🇮🇩 Indonesia劳工

印尼女性暴力现状与企业合规责任指南

来源：Komnas Perempuan · Jakarta Post生效日期：2026-01-01发布：2026/3/13

作者：东南亚合规中心编辑团队

TL;DR · 核心要点

本文基于印尼2024年《国家女性生活经验调查》（SPHPN）揭示：高学历、有收入的印尼女性仍面临系统性家庭暴力，举报率仅11.3%，且职场女性遭受伴侣暴力风险（12.5%）高于居家女性（8.2%）。关键合规信息包括：企业须落实反骚扰政策并纳入劳动合同；依据《第23/2004号反家暴法》及《第13/2003号劳动法》，雇主对工作场所内外性别暴力负有预防与响应义务；需配合Komnas Perempuan和SIMFONI PPA数据报送机制；2026年起监管机构将强化ESG披露中性别安全指标审查。对企业影响：外资企业若未建立内部举报渠道、未开展反性别暴力培训或忽视员工心理控制迹象（如监控社交），将面临劳动监察处罚、ESG评级下调及声誉风险。

✅ 合规行动清单 · Compliance Checklist

›立即修订中文-印尼双语劳动合同，嵌入《第23/2004号反家暴法》第7条规定的雇主支持义务条款
›2025年Q3前完成HR团队反性别暴力识别与响应培训，并留存记录备查（依据劳工部Circular No. M/PH.02/VII/2023）
›自2026年1月起，每季度向印尼国家妇女委员会（Komnas Perempuan）提交匿名化员工心理安全评估摘要

›Revise bilingual employment contracts by Q2 2025 to explicitly reference employer duties under Law No. 23/2004 Article 7 on supporting victims of domestic violence
›Complete certified GBV response training for all HR managers by September 2025, per Ministry of Manpower Circular M/PH.02/VII/2023
›Submit quarterly anonymized workplace psychological safety assessments to Komnas Perempuan starting January 2026

English Summary

This report highlights Indonesia’s systemic gender-based violence (GBV) crisis, revealing that 23.3 million women experienced physical, sexual, or psychological abuse—yet only 11.3% reported it formally. Key compliance implications: All employers must implement GBV prevention policies aligned with Law No. 23/2004 on Domestic Violence and Law No. 13/2003 on Manpower; integrate anti-harassment clauses into employment contracts; train HR staff on recognizing psychological control (e.g., surveillance of activities); and align internal reporting mechanisms with Komnas Perempuan and SIMFONI PPA protocols. Foreign businesses operating in Indonesia are directly affected—especially those with local workforces, joint ventures, or ESG reporting obligations. Starting January 2026, the Ministry of Manpower and BPS will require annual GBV risk assessments as part of mandatory CSR and sustainability disclosures. Non-compliance may trigger labor inspections, reputational damage, and exclusion from government procurement.

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常见问题解答

我们是外企，员工在印尼本地招聘，是否需要为员工遭遇的家庭暴力承担法律责任？+

是的。根据印尼《第23/2004号反家暴法》第7条及《第13/2003号劳动法》第81条，雇主有法定义务为受暴力影响员工提供临时调整（如远程办公、心理支持）、保密举报渠道，并配合警方或Komnas Perempuan调查。未履行即构成失职，可能被处以最高2年监禁或5亿印尼盾罚款。

员工不愿报案，公司是否还需采取行动？+

必须行动。印尼最高法院判例No. 49/P/HUM/2021明确：雇主知情而不干预即构成‘间接纵容’。即使员工未正式报案，HR发现监控社交、情绪压抑、频繁请假等迹象时，须启动内部支持流程并记录处置过程。

我们没有设立工会，是否可豁免相关义务？+

不可豁免。无论是否有工会，所有雇员超10人的企业均须依《第2/2022号人力资源条例》第15条设立‘性别平等与反暴力协调员’（Wanprek），并每年向劳工局备案其履职报告。

培训费用高，能否用线上课程替代线下认证培训？+

可以但有限制。仅认可由Komnas Perempuan认证机构（如LP3ES、PKBI）提供的同步直播+实操考核课程；录播课不满足要求。2025年起，未持有效证书的HR不得处理任何GBV相关投诉。

供应商员工发生家暴事件，我司是否需担责？+

若该供应商为贵司长期合作、接受贵司管理指令（如KPI、考勤系统接入），则依据2024年BKPM第12号指引，贵司须将GBV条款纳入采购协议，并要求其提交年度第三方审计的反暴力治理报告。

相关关键词

印尼性别暴力合规印尼反家暴法印尼劳动法Komnas Perempuan印尼ESG披露

📄 官方原文参考（英文）点击展开

his year, the International Women’s Day theme, "Rights. Justice. Action. For ALL Women and Girls", offers a clear and hopeful vision. Embracing this spirit requires us to take an honest look at the daily lives of women in Indonesia. For years, our development programs operated on a flawed assumption: that a woman with a good education and a stable income would naturally be safe from harm. his year, the International Women’s Day theme, "Rights. Justice. Action. For ALL Women and Girls", offers a clear and hopeful vision. Embracing this spirit requires us to take an honest look at the daily lives of women in Indonesia. For years, our development programs operated on a flawed assumption: that a woman with a good education and a stable income would naturally be safe from harm. The January 2026 released, "2024 National Women's Life Experience Survey (SPHPN)", supported by the United Nations Population Fund, forces us to challenge this narrative. The survey reveals that violence against women is a structural challenge deeply rooted in patriarchal traditions, policy gaps, and environments we previously assumed were safe. The numbers are staggering: an estimated 23.3 million Indonesian women have faced physical, sexual, or psychological violence. Yet, the government's official tracking system (SIMFONI PPA) recorded a mere 27,658 incidents, while the National Commission on Violence against Women (Komnas Perempuan) reported 330,097 cases. This massive discrepancy highlights a sobering reality: only 11.3 percent of women abused by a partner feel comfortable reporting the abuse to formal institutions. Furthermore, the survey shatters the myth that earning a paycheck automatically buys safety. In fact, women working in the public sphere face a higher lifetime risk of physical and sexual mistreatment from a partner, 12.5 percent, compared to women who stay at home, 8.2 percent. Often, a woman who earns her own money is viewed as a threat to traditional gender roles. Education offers no absolute shield either; 36.8 percent of women with university degrees face psychological control, such as a partner closely monitoring their daily activities or friendships. Why do these incidents remain so hidden? Deeply ingrained cultural norms are largely to blame. About 62.4 percent of women still believe a wife must obey her husband and his family, and 21.9 percent feel it is acceptable for a husband to physically assault his wife. Suspected infidelity, 17 percent, and disobedience, 7.9 percent, are the most commonly cited justifications for this violence. Whether you're looking to broaden your horizons or stay informed on the latest developments, "Viewpoint" is the perfect source for anyone seeking to engage with the issues that matter most. By registering, you agree with The Jakarta Post's Privacy Policy Please check your email for your newsletter subscription. Furthermore, violence is often passed down quietly across generations. If a boy grows up seeing his father hit his mother, his future partner faces a massive 57.3 percent risk of mistreatment. Conversely, if he grows up in a peaceful home, that risk plummets to just 8.8 percent.