PROSES REKRUTMEN PEKERJA NON PEMERINTAH PERUSAHAAN F&B BERDASARKAN UMUR DITINJAU DARI PASAL 35 UU NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN

Nirwana Putri, NIM.: 23203012059 (2026) PROSES REKRUTMEN PEKERJA NON PEMERINTAH PERUSAHAAN F&B BERDASARKAN UMUR DITINJAU DARI PASAL 35 UU NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN. Masters thesis, UIN SUNAN KALIJAGA YOGYAKARTA.

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	Text (PROSES REKRUTMEN PEKERJA NON PEMERINTAH PERUSAHAAN F&B BERDASARKAN UMUR DITINJAU DARI PASAL 35 UU NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN) 23203012059_BAB-II_sampai_SEBELUM-BAB-TERAKHIR.pdf Restricted to Registered users only Download (7MB) | Request a copy

Abstract

The practice of maximum age limitation (ageism) in private sector job vacancies in Indonesia has become a common phenomenon, including within the Food & Beverage (F&B) industry in Sleman Regency, Special Region of Yogyakarta. Although national regulations guarantee the right to work for every citizen, culinary business owners frequently establish very young maximum age limits (ranging between 21 to 25 years old) as the primary elimination criterion. This study aims to analyze the implementation of age limits in the recruitment process of non-government F&B sector companies in Sleman and examine the factors causing this discrimination through the lens of Article 35 of Law Number 13 of 2003 concerning Manpower, the principle of al-Kafā’ah, and Maqāṣid Syarī‵ah.

This research employs empirical legal research (field research) with a descriptive-analytical character. Data were gathered through in-depth interviews with F&B business managers in Sleman Regency, field observations, and regional labor statistics documentation. Data analysis was conducted by combining a positive legal juridical approach with a conceptual-theological Islamic law approach.

The findings reveal two primary conclusions. First, the implementation of age limits in the recruitment of the F&B industry in Sleman is proven to be biased and discriminatory due to the prevalence of aesthetic labor practices. Employers subjectively prioritize applicants aged 18–21 years to maintain a “young and dynamic” visual brand image intended to attract student consumers. Second, the factors driving this discrimination are motivated by cost efficiency, as younger workers are willing to accept lower wages and are easier to control, whereas mature workers are perceived as having family financial burdens and higher wage expectations. Viewed from Article 35 of Law No. 13/2003, this practice exploits a legal loophole because the article does not explicitly include the phrase “age,” although philosophically it violates the principle of equality in workforce placement. From the perspective of Islamic law, this age-based recruitment policy deviates from the principle of al-Kafā’ah (objective meritocracy based on al-Quwwah and al-Amanah) and harms Maqāṣid Syarī‵ah, particularly the aspects of Ḥifẓ al-Māl (protection of family economic welfare) and Ḥifẓ an-Nafs (protection of the right to existence, soul, and mental health of productive workers).

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