Switch Language
Expanding into Indonesia or relocating employees comes with major opportunities, but also with compliance responsibilities. Work visas and permits in Indonesia are not optional. Without them, your employees cannot legally work, and your business risks fines, operational disruption, and reputational harm.
In this guide, you will learn who needs a work permit in Indonesia, the types of visas available, eligibility criteria, the application process and timelines, common challenges, and how Glints TalentHub can support your hiring needs. By the end, you will have a clear understanding of how to navigate Indonesia’s work visa system confidently.
Prior to exploring the different visa options, a person needs to be aware of who must obtain permission to work in Indonesia. The rules apply across the board, and misreading them can result in costly delays.
Any foreign nationals intending to work for an Indonesian institution must possess a valid work permit. This rule applies both to those working long-term and those temporarily working foreigners. Remote workers and digital nomads also do not get exempted if they engage in business that involves an Indonesian enterprise or is related to Indonesia’s economy.
In brief, any foreigner that is employed by a local firm must secure the relevant permits before working.
Indonesia’s immigration framework separates work-related visas into several schemes. Choosing the right one for compliance and efficiency is essential.
| Visa / Permit | Purpose | Duration & Notes |
|---|---|---|
| Limited Stay Permit (KITAS) | Main permit for foreigners working in Indonesia | Valid for 6–12 months, tied to employer sponsor, renewable depending on contract |
| Temporary Stay Visa (VITAS) | Entry visa for foreign workers before converting to KITAS | Issued abroad, converted into KITAS upon arrival |
| Work Permit (IMTA) | Approval from Ministry of Manpower to legally work in Indonesia | Required alongside KITAS, tied to specific job title and employer |
| Business Visa | For short visits such as meetings, negotiations, training | Valid for up to 60 days per visit, extendable, does not allow hands-on employment |
| Sector-Specific Permits | Roles in industries like oil, gas, mining, or education | May require additional approvals depending on sector regulations |
With these choices, the employee’s role, length of stay, and sponsor being matched with the right permit leads to easier processing and lower chances of rejection.
Getting a work visas and permits in Indonesia is not solely about forms. Both the employee and employer must prove they qualify under the government’s requirements.
Employer requirements include:
Employee requirements include:
A passport that must be valid for a minimum period of six months
Both requirements combined make the employee and employer both eligible for Indonesian legal employment.
Indonesia’s work visas and permits process can seem overwhelming, but broken down into steps, it is manageable. Every step has an order, and missing one will hold up the process by months.
On average, it takes four to eight weeks on average, but processing depends on industry, nationality, and embassy efficiency. What keeps it on schedule is proper preparation of documents.
Speed bumps wait around every corner for employers during the application process. Among the most common are delays in approval of RPTKA, misinterpreting job titles, and omitted documentation.
Another prevalent issue is misinterpreting the terms of business visas. They do not allow for hands-on labor, yet firms incorrectly use them for ad-hoc jobs, inviting penalties.
Renewal due dates can be missed, disrupting a break in an employee’s legal status. Translational needs and ongoing changes in immigration policies can also contribute to process complexity. Knowing these pitfalls beforehand avoids wasted steps.
Indonesia regularly revises its labor and immigration policies to balance economic growth and national workforce protection.
Recent updates include closer oversight of RPTKA approvals to ensure that firms recruit locally where possible. The government has also put in place digital portals for streamlined KITAS applications, though processing is still lengthy. Collection of fines for non-adherence has been standardized, which reflects Indonesia’s attempts to increase foreign investment without losing sight of local employment prospects.
Staying up-to-date with such updates makes companies more compliant and have smooth recruitment processes.
Compliance with work visas and permits in Indonesia is a potentially serious administrative hassle for HR teams. Partnering with Glints TalentHub takes that off your plate and enables you to focus on building fabulous teams.
We support employers from the entire employee life cycle, from discovering talent to handling permits, onboarding, payroll, and compliance. Our in-country expertise guarantees that your applications will remain current with Indonesia’s evolving regulations, reducing the risk of rejection or delay. With our presence in Southeast Asia, you also enjoy the benefit of ongoing support if you’re employed across Southeast Asia.
With Glints TalentHub, compliance is a step to expanding your team with ease, not a hurdle.
👉 See our Indonesia Hiring Guide
It is helpful to have a quick checklist prior to commencing in order to not miss anything.
Having this checklist readily available ensures your HR team is ahead of requirements and fresh recruits are brought onboard on schedule.
Indonesia boasts tremendous potential for businesses growing in Southeast Asia, as long as compliance is efficiently handled. Work visas and permits may seem intimidating, but with the right preparation and support, it’s a breeze to manage them.
By understanding the visa types, eligibility, and application process, it will be easier for you to build teams in Indonesia. And with Glints TalentHub being your partner, the assurance of compliance is in your hand while you can focus on business growth.
This article is brought to you by Glints TalentHub. Leading companies are actively building their borderless teams in Southeast Asia, Taiwan, and beyond. However, the prospect of going borderless can be daunting due to complex regulations and cultural ambiguities. With Glints TalentHub, you’ll have a dedicated team of in-market legal, HR, and talent experts by your side at every step of the way.
Glints TalentHub offers an end-to-end, tech-enabled talent solution that encompasses talent acquisition, EOR, and talent development. We empower businesses to leverage the strengths of regional talent efficiently to build high-performing, cost-efficient teams.
Schedule a no-obligation consultation with our experts to receive a tailored proposal today!
Never miss a beat! Follow our social media channels for specially curated insights, knowledge and best practices to help you hire, retain and improve on your human capital.
