Indoor air quality really effects persons’ health, including workers whose time mostly spent at work. Persons’ conduct may create pollutant which effect indoor air quality. Unhealthy indoor air has caused more than four million people dead from pneumonia, stroke, systemic heart decease, obstructive lung decease and cancer.  Persons’ conduct must be regulated by law to ensure one’s rights and obligation do not violate others. This research was focused on how the rights to health of the workers from the perspective of indoor air quality was protected by law and what obligations were generated from the rights towards workers, employers and the state. This research was an analytical descriptive doctrinal one using library research to gain secondary data from related legislation and regulation as well as expert commentaries in textbooks and scientific journal articles. To ensure indoor air quality for workers, the workers themselves and the employers must be equipped with the knowledge and comprehension of the rights they possess and the obligation attached with the rights to implement the law on how they have to conduct to ensure the participation in the availability of healthy indoor air quality. Workers and employers shall not act nor omit which might resulted in unhealthy indoor air at work room through ensuring fresh air circulation, avoiding smoke and other polluting substances use in indoor rooms.

Indoor air quality really effects persons’ health, including workers whose time mostly spent at work. Persons’ conduct may create pollutant which effect indoor air quality. Unhealthy indoor air has caused more than four million people dead from pneumonia, stroke, systemic heart decease, obstructive lung decease and cancer.  Persons’ conduct must be regulated by law to ensure one’s rights and obligation do not violate others. This research was focused on how the rights to health of the workers from the perspective of indoor air quality was protected by law and what obligations were generated from the rights towards workers, employers and the state. This research was an analytical descriptive doctrinal one using library research to gain secondary data from related legislation and regulation as well as expert commentaries in textbooks and scientific journal articles. To ensure indoor air quality for workers, the workers themselves and the employers must be equipped with the knowledge and comprehension of the rights they possess and the obligation attached with the rights to implement the law on how they have to conduct to ensure the participation in the availability of healthy indoor air quality. Workers and employers shall not act nor omit which might resulted in unhealthy indoor air at work room through ensuring fresh air circulation, avoiding smoke and other polluting substances use in indoor rooms.

Implementing maternity protection at the workplace is found significant benefits and cost savings to businesses, but many young women workers in garment factories in Indonesia remained vulnerable within their maternity period. This research was focused on why to have a clear and comprehensive overview on the need of women workers protection; how is women worker maternity protected. Through a Systematic Literature Review, data base was obtained through seven prominent publishers by writing key words “women worker protection and maternity protection”; inclusive articles were sorted by publication time 2012 – 2022; and the considerations of specific relevance of the article with this research questions. Other literature sources were also used to be added for more comprehensive literature review for the the research questions. It was found that breastfeeding was neglected by 33.6 million young working women in Indonesia, which costed US$1.5–9.4 billion annually, despite the prescription of the Constitution that worker shall have humane livelihood; fair treatment, and  human dignity, in line with ILO and the SDG. Rights and measures on family leave, maternity leave, childcare and family services, social security and working conditions provisions will resulted in improved work performance, enhance female workers loyalty and reduce turnover.  State shall more tightly supervise on the implementation of Law for protection of women worker rights and employer’s social solidarity, communality, and brotherhood

The process of resolving industrial relations disputes in Indonesia can basically be carried out through bipartite followed by mediation or conciliation or arbitration and carried out with industrial relations courts. This normative settlement providesaway out with an orderly state.  Industrial relations can arise due to several related matters such as: employment agreements, positive laws and differences in interests.  The  focus  of the problem is whether the  definition of the concept of industrial relations conflict has been clearly defined? Has the resolution of industrial relations conflicts been achieved? Is the purpose of closing the company achieved according to its legal objectives? Is the closure of the company to resolve industrial relations conflicts achieved? What limitations are there in court decisions in examining and resolving industrial relations disputes before or after the closure of a company?  This  study uses the  systematic study method of verdict.  The results showed  that the closure of the company was not effective in resolving industrial relations conflicts

In general, in various companies, workers are rarely considered company assets, so that in various company developments, the role of workers is not an important thing to consider. However, along with the times, workers are then considered as company assets and have even begun to develop in various companies that include workers in share ownership of the company concerned and by participating in company share ownership (ESOP: Employee Stock Ownership Program), thus workers feel become part of the company. Article 43 Paragraph (3) letter a Law no. 40 of 2007 concerning Limited Liability Companies (“UUPT”) basically states that companies can offer shares to their own employees. However, basically there is no obligation for companies to include their workers in the ownership of company shares according to the Company Law. The problems in share ownership in companies for workers are (1) What are the legal problematic dilemmas regarding workers' participation in share ownership in companies in Indonesia? (2) What is the normative regulation of workers' share ownership in a company if it is to be regulated in sources of employment law, both autonomous and heteronomous? . In general, it can be concluded that there are still many obstacles in terms of workers wanting to be included in company ownership because according to laws and regulations participation in company share ownership is not a mandatory thing for companies to do, but must be an initiative of workers' associations and/or unions. Apart from that, there is also the problem of how to regulate normatively related to share ownership in the company for workers so that workers have a legal basis to own shares in the company.