update as positions fill to avoid penalties.

Reporting must occur before recruitment; verification may involve MoM audits.

Penalties and Enforcement Timeline

Non-compliance triggers tiered sanctions:

• First offense: Written warning.

• Second: Temporary halt on hiring services.

• Ongoing: Broader restrictions like permit suspensions.

Enforcement started March 17, 2026, with no grace period; fines are under finalization but could reach operational disruptions. Over 1,000 companies received warnings in the advisory phase.

Does It Apply to Foreign Workers?

No. The WLLP framework is designed specifically for positions intended for Indonesian nationals and does not extend to expatriate or foreign worker roles. Any recruitment involving foreign employees remains subject to a separate regulatory track under the Ministry of Manpower (MoM), notably through the preparation and approval of an Expatriate Manpower Utilization Plan (RPTKA) and the related IMTA/working permit procedures.

In practice, this means vacancies for expatriates should not be reported via the SiapKerja/KarirHub system and must instead follow the established MoM foreign manpower approval process. The policy intent is to channel WLLP toward strengthening domestic employment opportunities, improving visibility over local labour demand, and ensuring that Indonesian talent is prioritized and developed before resorting to foreign hires.

Benefits and Incentives for Compliance

• Faster talent acquisition through centralized matching.

• Potential MoM certificates for compliant firms, aiding tenders.

• Improved labour analytics for business planning.

Common Challenges and Solutions

Future Updates and Best Practices

Monitor Ministry of Manpower (MoM) announcements throughout 2026 for regulatory refinements, such as the introduction of AI-driven validation of vacancy data, new mandatory fields, or tighter reporting deadlines, and adjust your internal procedures and templates accordingly. Wherever possible, integrate WLLP reporting into your existing HRIS or applicant tracking systems so job data flows automatically into SiapKerja/KarirHub, reducing manual input, minimizing errors, and creating a clear audit trail for inspections. For groups operating across multiple jurisdictions or hiring under complex structures (e.g., subsidiaries, joint ventures, EOR), consult local legal and immigration experts to align WLLP obligations with broader multinational compliance strategies, including data protection and labour law requirements. By proactively embedding these practices now, your organization can stay ahead of regulatory change, protect continuity of hiring and operations in Indonesia, and confidently compete for talent in one of Southeast Asia’s most dynamic labour markets.

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