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Gaji Harian Jakarta – Does your company have an hourly system and a day system? Here’s how to calculate hourly and daily or daily wages of employees easily and efficiently.

Many components of an employee’s salary need to be calculated, starting with base salary, benefits, overtime pay, and more.

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For companies with a large number of employees, it is best to have a simple and practical salary system, so that the way of calculating employee salaries can be efficient.

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Of course, in addition to manual calculations, you can use the PPh21 calculator to calculate income tax more easily.

The HR (Human Resources) department of the company must carefully calculate the salary of the employee, every day, every day or even every hour, so that the employees do not complain or the company suffers losses.

Employees who are paid based on the hours worked, usually those who start work in the middle of the month or temporary workers who work only on an as-needed basis.

The government regulates day laborers, workers hired to perform certain types of work that vary in terms of workload and hours.

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Compensation or prorated wages are income that companies provide to employees who work short-term or part-time.

This method of calculating hourly wages or salaries may be referred to as the prorated method.

But there is a difference between this prorated wage and how an employee’s wages are calculated for a full month of work.

Not only for temporary or part-time employees, this calculation model can also be used in the presence of employees

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Generally, this approach is driven by two things, the number of days worked and the number of hours worked.

According to labor law, wages or hourly wages are calculated by dividing a month’s salary (basic salary and fixed allowance) by 173.

If the company applies for 5 working days, 8 hours a day, Fani worked 12 days from January 13 to 28.

Average professional salary = days x working hours x 1/173 x monthly salary 12 x 8 x 1/173 x Rp. 8,000,000 = Rs. 4,439,306 (before deduction of PPh 21)

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So if the above is how hourly wages are calculated for take-home pay, what about day-to-day?

, now let’s see how to calculate the daily or daily wages of employees for such SMEs.

Before starting the calculation, you should also understand the daily non-permanent employee income tax rules as follows:

Only after that, you can start experimenting with how to calculate daily wage or salary per day for the following PMI types.

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He worked for 26 consecutive days and his gross income was IDR 210,000 per day and IDR 5,460,000 per month before taxes.

So the method of calculating the daily wage or daily wage after tax deductions for employees of small and medium-sized enterprises is as follows:

Uciha Sasuke’s total income from day 1 to day 21 is still less than IDR 4,500,000, so condition 1 applies and the daily wage will be paid in full without salary deductions, calculated as follows:

So Uciha Sasuke’s income on days 22-26 will be subject to condition 3 and the tax deduction will be applied, since his total income exceeded the limit of IDR 4,500,000, calculated as follows:

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PKP before day 22 (total salary before day 22 – PTKP before day 22): IDR 4,620,000 – IDR 3,300.00 = IDR 1,320,000

Salary received per day (daily wage – 22nd day income tax): IDR 210,000 – IDR 66,000 = IDR 144,000

PKP before day 23 (total salary before day 23 – PTKP before day 23): IDR 4,830,000 – IDR 3,450.00 = IDR 1,380,000

PPH 21 income tax paid before the 23rd day is IDR 66,000, PPh 21 is due: IDR 69,000 – IDR 66,000 = IDR 3,000

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Salary received per day (daily wage – 23rd day income tax): IDR 210,000 – IDR 3,000 = IDR 207,000

PKP before day 24 (total salary before day 24 – PTKP before day 24): IDR 5,040,000 – IDR 3,600,000 = IDR 1,440,000

PPH 21 Income Tax Paid up to Day 24 is IDR 69,000, then PPH 21 Payable: IDR 72,000 – IDR 69,000 = IDR 3,000

Salary received per day (daily wage – 24th day income tax): IDR 210,000 – IDR 3,000 = IDR 207,000

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And so on until the 26th day to repeat the method of calculating the daily or daily wages of employees of the above types of SMEs.

Many companies use performance review apps with 360-degree feedback to track the day-to-day performance of their employees.

Calculating employee salaries according to the Depanac hour rule can actually seem complicated, especially when there are many employees that need to be calculated using this method.

In addition to powerful payroll and employee self-service features, it has an equally powerful HRIS automation system.

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But besides calculating employee salaries, what features and solutions can help HRD simplify daily jobs and activities?

You can fill out this form to schedule a demo with our sales people and ask us your HR questions for other companies!

Above is how to easily and efficiently calculate employee hourly and daily or daily wages for small businesses.

He also explains that these calculations can be performed easily and efficiently using the payroll functionality of the HRIS application.

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Sorry, product demos are currently only accessible via computer/laptop browser. Please change your device or consult us for free What is the regulation of the Ministry of Labor on the wages of private employees and how to calculate it correctly? Read an explanation of the private employee compensation system here, only on the Mekari blog!

A person who works for a company where the business is profitable must receive a salary or salary according to the applicable regulations and it is indicated on the employee’s pay slip.

For employers, employee wages are a routine obligation that must be met every installment, monthly or weekly.

In principle, the salaries of employees and their components are governed by Law no. 13 of 2003 on Human Resources.

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In the Ministry of Labor regulation on the wages of private employees, the formula for calculating the minimum wage is simple, based on the cumulative value of inflation and economic growth.

In practice however, calculating an employee’s salary is often very complex as it contains many components such as BPJS employment and deductions for BPJS healthcare schemes.

Below, Mekari provides a complete guide for calculating employee salary according to government regulations or calculating employee salary according to the Ministry of Labor.

It contains extensive explanations on employee payroll that are comprehensive examples of the use of private employee payroll systems and practical matters and can serve as a primary reference, especially for human resources (HR) departments.

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Pursuant to the Regulation of the Ministry of Labor PP 78 of 2015 on the salaries of private employees, a worker/employee is any person who works receiving wages/salaries or other forms of compensation.

Meanwhile, an entrepreneur is any individual, partnership, or legal entity that operates a business that it owns or does not own, as well as a person representing the business.

Well, to start understanding how employee wages are calculated according to the Ministry of Labor and the wage system of private employees, you also need to understand the rights and duties of workers and employers.

The participation of workers/employees and employers in a company obviously entails rights and duties which must be acquired and fulfilled by both parties.

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These things are contained in an employment contract, an agreement between an employee and an employer that contains the terms of employment and the rights and obligations of both parties.

According to the Regulation of the Ministry of Labor on the remuneration of private employees PP 78 of 2015 Article 1 Paragraph 1 Paragraph 6, where the company is set up by the employer in writing, which contains working conditions and company rules.

According to the law n. 13 of 2003, employees are entitled to wages/wages based on the work performed.

According to Article 1 of Chapter 1 of PP 78 2015, wages are employee rights received and expressed in monetary form, including benefits paid by responsible associations or legal entities or employers acting on behalf of companies.

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With reference to Regulation no. 78 of 2015 of the Government of the Republic of Indonesia on Remuneration, the compensation component of the employee consists of several parts, including the basic salary, the basic salary with fixed benefits and the basic salary with variable benefits.

This is provided for in Article 3, Chapter II, PP 78 of 2015, of the Regulation of the Ministry of Labor on the salaries of private employees, as follows:

In his book Legal Aspects of Wages, Abdul Hakim states that there are three aspects an employer needs to pay attention to when paying wages/wages to workers, namely:

At the same time, the very purpose of setting a minimum wage is to narrow the gap between the lowest and highest-ranking workers.

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With this minimum wage, it is hoped that their purchasing power will increase and they will lead a decent life. Ultimately, it is to encourage the people’s economy.

The Regulation of the Ministry of Labor n. 78 of 2015 on the Salaries of Private Employees provides for 11 types of salaries/salaries which are an integral part of the method of calculating the salaries of employees of the Ministry of Labour.

In the agreement, you must be able to track or arrange everything that will happen between the two parties during the cooperation.

In the case of wage arrears, of course, it is best to settle for reasons that both parties can tolerate.

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If there is no provision in the employment contract and there is a delay, the employer will be in breach of the employment contract.

However, if the agreement detailed the matter, the worker needs to know about it.

In addition to this, according to Depnaker, companies also need to properly implement employee salary calculation and payroll system for private employees.

According to government regulations stipulated by the Ministry of Labor

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