Best Work Permit Lawyers in Ubud

When Ubud employers and foreign professionals need employment authorization

Ubud is part of Gianyar Regency, Bali, but foreign-worker authorization is governed mainly by Indonesian national law. The process generally involves an eligible employer obtaining approval for a foreign-worker utilization plan, followed by the appropriate immigration visa and stay permit.

Approval is tied to the employer and the approved position. A tourist or visitor status does not itself authorize employment, and a change of job or duties may require further approvals. Ubud’s hospitality, wellness, tourism, property, and construction businesses should check the proposed role and business activity before a foreign national starts work.

Employers also have duties concerning the foreign worker’s permitted position, reporting, and development of an Indonesian counterpart, where required. The rules and exceptions depend on the role and employer, so confirm the current requirements before making an offer or beginning work.

Situations where a local lawyer can help

• A hotel, restaurant, villa, or wellness business in Ubud wants to hire a foreign chef, manager, instructor, or specialist and needs to confirm that the role can be approved.
• A foreign professional is already in Bali on a visitor status and needs advice before accepting paid work, teaching, or providing services to a local business.
• An employer’s approved position does not match the worker’s actual duties, or the worker is changing employers, roles, or work locations.
• A business is expanding into Gianyar and needs to check whether its Indonesian entity and workforce plan meet the requirements for employing foreign nationals.
• An application has been delayed or questioned because of missing documents, inconsistent job descriptions, or uncertainty about the employer’s obligations.
• A worker or employer needs help understanding a compliance inspection, an immigration issue, or the consequences of working outside approved conditions.

A lawyer can assess the proposed arrangement, coordinate the employment and immigration steps, and help respond to government queries. Advice is especially useful before work begins, since correcting an unauthorized arrangement can be more difficult than planning it properly.

Indonesian laws and regulations that apply in Ubud

Law No. 13 of 2003 on Manpower, as amended, sets the main framework for employing foreign workers. Its amendments include those made by Law No. 6 of 2023 on the Stipulation of Government Regulation in Lieu of Law No. 2 of 2022 on Job Creation into Law, promulgated on 31 March 2023.

Government Regulation No. 34 of 2021 on the Use of Foreign Workers provides key requirements for employer plans, approvals, obligations, and the compensation fund. It was promulgated on 2 February 2021.

Minister of Manpower Regulation No. 8 of 2021 sets implementing rules for Government Regulation No. 34 of 2021. These national rules apply in Ubud; local government offices may assist with local administration, but they do not create a separate Ubud work permit.

Frequently asked questions

What does foreign-worker employment authorization involve in Indonesia?

In most cases, the Indonesian employer must secure approval for a foreign-worker utilization plan covering the worker and position. The foreign national must also hold the appropriate immigration authorization for the intended work and stay. The exact steps depend on the role and any applicable exception.

Can I work in Ubud while visiting on a tourist visa?

A tourist or visitor status does not authorize ordinary employment for an Indonesian business. Do not begin paid work or provide services locally until the applicable work and immigration requirements have been confirmed.

Who applies for the authorization - the worker or the employer?

The employer generally handles the foreign-worker plan and related employment approvals. The foreign national must provide information and complete the required immigration steps, but should not assume that an individual application can replace the employer’s obligations.

What kinds of jobs may be open to foreign nationals?

Eligibility depends on the employer, the position, the worker’s qualifications, and restrictions on particular roles. The proposed duties must fit the approved position, and some occupations or functions are restricted. Have the actual job description reviewed before hiring.

Can a foreign national work for more than one Ubud business?

Authorization is generally connected to a particular employer and approved position, rather than being a general permission to work anywhere. A second employer or a substantial change in duties may require additional approval. Confirm the arrangement before taking on extra work.

How long does the process take?

There is no single reliable timeline for every case. The employer approval and immigration stages depend on document completeness, the role, and government processing; allowing several weeks is prudent, but delays are possible.

What fees should an employer expect?

There is no single government fee covering every part of the process. Many employers must pay the foreign-worker compensation fund, commonly calculated at USD 100 per foreign worker per month, subject to statutory exceptions. Lawyer, visa, and other administrative costs are separate, so request an itemized estimate.

Does the foreign worker pay the compensation fund?

The compensation obligation is generally the employer’s, not a substitute for the worker’s legal or immigration costs. The rules provide exceptions for certain categories, so the employer should verify whether the proposed role qualifies.

Does a small Ubud business need approval before hiring a foreign national?

Business size alone does not establish an exemption. The employer should check its legal status, the proposed role, and whether a specific statutory exception applies before committing to the hire.

What if my duties differ from the approved job description?

Working outside the approved position can create employment and immigration compliance risks for both the worker and employer. Seek advice before changing duties, title, employer, or work arrangement, and obtain any required amendment or new approval.

Is a lawyer legally required for the application?

There is no general requirement to hire a lawyer for every application. Legal advice can be valuable where eligibility is uncertain, the business structure is complex, an application has been questioned, or a worker’s current immigration status needs review.

Official resources

• Ministry of Manpower of the Republic of Indonesia: Publishes manpower regulations and administers the foreign-worker approval framework and related services.
• Gianyar Regency manpower office: The local government channel for manpower-related information and services in the regency that includes Ubud. Confirm the relevant unit and current procedure through the Gianyar Regency government.
• Directorate General of Immigration: Provides official information on visas and stay permits. Immigration questions should be checked separately from employer approval requirements.

Steps to find and hire a lawyer

1. Define the issue. Write down the proposed role, employer, work location, current visa status, and any application or notice already received. This should take about one day.
2. Gather documents. Collect the worker’s passport and qualifications, the employer’s company documents, the job description, and relevant application records. Allow one to three days, depending on availability.
3. Shortlist Indonesian lawyers. Look for lawyers who handle Indonesian employment and immigration matters, and confirm they can advise on foreign-worker approvals in Bali. Spend several days comparing candidates.
4. Ask for a focused consultation. Request an assessment of eligibility, the employer’s obligations, immigration steps, likely timing, and any risks in the current arrangement. A consultation can often be arranged within a week.
5. Check credentials and scope. Confirm the lawyer’s Indonesian advocate status, who will handle the matter, which agencies or filings are included, and what falls outside the engagement.
6. Compare written fee proposals. Ask for the professional fee, disbursements, taxes, payment stages, and likely additional costs in writing. Compare proposals before authorizing work.
7. Agree a plan before work starts. Sign an engagement letter, set document and update deadlines, and do not begin or continue work unless the required employment and immigration permissions are in place.