Pengaturan Pembatasan Usia Dalam Rekrutmen Tenaga Kerja Antara Hukum Indonesia Dan Hukum Jerman Terkait Larangan Diskriminasi Usia
Keywords:
Age Discriminatio, Labour Recruitment, Right To Work, Legal ProtectionAbstract
Article 35 paragraph (1) of Law Number 13 of 2003 on Manpower, as amended by Law Number 6 of 2023, allows an employer to recruit the workers it needs without defining what “needed” means. The phrase carries no objective parameter, so an employer may attach an age limit to a vacancy without having to show that the limit relates to the work itself. This study examines that norm against the constitutional right to work and the principle of non-discrimination, and compares it with the German Allgemeines Gleichbehandlungsgesetz (AGG). The research is normative legal research using statutory, conceptual and comparative approaches, drawing on primary, secondary and tertiary legal materials collected through library research and analysed descriptively and qualitatively. Two findings emerge. First, Article 35 paragraph (1) qualifies as a vague norm because it grants discretion without limits, which weakens legal certainty and leaves job applicants without a standard against which to test an age requirement. Second, the AGG names age as a protected characteristic, extends the prohibition to selection criteria and recruitment conditions, permits differential treatment only where a legitimate aim is objectively and reasonably justified by appropriate and necessary means, shifts the burden of proof to the employer once prima facie indications appear, and grants compensation to the injured party. The AGG therefore offers Indonesia a reference for clarity of norm, objective criteria for permissible age requirements, and an enforcement mechanism, without requiring wholesale adoption of German law.
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