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Metode yang digunakan adalah yuridis normatif dengan pendekatan perundang-undangan dan pendekatan kasus. Temuan menunjukkan hakim menyatakan pengunduran diri tidak sah karena cacat kehendak akibat intervensi serta intimidasi pemberi kerja (wilsgebrek dan undue influence). Secara normatif, prosedurnya tidak memenuhi persyaratan Pasal 154A UU Nomor 6 Tahun 2023 juncto Pasal 36 PP Nomor 35 Tahun 2021 dan melanggar Pasal 31 Peraturan Perusahaan. Akibatnya, ditetapkan PHK sepihak melawan hukum dengan kompensasi Rp64.123.524,00.",{"@graph":51,"@context":106},[52,68,89],{"@type":53,"itemListElement":54},"BreadcrumbList",[55,59,62,65],{"item":56,"name":57,"@type":58,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":60,"name":10,"@type":58,"position":61},"https://docshare.wps.com/id/template/",2,{"item":63,"name":39,"@type":58,"position":64},"https://docshare.wps.com/id/template/umum/",3,{"item":66,"name":47,"@type":58,"position":67},"https://docshare.wps.com/id/template/juridical-analysis-of-the-validity-of-an-employees-resignation-in-an-employment-dispute-decision-study-no-32pdtsus-phi2024pn-pbr/237577/",4,{"url":66,"name":47,"@type":69,"image":70,"author":75,"headline":47,"publisher":78,"fileFormat":81,"inLanguage":45,"description":49,"dateModified":82,"datePublished":83,"encodingFormat":81,"isAccessibleForFree":84,"interactionStatistic":85},"DigitalDocument",{"url":71,"@type":72,"width":73,"height":74},"https://docshare.wps.com/thumbnails/juridical-analysis-of-the-validity-of-an-employees-resignation-in-an-employment-dispute-decision-study-no-32pdtsus-phi2024pn-pbr/237577.png","ImageObject",442,249,{"name":76,"@type":77},"Stanford","Person",{"url":56,"name":79,"@type":80},"DocShare","Organization","application/pdf","2026-09-20","2026-09-11",true,{"@type":86,"interactionType":87,"userInteractionCount":61},"InteractionCounter",{"@type":88},"ViewAction",{"@type":90,"mainEntity":91},"FAQPage",[92,98,102],{"name":93,"@type":94,"acceptedAnswer":95},"Apa fokus penelitian ini terkait PHK dan pengunduran diri pekerja?","Question",{"text":96,"@type":97},"Penelitian ini mengkaji keabsahan pengunduran diri pekerja dalam sengketa Pemutusan Hubungan Kerja (PHK) dengan merujuk Putusan Pengadilan Hubungan Industrial di Pengadilan Negeri Pekanbaru Nomor 32/Pdt.Sus-PHI/2024/PN Pbr.","Answer",{"name":99,"@type":94,"acceptedAnswer":100},"Mengapa hakim menilai pengunduran diri pekerja tidak sah?",{"text":101,"@type":97},"Hakim menyatakan tidak sah karena dua aspek: adanya intervensi/intimidasi yang menimbulkan cacat kehendak (wilsgebrek) dan penyalahgunaan keadaan (undue influence), serta kegagalan memenuhi persyaratan prosedural menurut ketentuan peraturan perundang-undangan dan Peraturan Perusahaan.",{"name":103,"@type":94,"acceptedAnswer":104},"Apa akibat hukum ketika pengunduran diri dinyatakan tidak sah?",{"text":105,"@type":97},"Akibatnya ditetapkan terjadi PHK sepihak yang melawan hukum, sehingga pengusaha wajib membayar hak-hak pekerja berupa uang pesangon, uang penghargaan masa kerja, uang penggantian hak cuti, dan upah proses dengan total kompensasi Rp64.123.524,00.","https://schema.org",{"og:url":66,"og:type":108,"og:title":47,"og:site_name":79,"og:description":49},"article",{"robots":110,"canonical":66},"index,follow",{"doc_id":112,"site_id":44},237577,1789113526,{"code":4,"msg":5,"data":115},{"doc_id":112,"user_id":116,"nickname":76,"user_avatar":117,"doc_module":9,"category_id":38,"category_name":39,"doc_title":47,"doc_description":49,"doc_content":118,"file_id":119,"file_url":120,"file_type":121,"file_size":122,"view_count":9,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":123,"language":124,"language_code":45,"site_id":44,"html_lang":45,"table_of_contents":125,"faqs":126,"seo_title":127,"seo_description":49,"update_tm":113,"read_time":128},2336477552062,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","Analisis Yuridis Keabsahan Pengunduran Diri Pekerja Dalam Sengketa Phk: Studi Putusan Nomor 32/Pdt.Sus-PHI/2024/PN Pbr  \nMatthew Mikha Sebastian Matondang 1 Gunardie Lie2  \nIlmu Hukum, Universitas Tarumanagara, Jakarta, Indonesia 1,2 [Email:](Email: matthew.205230266@stu.untar.ac.id1 gunardi@fh.untar.ac.id2)[ ](Email: matthew.205230266@stu.untar.ac.id1 gunardi@fh.untar.ac.id2)[matthew.205230266@stu.untar.ac.id](Email: matthew.205230266@stu.untar.ac.id1 gunardi@fh.untar.ac.id2)[1](Email: matthew.205230266@stu.untar.ac.id1 gunardi@fh.untar.ac.id2)[ gunardi@fh.untar.ac.id](Email: matthew.205230266@stu.untar.ac.id1 gunardi@fh.untar.ac.id2)[2](Email: matthew.205230266@stu.untar.ac.id1 gunardi@fh.untar.ac.id2)  \nAbstrak  \nPenelitian ini mengkaji keabsahan pengunduran diri pekerja dalam sengketa Pemutusan Hubungan Kerja (PHK) dengan mengacu terhadap Putusan Pengadilan Hubungan Industrial pada Pengadilan Negeri Pekanbaru Nomor 32/Pdt.Sus-PHI/2024/PN Pbr. Adapun metode penelitianyang dipergunakanyaitu yuridis normatif mempergunakan pendekatan perundang-undangan dan pendekatan kasus. Temuan studi mengindikasikan jika hakim menilai pengunduran diri pekerja tidak sah karena duaaspek. Pertama, kondisi eksternal berupa intervensi dan intimidasi dari pihak pemberi kerja yang mengakibatkan terjadinya kecacatan dalam pembentukan kehendak (wilsgebrek) dan penyalahgunaan keadaan (undue influence). Kedua, dalam aspek normatif, secara prosedural pengunduran diri tersebut gagal memenuhi persyaratanyang diamanatkan oleh Pasal 154A Undang-Undang Nomor 6 Tahun 2023 juncto Pasal 36 Peraturan Pemerintah Nomor 35 Tahun 2021 serta melanggar Pasal 31 Peraturan Perusahaan. Akibat hukum dari ketidakabsahan pengunduran diri adalah penetapan bahwa telah terjadi PHK sepihak yang melawan hukum, sehingga pengusaha diwajibkan membayar hak-hak pekerjaberupa uang pesangon, uang penghargaan masa kerja, uang penggantian hak cuti, dan upah proses dengan total kompensasi sebesar Rp64.123.524,00 . Putusan ini mencerminkan perlindungan hukum untuk pekerja sekaligus menjadi instrumen korektif terhadap praktik PHK terselubung melalui pemaksaan pengunduran diri.  \nKata Kunci: Pengunduran Diri, Pekerja, PHK Sepihak, Keabsahan  \nAbstract  \nThis study examines the legality of an employee’s resignation in a termination of employment (PHK) dispute, referring to the Decision of the Industrial Relations Court at the Pekanbaru District Court Number 32/Pdt.Sus-PHI/2024/PN Pbr. The research method applied is normative legal research with a statutory approach and a case approach. The results show that the judge deemed the employee's resignation invalid for two reasons. First, external factors in the form of pressure and coercion from the employer caused a defect of will (wilsgebrek) and abuse of circumstances (undue influence). Second, normatively, the resignation did not meet the procedural requirements as stipulated in Article 154A of Law Number 6 of 2023 in conjunction with Article 36 of Government Regulation Number 35 of2021 and also violated Article 31 of the Company Regulations. The legal consequence of the invalidity of the resignation is the determination that an unlawful unilateral termination of employment had occurred, thereby obligating the employer to pay the employee's entitlements in the form of severance pay, long-service pay, compensation for unused leave, and process wages, totaling Rp64,123,524.00. This decision reflects legal protection for workers while also serving as a corrective instrument against the practice of disguised termination through forced resignation.  \nKeywords: Resignation, Employee, Unilateral Termination, Validity  \nThis work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.  \nPENDAHULUAN  \nBekerja adalah salah satu cara individu dalam mencukupi kebutuhan hidup. Hal ini dapat dilakukan berdasarkan profesi atau keahlian yang dimiliki, namun tidak jarang pula seseorang bekerja tanpa keahlian tertentu, asalkan ","cbCaiuDHBFGCgttl","https://ap.wps.com/l/cbCaiuDHBFGCgttl","pdf",920223,13,"Indonesian","# Pendahuluan\n# Pembahasan\n## Hubungan kerja dan pihak-pihaknya\n## Pengertian pekerja dan pengusaha\n## Dasar hukum pengunduran diri dalam sengketa PHK","[{\"question\":\"Apa fokus penelitian ini terkait PHK dan pengunduran diri pekerja?\",\"answer\":\"Penelitian ini mengkaji keabsahan pengunduran diri pekerja dalam sengketa Pemutusan Hubungan Kerja (PHK) dengan merujuk Putusan Pengadilan Hubungan Industrial di Pengadilan Negeri Pekanbaru Nomor 32/Pdt.Sus-PHI/2024/PN Pbr.\"},{\"question\":\"Mengapa hakim menilai pengunduran diri pekerja tidak sah?\",\"answer\":\"Hakim menyatakan tidak sah karena dua aspek: adanya intervensi/intimidasi yang menimbulkan cacat kehendak (wilsgebrek) dan penyalahgunaan keadaan (undue influence), serta kegagalan memenuhi persyaratan prosedural menurut ketentuan peraturan perundang-undangan dan Peraturan Perusahaan.\"},{\"question\":\"Apa akibat hukum ketika pengunduran diri dinyatakan tidak sah?\",\"answer\":\"Akibatnya ditetapkan terjadi PHK sepihak yang melawan hukum, sehingga pengusaha wajib membayar hak-hak pekerja berupa uang pesangon, uang penghargaan masa kerja, uang penggantian hak cuti, dan upah proses dengan total kompensasi Rp64.123.524,00.\"}]","Analisis Yuridis Keabsahan Pengunduran Diri Pekerja Dalam Sengketa - Studi Putusan Nomor 32/Pdt.Sus-PHI/2024/PN Pbr | PDF",5]