{"id":2178,"date":"2026-01-09T11:27:51","date_gmt":"2026-01-09T04:27:51","guid":{"rendered":"https:\/\/devx.nusa.work\/blog\/?p=2178"},"modified":"2026-01-21T10:30:59","modified_gmt":"2026-01-21T03:30:59","slug":"mengenal-aturan-cuti-karyawan-di-uu-cipta-kerja-mana-yang-berlaku-dan-mana-yang-berubah","status":"publish","type":"post","link":"https:\/\/devx.nusa.work\/blog\/mengenal-aturan-cuti-karyawan-di-uu-cipta-kerja-mana-yang-berlaku-dan-mana-yang-berubah\/","title":{"rendered":"Mengenal Aturan Cuti Karyawan di UU Cipta Kerja: Mana yang Berlaku dan Mana yang Berubah?"},"content":{"rendered":"<p>Banyak simpang siur informasi mengenai hilangnya beberapa hak cuti sejak UU Cipta Kerja diberlakukan. Namun demikian, kenyataannya tidak semua cuti dihapus. Pemerintah tetap mengatur standar minimal yang harus dipatuhi perusahaan untuk menjamin kesejahteraan pekerja.<\/p>\n<p>Mari kita bedah satu per satu agar tidak ada lagi keraguan antara hak karyawan dan kewajiban perusahaan, juga apa saja aturan cuti karyawan yang berlaku pada UU Cipta Kerja.<\/p>\n<h3 class=\"wp-block-heading\">1. Cuti Tahunan: Tetap Menjadi Hak Wajib<\/h3>\n<p>Kabar baiknya, aturan mengenai cuti tahunan tidak banyak berubah. Karyawan tetap berhak mendapatkan cuti tahunan sekurang-kurangnya <strong>12 hari kerja<\/strong> setelah bekerja selama 12 bulan secara terus-menerus.<\/p>\n<p>Selain itu, perusahaan diperbolehkan memberikan jatah cuti yang lebih banyak melalui Perjanjian Kerja Bersama (PKB) atau Peraturan Perusahaan (PP). Dengan demikian, 12 hari adalah &#8220;batas bawah&#8221; yang tidak boleh dikurangi oleh perusahaan manapun.<\/p>\n\n<h3 class=\"wp-block-heading\">2. Cuti Melahirkan dan Keguguran<\/h3>\n<p>Topik ini sering menjadi perbincangan hangat. Dalam UU Cipta Kerja, hak cuti melahirkan tetap mengacu pada aturan sebelumnya (UU 13\/2003), yaitu:<\/p>\n<ul>\n<li><strong>Cuti Melahirkan:<\/strong> 1,5 bulan sebelum dan 1,5 bulan setelah melahirkan (Total 3 bulan).<\/li>\n<li><strong>Cuti Keguguran:<\/strong> 1,5 bulan atau sesuai surat keterangan dokter.<\/li>\n<\/ul>\n<p>Namun perlu dicatat, saat ini terdapat <strong>UU KIA (Kesejahteraan Ibu dan Anak)<\/strong> yang baru disahkan, di mana terdapat ruang bagi ibu pekerja untuk mendapatkan cuti hingga 6 bulan pada kondisi medis tertentu. Oleh karena itu, HRD perlu sangat teliti dalam menyelaraskan peraturan perusahaan dengan pembaruan hukum terbaru ini.<\/p>\n<h3 class=\"wp-block-heading\">3. Fenomena Cuti Panjang (Istirahat Panjang)<\/h3>\n<p>Inilah poin yang paling banyak mengalami perubahan. Pada aturan lama, perusahaan wajib memberikan istirahat panjang bagi karyawan yang sudah bekerja 6 tahun.<\/p>\n<p>Dalam<strong> UU Cipta Kerja<\/strong>, istirahat panjang kini bersifat pilihan atau diskresi perusahaan. Artinya, hak ini tetap bisa ada asalkan diatur dalam Perjanjian Kerja atau Peraturan Perusahaan masing-masing. Meskipun terlihat merugikan, banyak perusahaan modern tetap mempertahankan kebijakan ini sebagai strategi <em>employee retention<\/em> (menjaga loyalitas karyawan).<\/p>\n\n<h3 class=\"wp-block-heading\">4. Cuti Sakit dan Cuti Haid<\/h3>\n<p>Apakah cuti haid masih ada? Jawabannya: <strong>Masih<\/strong>. UU Cipta Kerja tidak menghapus pasal mengenai cuti haid dan cuti sakit. Karyawan perempuan yang merasakan sakit di hari pertama atau kedua haid tetap berhak tidak bekerja sesuai aturan yang berlaku. Begitu pula dengan cuti sakit; selama ada surat dokter, perusahaan wajib memberikan izin dan tetap membayarkan upah (dengan skala persentase tertentu jika sakit berkepanjangan).<\/p>\n<h3 class=\"wp-block-heading\">5. Cuti Karena Urusan Mendesak (Cuti Khusus)<\/h3>\n<p>Beberapa urusan pribadi tetap dijamin oleh undang-undang dan perusahaan wajib membayar upah penuh (<em>paid leave<\/em>), di antaranya:<\/p>\n<ul>\n<li>Menikah: 3 hari.<\/li>\n<li>Menikahkan anak: 2 hari.<\/li>\n<li>Khitanan\/Baptis anak: 2 hari.<\/li>\n<li>Istri melahirkan\/keguguran: 2 hari.<\/li>\n<li>Anggota keluarga inti meninggal dunia: 2 hari.<\/li>\n<\/ul>\n\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone wp-image-2182 size-full\" src=\"https:\/\/devx.nusa.work\/blog\/wp-content\/uploads\/sites\/2\/2026\/01\/tabel-aturan-cuti-UU-cipta-kerja.jpg\" alt=\"Tabel Aturan Cuti UU Cipta Kerja\" width=\"960\" height=\"524\" srcset=\"https:\/\/devx.nusa.work\/blog\/wp-content\/uploads\/sites\/2\/2026\/01\/tabel-aturan-cuti-UU-cipta-kerja.jpg 960w, https:\/\/devx.nusa.work\/blog\/wp-content\/uploads\/sites\/2\/2026\/01\/tabel-aturan-cuti-UU-cipta-kerja-300x164.jpg 300w, https:\/\/devx.nusa.work\/blog\/wp-content\/uploads\/sites\/2\/2026\/01\/tabel-aturan-cuti-UU-cipta-kerja-768x419.jpg 768w, https:\/\/devx.nusa.work\/blog\/wp-content\/uploads\/sites\/2\/2026\/01\/tabel-aturan-cuti-UU-cipta-kerja-24x13.jpg 24w, https:\/\/devx.nusa.work\/blog\/wp-content\/uploads\/sites\/2\/2026\/01\/tabel-aturan-cuti-UU-cipta-kerja-36x20.jpg 36w, https:\/\/devx.nusa.work\/blog\/wp-content\/uploads\/sites\/2\/2026\/01\/tabel-aturan-cuti-UU-cipta-kerja-48x26.jpg 48w\" sizes=\"(max-width: 960px) 100vw, 960px\" \/><\/p>\n<h2 class=\"wp-block-heading\">Perbandingan Cepat: UU 13\/2003 vs UU Cipta Kerja<\/h2>\n<table style=\"width: 79.8209%;\" data-path-to-node=\"26\">\n<thead>\n<tr>\n<td style=\"width: 21.6432%;\"><strong>Jenis Cuti<\/strong><\/td>\n<td style=\"width: 23.9879%;\"><strong>Status di UU Cipta Kerja<\/strong><\/td>\n<td style=\"width: 52.8433%;\"><strong>Keterangan<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td style=\"width: 21.6432%;\"><span data-path-to-node=\"26,1,0,0\">Cuti Tahunan<\/span><\/td>\n<td style=\"width: 23.9879%;\"><span data-path-to-node=\"26,1,1,0\"><b data-path-to-node=\"26,1,1,0\" data-index-in-node=\"0\">Tetap<\/b><\/span><\/td>\n<td style=\"width: 52.8433%;\"><span data-path-to-node=\"26,1,2,0\">Minimal 12 hari kerja\/tahun.<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.6432%;\"><span data-path-to-node=\"26,2,0,0\">Cuti Melahirkan<\/span><\/td>\n<td style=\"width: 23.9879%;\"><span data-path-to-node=\"26,2,1,0\"><b data-path-to-node=\"26,2,1,0\" data-index-in-node=\"0\">Tetap<\/b><\/span><\/td>\n<td style=\"width: 52.8433%;\"><span data-path-to-node=\"26,2,2,0\">3 bulan (Bisa bertambah sesuai UU KIA).<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.6432%;\"><span data-path-to-node=\"26,3,0,0\">Cuti Haid<\/span><\/td>\n<td style=\"width: 23.9879%;\"><span data-path-to-node=\"26,3,1,0\"><b data-path-to-node=\"26,3,1,0\" data-index-in-node=\"0\">Tetap<\/b><\/span><\/td>\n<td style=\"width: 52.8433%;\"><span data-path-to-node=\"26,3,2,0\">Sesuai kesepakatan\/kondisi medis.<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.6432%;\"><span data-path-to-node=\"26,4,0,0\">Istirahat Panjang<\/span><\/td>\n<td style=\"width: 23.9879%;\"><span data-path-to-node=\"26,4,1,0\"><b data-path-to-node=\"26,4,1,0\" data-index-in-node=\"0\">Berubah<\/b><\/span><\/td>\n<td style=\"width: 52.8433%;\"><span data-path-to-node=\"26,4,2,0\">Menjadi kesepakatan antara perusahaan &amp; karyawan.<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.6432%;\"><span data-path-to-node=\"26,5,0,0\">Cuti Menikah<\/span><\/td>\n<td style=\"width: 23.9879%;\"><span data-path-to-node=\"26,5,1,0\"><b data-path-to-node=\"26,5,1,0\" data-index-in-node=\"0\">Tetap<\/b><\/span><\/td>\n<td style=\"width: 52.8433%;\"><span data-path-to-node=\"26,5,2,0\">Dibayar penuh oleh perusahaan.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2 class=\"wp-block-heading\">Fleksibilitas Istirahat Panjang menjadi Kunci Perbedaan<\/h2>\n<p>Secara garis besar, <b>Aturan Cuti UU Cipta Kerja<\/b> masih melindungi hak-hak dasar karyawan. Perubahan yang paling mencolok hanya terletak pada fleksibilitas &#8220;Istirahat Panjang&#8221; yang kini dikembalikan pada kebijakan internal masing-masing perusahaan.<\/p>\n<p>Bagi HRD, mengelola berbagai jenis cuti ini secara manual tentu sangat berisiko. Maka dari itu, penggunaan sistem seperti <a href=\"https:\/\/nusawork.com\" target=\"_blank\" rel=\"noopener\"><b>Nusawork<\/b><\/a> sangat membantu untuk memastikan jatah cuti terhitung otomatis, pengajuan cuti lebih transparan lewat aplikasi, dan data tersimpan aman sesuai regulasi terbaru.<\/p>\n<p>Apakah Anda ingin memastikan kebijakan cuti di perusahaan Anda sudah sesuai dengan UU Cipta Kerja terbaru? Seberapa siap perusahaan Anda untuk menerapkan <b><a href=\"https:\/\/nusawork.com\/berlangganan-nusawork-hris\/\" target=\"_blank\" rel=\"noopener\">aplikasi HRIS Indonesia<\/a>?\u00a0<\/b>Hubungi tim\u00a0Nusawork\u00a0untuk\u00a0<strong><a href=\"https:\/\/nusawork.com\/jadwalkan-demo-nusawork-hris-indonesia\/\" target=\"_blank\" rel=\"noopener\">demo gratis<\/a> <\/strong>dan buktikan sendiri bagaimana\u00a0<strong><a href=\"https:\/\/nusawork.com\/blog\/apa-itu-hris\/\" target=\"_blank\" rel=\"noopener\">HRIS<\/a><\/strong> mengubah cara Anda kelola karyawan menjadi lebih cerdas, cepat, dan berdampak. <b>Nusawork &#8211; to make people smile.<\/b><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Banyak simpang siur informasi mengenai hilangnya beberapa hak cuti sejak UU Cipta Kerja diberlakukan. Namun demikian, kenyataannya tidak semua cuti dihapus. Pemerintah tetap mengatur standar minimal yang harus dipatuhi perusahaan untuk menjamin kesejahteraan pekerja. Mari kita bedah satu per satu agar tidak ada lagi keraguan antara hak karyawan dan kewajiban perusahaan, juga apa saja aturan [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2183,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4,6],"tags":[521,522,520,257,524,523],"class_list":["post-2178","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dunia-hr","category-hrd","tag-cuti-melahirkan-terbaru","tag-cuti-tahunan","tag-hak-cuti-karyawan","tag-manajemen-sdm","tag-peraturan-ketenagakerjaan","tag-uu-cipta-kerja-2023"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Mengenal Aturan Cuti Karyawan di UU Cipta Kerja<\/title>\n<meta name=\"description\" content=\"Banyak simpang siur informasi mengenai hilangnya beberapa hak cuti sejak UU Cipta Kerja diberlakukan. 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