PEMENUHAN HAK CUTI HAID BAGI PEKERJA PEREMPUAN DI PT HARMONI MATA KAYU

Abstrak

Hak cuti haid merupakan bentuk perlindungan hukum bagi pekerja perempuan yang diatur dalam Pasal 81 ayat (1) Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan, yang membebaskan pekerja perempuan dari kewajiban bekerja pada hari pertama dan kedua masa haid apabila merasakan sakit dan memberitahukannya kepada pengusaha. Penelitian ini bertujuan menganalisis pemenuhan hak cuti haid bagi pekerja perempuan di PT Harmoni Mata Kayu serta upaya pemenuhannya. Penelitian ini merupakan penelitian hukum empiris dengan pendekatan sosiologis. Data diperoleh melalui wawancara dengan pihak perusahaan dan pekerja perempuan serta studi kepustakaan terhadap bahan hukum yang berkaitan dengan pemenuhan hak cuti haid.        Hasil penelitian menunjukkan bahwa pemenuhan hak cuti haid di PT Harmoni Mata Kayu belum terpenuhi dengan optimal. Perusahaan memberikan toleransi berupa istirahat sementara, bekerja setengah hari, atau izin tidak masuk kerja, tetapi ketidakhadiran karena haid masih diperhitungkan sebagai cuti tahunan. Kondisi tersebut menunjukkan kesenjangan antara das sollen dan das sein, karena perusahaan yang memenuhi unsur Pasal 108 ayat (1) belum memiliki Peraturan Perusahaan sebagai instrumen pengaturan, sementara Pasal 81 ayat (2) mengatur pelaksanaan hak cuti haid melalui perjanjian kerja, Peraturan Perusahaan, atau perjanjian kerja bersama. Akibatnya, pelaksanaan hak masih bertumpu pada kebijakan dan kebiasaan perusahaan. Pemenuhannya perlu dilakukan melalui pembentukan Peraturan Perusahaan yang mengatur hak cuti haid dan mekanisme pelaksanaannya, termasuk pengajuan, pencatatan terpisah dari cuti tahunan, serta perlindungan bagi pekerja.

Menstrual leave is a form of legal protection for female workers as provided under Article 81 paragraph (1) of Law Number 13 of 2003 concerning Manpower, which exempts female workers from the obligation to work on the first and second days of menstruation when they experience pain and notify the employer. This study aims to analyze the fulfillment of menstrual leave rights for female workers at PT Harmoni Mata Kayu and the measures undertaken to ensure their fulfillment.        This study employs an empirical legal research method with a sociological approach. Data were obtained through interviews with the company and female workers, as well as a literature review of legal materials related to the fulfillment of menstrual leave rights. The results show that the fulfillment of menstrual leave rights at PT Harmoni Mata Kayu has not been optimal. The company provides accommodations in the form of temporary rest, half-day work, or permission to be absent from work; however, absences due to menstruation are still counted as annual leave. This condition demonstrates a gap between das sollen and das sein, as the company, which meets the requirements under Article 108 paragraph (1), does not yet have Company Regulations as an instrumentgoverning employment matters, while Article 81 paragraph (2) provides that the implementation of menstrual leave rights shall be regulated through an employment agreement, Company Regulations, or a collective labor agreement. Consequently, the implementation of this right still relies on company policies and practices. Its fulfillment should be pursued through the establishment of Company Regulations governing menstrual leave rights and their implementation mechanisms, including procedures for requesting leave, separate record-keeping from annual leave, and worker protection.