Pendekatan Restoratif dalam Penyelesaian Perselisihan Hubungan Industrial: Kajian Etika dan Praktik di Pengadilan Hubungan Industrial Indonesia

Abstract

This article explores the integration of restorative approaches in the resolution of industrial relations disputes in Indonesia's Industrial Relations Court (PHI), as an alternative to the dominant adversarial paradigm based on Law No. 2 of 2004 on Industrial Relations Dispute Resolution (P3HI), which often neglects long-term relationship restoration and burdens vulnerable workers. Through a conceptual study of Zehr's restorative justice, a global comparison with Australia and New Zealand, and a Rawlsian ethical analysis, it was found that distributive and procedural dimensions enrich pacta sunt servanda in restorative mediation, protecting workers' basic rights in accordance with Labor Law No. 13/2003 while encouraging employer responsibility. Empirical practices from PHI 2025 cases, such as mass layoffs in Semarang and wage cuts in Makassar, show an increase in peaceful resolutions of up to 35% and worker retention of 90%, despite structural obstacles such as a lack of judge training and a backlog of 7,540 cases in 2024 hindering implementation. Recommendations include a hybrid mediation model, amendments to Articles 3-5 of P3HI, and synergy with RKUHAP 2025 for pre-litigation “RJ Houses,” which have the potential to reduce the PHI burden by up to 30%. The conclusion affirms that this reform revitalizes PHI as a guardian of inclusive social justice, contributes theoretically to Indonesia's hybrid model in Southeast Asia, and recommends gender-sensitive longitudinal studies for post-2025 recession adaptation.

Artikel ini mengeksplorasi integrasi pendekatan restoratif dalam penyelesaian perselisihan hubungan industrial di Pengadilan Hubungan Industrial (PHI) Indonesia, sebagai alternatif terhadap paradigma adversarial yang dominan berdasarkan UU P3HI Nomor 2 Tahun 2004, yang sering kali mengabaikan pemulihan hubungan jangka panjang dan membebani pekerja rentan. Melalui kajian konseptual restorative justice ala Zehr, perbandingan global dengan Australia dan Selandia Baru, serta analisis etika Rawlsian, ditemukan bahwa dimensi distributif dan prosedural memperkaya pacta sunt servanda dalam mediasi restoratif, melindungi hak dasar pekerja sesuai UU Ketenagakerjaan No. 13/2003 sambil mendorong tanggung jawab pengusaha. Praktik empiris dari kasus PHI 2025, seperti PHK massal di Semarang dan pemotongan upah di Makassar, menunjukkan peningkatan resolusi damai hingga 35% dan retensi pekerja 90%, meskipun hambatan struktural seperti kurangnya pelatihan hakim dan backlog 7.540 kasus pada 2024 menghambat implementasi. Rekomendasi mencakup model mediasi hybrid, amandemen Pasal 3-5 P3HI, dan sinergi dengan RKUHAP 2025 untuk "Rumah RJ" pre-litigasi, yang potensial mengurangi beban PHI hingga 30%. Kesimpulan menegaskan bahwa reformasi ini merevitalisasi PHI sebagai penjaga keadilan sosial inklusif, berkontribusi teoritis bagi model hybrid Indonesia di Asia Tenggara, dan merekomendasikan studi longitudinal gender-sensitif untuk adaptasi pasca-resesi 2025.