The issue matters because wages are not only a business expense but also a primary source of income for workers and their families. The article notes that inadequate wages can reduce workers’ ability to meet basic needs and, over time, weaken purchasing power in the wider community. For employers, wages are generally viewed as production costs, while workers depend on wages to secure their daily necessities.
The study places these concerns within two legal perspectives. In Islamic law, wages are associated with ijarah and ujrah, referring to compensation or remuneration for work. Indonesian labor law, meanwhile, establishes workers’ rights to wages and social protection. The researchers argue that both frameworks emphasize fairness and the protection of workers’ welfare.
Study Examines Two Motorcycle Dealerships in Bone
Mirnawati and Erwin conducted field research at PT Nusantara Sakti Bone and PT Suracojaya Abadi Motor, two motorcycle businesses operating in Bone Regency. The research used interviews, observations, and documentation to examine actual workplace conditions.
The researchers interviewed company representatives, managers, permanent employees, and interns. They also considered information from government representatives, including officials associated with the Bone Regency government and manpower authorities.
The collected information was analyzed qualitatively. The researchers organized the material by reducing the data, presenting important findings, and drawing and verifying conclusions. This approach allowed them to compare workplace practices with the legal and Islamic principles discussed in the article.
Wage Differences Become a Major Concern
One of the most significant findings concerns the amount and structure of payments received by workers.
At PT Nusantara Sakti Bone, the article reports that permanent and contract employees receive Rp3.2 million, while interns receive Rp875,000 during their first through fifth months. The amount can subsequently decline to Rp500,000. The study also reports deductions when interns are absent because of illness, leave, or other circumstances, with one reported case resulting in payment of only Rp200,000.
The researchers also found that workers could work beyond eight hours without receiving additional overtime pay. According to the article, workers continued to receive the same amount despite working beyond normal hours, while deductions could still be applied for absences.
At PT Suracojaya Abadi Motor, the researchers found conflicting information about wages. A branch manager reportedly stated that both permanent employees and interns received Rp3.3 million. However, an intern interviewed by the researchers reported receiving Rp1.2 million.
The article also reports an incentive of Rp750,000 for workers who achieve a sales target of four motorcycles. Workers who do not reach the target receive smaller allowances, reported as Rp75,000 for cash sales and Rp100,000 for credit sales.
Mirnawati and Erwin interpret this distinction as important because wages and allowances have different functions. Their analysis argues that basic wages should meet applicable wage standards, while allowances and incentives serve additional purposes.
Social Security Protection Remains Uneven
The researchers also examined BPJS Ketenagakerjaan, Indonesia’s employment social security system.
At PT Nusantara Sakti Bone, employment social security was reportedly provided to permanent and contract employees but not to interns. The study further reports that some workers remained classified as interns for as long as two years, despite the article describing internship periods as ranging from three months to one year.
At PT Suracojaya Abadi Motor, the article similarly reports that employment social security was not fully provided to all workers and was primarily available to permanent employees. The researchers associate this gap with potential risks involving workplace accidents, old age, death benefits, and other forms of worker protection.
The study describes social security as more than a financial mechanism. From the Islamic perspective discussed by the researchers, social protection reflects humanity, mutual assistance, justice, and concern for workers’ long-term welfare.
Islamic Law and Positive Law Point to Worker Protection
For Mirnawati and Erwin of Universitas Sipatokkong Mambo, fair employment requires companies to recognize workers’ rights under both Islamic principles and Indonesian labor regulations.
The authors connect fair wages with the Islamic concept of compensation for work and emphasize that workers should receive remuneration that allows them to meet their basic needs. They also view social security as an important mechanism for protecting workers from financial risks associated with workplace accidents, old age, and death.
The researchers state that their findings indicate that the two companies examined do not fully comply with the wage and social security provisions discussed in Law Number 13 of 2003 on Manpower. They specifically highlight Article 90 concerning minimum wage requirements and Article 99 concerning workers’ entitlement to employment social security.
An important insight from Mirnawati and Erwin, Universitas Sipatokkong Mambo, is that worker protection should not be treated merely as a company administrative obligation. Their analysis frames wages and social security as instruments of justice and welfare that must be incorporated into workplace systems.
Implications for Companies and Local Government
The findings have implications for employers, workers, and local policymakers in Bone Regency.
For companies, the research highlights the need to establish clear and consistent operating standards covering wages, allowances, overtime, internship arrangements, and employment social security. The researchers argue that companies should not focus only on protecting the rights of permanent employees while overlooking workers with other employment statuses.
For local government, the study proposes greater regulatory consistency. The researchers observed that companies in Bone did not have uniform Standard Operating Procedures and expressed hope that regional regulations could eventually create greater consistency in workplace standards.
The issue also has broader economic implications. The article argues that workers with inadequate wages may experience difficulties meeting basic needs, while prolonged reductions in purchasing power can affect industries that depend on workers as consumers.
Ultimately, Mirnawati and Erwin conclude that fair treatment of workers requires companies to comply with applicable labor regulations while also considering the values of justice and welfare emphasized in Islamic law. They call for stronger attention to both wage fulfillment and employment social security as essential elements of a fair workplace.
Author Profiles
Mirnawati — Universitas Sipatokkong Mambo. Mirnawati is the lead author and corresponding author of the article, focusing on Islamic legal analysis, worker rights, wages, employment social security, and labor protection.
Erwin — Universitas Sipatokkong Mambo. Erwin is the second author of the study, which examines the relationship between Islamic law, Indonesian labor regulations, wage fulfillment, and employment social security in Bone Regency.
Research Source
Article Title: Islamic Law Analysis of Wage Fulfillment, Labor Social Security, and Performance Management under Law Number 13 of 2003 on Manpower in Bone Regency
Authors: Mirnawati and Erwin
Affiliation: Universitas Sipatokkong Mambo
Journal: International Journal of Sustainable Applied Sciences (IJSAS)
Volume: 4, No. 8
Publication Year: 2026
Pages: 885–898
DOI: 10.59890/ijsas.v4i8.44
URL: https://ijsasjournal.my.id/index.php/ijsas
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