Perlindungan Hak Cuti bagi Karyawan Wanita yang Hamil dan Melahirkan berdasarkan Undang-Undang Cipta Kerja

Perlindungan hukum terhadap pekerja perempuan pada masa kehamilan dan persalinan merupakan elemen penting dalam pemenuhan hak asasi manusia serta upaya menjamin kesejahteraan ibu dan anak. Meskipun demikian, dalam praktik ketenagakerjaan masih dijumpai perusahaan yang tidak memenuhi hak cuti secara utuh, khususnya terhadap pekerja dengan status hubungan kerja kontrak atau alih daya. Fokus penelitian diarahkan pada analisis normatif terhadap pengaturan hak maternitas pekerja perempuan. Kajian ini mencakup analisis terhadap instrumen hukum yang disediakan oleh Undang-Undang Nomor 11 Tahun 2020 dalam menghadapi pelanggaran kewajiban pengusaha.. Penelitian ini disusun dalam kerangka analisis normatif dengan menempatkan peraturan perundang-undangan sebagai sumber utama kajian, yang didukung oleh bahan hukum primer, sekunder, dan tersier yang diperoleh melalui telaah kepustakaan terhadap Undang-Undang Nomor 13 Tahun 2003, Undang-Undang Cipta Kerja, serta Peraturan Pemerintah Nomor 36 Tahun 2021. Berdasarkan hasil analisis, pengaturan mengenai hak pekerja perempuan selama masa kehamilan dan persalinan secara normatif telah tercantum dalam Pasal 82, 83, 84, dan 153 Undang-Undang Ketenagakerjaan dan kembali ditegaskan dalam Undang-Undang Cipta Kerja, implementasinya di lapangan belum maksimal karena lemahnya pengawasan, rendahnya kesadaran hukum pekerja, serta masih adanya perusahaan yang mengabaikan kewajiban terhadap hak maternitas. Sistem penyelesaian perselisihan hubungan industrial menyediakan mekanisme non-litigasi berupa perundingan bipartit, mediasi, dan konsiliasi sebelum ditempuh jalur peradilan di Dinas Ketenagakerjaan, serta jalur litigasi melalui Pengadilan Hubungan Industrial (PHI). Oleh karena itu, perlu penguatan peran pemerintah dalam pengawasan ketenagakerjaan, pemberian bantuan hukum bagi pekerja perempuan, serta peningkatan peran serikat pekerja agar perlindungan hukum terhadap hak maternitas dapat terlaksana secara efektif dan berkeadilan.

=================================================================================================

Legal protection for female workers during pregnancy and childbirth is a crucial element in fulfilling human rights and ensuring the well-being of mothers and children. However, in employment practice, companies still fail to fully fulfill leave rights, particularly for workers with contract or outsourced employment status. This research focuses on a normative analysis of the regulation of maternity rights for female workers. This study includes an analysis of the legal instruments provided by Law Number 11 of 2020 in dealing with violations of employer obligations. This research is structured within a normative analysis framework by placing laws and regulations as the main source of the study, supported by primary, secondary, and tertiary legal materials obtained through a literature review of Law Number 13 of 2003, the Job Creation Law, and Government Regulation Number 36 of 2021. Based on the results of the analysis, regulations regarding the rights of female workers during pregnancy and childbirth are normatively stated in Articles 82, 83, 84, and 153 of the Manpower Law and reaffirmed in the Job Creation Law, its implementation in the field has not been optimal due to weak supervision, low legal awareness of workers, and the continued existence of companies that ignore obligations regarding maternity rights. The industrial relations dispute resolution system provides non-litigation mechanisms in the form of bipartite negotiations, mediation, and conciliation before resorting to judicial channels at the Manpower Office, as well as litigation through the Industrial Relations Court (PHI). Therefore, it is necessary to strengthen the government's role in labor supervision, to provide legal assistance to female workers, and to enhance the role of labor unions in order to legal protection for maternity rights can be implemented effectively and fairly.