Electronic Theses and Dissertation

MEDIASI HUBUNGAN INDUSTRIAL DALAM KASUS PEMUTUSAN HUBUNGAN KERJA OLEH PENGUSAHA (SUATU PENELITIAN PADA DINAS TENAGA KERJA DAN MOBILITAS PENDUDUK ACEH)

Mahliga Nurmayani
Sanusi
Zainal Abidin

ABSTRAK
Pasal 8 sampai dengan Pasal 16 Undang-Undang Nomor 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial mengatur mediasi sebagai salah satu mekanisme penyelesaian sengketa apabila perundingan bipartit tidak mencapai kesepakatan. Pengaturan tersebut menunjukkan bahwa mediasi dirancang sebagai sarana penyelesaian sengketa yang sederhana, cepat, berbiaya ringan, serta mampu mewujudkan hubungan industrial yang harmonis. Namun, berdasarkan data pada Dinas Ketenagakerjaan dan Mobilitas Penduduk Aceh tahun 2023–2025, dari 37 perkara pemutusan hubungan kerja yang dimediasi hanya 6 perkara (16,22%) yang berhasil diselesaikan melalui Perjanjian Bersama, sedangkan 31 perkara (83,78%) tidak mencapai kesepakatan. Kondisi tersebut menunjukkan bahwa pelaksanaan mediasi belum mampu mencapai tujuan sebagaimana diharapkan dalam UU Penyelesaian Perselisihan Hubungan Industrial.
Penelitian ini bertujuan untuk menganalisis kerangka hukum pengaturan penyelesaian perselisihan hubungan industrial melalui mediasi dalam kasus pemutusan hubungan kerja oleh pengusaha pada Dinas Tenaga Kerja dan Mobilitas Penduduk Aceh, menganalisis efektivitas pelaksanaan mediasi dalam penyelesaian perselisihan tersebut, serta mengidentifikasi hambatan dan solusi dalam pelaksanaan mediasi hubungan industrial. Penelitian ini juga bertujuan untuk mengetahui sejauh mana mediasi mampu mewujudkan keadilan, perlindungan hukum, dan penyelesaian sengketa secara efektif bagi para pihak yang berselisih.
Penelitian ini merupakan penelitian hukum empiris dengan pendekatan perundang-undangan (statute approach), pendekatan konseptual (conceptual approach), dan pendekatan kasus (case approach). Data diperoleh melalui penelitian kepustakaan dan penelitian lapangan. Data lapangan dikumpulkan melalui wawancara dengan mediator hubungan industrial, Kepala Bidang Hubungan Industrial pada Disnakermobduk Aceh, praktisi hukum, serta didukung oleh dokumen mediasi dan perjanjian bersama yang berkaitan dengan perselisihan PHK. Analisis data dilakukan secara kualitatif dengan menggunakan Teori Keadilan, Teori Perlindungan Hukum, dan Teori Penyelesaian Sengketa.
Hasil penelitian menunjukkan bahwa kerangka hukum penyelesaian perselisihan hubungan industrial melalui mediasi telah diatur secara komprehensif dalam berbagai peraturan perundang-undangan, mulai dari Undang-Undang Dasar Negara Republik Indonesia Tahun 1945, Undang-Undang Nomor 30 Tahun 1999, UU 13 Tahun 2003, Undang Undang Nomor 6 Tahun 2023 tentang Cipta Kerja, Undang-Undang Nomor 2 Tahun 2004 tentang Penyelesaian Perselisihan Hubungan Industrial, hingga Peraturan Menteri Tenaga Kerja Nomor 17 Tahun 2014 tentang Pengangkatan dan pemberhentian Mediator serta tata kerja mediasi. Meskipun demikian, efektivitas pelaksanaan mediasi pada Disnakermobduk Aceh masih tergolong rendah. Dalam kurun waktu 2023–2025 terdapat 37 perkara PHK yang dimediasi, namun hanya 6 perkara (16.22%) yang berhasil mencapai Perjanjian Bersama, sedangkan selebihnya berakhir dengan anjuran mediator, pelimpahan perkara, penolakan, atau pengembalian berkas. Hambatan utama yang ditemukan meliputi rendahnya itikad baik para pihak, ketimpangan posisi tawar antara pekerja dan pengusaha, lemahnya daya ikat anjuran mediator, serta rendahnya pemahaman hukum para pihak terhadap fungsi mediasi.
Penelitian ini menyimpulkan bahwa mediasi hubungan industrial dalam kasus PHK pada Disnakermobduk Aceh secara normatif telah memiliki dasar hukum yang memadai, namun secara empiris belum berjalan efektif dalam mewujudkan penyelesaian sengketa yang adil dan berkelanjutan. Oleh karena itu, diperlukan peningkatan kapasitas mediator, penguatan edukasi hukum bagi pekerja dan pengusaha, serta evaluasi terhadap pengaturan hasil mediasi agar mampu memberikan kepastian hukum, perlindungan hukum, dan keadilan yang lebih optimal bagi para pihak dalam penyelesaian perselisihan hubungan industrial.
Kata Kunci: Perselisihan Hubungan Industrial, Mediasi Hubungan Industrial, Pemutusan Hubungan Kerja, Perlindungan Hukum, Penyelesaian Sengketa.

INDUSTRIAL RELATIONS MEDIATION IN CASES OF EMPLOYMENT TERMINATION BY EMPLOYERS (A STUDY AT THE ACEH DEPARTMENT OF LABOR AND POPULATION MOBILITY) Mahliga Nurmayani Sanusi Zainal Abidin ABSTRACT Articles 8 through 16 of Law No. 2 of 2004 on the Settlement of Industrial Relations Disputes provide for mediation as one of the dispute resolution mechanisms when bipartite negotiations fail to reach an agreement. These provisions indicate that mediation is designed as a simple, swift, and cost-effective means of dispute resolution capable of fostering harmonious industrial relations. However, based on data from the Aceh Department of Labor and Population Mobility for the years 2023–2025, out of 37 cases of termination of employment that were mediated, only 6 cases (16.22%) were successfully resolved through a Joint Agreement, while 31 cases (83.78%) did not reach an agreement. This situation indicates that the implementation of mediation has not yet been able to achieve the objectives as intended under the Law on the Settlement of Industrial Relations Disputes. This study aims to analyze the legal framework governing the resolution of industrial relations disputes through mediation in cases of termination of employment by employers at the Aceh Department of Labor and Population Mobility; to analyze the effectiveness of mediation in resolving such disputes; and to identify obstacles and solutions in the implementation of industrial relations mediation. This study also aims to determine the extent to which mediation is capable of realizing justice, legal protection, and effective dispute resolution for the disputing parties. This study is an empirical legal study employing the statutory approach, the conceptual approach, and the case approach. Data were collected through literature review and field research. Field data were collected through interviews with industrial relations mediators, the Head of the Industrial Relations Division at the Aceh Provincial Department of Manpower and Transmigration, and legal practitioners, and were supported by mediation documents and collective agreements related to termination of employment disputes. Data analysis was conducted qualitatively using the Theory of Justice, the Theory of Legal Protection, and the Theory of Dispute Resolution. The results of the study show that the legal framework for resolving industrial relations disputes through mediation has been comprehensively regulated in various laws and regulations, ranging from the 1945 Constitution of the Republic of Indonesia, Law No. 30 of 1999, Law No. 13 of 2003, Law No. 6 of 2023 on Job Creation, Law No. 2 of 2004 on the Settlement of Industrial Relations Disputes, and up to Minister of Manpower Regulation No. 17 of 2014. Nevertheless, the effectiveness of mediation implementation at the Aceh Provincial Office of Manpower and Transmigration remains relatively low. Between 2023 and 2025, there were 37 layoff cases that underwent mediation; however, only 6 cases successfully resulted in a Joint Agreement, while the rest ended with a mediator’s recommendation, case referral, rejection, or the return of case files. The main obstacles identified include a lack of good faith on the part of the parties, an imbalance in bargaining power between workers and employers, the weak binding nature of the mediator’s recommendations, and the parties’ limited legal understanding of the function of mediation. This study concludes that industrial relations mediation in layoff cases at the Aceh Provincial Department of Manpower and Transmigration (Disnakermobduk) has, in theory, an adequate legal basis; however, in practice, it has not yet been effective in achieving fair and sustainable dispute resolution. Therefore, it is necessary to enhance the capacity of mediators, strengthen legal education for workers and employers, and evaluate the arrangements regarding mediation outcomes to ensure greater legal certainty, legal protection, and justice for all parties involved in the resolution of industrial relations disputes. Keywords: Industrial Relations Disputes, Industrial Relations Mediation, Termination of Employment, Legal Protection, Dispute Resolution.