Recognising Employee Associations and Professional Organisation Rights at UIN Jakarta

04 November 2026
7 min read
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17

Syarif Hidayatullah State Islamic University Jakarta recognises that employee participation, professional representation, and opportunities to express professional opinions are important elements of institutional governance and decent working conditions.

The University acknowledges the role of professional associations in supporting employee development, strengthening institutional collaboration, and promoting the interests and welfare of academic and administrative personnel. These principles are reflected in the University's formal Employee Code of Ethics and its participation in activities associated with the Indonesian Civil Servants Corps (KORPRI).

During the 2024–2025 reporting period, the University maintained an institutional regulatory framework recognising employee participation in professional and scholarly organisations. It also participated in the October 2025 inauguration of the KORPRI governing board within the Ministry of Religious Affairs. These measures provide evidence of institutional recognition of employee professional associations and contribute to Sustainable Development Goal 8: Decent Work and Economic Growth.

1. Establishing Employee Rights through Rector's Decree Number 737 of 2021

A central institutional policy is Rector's Decree Number 737 of 2021 concerning the Employee Code of Ethics of Syarif Hidayatullah State Islamic University Jakarta. The decree, established on 27 August 2021, provides formal guidance on employee rights, responsibilities, professional conduct, and institutional relationships.

The regulation applies to employees within the University, including civil servants and non-civil servant personnel, as defined in Article 1. The policy recognises the importance of providing a professional working environment in which employees can undertake their responsibilities and participate in institutional life. Importantly, Article 4, Paragraph 1(k) establishes employees' right to participate in activities of professional and scholarly institutions or organisations.

This provision demonstrates that the University formally recognises participation in professional organisations as an employee right. As a written University-level policy established before the reporting period, the decree provides a documentary foundation for professional association rights during 2024–2025. However, the provision refers specifically to professional and scholarly organisations and does not expressly identify independent trade unions.

2. Recognising Employees' Right to Express Professional Opinions

The same Rector's Decree also recognises the importance of employee expression and participation. Article 4, Paragraph 1(f) establishes the right of employees to express opinions freely, respectfully, peacefully, and responsibly while respecting the rights of others.

Additional provisions recognise employees' rights to professional development, legal assistance, career development opportunities, and welfare facilities. Together, these rights provide a formal framework for employee participation and professional engagement. The recognition of employee expression is particularly important in an academic institution where lecturers, researchers, and administrative personnel contribute to institutional development through professional expertise and informed perspectives. The University's provisions acknowledge that employees have interests and professional responsibilities extending beyond their individual daily assignments.

These measures provide a foundation for constructive engagement within the University. They do not, however, independently establish a collective bargaining mechanism concerning employment contracts, salaries, or other conditions of employment.

3. Recognising Professional Associations under Indonesia's Civil Service Framework

The University's institutional provisions are supported by Indonesia's national civil service legislation. Law Number 20 of 2023 concerning the State Civil Apparatus, particularly Article 62, establishes the framework for professional organisations of civil servants. The legislation identifies the functions of civil service professional organisations, including professional development, employee advocacy, legal assistance, welfare enhancement, and the promotion of employee interests within the civil service system.

These functions contribute to professional representation and the protection of employee interests. The legal framework also recognises the importance of cooperation, professional standards, and improvements in the quality of the working environment. For UIN Jakarta, which employs personnel under different public-sector and institutional employment arrangements, the framework provides relevant context for participation in recognised civil service professional organisations.

These provisions are particularly relevant to employees holding State Civil Apparatus status. Nevertheless, the rights and functions of civil service professional organisations should be distinguished from the collective bargaining rights associated with independent trade unions.

4. Institutional Participation in KORPRI Activities during 2025

On 23 October 2025, Syarif Hidayatullah State Islamic University Jakarta collaborated with the Indonesian Ministry of Religious Affairs in activities involving the inauguration of government employees under employment agreements (PPPK) and the inauguration of the KORPRI governing board within the Ministry. The programme was held at the Adia Convention Center and was attended by University representatives and personnel participating in the government appointment process.

The event demonstrated the University's participation in a recognised professional organisation framework for Indonesian public servants. The University's Vice-Rector for General Administration emphasised the importance of strengthening human resources and contributing to public service. The activities also illustrated cooperation between UIN Jakarta and the Ministry of Religious Affairs in matters relating to public-sector employment and professional identity. The October 2025 event provides direct public evidence of UIN Jakarta's engagement with KORPRI as a recognised professional organisation for government personnel. However, participation in KORPRI activities should not be interpreted as proof that the University has recognised an independent trade union or entered into collective bargaining agreements.

5. National Protection of Workers' Rights to Organise

Indonesia's broader labour legislation also provides an important framework concerning workers' rights to establish and participate in trade unions. Law Number 21 of 2000 concerning Trade Unions establishes the rights of workers covered by the legislation to form and join trade unions.

The law addresses the establishment, administration, recognition, and activities of workers' organisations. It also provides protections against interference with lawful union membership and activities. The legislation recognises trade unions as mechanisms through which workers may represent their interests and participate in collective employment-related processes. These national protections are relevant to the broader legal environment in which Indonesian employers operate.

However, public-sector civil servants and other employment categories may be subject to different statutory arrangements. The existence of national trade union legislation does not by itself establish that all UIN Jakarta employees, including international staff, have access to an institutionally recognised trade union. Verification of the University's employment policies and organisational recognition arrangements is therefore necessary.

6. Supporting Inclusive Employee Representation

An inclusive approach to employee representation requires that professional participation and appropriate organisational rights are available without unjustified discrimination. UIN Jakarta's Employee Code of Ethics defines its coverage by employee status, including civil servant and non-civil servant personnel, rather than restricting professional organisation participation to a particular academic discipline or gender.

This framework provides a basis for professional participation among employees covered by the regulation. The University's continued participation in recognised professional organisation activities also reflects the role of employee associations within institutional life. Nevertheless, the available documentation does not explicitly identify separate arrangements guaranteeing trade union recognition for female employees, international personnel, and all categories of University workers. Consequently, the evidence supports recognition of professional association participation, while further documentation is required to establish comprehensive trade union recognition.

7. Strengthening Evidence for Trade Union Recognition

THE Sustainability Impact Ratings distinguishes between the recognition of employee unions under Indicator 8.2.2 and the recognition of broader labour rights, including freedom of association and collective bargaining, under Indicator 8.2.9. To demonstrate comprehensive compliance, the University would need documentation explicitly addressing the recognition of trade unions or qualifying employee representative organisations.

Such documentation could include relevant employment regulations, formal recognition statements, organisational agreements, or verified procedures for employee representation. Evidence should also clarify which employment categories are covered, including female and international employees where applicable. For collective bargaining, evidence should separately establish the rights and procedures through which employees or their recognised representatives can negotiate relevant employment matters. The reviewed University documents establish professional association rights and participation in KORPRI activities, but do not yet demonstrate these additional requirements.

8. Contribution to SDG 8: Decent Work and Economic Growth

Syarif Hidayatullah State Islamic University Jakarta has established institutional provisions recognising employees' participation in professional and scholarly organisations. Rector's Decree Number 737 of 2021 provides written recognition of professional organisation participation and freedom of responsible expression for employees within its scope.

National civil service legislation establishes additional provisions concerning professional organisations, employee advocacy, and welfare. The University's participation in the October 2025 KORPRI inauguration further demonstrates engagement with recognised public-sector professional association structures. Together, these measures provide evidence that UIN Jakarta recognises professional association participation and supports employee representation within the applicable public-sector framework. Further institutional evidence is required to confirm explicit recognition of independent trade unions for all relevant employee categories and the separate collective bargaining requirements evaluated under THE Sustainability Impact Ratings.

Strengthening this documentation would support the University's contribution to decent work, inclusive employment practices, and sustainable institutional governance.