<![CDATA[Studi ini bertujuan menganalisis kedudukan hukum tenaga honorer yang tidak lolos seleksi Pegawai Pemerintah dengan Perjanjian Kerja (PPPK) serta merumuskan bentuk perlindungan hukum yang layak pascapenataan non-ASN menurut UU 20/2023. Metode yang digunakan adalah penelitian hukum normatif dengan pendekatan perundang-undangan (UU 20/2023, PP 49/2018, UU 24/2011), pendekatan konseptual (doktrin perlindungan hukum Satjipto Rahardjo; Philipus M. Hadjon), dan telaah putusan (MK No. 119/PUU-XXII/2024), dilengkapi kebijakan administratif (Keputusan MenPANRB No. 15 dan 16 Tahun 2025). Temuan menunjukkan: (1) honorer yang tidak lolos tetap berada dalam kerangka penataan ASN; peluang keterserapan terbuka melalui skema PPPK, termasuk PPPK Paruh Waktu—dan/atau pola outsourcing di bawah rezim ketenagakerjaan; (2) perlindungan preventif mencakup pendataan berbasis BKN, larangan rekrutmen honorer baru, pengakuan administratif, standar pengupahan minimum, serta jaminan sosial; (3) perlindungan represif tersedia melalui jalur PTUN/PHI terhadap tindakan sewenang-wenang; (4) namun dasar hukum PPPK Paruh Waktu yang bertumpu pada keputusan menteri menimbulkan celah kepastian dan kesetaraan, sehingga efektivitas perlindungan, khususnya represif belum kokoh. Studi merekomendasikan penguatan landasan normatif setingkat UU/PP dan harmonisasi standar perlindungan agar sejalan dengan asas kepastian, keadilan, dan meritokrasi. ABSTRACT This study examines the legal status of honorary personnel (non-ASN) who fail the PPPK selection and formulates appropriate legal protections after the restructuring mandated by Law 20/2023. It employs a normative legal method using a statute approach (Law 20/2023, Gov. Reg. 49/2018, Law 24/2011), a conceptual approach (legal-protection doctrines of Satjipto Rahardjo and Philipus M. Hadjon), and case analysis (Constitutional Court Decision No. 119/PUU-XXII/2024), complemented by administrative policies (Ministry of PANRB Decrees No. 15 and 16 of 2025). Findings indicate: (1) unsuccessful honorary workers remain within the ASN restructuring track, with absorption channels via PPPK, including part-time PPPK and/or outsourcing under labor law; (2) preventive protection includes BKN, based registration, a ban on new honorary hiring, administrative recognition, minimum wage standards, and social security; (3) repressive protection is available through administrative and industrial-relations courts against arbitrary acts; (4) however, the part-time PPPK scheme relies on ministerial decrees, creating gaps in legal certainty and equality, which weakens enforcement, especially the repressive track. The study recommends elevating the legal basis to statute/regulation level and harmonizing protection standards to align with certainty, justice, and meritocratic governance.]]>
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