<![CDATA[Giving bonuses is a form of appreciation that is commonly used by companies to appreciate the performance of workers who are considered satisfactory. However, the implementation of the bonus is still highly dependent on the content of the employment agreement. This article discusses the legal settlement process in the case between PT. Mitsubishi Motors Krama Yudha Indonesia and one of its workers, Ramza Aziz, related to alleged defaults in the provision of annual bonuses. This case was heard at PHI with case number: 15/Pdt.Sus-PHI/2024/PN.Bdg. This study uses a qualitative method with a normative juridical approach, which is an approach that focuses on the study of literature and legal materials as a basis for analyzing legal conflicts related to default in the provision of bonuses between workers and companies. The results of the study show two main findings: (1) In accordance with the principle of industrial relations dispute resolution according to Law Number 2 of 2004, every dispute must first be resolved through a bipartite negotiation mechanism as a mandatory first step before using other means, (2) In this case, the Panel of Judges considered two important aspects, namely the facts of the events that occurred and the legal basis. Based on the judge's assessment, the document in the form of the Office Memorandum for the Fiscal Year 2022 which regulates the policy of providing bonuses to employees is considered to be contrary to the provisions of Article 6 of Law Number 13 of 2003 concerning Manpower. The judge found that there was discriminatory treatment in the application of the policy, so that in his ruling, the Plaintiff's lawsuit was granted in its entirety. The Defendant was also ordered to pay the Plaintiff Fiscal Year 2022 Bonus in the amount of IDR 273,916,126 (two hundred and seventy-three million nine hundred and sixteen thousand one hundred and twenty-six rupiah)]]>
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