ANALISIS HUKUM PEMUTUSAN HUBUNGAN KERJA (PHK) DI PT TOKOPEDIA (BAGIAN DARI GOTO GROUP) PASCA MERGER DENGAN TIKTOK SHOP: STUDI KASUS RESTRUKTURISASI EFISIENSI MELALUI PENYELESAIAN NON-LITIGASI

Abstrak

Penelitian ini bertujuan menganalisis kepatuhan hukum terhadap prosedur pemutusan hubungan kerja (PHK) massal pasca merger TikTok–Tokopedia berdasarkan Undang-Undang Ketenagakerjaan serta mengevaluasi efektivitas penyelesaian sengketa non-litigasi menurut Undang-Undang Penyelesaian Perselisihan Hubungan Industrial (UU PPHI). Menggunakan metode yuridis normatif dengan statute approach dan case approach, penelitian ini menganalisis data primer berupa peraturan perundang-undangan, dokumen keterbukaan informasi BEI, dan pernyataan resmi perusahaan, serta data sekunder dari literatur dan media terpercaya. Temuan menunjukkan bahwa PHK memenuhi syarat substantif (Pasal 164 ayat (1) huruf g) dan prosedural (Pasal 151–156) UU Ketenagakerjaan, sehingga tidak dapat dibatalkan. Selain itu, ketiadaan litigasi disebabkan oleh penerapan bipartit yang efektif sesuai Pasal 3 dan 56 UU PPHI. Meski terbatas pada data publik, penelitian ini memberikan model praktis bagi perusahaan digital dalam menyelesaikan restrukturisasi secara hukum dan damai. Sebagai studi kasus pertama tentang merger TikTok–Tokopedia dalam perspektif hukum ketenagakerjaan Indonesia, penelitian ini memiliki nilai orisinalitas dalam mengisi celah literatur hukum di era ekonomi digital.

This study examines the legal compliance of mass layoffs following the TikTok–Tokopedia merger under Indonesia’s Manpower Act and evaluates the effectiveness of non-litigious dispute resolution mechanisms under the Industrial Relations Dispute Settlement Act (Act No. 2 of 2004). Using a normative juridical approach with statute and case analysis, the research analyzes primary data—including legislation, Indonesia Stock Exchange (IDX) disclosures, and official corporate statements—and secondary sources such as scholarly literature and credible media reports. The findings indicate that the layoffs satisfied both substantive requirements (Article 164(1)(g) on corporate restructuring) and procedural obligations (Articles 151–156 on prevention efforts and compensation) under the Manpower Act, thereby precluding grounds for nullification. Moreover, the absence of litigation is attributed to the effective implementation of bipartite negotiations in accordance with Articles 3 and 56 of the Dispute Settlement Act, resulting in voluntary, binding agreements. While limited to publicly available data and lacking direct worker perspectives, this study offers a practical model for digital-sector firms seeking legally sound and socially responsible restructuring. As the first legal analysis of the TikTok–Tokopedia merger from an Indonesian labor law perspective, it fills a critical gap in scholarly discourse on digital economy labor relations.