<![CDATA[The rapid advancement of technology and communication has driven many companies in Indonesia to adopt remote working systems. However, the existing labor regulations, particularly Law Number 13 of 2003 concerning Manpower and Law Number 11 of 2020 concerning Job Creation, do not explicitly regulate remote working arrangements. This study aims to examine the regulatory framework and legal protection for remote workers in Indonesia, especially in relation to working hours and access to welfare facilities. The research adopts a normative legal method supported by statute and conceptual approaches. The findings reveal that although Government Regulation No. 35 of 2021 and Government Regulation No. 36 of 2021 provide general provisions on employment relations and wages, they fall short of comprehensively addressing the specific needs of remote workers. As a result, the legal status, rights, and obligations of remote workers remain ambiguous, particularly in the aspects of working time flexibility, occupational health and safety, and entitlement to welfare benefits. The absence of detailed regulation risks legal uncertainty for both employers and employees engaged in remote work. This study recommends the formulation of specific and adaptive legal norms that respond to the dynamic nature of remote working, including clear definitions, work-hour arrangements, and protections for workers' well-being. Strengthening the legal framework is essential to ensure fair and sustainable labor practices in the digital work environment.]]>
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