LEGALITAS PERJANJIAN KERJA VIRTUAL DAN DAMPAKNYA TERHADAP HAK CUTI PERDATA DI INDONESIA

Abstrak

Perkembangan teknologi informasi telah mendorong munculnya sistem kerja virtual atau Work From Home (WFH) yang menjadi bagian penting dalam praktik ketenagakerjaan modern. Fenomena ini menimbulkan tantangan hukum terkait keabsahan perjanjian kerja dan pelaksanaan hak-hak pekerja, khususnya hak cuti. Penelitian ini bertujuan menganalisis legalitas perjanjian kerja virtual dalam perspektif hukum perdata Indonesia berdasarkan Pasal 1320 KUH Perdata serta implikasinya terhadap hak cuti pekerja sebagaimana mengacu UUoNomori13 Tahun 2003 dan UU Nomor 6 Tahun 2023. Metode penelitian yang digunakan adalah normatif dengan pendekatan statute, konseptual, dan analitis, serta studi dokumen hukumpprimer, sekunder, dan tersir. Hasil kajian menunjukkan perjanjian kerja virtual sah secara hukum jika memenuhi persyaratan materiil dan formil, didukung penggunaan tanda tangan elektronik tersertifikasi. Hak cuti pekerja tetap berlaku meskipun dalam sistem kerja jarak jauh, namun implementasinya menghadapi kendala pengawasan dan pencatatan. Oleh karena itu, diperlukan pedoman teknis yang jelas dan kesadaran hukum dari pekerja serta pemberi kerja agar hak cuti dapat terlaksana efektif. Penelitian ini memberikan kontribusi akademik untuk pengembangan regulasi ketenagakerjaan berbasis digital yang adaptif dan menjamin perlindungan pekerja.

Kata Kunci: kerja virtual, perjanjian kerja, hukum perdata, hak cuti, WFH

ABSTRACT

Improvements in information technology have allowed the emergence of virtual work systems or Work From Home (WFH), becoming a significant practice in modern employment. This phenomenon raises legal challenges concerning the validity of jobs agreements and the implementation of workers’ rights, particularly leave rights. This investigation seeks to examine the legalityyof virtual employmenty agreements with reference to Indonesian civil law as provided in Article 1320 of the Civil Code and its implications for workers’ leave rights as regulatediin Law Numberr 13 of 2003 and Law Numbere6 of 2023. This study applies a normative methodology utilizing statutory, conceptual, and analytical approaches, backed by primary, secondary, and tertiaryilegal sources.The findings indicate that virtual employment agreements are legally valid if they meet material and formal requirements, supported by certified electronic signatures. Workers’ leave rights remain applicable in remote work systems, although their implementation faces challenges in supervision and record-keeping. Therefore, clear technical guidelines and legal awareness from both employees and employers are necessary to ensure effective leave fulfillment. This study contributes academically to the development of adaptive digital labor regulations that protect workers’ rights.

Key Words: virtual work, employment agreement, civil law, leave rights, WFH