{"id":2232,"date":"2025-12-09T14:00:58","date_gmt":"2025-12-09T14:00:58","guid":{"rendered":"https:\/\/sealawfirm.id\/?p=2232"},"modified":"2026-01-06T06:58:36","modified_gmt":"2026-01-06T06:58:36","slug":"news-and-insight","status":"publish","type":"post","link":"https:\/\/sealawfirm.id\/id\/news-insight\/news-and-insight\/","title":{"rendered":"Indonesia\u2019s Leave Laws Are Not Optional: What Every Employer Must Get Right"},"content":{"rendered":"<p>The Compliance Line Companies Shouldn\u2019t Cross<\/p>\n\n\n\n<p>Indonesia continues to attract global investors\u2014especially From companies that expanding operations across manufacturing, services, and digital sectors.<\/p>\n\n\n\n<p>But many stumble on one deceptively simple compliance area: <strong>statutory leave<\/strong>.<\/p>\n\n\n\n<p>It feels flexible, but in Indonesia, leave is a <strong>hard legal right<\/strong>, not a soft benefit.<\/p>\n\n\n\n<p>Failing to grant it properly can lead to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>penalties,<\/li>\n\n\n\n<li>compensation claims,<\/li>\n\n\n\n<li>forced contract termination,<\/li>\n\n\n\n<li>or full-blown labor disputes.<\/li>\n<\/ul>\n\n\n\n<p>This article refers to <strong>Indonesia\u2019s Manpower Law (UU 13\/2003)<\/strong>, <strong>Maternal and Child Welfare Law (UU 4\/2004)<\/strong>,and<strong> Regulation on Employment Agreements (PP 35\/2021) <\/strong>to outline statutory leave types, leave rules, employer obligations, and key compliance guidelines for companies in Indonesia.<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"7\" data-id=\"3288\" src=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1024x7.png\" alt=\"\" class=\"wp-image-3288\" srcset=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1024x7.png 1024w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-300x2.png 300w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-768x6.png 768w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1536x11.png 1536w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-2048x15.png 2048w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-18x1.png 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>01 \u2014 Overview of the Statutory Leave System<\/strong><\/h3>\n\n\n\n<p>Indonesia\u2019s statutory leave system consists of the following categories:<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-2 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"785\" data-id=\"3287\" src=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-3-1024x785.png\" alt=\"\" class=\"wp-image-3287\" srcset=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-3-1024x785.png 1024w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-3-300x230.png 300w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-3-768x589.png 768w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-3-1536x1178.png 1536w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-3-2048x1571.png 2048w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-3-16x12.png 16w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/figure>\n\n\n\n<p><\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-3 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"7\" data-id=\"3289\" src=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1-1024x7.png\" alt=\"\" class=\"wp-image-3289\" srcset=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1-1024x7.png 1024w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1-300x2.png 300w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1-768x6.png 768w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1-1536x11.png 1536w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1-2048x15.png 2048w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-1-18x1.png 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>02 \u2014 Detailed Breakdown of Key Statutory Leave Types<\/strong><\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">1. <strong>National Public Holidays : Mandatory days off, no substitution or compensatory leave allowed<\/strong><\/h4>\n\n\n\n<p>Each year, Indonesia\u2019s President issues the national public holiday list (about 16\u201320 days), including major Islamic, Christian, Chinese, Buddhist, and national holidays.<\/p>\n\n\n\n<p><strong>Q: Is leave mandatory?<\/strong><\/p>\n\n\n\n<p>Yes. Companies must give the day off. No substitutions or make-up workdays are allowed.<\/p>\n\n\n\n<p><strong>Q: If employees must work?<br><\/strong>Employers must:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Get <strong>written consent<\/strong>;<\/li>\n\n\n\n<li>Pay <strong>overtime<\/strong> (2\u20134\u00d7 daily wage under PP 35\/2021 Art. 31);<\/li>\n\n\n\n<li>Provide <strong>substitute leave<\/strong> where applicable.<\/li>\n<\/ul>\n\n\n\n<p><strong>\u26a0\ufe0f<\/strong><strong> Compliance Tip:<\/strong><\/p>\n\n\n\n<p>\u201cVoluntary overtime\u201d on public holidays without proper procedures is illegal and may lead to fines or forced shutdowns.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. <strong>Annual Leave : Minimum 12 Days, Cannot Be \u201cZeroed Out\u201d or Converted to Cash<\/strong><\/h4>\n\n\n\n<p><strong>Leave entitlement :<\/strong><\/p>\n\n\n\n<p>Employees who have worked continuously for 12 months are entitled to <strong>at least 12 working days <\/strong>of annual leave.<\/p>\n\n\n\n<p><strong>Q: Can annual leave be converted to cash?<\/strong><\/p>\n\n\n\n<p>No. Annual leave is a statutory right. Employers cannot force employees to forfeit leave or convert it into cash.<\/p>\n\n\n\n<p><strong>Q: Can annual leave be carried forward?<\/strong><br>Yes, but the common practice is that it must be used within <strong>6 months<\/strong>.<\/p>\n\n\n\n<p><strong>Q: Can companies implement \u201ccollective leave\u201d?<\/strong><br>Yes, but employees must be informed in advance, and the total annual leave entitlement cannot be less than 12 days.<\/p>\n\n\n\n<p>\u26a0\ufe0f <strong>Compliance Tip:<\/strong><\/p>\n\n\n\n<p>Some companies apply a \u201cuse it or lose it\u201d policy or restrict leave to low-season periods. If done without employee consent, this is considered non-compliant.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. <strong>Maternity &amp; Breastfeeding Leave : Employers Must Grant Full Entitlement Without Interference<\/strong><\/h4>\n\n\n\n<p>According to the <em>Maternal and Child Welfare Law <\/em>(UU 4\/2024), female employees are entitled to the following rights:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"290\" src=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-2-1024x290.png\" alt=\"\" class=\"wp-image-3290\" style=\"aspect-ratio:3.5310736973035404;width:1425px;height:auto\" srcset=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-2-1024x290.png 1024w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-2-300x85.png 300w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-2-768x218.png 768w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-2-1536x436.png 1536w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-2-2048x581.png 2048w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-2-18x5.png 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><strong>Q: Can the company refuse the leave?<\/strong><br>No. Denying maternity leave is a serious violation and may result in fines, compensation orders, license suspension, or even criminal penalties.<\/p>\n\n\n\n<p><strong>Q: Can the company reassign or reduce salary?<\/strong><br>No. Employees receive full pay during maternity leave and cannot be dismissed, demoted, or reassigned due to pregnancy or breastfeeding.<\/p>\n\n\n\n<p>\u26a0\ufe0f <strong>Compliance Tip:<\/strong><br>Asking employees to return early or work from home without their consent remains illegal.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">4. <strong>Mentrual Leave : Up to 2 Days per Month, Cannot Be Dennied<\/strong><\/h4>\n\n\n\n<p><strong>-Eligible employees:<\/strong> All female employees<\/p>\n\n\n\n<p><strong>-Leave entitlement:<\/strong> The 1st and 2nd days of menstruation<\/p>\n\n\n\n<p><strong>Q: Must the company approve it?<\/strong><br>Yes. Employers cannot request a medical certificate and cannot refuse the leave.<\/p>\n\n\n\n<p><strong>Q: Is it paid?<\/strong><br>Yes. It is treated as a normal working day.<\/p>\n\n\n\n<p>\u26a0\ufe0f <strong>Compliance Tip:<br><\/strong>Some HR departments reject menstrual leave requests for lack of a medical certificate. This is illegal, and employees may file complaints with labor inspectors.<strong><\/strong><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">5. <strong>Long Leave (Extended Leave) : Not Mandatory, but Must Be Granted Once Promised<\/strong><\/h4>\n\n\n\n<p>&#8211;<strong>Eligibility:<\/strong> Employees who have worked continuously for 6 years in the same company, or as defined in the company\u2019s internal policy.<\/p>\n\n\n\n<p><strong>-Duration:<\/strong> 2 months (taken over two years, 1 month each year), or based on internal company rules.<\/p>\n\n\n\n<p><strong>Q: Is it paid?<\/strong><br>Yes. It follows the same entitlements as annual leave, and employees receive paid leave.<\/p>\n\n\n\n<p><strong>Q: Can the company choose not to grant it?<\/strong><\/p>\n\n\n\n<p>If it is <strong>not<\/strong> stated in company regulations or collective agreements, the company may choose not to provide it; however, once it is promised in official policies, it becomes mandatory.<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-4 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"7\" data-id=\"3291\" src=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-2-1024x7.png\" alt=\"\" class=\"wp-image-3291\" srcset=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-2-1024x7.png 1024w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-2-300x2.png 300w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-2-768x6.png 768w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-2-1536x11.png 1536w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-2-2048x15.png 2048w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-2-18x1.png 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>03 \u2014 What Happens If You Break the Rules?<\/strong><\/h3>\n\n\n\n<p>According to <strong>Article 185 of the Manpower Law and Article 61 of PP 35\/2021<\/strong>, companies that fail to provide statutory leave may face the following consequences:<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-5 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"361\" data-id=\"3292\" src=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-1-1024x361.png\" alt=\"\" class=\"wp-image-3292\" srcset=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-1-1024x361.png 1024w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-1-300x106.png 300w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-1-768x271.png 768w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-1-1536x542.png 1536w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-1-2048x722.png 2048w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-1-18x6.png 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/figure>\n\n\n\n<p><\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-6 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"7\" data-id=\"3293\" src=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-3-1024x7.png\" alt=\"\" class=\"wp-image-3293\" srcset=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-3-1024x7.png 1024w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-3-300x2.png 300w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-3-768x6.png 768w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-3-1536x11.png 1536w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-3-2048x15.png 2048w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-3-18x1.png 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>04 \u2014 Practical Steps to Stay Compliant<\/strong><\/h3>\n\n\n\n<p>\u2713 Build a clear leave policy in your Employee Handbook<br>\u2713 Plan annual leave early to avoid year-end crunch<br>\u2713 Use HR systems to trigger leave-eligibility reminders<br>\u2713 Never assume \u201cno request = no leave\u201d<br>\u2713 For holiday overtime, report to the labor office when required<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-7 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"7\" data-id=\"3294\" src=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-4-1024x7.png\" alt=\"\" class=\"wp-image-3294\" srcset=\"https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-4-1024x7.png 1024w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-4-300x2.png 300w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-4-768x6.png 768w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-4-1536x11.png 1536w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-4-2048x15.png 2048w, https:\/\/sealawfirm.id\/wp-content\/uploads\/2024\/09\/Asset-4-4-18x1.png 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>05 \u2014 Conclusion: Leave Is a Right, Not a Perk<\/strong><\/h3>\n\n\n\n<p>In Indonesia, leave entitlements are mandatory rights\u2014not flexible benefits. For Foreign-invested companies, proper leave compliance is essential for legal safety and for maintaining healthy employee relations and reputation.<\/p>\n\n\n\n<p><strong>Legal Recommendation:<\/strong><\/p>\n\n\n\n<p>Make leave compliance part of your annual audit and seek regular reviews from labor law specialists to avoid costly violations.<\/p>\n\n\n\n<p>For assistance with leave policies, handbook reviews, or labor inspections, our Indonesia labor law team is ready to help.<\/p>\n\n\n\n<p>This article was prepared by our team serving clients in manufacturing, services, digital platforms, and EPC projects.<\/p>","protected":false},"excerpt":{"rendered":"<p>In Indonesia, leave entitlements are mandatory rights\u2014not flexible benefits. For Foreign-invested companies, proper leave compliance is essential for legal safety and for maintaining healthy employee relations and reputation.<\/p>","protected":false},"author":5,"featured_media":2233,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[24],"tags":[],"class_list":["post-2232","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article"],"_links":{"self":[{"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/posts\/2232","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/comments?post=2232"}],"version-history":[{"count":6,"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/posts\/2232\/revisions"}],"predecessor-version":[{"id":3321,"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/posts\/2232\/revisions\/3321"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/media\/2233"}],"wp:attachment":[{"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/media?parent=2232"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/categories?post=2232"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sealawfirm.id\/id\/wp-json\/wp\/v2\/tags?post=2232"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}