Marriage Prohibition Policy at Bank BNI

Oct 13, 2025 by recoveryshake.com 70 views

Introduction

Marriage is a fundamental right of every individual that is an integral part of human social life. However, in Indonesia, several companies have set a prohibition on marriages between employees who work in one office. This phenomenon raises various legal and ethical questions regarding the practice of layoffs relating to marriage at the workplace. For instance, at the BNI Bank of the USU Medan Branch, there is a phenomenon in which four of the eight married employees decided to resign, rather than having to fight the policies that prohibit them from uniting. This study aims to explore the policies related to marriage prohibitions between employees at Bank BNI and their impact, both legally and ethically.

Marriage Prohibition Policy at Bank BNI

One of the policies implemented by Bank BNI regarding marriage between employees is regulated in the 2002 policy, organization, and procedure guidelines, as well as in the 2011 Collective Labor Agreement. This policy regulates that employees who marry fellow employees in one office can face termination of employment (layoffs). This can be seen as a violation of employee rights, bearing in mind that the Manpower Law Article 153 (f) states that employers are prohibited from layoffs on the reasons of blood relations or marriages between employees in the company. The policy is a clear example of how companies can restrict employees' personal lives, which can have a significant impact on their well-being and productivity.

Legal Efforts and Protection for Employees

Employees who feel disadvantaged by the policy have several options to demand justice. They can file a lawsuit to the Industrial Relations Court, report the situation to the local employment supervisor, or report alleged violations of the right to associate with the National Human Rights Commission. In addition, with the decision of the Constitutional Court Number 13/PUU-XV/2017, the prohibition of layoffs to employees who married colleagues was stronger, providing more protection for employees. This decision highlights the importance of protecting employees' rights and promoting a fair and non-discriminatory work environment.

Implications for Companies in Indonesia

After considering the results of this study, it is essential for companies in Indonesia to review their policies on marriages between employees. With the existence of the Manpower Law governing and protecting employee rights, the company is expected to create a fair and non-discriminatory work environment. Employees should be given the freedom to live their personal lives without having to fear losing their jobs. This can be achieved by developing policies that support professionalism at work, without obstructing employees' rights to get married, thus creating harmony between their personal and professional lives.

The Impact of Marriage Prohibition Policy on Employees

The marriage prohibition policy at Bank BNI has a significant impact on employees who are affected by it. The policy can lead to feelings of isolation, anxiety, and stress, which can negatively affect employees' mental and physical health. Moreover, the policy can also lead to a decrease in employee morale and productivity, which can have a negative impact on the company's overall performance. Therefore, it is essential for companies to review their policies and ensure that they are fair and non-discriminatory.

Conclusion

In conclusion, the termination of employment due to marriage between employees is a violation of the law that needs to be avoided. Companies must develop policies that support professionalism at work, without obstructing employees' rights to get married, thus creating harmony between their personal and professional lives. This is not only beneficial for employees, but also for companies in improving positive and productive work atmosphere. By promoting a fair and non-discriminatory work environment, companies can attract and retain top talent, improve employee morale and productivity, and ultimately achieve their business objectives.

Recommendations

Based on the findings of this study, the following recommendations are made:

Review of Marriage Prohibition Policy: Bank BNI should review its marriage prohibition policy and consider revising it to ensure that it is fair and non-discriminatory.
Development of New Policies: Companies in Indonesia should develop new policies that support professionalism at work, without obstructing employees' rights to get married.
Training and Education: Companies should provide training and education to employees on the importance of promoting a fair and non-discriminatory work environment.
Monitoring and Evaluation: Companies should regularly monitor and evaluate their policies and practices to ensure that they are fair and non-discriminatory.

By implementing these recommendations, companies can promote a positive and productive work atmosphere, improve employee morale and productivity, and ultimately achieve their business objectives.

Limitations of the Study

This study has several limitations that should be noted. Firstly, the study is based on a case study of Bank BNI USU Medan Branch, which may not be representative of other companies in Indonesia. Secondly, the study only focuses on the marriage prohibition policy and its impact on employees, and does not consider other factors that may affect employees' personal lives. Finally, the study is based on primary and secondary data, which may be subject to biases and limitations.

Future Research Directions

Future research should focus on exploring the impact of marriage prohibition policies on employees in other companies in Indonesia. Additionally, research should be conducted to identify the factors that contribute to the development of marriage prohibition policies and their impact on employees. Furthermore, research should be conducted to explore the effectiveness of policies and practices that promote a fair and non-discriminatory work environment.

Conclusion

Q1: What is the policy on marriage between employees at Bank BNI?

A1: The policy on marriage between employees at Bank BNI is regulated in the 2002 policy, organization, and procedure guidelines, as well as in the 2011 Collective Labor Agreement. This policy regulates that employees who marry fellow employees in one office can face termination of employment (layoffs).

Q2: Is the marriage prohibition policy at Bank BNI a violation of employee rights?

A2: Yes, the marriage prohibition policy at Bank BNI is a violation of employee rights, bearing in mind that the Manpower Law Article 153 (f) states that employers are prohibited from layoffs on the reasons of blood relations or marriages between employees in the company.

Q3: What are the options for employees who feel disadvantaged by the policy?

A3: Employees who feel disadvantaged by the policy have several options to demand justice. They can file a lawsuit to the Industrial Relations Court, report the situation to the local employment supervisor, or report alleged violations of the right to associate with the National Human Rights Commission.

Q4: What is the decision of the Constitutional Court Number 13/PUU-XV/2017?

A4: The decision of the Constitutional Court Number 13/PUU-XV/2017 states that the prohibition of layoffs to employees who married colleagues is stronger, providing more protection for employees.

Q5: What are the implications for companies in Indonesia?

A5: After considering the results of this study, it is essential for companies in Indonesia to review their policies on marriages between employees. With the existence of the Manpower Law governing and protecting employee rights, the company is expected to create a fair and non-discriminatory work environment.

Q6: How can companies promote a fair and non-discriminatory work environment?

A6: Companies can promote a fair and non-discriminatory work environment by developing policies that support professionalism at work, without obstructing employees' rights to get married, thus creating harmony between their personal and professional lives.

Q7: What are the benefits of promoting a fair and non-discriminatory work environment?

A7: The benefits of promoting a fair and non-discriminatory work environment include attracting and retaining top talent, improving employee morale and productivity, and ultimately achieving business objectives.

Q8: What are the limitations of this study?

A8: This study has several limitations that should be noted. Firstly, the study is based on a case study of Bank BNI USU Medan Branch, which may not be representative of other companies in Indonesia. Secondly, the study only focuses on the marriage prohibition policy and its impact on employees, and does not consider other factors that may affect employees' personal lives.

Q9: What are the future research directions?

A9: Future research should focus on exploring the impact of marriage prohibition policies on employees in other companies in Indonesia. Additionally, research should be conducted to identify the factors that contribute to the development of marriage prohibition policies and their impact on employees.

Q10: What is the conclusion of this study?

A10: In conclusion, the termination of employment due to marriage between employees is a violation of the law that needs to be avoided. Companies must develop policies that support professionalism at work, without obstructing employees' rights to get married, thus creating harmony between their personal and professional lives. This is not only beneficial for employees, but also for companies in improving positive and productive work atmosphere.