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"ABSTRAKHak cuti melahirkan dan hak cuti haid merupakan dua hak terhadap kesehatan reproduksi yang secara adikodrati melekat pada kondisi biologis perempuan. Posisi kedua hak tersebut telah diakomodasi dalam instrumen hukum di tataran internasional maupun nasional. Penelitian ini menggunakan metode sosio-legal menelaah implementasi pemenuhan hak cuti melahirkan dan hak cuti haid bagi profesi perawat yang bekerja di Rumah Sakit Umum Daerah RSUD Kota Bogor. Instrumen hukum hak cuti melahirkan dan cuti haid diklasifikan menurut status kepegawaian perawat yang dibagi menjadi perawat Aparatur Sipil Negara ASN dan perawat non-ASN. Bagi jenis hak cuti melahirkan, Perawat ASN telah diakomodasi oleh instrumen Pasal 325-327 Peraturan Pemerintah Nomor 11 Tahun 2017 tentang Manajemen Pegawai Negeri Sipil sedangkan perawat non-ASN dapat merujuk pada pengaturan Pasal 81 Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan. Namun, permasalahan pemenuhan hak cuti melahirkan bagi perawat di RSUD Bogor terletak pada periode pengambilan cuti. Sedangkan bagi hak cuti haid, kekosongan hukum ditemui dalam pengaturan bagi perawat ASN dimana Undang-Undang Aparatur Sipil Negara beserta peraturan turunannya tidak mengatur hak cuti haid. Di satu sisi, pengaturan cuti haid bagi perawat non-ASN mengandung inkonsistensi dalam tingkat Peraturan Daerah. Dalam tataran implementatif, cuti haid sering pula diperlakukan hanya sebagai cuti sakit, sehingga menghilangkan kekhasan filosofis urgensi cuti haid dalam siklus alamiah mensutrasi dalam realitas biologis perempuan. Penemuan tersebut turut disertai oleh minimnya pengetahuan perawat perempuan terhadap eksisten hak cuti haid sebagai salah satu hak pekerja serta penyamarataan lsquo;subjek rsquo; perawat ASN dengan perawat non-ASN oleh pihak manajemen RSUD Bogor yang pada akhirnya meniadakan instrumen cuti haid bagi perawat non-ASN.

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ABSTRACTMenstrual leave and Maternity leave are rights regarding women reproductive health that attached to the biological conditions of women and these rights has been accommodated in international and national legal instruments. The purpose of this research, through socio legal methods, is to examine the implementation of maternity leave and menstrual leave rights for the nurses whose working in the General Hospital of Bogor City RSUD . The legal instruments use for maternity leave and menstrual leave can be classified based on their employment status, which divided into Nurses as a civil servant ASN and non civil servant nurses Non ASN nurses . For the maternity leave ASN Nurses has been accommodated by Article 325 327 of Government Regulation Number 11 of 2017 regarding Civil Servant Management while for non ASN nurses has been regulated through Article 81 of Law Number 13 of 2003 regarding Labor Law. However, there are issues in the implementation of maternity leave for nurses in RSUD Bogor, which lies in the period of the leave. While for Menstrual leave, there has been no legal basis for ASN nurses to have such right, because The Civil State Apparatus Act and its derivative regulations do not regulate such rights. While menstrual leave for non ASN nurses has inconsistencies within the level of Regional Regulations and its implementation. On the implementation, menstrual leave is often treated as a sick leave, thus eliminating the philosophical uniqueness of menstrual leave as the natural cycle of menstruation as part of the biological reality of women. Also based on the findings, there are several other issues, the lack of knowledge by the female nurses of the existence of the menstrual leave as part of the workers 39 rights, also the over generalization of the 39 subject 39 of the nurses over their employment status as ASN nurses and non ASN nurses by the management of RSUD Bogor which ultimately abolished the menstrual leave for non ASN nurses. "

"Penelitian ini mengkaji mengenai kebijakan hak cuti haid sebagai upaya perusahaan dalam meningkatkan kesejahteraan pekerja perempuan di Perusahaan X, yaitu sebuah perusahaan yang bergerak di bidang konstruksi dan investasi. Fokus utama dari penelitian ini merupakan hak cuti haid yang tercantum dalam Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan Pasal 81 Ayat 1 dan bagaimana kebijakan cuti haid diterapkan dalam perusahaan yang didominasi oleh pekerja laki-laki. Penelitian ini bertujuan untuk mendeskripsikan kondisi Perusahaan X dalam mendukung kesejahteraan pekerja perempuan serta mendeskripsikan kebijakan hak cuti haid yang akan diterapkan Perusahaan X dalam mendukung pemenuhan hak kesejahteraan pekerja perempuan. Penelitian ini menggunakan pendekatan kualitatif dengan jenis deskriptif dan menggunakan in-depth interview sebagai teknik pengumpulan data. Wawancara dilakukan dengan 5 informan yang bekerja di Perusahaan X (Head of HC, Industrial Relation, Accountant, Officer Production & Cost Control, dan Employee Relations) pada bulan Mei 2025. Hasil penelitian mengungkapkan bahwa kebijakan cuti haid masih dalam tahap pengesahan dan belum ditetapkan secara formal di Perusahaan X, sehingga penerapannya masih dilakukan secara informal oleh sebagian pekerja perempuan. Selain itu, diketahui bahwa masih terdapat kekhawatiran yang dirasakan oleh pekerja perempuan akan stereotip profesionalitas perempuan yang lemah di lingkungan kerja yang maskulin. Kebijakan hak cuti haid menjadi sebuah regulasi yang penting untuk diterapkan sebagai bentuk perlindungan terhadap hak reproduksi pekerja perempuan sehingga dapat mendukung terciptanya lingkungan kerja yang lebih inklusif dan adil gender. Oleh karena itu, penelitian ini memberikan kontribusi terhadap pemahaman tentang pentingnya kebijakan cuti haid dalam konteks kesetaraan gender di dunia kerja serta memberikan rekomendasi bagaimana kebijakan cuti haid dapat dibuat regulasi secara formal dan diimplementasikan.

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This research examines the menstrual leave policies as a company effort to improve the welfare of female workers at Company X, a company engaged in the construction and investment sectors. The primary focus of this study is on menstrual leave rights as outlined in Article 81, Paragraph 1 of the Indonesian Labor Law No. 13 of 2003, and how this policy is applied within a male-dominated company. This study aims to describe the condition of Company X in supporting the well-being of female workers, as well as to describe the menstrual leave policy that will be implemented by Company X to support the fulfillment of female workers’ welfare rights. The research uses a qualitative descriptive approach with in-depth interviews as the data collection technique. Interviews were conducted in May 2025 with five informants working at Company X (Head of HC, Industrial Relations, Accountant, Officer of Production & Cost Control, and Employee Relations). The findings reveal that the menstrual leave policy is still in the process of formal approval and has not yet been officially established at Company X, leading to its informal application by some female workers. Additionally, it is noted that female workers still experience concerns about the stereotype of female professionalism being perceived as weak in male-dominated work environment. The menstrual leave policy is an important regulation to be implemented as a form of protection for female worker’s reproductive rights, supporting the creation of a more inclusive and gender-fair work environment. Therefore, this research contributes to the understanding of the importance of menstrual leave policies in the context of gender equality in the workplace and provides recommendation on how menstrual leave policy can be formally regulated and implemented."