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Labor Dispute Settlement in the
Industrial Relations Court Based on Law No.
2 of 2004 concerning the IRC which includes
First: Research Objectives To find out and
analyze the types of Disputes that can be
resolved at the Industrial Relations Court,
To find out the position of the Industrial
Relations Court in the Judicial System in
Indonesia, To find out the Process of
Settling Industrial Relations Disputes in the
Relations Court Industrial. Second The
scope of the research describes the state of
labor disputes, the legal protection of the
labor justice system. The third research
method is to use qualitative research
methods that are nominally. The fourth
discussion on Settlement of Labor Disputes
at the Industrial Relations Court, is
regulated by Law No. 48 of 2009 concerning
Judicial Power, which also applies to all
judicial bodies in the territory of the
Republic of Indonesia. Before the
enactment of Law No. 2 of 2004 concerning
Settlement of Industrial Relations Disputes.
Before these steps are taken, they must first
be completed through a Bipartite
settlement, Conciliation, Mediation,
Negotiation and Arbitration, which must be
taken first based on an agreement between


the worker and the employer. that the
existence and entry into force of Law No. 2
of 2004 is a gateway to labor law towards a
labor justice system that is fast, accurate,
fair and inexpensive and can guarantee
legal certainty that is highly coveted by
workers and employers in particular and
the Indonesian people in general. The Fifth
Conclusions in Settling Industrial Relations
Disputes there are 4 (four) types of disputes
which then become the absolute authority
of the Industrial Relations Court, including:
First, Rights Disputes. Second, disputes of
interest. Third, Work Termination Disputes.
Fourth, disputes between trade unions /
labor unions. In addition to the settlement
process at the Industrial Relations Court,
the Industrial Relations Dispute Settlement
Act also regulates alternative industrial
relations settlements carried out outside
the court, namely through bipartite efforts
which constitute mandatory, mediation and
conciliation efforts which are mandatory
effort choices before entering the Industrial
Relations Court, and arbitration which is a
settlement institution that has a decision of
permanent legal force.