Indonesia – Work Permits and Working Legally

Do expats need a work permit to work legally in Indonesia?

Any foreign national who intends to take up employment in Indonesia must work through several layers of official approval, beginning with a work permit (IMTA), followed by an Indonesian work visa (KITAS), and then ongoing compliance reporting with the Directorate General of Immigration. This is not a standalone document but a sequence of authorisations, all of which must be secured before any lawful employment can commence.

Indonesia’s Immigration Law and Labour Law mandate that foreigners be employed by an Indonesian entity in order to work in the country legally. A critical feature of this system is that it is the employer — not the foreign individual — who is responsible for obtaining the work permit on behalf of the overseas hire. In contrast to systems where the individual worker submits their own application to government authorities, Indonesia places the core administrative burden squarely on the sponsoring company.

The employer must submit applications through the TKA online platform, which is administered by the Ministry of Manpower (MoM). The foreign worker’s primary contribution is to gather personal documents and, once they have entered Indonesia, to complete the necessary immigration registration formalities.

Foreigners are not permitted to engage in lawful employment under a tourist or business visa. A Business Visa does not authorise the holder to enter into any employment relationship within Indonesia — neither a local salary nor formal work duties are permissible under it. This restriction is frequently overlooked by newly arrived expatriates who begin working before their permits have been finalised, creating a common source of compliance violations.

Limited exemptions from certain parts of the process do exist. Under Ministry of Manpower Regulation 8/2021, specific job categories are relieved of the obligation to obtain work permit ratification. These include members of the board of directors or commissioners who hold a qualifying shareholding in the company. Certain other groups — including board directors and commissioners, diplomatic personnel, and workers engaged in emergency, vocational, or technology-startup production activities — are also exempt from the RPTKA stage, though immigration requirements still apply to them.

Government institutions, international organisations, and representative offices of foreign states are similarly exempt from the RPTKA assessment. Indonesia does not participate in any regional free-movement arrangement equivalent to those found in Europe or a comparable ASEAN framework that would confer open work rights across member states; every foreign worker, regardless of their nationality, is subject to the standard authorisation process unless a specific exemption applies to their situation.

What types of work permit are available in Indonesia?

In Indonesia, the “work permit” is better understood as a multi-stage approval process than as a single document. Nevertheless, the system accommodates a wide range of employment arrangements, from brief technical assignments through to long-term executive postings. The principal categories are outlined below.

Standard Work ITAS/KITAS (long-term employment): The Work KITAS is a temporary stay permit granted to foreign professionals employed by an Indonesian entity. It is most commonly issued for periods of 6 to 12 months and may be extended in line with the duration of the employment contract. This category covers full-time employment arrangements lasting more than six months, is renewable on an annual basis, and can be extended for up to five years. It represents the most widely used route for expatriate employees engaged by Indonesian companies or local subsidiaries of multinational firms.

Short-term/temporary work permit: For assignments, training programmes, or project-based roles lasting up to six months, a shorter-term permit category is available. This is particularly common in the oil, gas, and construction sectors. Even for engagements of fewer than six months, the employer must still file an RPTKA, pay the relevant DKP-TKA contributions, and ensure the worker is covered by appropriate insurance.

Investor/director KITAS: This permit category is designed for company shareholders, directors, or commissioners who hold a significant investment stake in Indonesia. It does not require a separate IMTA (work permit notification) and therefore bypasses that step. However, it is worth noting that this permit authorises the holder’s stay in Indonesia without necessarily permitting them to carry out operational work duties — it is distinct from a standard employment-based work permit.

Remote Worker Visa (E-33G): In 2024, Indonesia launched a “Remote Worker Visa” (visa code E-33), widely referred to as the Digital Nomad Visa. It enables foreign remote workers to reside in Indonesia for up to one year while working for an employer or business based abroad. To qualify, applicants must demonstrate a minimum annual income of USD 60,000 and provide evidence of their overseas employment. This visa does not authorise its holder to take up local Indonesian employment or to conduct business operations within Indonesia.

Permanent Stay Permit (ITAP/KITAP): After residing in Indonesia for up to three years on an ITAS/KITAS, a foreign national may apply for the Permanent Stay Permit (KITAP). The KITAP carries a five-year validity and is renewable. Although it functions similarly to permanent residency, it is important to note that renewal is mandatory and that a separate employment authorisation remains necessary for the holder to work legally.

Indonesia regulates the occupational categories that foreign nationals may fill. Ministry of Manpower Regulation 228 of 2019 enumerates more than 2,000 job titles across 18 industry sectors that are open to expatriate workers, drawn from the International Standard Classification of Occupations (ISCO) published by the ILO. Certain functions — most notably those in human resources and personnel management — are reserved exclusively for Indonesian nationals. Companies may only sponsor a foreign worker if no suitably qualified local candidate is available for the role.

How do you apply for a work permit in Indonesia, and how long does it take?

Obtaining a work permit involves a sequence of steps requiring close coordination between the employer and the foreign worker. Unlike systems in which the individual submits their own application independently, in Indonesia the employer drives virtually every official stage of the process. The worker’s principal role is to compile the required personal documentation and to complete the necessary in-country registration steps after arriving. The process unfolds as follows:

1. Employer obtains RPTKA approval: The first step is for the employer to secure an approved Foreign Worker Utilisation Plan (RPTKA) from the Ministry of Manpower (MoM). The RPTKA sets out the justification for hiring a foreign worker and the position they will occupy. Applications are submitted through the TKA-Online system at tka-online.kemnaker.go.id.
2. Employer pays the DKP-TKA fund and receives the work permit notification: Once the RPTKA has been approved and the Foreign Worker Compensation Fund (DKP-TKA) has been paid, the MoM issues a Foreign Worker Notification (commonly referred to as the IMTA/Notification). The DKP-TKA is charged at USD 100 per foreign worker per position per month, prepaid as of 2025; partial refunds may be available if an assignment concludes ahead of schedule.
3. Employer applies for the Limited Stay Visa (VITAS): With the RPTKA and work permit notification in hand, the employer proceeds to arrange the Limited Stay Visa (VITAS) that will allow the employee to enter Indonesia. Immigration issues this visa for work purposes; from 2024, the application process has been routed through the Immigration MOLINA/e-Visa portal.
4. Employee applies at the Indonesian consulate or embassy abroad: The KITAS process is ordinarily initiated while the worker is still outside Indonesia. Once all required documentation is in order, the employee uses the visa authorisation obtained by the employer to lodge their application at the relevant Indonesian embassy or consulate in their country of residence.
5. Employee enters Indonesia and converts VITAS to ITAS/KITAS: After entering Indonesia on the VITAS, the foreign national must present themselves at the local immigration office within seven days of arrival to have the VITAS converted to an ITAS. This in-country stage involves completing the relevant forms and providing biometric data — a photograph and fingerprints.
6. Employer registers the worker for BPJS and tax: The employer is responsible for enrolling the foreign employee in both BPJS Ketenagakerjaan and BPJS Kesehatan (Indonesia’s social security schemes) and for securing a tax identification number to enable income tax deductions under PPh21.
7. Annual renewal: Both the KITAS and the work permit must be renewed every 12 months so long as employment continues. Employers are advised to begin preparations several months before the expiry date to allow adequate time for updated RPTKA approvals, document gathering, and processing at both the manpower and immigration authorities.

Processing times (as of 2025): As a general planning guide for 2025, the RPTKA review typically takes several working days to a couple of weeks; once the DKP-TKA payment has been made, the work visa through Immigration’s system is often issued within a few business days; ITAS issuance is completed following the worker’s arrival and in-country registration. End to end — from RPTKA submission through VITAS issuance to ITAS/KITAS conversion — the complete process ordinarily takes approximately four to eight weeks, provided the application is complete and no significant queries arise.

Incomplete documentation at the RPTKA stage is the most frequent cause of delays. The 2025 system is more stringent but also more transparent and fully digital, meaning errors tend to be identified earlier in the process. Beginning the procedure well before the intended employment start date is strongly recommended.

What documents do expats need to apply for a work permit in Indonesia?

Both the employer and the employee are required to submit a range of documents throughout the work visa application process. The exact requirements vary by permit category and are periodically revised, so applicants should always confirm the current checklist directly with the Directorate General of Immigration or the Ministry of Manpower before proceeding.

Documents typically required from the employee:

• A valid passport — for a 12-month ITAS, the passport must retain at least 18 months of validity.
• A copy of the employee’s highest educational qualification, stamped and countersigned by the employer, together with a copy of the applicant’s CV, similarly endorsed.
• A valid employment contract with an Indonesian entity and documentation demonstrating a minimum of five years of relevant professional experience.
• A medical certificate confirming the applicant is free from communicable diseases.
• Passport-size photographs.

Documents typically required from the employer (for the RPTKA and Notification stage):

• Company registration documents, the corporate tax identification number (NPWP), financial statements, and a training plan for the designated Indonesian counterpart employee.
• The company’s deed of establishment along with ministerial endorsement and evidence of paid-up capital of at least IDR 1,000,000,000 (one billion rupiah).
• The company’s organisational chart and, where applicable, a letter of recommendation from the relevant technical ministry (for instance, in the education, transportation, mining, or oil and gas sectors).
• Evidence that one Indonesian counterpart employee has been assigned for each foreign worker engaged, reflecting the government’s requirement that expatriate hires facilitate knowledge transfer to local staff.

Companies must demonstrate that the role in question is open to foreign workers and that the candidate possesses the appropriate qualifications and experience. The employee must hold a valid passport and may be required to provide academic certificates, professional references, and police or medical clearance documents. Requirements are updated from time to time, so the current checklist should always be verified directly with the relevant authority before submitting an application.

What does a work permit cost in Indonesia?

The costs involved in obtaining work permits and visas in Indonesia vary according to the permit type and duration. Financial obligations fall on both the employer and, to a more limited degree, the employee. The DKP-TKA fund is generally the single largest expense and is an obligation that rests with the employer.

DKP-TKA (Foreign Worker Compensation Fund): The DKP-TKA is charged at USD 100 per expatriate per month as of 2025. Holders of an investor ITAS are exempt from this fee. For a standard 12-month permit, this amounts to USD 1,200, which must be paid upfront at the application stage.

Overall application costs: The total cost of the process typically falls in the range of USD 1,000 to USD 1,500, depending on whether the sponsoring company manages the application in-house or engages an accredited visa agent — as most companies do. This figure is indicative only and does not include the DKP-TKA fund payment, which is an additional obligation. Costs can rise considerably in more complex cases or where specialist immigration legal advice is sought.

Employee-side costs may encompass translation and notarisation of educational certificates, medical examinations, passport photographs, and any travel required to visit an Indonesian consulate for visa collection. These amounts will vary depending on the applicant’s country of residence.

Passing costs to employees: Indonesian labour regulations make the employer the party legally responsible for securing and funding the work permit. The regulatory framework governing the employment of foreign workers focuses principally on the obligations of employers and sponsoring entities. Transferring the DKP-TKA fund cost to the employee would be inconsistent with the spirit of these provisions, though costs associated with the preparation of personal documents are generally regarded as the employee’s own responsibility. Always verify the latest fee schedules directly with the Ministry of Manpower and the Directorate General of Immigration, as government charges are subject to revision.

Can expats change jobs or employers while on a work permit in Indonesia?

Indonesia’s work permit framework is tied to a specific employer and a specific role, meaning it does not confer broad permission to work for any company or in any capacity. This approach is considerably more restrictive than points-based systems found in other countries, where skilled worker status can often be transferred between employers through a relatively straightforward notification procedure.

The work permit is bound to both the sponsoring employer and the particular job description under which it was issued. Permit holders are not entitled to work for a different organisation or even to take on duties substantially different from those specified in their permit. The IMTA is commonly linked to a specific work location and job title; any change in employer or role necessitates a fresh application.

Should a foreign worker move to a new employer, the process must begin from scratch. The incoming employer is required to file a new RPTKA, make a fresh DKP-TKA payment covering the new period, obtain a new work permit notification, and arrange a new VITAS and ITAS in the worker’s name. There is no simplified transfer mechanism that carries over authorisations between employers.

Foreign workers must carry out their duties for the sponsoring company at the location or locations specified in their work permit. Performing work at an unregistered location constitutes a violation. To maintain compliance, sponsoring companies are able to update the listed work locations on the permit at any point.

When a foreign worker experiences a change in civil status, takes on a different position within the same company, or relocates to a new address, the sponsoring company is required to notify the relevant authorities of these changes. Failure to report changes within an appropriate timeframe can give rise to serious regulatory problems. Expatriates who are considering changing jobs should plan well ahead and ensure their prospective employer is fully prepared to initiate a new work permit process before the current authorisation expires.

What are the penalties for working illegally in Indonesia?

Indonesian authorities treat immigration compliance as a serious matter, and the consequences of working without the appropriate authorisation are substantial — for both the individual and the employer. Penalties apply not only to those working without any permit, but also to those who violate the conditions of a valid permit, for example by working for an employer not named in the authorisation or in a role that differs from the one specified.

For the individual: Under Article 122 of Immigration Law No. 6/2011, a foreign national who deliberately misuses their stay permit or engages in activities that fall outside the purposes and objectives of that permit may face a custodial sentence of up to five years and a fine of up to IDR 500,000,000.

Working without proper authorisation is among the most common grounds for the deportation of foreign workers. Business visa holders who perform substantive work duties face legal consequences because doing so contravenes both manpower and immigration regulations simultaneously. Overstays attract fines of IDR 1,000,000 per day (roughly USD 65 as of 2025), with deportation and blacklisting reserved for more serious or persistent violations.

In cases involving particularly serious breaches, immigration authorities may prohibit the foreign national from re-entering Indonesia for a defined period. The initial ban may be set at up to six months but is commonly extended, and re-entry is not permitted until the Directorate General of Immigration formally lifts the restriction.

For the employer: Any person who employs a foreign national who is misusing their stay permit or engaging in activities contrary to its terms may themselves face imprisonment of up to five years. The deportation of a foreign worker arising from visa violations or unauthorised work activities may in some circumstances lead to consequences for the sponsoring company, including monetary penalties, suspension of sponsorship privileges, and restrictions on the company’s capacity to submit future applications.

In the most serious cases, companies may be prohibited from engaging any expatriate workers at all. Violations can also have lasting effects on future immigration applications — a prior deportation or blacklisting will be recorded and may complicate any subsequent application for a stay permit, including those connected to long-term residency or settlement.

Where can expats find reliable and up-to-date information on work permits in Indonesia?

Indonesia’s work permit regulations have undergone considerable change in recent years — including the transition to fully digital processing and reforms to the RPTKA approval stages introduced in 2025. It is therefore essential to consult official sources directly rather than relying on third-party summaries, which may not reflect the most current requirements.

Key official sources:

• Ministry of Manpower (Kementerian Ketenagakerjaan): kemnaker.go.id — the principal authority for RPTKA approval and work permit notifications. The TKA-Online system through which employers submit applications is managed by this ministry.
• Directorate General of Immigration: imigrasi.go.id — responsible for visas, ITAS/KITAS issuance, and the Permanent Stay Permit (ITAP/KITAP). The e-Visa application portal is accessible at evisa.imigrasi.go.id.
• MOLINA system: From 2024 onwards, visa applications must be submitted through the immigration system known as MOLINA. The current portal address should be confirmed on the official immigration website.

RPTKA applications are handled via the Ministry of Manpower’s TKA-Online platform; visa and stay permit applications are processed through the official Immigration e-Visa portal at evisa.imigrasi.go.id.

Embassies and consulates: Arranging the VITAS involves coordination with the Indonesian Immigration Department and the Indonesian embassy or consulate at which the employee will lodge their visa application. Indonesian diplomatic missions can offer guidance on current document requirements and visa application procedures for applicants based abroad. A directory of Indonesian diplomatic posts is available on the Ministry of Foreign Affairs website at kemlu.go.id.

A note on third-party sources: Immigration consultancy websites can provide helpful overviews, but fees, processing timelines, and portal names shift frequently. The MOLINA system in particular continues to evolve, making it necessary to check for the latest developments on an ongoing basis. Any specific detail — especially fees, document checklists, and processing times — should always be cross-referenced against the official government sources listed above before being acted upon.

Frequently Asked Questions

Can I start work in Indonesia while my permit is being processed?

Applicants are not permitted to commence work during the KITAS processing period. The entire chain of authorisations — RPTKA, work permit notification, VITAS, and ITAS/KITAS — must be fully in place before employment may lawfully begin. Commencing work prior to the finalisation of permits breaches both immigration and labour law and may result in deportation.

Does my employer or I pay the DKP-TKA fund?

The DKP-TKA is paid by the employer at a rate of USD 100 per month for each month the foreign worker is expected to be employed in Indonesia, and this amount must be paid in advance before the RPTKA approval is granted. This is an obligation imposed on the employer under Indonesian law and should not be passed on to the employee.

Can I bring my family to Indonesia on my work permit?

Many employees relocating to Indonesia will wish to bring family members with them. Once the employee’s work permit has been approved, the VITAS may be extended to cover the worker’s spouse and any dependent children. Family members must each obtain their own ITAS/KITAS reflecting their dependent status. It should be noted that dependants will lose their permits in the event that the primary permit holder is deported, though the dependants themselves will not be subject to a blacklisting.

Can I apply for permanent residency after working in Indonesia for several years?

After residing in Indonesia for three consecutive years on an ITAS/KITAS, a foreign national becomes eligible to apply for the Permanent Stay Permit (KITAP), which is valid for five years and may be renewed. The ITAP is similarly valid for five years and can be extended indefinitely unless revoked. It is important to note that even holders of a permanent stay permit must obtain a separate employment authorisation in order to continue working legally.

Is there a minimum salary requirement for foreign workers in Indonesia?

Indonesia does not set a universally published minimum salary for foreign workers, but the roles specified in the RPTKA must be justifiable and must correspond to positions open to expatriates. In practice, foreign workers are generally expected to receive remuneration consistent with the applicable national threshold for expatriates, which typically falls in the range of IDR 25–30 million per month as of 2025. The current threshold should be confirmed with the Ministry of Manpower, as this figure may be revised.

What is the difference between ITAS and KITAS?

The KITAS was the physical card form of the limited stay permit. Since 2025, all permits are issued in digital format as e-ITAS, meaning that foreign nationals no longer need a physical card for most official interactions. The terms ITAS and KITAS are frequently used interchangeably, and both refer to the limited stay permit that authorises residence in Indonesia and, when accompanied by a valid work permit, employment within the country.

Can I work remotely from Indonesia for a foreign employer?

Indonesia launched the Remote Worker Visa (E-33) in 2024, which permits foreign remote professionals to reside in Indonesia for up to one year while carrying out work for an overseas employer or their own business based abroad. Applicants must demonstrate a minimum annual income of USD 60,000 and must hold valid health insurance coverage for the duration of their stay. This visa does not authorise the holder to take up employment with a local Indonesian company or to operate a business within Indonesia.

What happens if my work permit application is rejected?

A rejected application may be resubmitted with corrected or supplementary documentation, or an alternative permit category may be considered. Engaging professional legal assistance can improve the likelihood of approval. The most common grounds for rejection include incomplete documentation, a job title that does not feature on the list of permitted occupations, or a determination by the authorities that the role could be filled by a suitably qualified local candidate. The employer should review the rejection notice carefully and seek guidance from the Ministry of Manpower before lodging a fresh application.