Mirella Pandjaitan
Feb 05, 2026
Indonesia remains one of Asia’s most dynamic and opportunity-rich markets. Acknowledging this, Indonesia’s Ministry of Manpower has officially unveiled “Lapor Menaker", a public reporting channel designed to elevate the standard of labour-related public services.
Lapor Menaker serves as a single, official gateway for the public to submit reports, complaints, and grievances concerning the enforcement of labour standards. It simply raises the bar, ensuring that growth is matched by fairness, accountability, and transparency.
For foreign employers, the message is clear and unmistakable: comply early, and comply completely.
What is Lapor Menaker?
Lapor Menaker is not designed to intimidate. It’s a contemporary compliance instrument. One that rewards transparency, supports ethical business practices, and protects both Indonesian and expat workers.
The platform stands as a tangible expression of the ministry’s commitment to accessibility, transparency, and responsiveness amid the evolving dynamics of the national workforce—particularly those related to labour norms, occupational safety and health, industrial relations, and apprenticeship programs. It also consolidates previously fragmented reporting channels, enabling faster, more focused follow-up by the relevant units or authorities.
Prior to its official launch, the platform underwent a public trial phase, during which it received approximately 600 reports. The majority of submissions related to wage issues and social security coverage.
Moreover, the ministry also strengthens two-way communication to ensure that every report is formally recorded, verified, and monitored through to resolution. This is in accordance with past complaints, mostly circulating around social media, which could not always be systematically tracked. Now, all reports can be centralised through the official Lapor Menaker channel.
Is this a new law or policy?
Lapor Menaker is not a legislative shift, but a policy recalibration—one that materially changes how compliance is seen, monitored, and enforced. Designed to be intuitive, swift, and discreet, the platform grants unprecedented agency to a wide spectrum of voices: employees, members of the public, contractors, neighbours, and even commercial rivals. Oversight, once diffuse, is now immediate.
Why should expat employers take note?
For foreign employers operating in Indonesia, this development warrants close attention. Lapor Menaker has recorded a striking response in merely two weeks of its launch, including 18 companies sanctioned, with fines exceeding Rp7 billion.
Is this a direct line to the regulator?
Absolutely! Every individual now holds a direct channel to the Ministry of Manpower. Employees who feel underpaid, pressured, unsafe, improperly documented—or foreign nationals working under incorrect visa arrangements—can submit a report in real time, directly from their phone.
In terms of the foreign workforce, their employment has moved firmly into focus. Employers should anticipate inspections and audits linked to:
1. Accuracy of job titles and roles
2. Employer obligations toward expatriate staff
3. Protection, supervision, and training responsibilities
4. RPTKA approvals
5. Timely reporting of role or position changes
6. Validity of stay permits
Moreover, one of the most consequential—and common—missteps is allowing an expatriate to “assist,” “observe,” or “visit a site” while holding a Visa on Arrival or tourist visa. Under Lapor Menaker, such practices can be reported anonymously in a matter of clicks, transforming a casual oversight into a formal investigation.
Who should act now?
Read below to find out if you're one of those concerned:
- PMA companies employing expats should immediately review RPTKAs, job titles, remuneration structures, and reporting practices.
- Local companies engaging foreign nationals must ensure no individual “assists” or “supervises” without proper authorisation.
- Representative Offices (KPPAs) should carefully monitor foreign personnel, mindful of strict operational limitations.
- Employers using outsourced or vendor-supplied expatriates should remember: liability may still rest with you.
What must be done?
Not much. Make sure to adhere to the following suggestions:
- Conduct a thorough audit of all expat working arrangements.
- Prohibit, without exception, any form of work on VOAs or tourist visas.
- Train HR teams and line managers—many compliance failures begin with a misunderstanding.
- Strengthen internal communication and grievance mechanisms. A respected workforce is less likely to seek external recourse.
- View Lapor Menaker as a partner in governance, not an adversary.
How does Lapor Menaker work?
Lapor Menaker has been engineered for speed and accessibility. Follow these simple steps below:
1. Access
The platform is available on its official website https://lapormenaker.kemnaker.go.id, accessible via desktop or mobile.
2. Login or Registration
Users may log in through their SIAPKerja account or complete a simple email- and ID-based registration. Data integrity is preserved, while anonymity remains protected should the complainant choose discretion.
3. Complaint Classification
Reports are categorised across a broad spectrum, including foreign worker misuse, wage and overtime disputes, occupational safety, working hours, industrial relations, apprenticeships, and broader labour norm violations.
4. Company Identification
Users select the relevant province, city or regency, and company details from an expanding database of registered entities.
5. Evidence Submission
Reports may include a detailed chronology, dates, worker status, and supporting materials such as photographs, documents, or message screenshots.
6. Verification and Enforcement
Once reviewed by regional labour offices, credible reports are assigned to investigators. This may lead to company contact, inspections—sometimes unannounced—and the issuance of warnings, corrective guidance, or administrative sanctions. Under the new system, these measures have already resulted in substantial financial penalties.
