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Bali Zero handles visas, company setup, tax and property compliance in Indonesia. Ask us directly on WhatsApp.
Chat with Bali Zero on WhatsAppHotels, villas and restaurants often need staffing that changes with demand. The employment arrangement should still match the nature of the work and the actual attendance record.
Bali Discovery's 21 October 2026 report describes I Nyoman Parta's concerns about prolonged use of daily workers in Bali tourism. It places the discussion at an Undiknas forum on 9 October. The publication date and the event date are different.
This renewed discussion does not create a new employment rule. The relevant daily-work provisions already appear in Government Regulation 35/2021, which the official legal database lists as in force.
Article 10 addresses certain work whose timing and volume vary, with pay based on attendance. It permits a daily agreement where the worker works fewer than 21 days in a month.
Where the worker works 21 days or more per month for at least three consecutive months, the daily agreement ceases to apply and the employment relationship changes by law to PKWTT, an indefinite-term arrangement.
The explanation to Article 10(4) says that this legal change does not require another written agreement or written decision. A payroll label alone does not determine the result.
Article 11 requires a written daily-work agreement, which may be collective and must contain specified basic information. It also requires the employer to fulfil worker rights, including social-security rights. The regulation's explanation refers to wages, religious-holiday allowances, rest, leave and employment and health social security.
For a hospitality operator, including a PT PMA, the practical first step is to assemble the individual worker's agreement, attendance record and payment history.
Review each relevant month separately and check the consecutive-month pattern. Do not replace that exercise with a seasonal average or assume that calling somebody a casual worker settles their status.
Also examine the nature of the role and the real working arrangement. The day-count threshold is not a substitute for assessing whether the work fits the daily-agreement framework in the first place.
A useful review file identifies the worker, the role, the agreement, the days worked in each month and any differences between the roster and payroll records.
If those records indicate that the threshold has been reached, ask the responsible HR or employment adviser to assess the resulting status and outstanding rights. Record the assessment and the corrective steps taken.
Do not rewrite attendance records or retrospectively rename an arrangement to make it appear compliant. Retaining accurate evidence is more useful than relying on a convenient contract heading.
The forum also discussed living costs and the future wage floor. A public proposal or debate is not the same as a formally issued 2027 minimum-wage decision.
This article does not announce a 2027 wage amount, calculate an individual worker's entitlement or conclude that every daily-work arrangement is unlawful. Its purpose is to help operators identify the records needed for a proper employment review.
Primary source: PP 35/2021, Articles 10–11 and their explanations. News context: Bali Discovery, 21 October 2026, describing the 9 October discussion.