Batam’s manpower office backs national push for age-inclusive hiring, but employers urge caution

The central government’s proposal to eliminate age limits in job recruitment gains support in Batam, but stakeholders demand regulatory clarity and measured implementation to avoid unintended consequences.

The Batam Manpower Office (Disnaker) announced its readiness to implement the central government’s plan to eliminate age limits in job postings. Disnaker Head Rudi Sakyakirti emphasized that the policy must be backed by formal regulation such as a ministerial decree or other legal instruments. “We’re fully supportive as long as there’s legal clarity. It must not remain a mere discourse,” he stated on May 13, 2025. Rudi stressed that written guidelines are essential to ensure certainty for both employers and job seekers.

Avoiding Ambiguity in Execution

Rudi warned that without clear regulations, implementation could be inconsistent or subject to misinterpretation. “Employers may hesitate to open job vacancies if there’s no detailed instruction,” he said, urging the central government to accompany the policy with proper execution guides and widespread socialization. He noted that many complaints in Batam come from citizens aged 35 and above who feel unfairly excluded due to age restrictions despite being in their productive years.

Push From National Leaders Against Age Discrimination

The push to remove age caps in recruitment was reignited by Minister of Manpower Yassierli, who called such restrictions discriminatory and obstructive. “Every person deserves equal job opportunities, regardless of age,” said Yassierli on May 8, 2025. The ministry is currently reviewing possible regulatory formats, including a new government regulation or amendments to the existing Labor Law. Deputy Minister Immanuel Ebenezer added that many capable workers aged over 40 are routinely sidelined due to arbitrary age criteria.

Employers Request a Cautious Approach

However, business leaders in Batam expressed concern. Chairman of Apindo Batam, Rafky Rasid, urged caution, noting that the majority of unemployment affects youth aged 18 to 25. “Data shows younger workers are more impacted. Removing age limits won’t necessarily solve that,” he said. He warned against letting assumptions replace factual analysis in policy formulation. While he agreed that age should not be a visible barrier, he reminded that hiring remains the prerogative of each company.

Policy Might Not Change Hiring Reality

Rafky argued that even without age limits in job ads, companies would still use age as a consideration during the selection process. “Just because it’s not written doesn’t mean it won’t influence decisions. Employers still choose based on qualifications and fit,” he explained. He emphasized that the government cannot regulate company preferences to the extent that it undermines autonomy and business operations.

Balancing Inclusion With Investor Confidence

The debate highlights the delicate balance between promoting inclusion and preserving a favorable investment climate. Rafky cautioned that overreach in recruitment regulations may create uncertainty for foreign investors, especially if policies interfere too deeply with hiring discretion. “We understand the good intention, but policy effectiveness must be measured. Otherwise, it risks becoming a symbolic gesture rather than a real solution,” he concluded.

As Indonesia revisits its labor laws to embrace inclusivity, Batam’s local government shows full support—conditional on regulatory clarity. However, the response from employers signals the need for careful calibration. A policy eliminating age limits could empower many job seekers in Indonesia, yet its success will depend on enforceable guidelines, respect for business autonomy, and a clear understanding of labor market realities that also resonate with Singaporean-linked businesses operating in Batam.

Sources: RRI (2025), Apindo (2025)

Keywords: Job Age Limit, Recruitment Regulation, Disnaker Support, Apindo Concern, Manpower Law