<![CDATA[Termination of employment due to employee negligence constitutes a significant issue in labor law and may give rise to industrial disputes because of differing interpretations regarding the threshold of negligence that may justify termination and its implications for employees’ legal rights. This study aims to analyze the legal framework governing termination of employment on the grounds of employee negligence under Indonesian legislation and to examine the judicial considerations and their implications for employees’ rights in Decision No. 140/Pdt-Sus.PHI/2024/PN Jkt.Pst. This study employs a normative legal research method using statutory, conceptual, and case approaches. The primary legal materials comprise Law No. 13 of 2003 on Manpower, Law No. 6 of 2023 on the Stipulation of Government Regulation in Lieu of Law No. 2 of 2022 on Job Creation as Law, Law No. 2 of 2004 on the Settlement of Industrial Relations Disputes, and Decision No. 140/Pdt-Sus.PHI/2024/PN Jkt.Pst, supported by secondary legal materials, including books, scholarly journals, and legal doctrines. The materials were analyzed qualitatively using a descriptive-analytical method. The findings demonstrate that termination of employment on the grounds of employee negligence may only be justified where it is based on applicable legislation, an employment agreement, company regulations, or a collective labor agreement, and is supported by sufficient evidence establishing the employee’s violation or negligence. In Decision No. 140/Pdt-Sus.PHI/2024/PN Jkt.Pst, the court’s legal reasoning primarily focused on the evidentiary assessment of the facts, the application of labor law, and the balancing of justice, legal certainty, and utility in resolving the industrial relations dispute. The decision further demonstrates that termination on the grounds of negligence does not automatically extinguish an employee’s statutory entitlements, unless there is a specific legal basis that provides otherwise. Accordingly, reliance on employee negligence as grounds for termination must be exercised proportionately, objectively, and on the basis of adequate evidence and due legal process, thereby ensuring both the protection of employees’ rights and legal certainty for employers.]]>
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