Commitment to Fair Treatment of Outsourced Workers

Universitas Islam Sultan Agung (UNISSULA) is committed to ensuring that workers engaged through outsourcing arrangements or third parties receive fair treatment and equivalent employment rights in accordance with applicable laws and regulations.

In 2025, UNISSULA formalized this commitment through Circular No. 8397/J/SA/IX/2025, dated 4 September 2025, which establishes institutional requirements for the protection of workers employed through outsourcing companies or other third parties.

Guarantee of Equivalent Employment Rights

The 2025 circular explicitly states that workers who perform work through outsourcing companies or third parties must receive equivalent employment rights in accordance with applicable laws and regulations.

This provision establishes a clear institutional commitment that outsourced workers must not be excluded from fundamental employment protections simply because their employment relationship is managed through a third-party provider.

Rights Covered by the Policy

The policy specifies that the rights protected for outsourced workers include:

• Wages;
• Working time;
• Rest periods;
• Occupational safety and health;
• Social security;
• Fair treatment;
• Non-discrimination;
• Protection from forced labour; and
• Protection from improper employment practices.

By listing these areas directly, UNISSULA provides a substantive framework for protecting outsourced workers across major dimensions of employment.

Fair Wages and Working Conditions

The policy requires outsourced workers to receive protection in relation to wages, working hours, and rest periods.

This helps ensure that outsourced work is carried out within lawful and fair employment conditions rather than under inferior or unregulated arrangements.

Occupational Safety and Health

UNISSULA also requires outsourced workers to receive protection concerning occupational safety and health.

This extends the university’s responsibility for decent working conditions beyond direct employees and into outsourced activities conducted on behalf of the institution.

Social Security Protection

The policy explicitly includes social security as part of the rights that must be protected for outsourced workers.

This supports the principle that outsourced workers should not lose access to basic employment protections simply because they are employed through a third-party company.

Fair and Non-Discriminatory Treatment

The circular requires outsourced workers to receive fair and non-discriminatory treatment.

This reinforces UNISSULA’s broader commitment to fair employment practices and helps ensure that outsourced workers are treated with dignity and without unjustified disadvantage.

Protection from Forced Labour and Improper Employment Practices

The policy also protects outsourced workers from forced labour and other improper employment practices.

This provision aligns with UNISSULA’s broader employment framework, which prohibits exploitative labour practices and requires employment relationships to be lawful and fair.

Responsibility of Outsourcing Companies and Third Parties

The circular places direct responsibility on every outsourcing company or third party working for or on behalf of UNISSULA.

These external parties are required to:

• Comply with applicable employment regulations; and
• Guarantee the fulfilment of their workers’ rights.

This is important because the policy does not treat outsourcing as a way to transfer responsibility entirely away from the university.

Instead, UNISSULA requires its external partners to maintain employment standards consistent with applicable labour protections.

Institution-Wide Oversight

The policy also assigns responsibility to university leadership.

All leaders and work units within UNISSULA are required to ensure implementation of the policy in every outsourcing activity.

The circular is formally addressed to leaders across faculties, RSIGM, bureaus, institutions, UPTs, units, and administrative offices.

This makes the commitment institution-wide rather than limited to a single administrative unit.

Supporting Employment Regulation

The policy is supported by the broader 2025 YBW-SA Employment Regulations, which formally recognize outsourcing arrangements.

Those regulations define an outsourcing company as a legally incorporated business entity that performs certain work based on an agreement with the employing foundation.

The same regulations also provide that YBW-SA may cooperate with outsourcing companies in accordance with applicable laws and regulations.

This provides the institutional and legal context within which UNISSULA’s specific equivalent-rights policy operates.

Relationship Between the Circular and Employment Regulations

The two policy layers work together:

2025 YBW-SA Employment Regulations
→ formally recognize outsourcing as an employment arrangement governed by law.

UNISSULA Circular No. 8397/J/SA/IX/2025
→ specifically guarantees equivalent employment rights for workers engaged through outsourcing companies or third parties.

This combination provides both the structural basis for outsourcing and the specific protections expected for outsourced workers.

Application Across Outsourced Activities

The circular applies to every outsourcing activity carried out for or on behalf of the university.

The framework can therefore be summarized as:

Outsourcing arrangement
→ must comply with applicable employment law.

Third-party worker
→ must receive equivalent employment rights.

Rights protected
→ wages, working hours, rest, safety, health, social security, fair treatment, non-discrimination, and protection from forced labour.

Third-party obligation
→ must guarantee worker rights.

University responsibility
→ leadership and work units must ensure implementation.

Contribution to Decent Work

Through this policy, UNISSULA supports decent work by extending employment protections beyond directly employed staff to workers whose activities are outsourced to third parties.

The policy contributes to:

• Fair labour standards;
• Responsible outsourcing;
• Protection of worker rights;
• Occupational safety and health;
• Social protection;
• Non-discrimination;
• Prevention of forced labour; and
• Institutional accountability for outsourced activities.