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bibo:abstract "In an increasingly competitive business landscape, restructuring through mergers and acquisitions has become a corporate strategy, including within the State-Owned Enterprises (SOE) sector, to improve operational efficiency and strengthen market positions. A tangible implementation of this policy is the merger of PT Angkasapura I and PT Angkasapura II into PT Angkasa Pura Indonesia, which brings significant impacts not only on business operational aspects but also raises legal implications in the employment sector. Organizational structural changes as a consequence of a merger often require workforce adjustments that potentially create vulnerabilities in employee positions, up to the threat of layoffs (PHK). Therefore, comprehensive understanding and legal protection mechanisms are highly necessary to ensure that the transition of employee rights amidst the merger process runs fairly, transparently, and does not disadvantage the affected workers. The research method utilized in this study involves a normative juridical approach and a case study approach, and field research. The data sources in this thesis consist of primary data obtained directly through interviews and observations. Furthermore, this research is supported by secondary data sourced from various laws and regulations, as well as literature related to the research object. The research results indicate that normatively, the protection of employee rights during a merger process is guaranteed by Law Number 13 of 2003 concerning Manpower and Law Number 40 of 2007 concerning Limited Liability Companies. These regulations emphasize that changes in company status due to a merger do not automatically terminate the employment relationship, and the surviving company is obliged to continue its legal obligations. In its implementation at PT Angkasa Pura Indonesia, the management retained the workers and made efforts to fulfill the normative rights of its employees. However, examined from the theory of legal certainty and the theory of Pancasila Industrial Relations, the implementation of this merger still possesses weaknesses. The merger process is considered less transparent and tends to be top-down without involving the active participation of the workers, thereby causing uncertainty among the employees regarding work system adjustments, position stability, and their future career development."^^xsd:string;
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