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An Equal Employment Opportunity Request is a formal application that employees or job seekers can submit when they believe they've faced discrimination in the workplace. Under Indonesian Law No. 13/2003 on Manpower, this request helps protect workers from unfair treatment based on race, gender, religion, ethnicity, or disability status.

The request triggers an investigation by Indonesia's Ministry of Manpower and launches a process to address workplace discrimination. Companies must respond to these requests within specified timeframes and provide evidence of their fair employment practices. This system helps enforce Indonesia's commitment to equal opportunity and supports the country's ratification of ILO conventions on workplace equality.

File an Equal Employment Opportunity Request immediately when you experience workplace discrimination in Indonesia. Common triggers include being passed over for promotion due to gender, receiving lower pay than colleagues of different ethnicities for the same work, or facing harassment based on your religious beliefs.

Time is critical - Indonesian labor law requires filing within 30 days of the discriminatory incident. Document specific examples of unfair treatment, gather supporting evidence like emails or witness statements, and submit your request to both your company's HR department and the Ministry of Manpower. This creates an official record and starts the formal investigation process to protect your employment rights.

• Internal Discrimination Complaint: Filed directly with your company's HR department, documenting specific incidents and requesting internal investigation
• Ministry of Manpower Report: A formal complaint submitted to government authorities when internal channels prove ineffective
• Union-Assisted Request: Filed through labor unions with additional collective bargaining support and legal representation
• Direct Supervisor Appeal: Initial documentation of discrimination sent to immediate management before escalating
• Regional Labor Office Petition: Location-specific complaints handled by provincial labor authorities for local resolution

• Employees: Any worker who experiences discrimination can file an Equal Employment Opportunity Request, regardless of position or contract type
• HR Departments: Receive and process requests, conduct initial investigations, and maintain documentation of complaints
• Ministry of Manpower Officials: Review cases, investigate claims, and enforce compliance with anti-discrimination laws
• Labor Unions: Assist members in filing requests and provide advocacy during the process
• Company Management: Must respond to allegations, provide evidence of fair practices, and implement corrective actions

• Document Incidents: Record dates, times, and details of discriminatory events while they're fresh in your memory
• Gather Evidence: Collect emails, performance reviews, witness statements, and any communications related to the discrimination
• Personal Information: Prepare your employee ID, position details, department, and duration of employment
• Timeline Creation: Organize events chronologically, including any attempts to resolve the issue internally
• Supporting Data: Include relevant company policies, employment contract sections, and documentation of similar treatment toward others
• Format Check: Use our platform to generate a properly structured request that meets Indonesian legal requirements

• Personal Details: Full name, employee ID, position, department, and length of service as required by Indonesian labor law
• Discrimination Basis: Clear statement of protected characteristic(s) involved (gender, religion, ethnicity, etc.)
• Incident Description: Detailed account of discriminatory events with dates and specific examples
• Prior Actions: Documentation of any internal complaints or attempts to resolve the issue
• Requested Remedy: Specific actions sought to address the discrimination
• Supporting Evidence: List of attached documents, witness statements, or relevant communications
• Declaration: Signed statement affirming the truth of all information provided

While both documents address workplace fairness, an Equal Employment Opportunity Request differs significantly from an Equal Opportunities Policy. The key distinctions lie in their purpose, timing, and legal effect in Indonesian employment law.

• Purpose and Direction: A Request is a reactive document filed by employees to report discrimination, while a Policy is a proactive document created by employers to prevent discrimination
• Legal Standing: Requests trigger formal investigations under Indonesian labor law and can lead to enforcement actions, while Policies serve as internal guidelines and preventive measures
• Timeline: Requests must be filed within specific timeframes after discriminatory incidents, while Policies remain continuously active as company standards
• Enforcement Mechanism: Requests can result in government intervention and legal remedies, while Policies primarily support internal compliance and corporate culture