2. Reimbursement of Rights (UPH)

Uang Penggantian Hak is compensation for normative rights that you have earned during your employment but have not had the opportunity to enjoy. Based on Article 40 paragraph (4) of PP 35/2021, UPH includes several components:

First, reimbursement of annual leave that has not been taken and has not been forfeited. If you have 12 days of leave remaining and have not expired, the company is obliged to convert it into money based on the value of your daily wage. Many companies try to deny this under the premise that "employees who resign are not entitled to leave replacement"-that is wrong and against the prevailing regulations. The right to UPH is normative and cannot be eliminated just because of resignation status.

Second, cost or return fare for workers and their families to the place where the worker was hired, if the employment agreement stipulates this.

Third, other matters stipulated in labor agreements, company regulations, or collective labor agreements-which may include certain allowances, prorated bonuses, or other compensation that is already entitled based on length of service.

3. Certificate of Employment (Paklaring)

It's not about the money, but the value is no less. Paklaring is a document that contains an official statement from the company that you have worked there for a certain period and position. Without Paklaring, you cannot withdraw your Old Age Security (JHT) balance from BPJS Ketenagakerjaan, and in many cases cannot complete the requirements for job applications at the next company.

The company is obliged to provide paklaring to every employee who resigns. Refusal to provide paklaring without valid reasons is a violation of employee rights that can be reported to the Manpower Office.