Indonesia visa planning should start before employees travel, whether they need an Indonesia visit visa, Indonesia travel visa, Indonesia e-visa, or another Indonesia visa route. For companies Hiring Employees in Indonesia or planning Workforce Expansion in Indonesia, understanding Indonesia visa requirements, Indonesia visa application procedures, and Employment Compliance in Indonesia is an essential first step.

Employers should review the purpose of entry under visa policy Indonesia: short-term visit, business trip, remote work, or long-term on-site employment. A short visit may involve an Indonesia visit visa or Indonesia travel visa, while longer work arrangements may require a different Indonesia visa application and work authorization review. This helps align the assignment with Indonesia Employment Law and broader Indonesia Labor Laws.

Indonesia Visas and Work Permits: Start with the Scenario

Indonesia's immigration pathways can generally be divided into "visits" and "work."

Companies should first answer three questions:

• Is the employee merely making a short-term visit, or will they perform actual job duties?
• Will the employee receive salary or compensation from an Indonesian company, customer, or entity?
• Is there a compliant local employer or sponsor capable of obtaining RPTKA and ITAS?

If the answer involves local work, long-term assignment, continuous project delivery, local supervision, or compensation from Indonesian entities, relying solely on a visitor visa is generally inappropriate.

Tourism and General Visits: Indonesia e-VOA / Visitor Visa

The 30-day Visitor Visa and electronic Visa on Arrival (e-VOA) are generally intended for:

• Tourism
• Visiting family
• Shopping
• Business contacts
• Meetings
• Government affairs
• Transit

According to Indonesia's eVisa regulations, the standard 30-day Visitor Visa allows a stay of up to 30 days and carries a government fee of IDR 500,000, with one 30-day extension available.

However, e-VOAs and Visitor Visas do not replace work permits. Holders are prohibited from engaging in employment or participating as speakers or presenters at certain activities. Individuals performing actual work should apply for the appropriate work authorization and residence permits.

In addition, all travelers entering Indonesia are required to submit the All Indonesia Arrival Card online within three days prior to arrival. This is an entry declaration system rather than a visa category and does not replace a visa or ITAS.

Indonesia Business Visits: Meetings Are Not the Same as Work

Business-related visas cover certain short-term activities, including:

• Meetings
• MICE events
• Negotiations
• Contract signing
• Trade exhibitions
• Office visits

Common Business Visa Types

Holders may generally engage in:

• Meetings
• MICE activities (Meetings, Incentives, Conferences and Exhibitions)
• Contract negotiations and signing
• Procurement discussions
• Supplier visits
• General commercial exchanges

However, they may not:

• Enter into employment relationships with Indonesian companies
• Receive salary or compensation from Indonesian entities
• Directly sell goods or services in Indonesia
• Continuously supervise production or operations
• Deliver projects for Indonesian clients on an ongoing basis
• Use visitor visas as substitutes for RPTKA approvals or work ITAS permits

The key consideration is not the length of stay, but the nature of the activities. Once an employee becomes involved in actual work or continuous project delivery, a work permit pathway is generally required.

Remote Worker E33G: Designed for Overseas Employment, Not Local Hiring

The Remote Worker E33G visa is intended for foreign nationals who provide services remotely for employers located outside Indonesia.

It allows stays of up to one year and carries a government fee of IDR 7,000,000.

Typical application documents include:

• Passport
• Photograph
• Resume
• Travel itinerary
• Proof of funds
• Income evidence
• Employment contract with an overseas employer

The E33G visa is only suitable for remote workers employed outside Indonesia.

Holders may not:

• Receive salary from Indonesian entities
• Use E33G as a substitute for RPTKA or work ITAS

If employees are managed by an Indonesian entity, provide ongoing support to local operations, or are hired through an Indonesian entity or EOR, they have effectively entered local employment and should follow the RPTKA and Work ITAS route.

Local Employment: Usually Requires RPTKA + Work ITAS

Hiring foreign employees in Indonesia involves two parallel approval tracks:

• Employer approval
• Employee immigration and residence permits

Employer Side: RPTKA

Employers generally must first obtain RPTKA (Rencana Penggunaan Tenaga Kerja Asing) approval from the Ministry of Manpower (Kemnaker) through the TKA Online system.

RPTKA confirms:

• Position
• Workplace
• Employment duration
• Justification for hiring foreign employees

Without an approved RPTKA, subsequent work authorization procedures generally cannot proceed.

Employee Side: VITAS and ITAS

Employees typically need:

• Work Limited Stay Visa (VITAS)
• Limited Stay Permit (ITAS)

VITAS enables legal entry into Indonesia, while ITAS grants the right to reside and work.

Visitor visas and business visas cannot replace a work ITAS.

Comparison of Major Categories

What Is RPTKA?

RPTKA is an employer-side approval plan for hiring foreign employees. It is not a visa.

Employers generally must provide:

• Company qualifications
• Job details
• Organizational structure
• Employment contracts
• Indonesian counterpart employees
• Sponsorship declarations

Certain situations also involve DKPTKA contributions, with amounts determined through TKA Online and Kemnaker.

What Is a Work Limited Stay Visa / ITAS?

Work Limited Stay Visa (VITAS) and ITAS provide foreign employees with legal immigration status for employment activities.

Official Fee Reference

Holders may perform employment-related activities but must comply with:

• Employment contracts
• Visa conditions
• Indonesian laws

Work ITAS holders may sponsor qualifying family members for dependent ITAS, though dependent status itself does not grant work authorization.

Employee Qualification Requirements

According to TKA Online requirements, foreign employees generally must possess:

• Relevant educational background
• Professional qualifications
• Appropriate work experience

They are also expected to transfer knowledge and skills to Indonesian counterpart employees.

Companies should evaluate employee qualifications before initiating RPTKA and ITAS applications.

They should also confirm:

• Whether the position is open to foreign workers
• Whether the employee's credentials match the position
• Whether a local sponsor or employer is available
• Consistency between work location, position, contracts, RPTKA, and ITAS information

Changes involving:

• Resignation
• Employer transfer
• Position changes
• Workplace relocation

may require new approvals or amendments.

Dependents, Renewals, and Termination

Dependents

Work ITAS holders may sponsor eligible family members, but dependent status does not automatically confer work rights.

Family members wishing to work must separately evaluate Work ITAS and RPTKA options.

Renewals

Whether a Visitor Visa may be extended or converted depends on the visa type.

• The 30-day Visitor Visa may be extended once for another 30 days, but cannot be converted into another visa category.
• Certain 60-day visas may permit extensions or conversions.
• Work ITAS renewals require continued compliance with RPTKA, employment contracts, immigration, tax, and social security requirements.

Resignation and Change of Employer

Work ITAS status is closely tied to:

• Sponsor
• RPTKA approval
• Position
• Employment relationship

Before resigning, changing employers, changing positions, or relocating workplaces, companies or EOR providers should confirm whether cancellation, amendment, or reapplication is necessary.

Dependent status is generally linked to the principal applicant, and termination of the principal applicant's status will affect accompanying family members.

Disclaimer

This article is based on publicly available information as of 17 June 2026 and is intended solely to help businesses conduct preliminary assessments regarding visa pathways and employment arrangements. It does not constitute legal advice or guarantee approval in any specific case. Before proceeding with formal applications, employers should confirm requirements on a case-by-case basis with Indonesian Immigration, Kemnaker, TKA Online, the eVisa system, and local service providers.