The regulations regarding compensation are outlined in the employee guidelines, which are developed in reference to Law No. 13 of 2003 concerning Manpower (State Gazette of the Republic of Indonesia Year 2003 Number 39; Supplement to the State Gazette of the Republic of Indonesia Number 4279). These guidelines are further detailed in the Employee Handbook, particularly in Article 14 on Wage Policy, which states:
1. The institution sets the wage system according to the job value and BINUSIAN grade.
2. The amount of wage is determined based on job position, performance, skills, proficiency, and other factors, which are then reflected in the wage structure or scale, arranged according to the type of work and position.
3. Wage reviews for each employee are conducted annually, based on evaluations of work achievements, productivity, and competence, while considering the institution’s financial capacity.
4. Wage reviews can also occur due to job promotion, demotion, or other factors, which remain the prerogative right of the institution.

This is also part of BINUS’s commitment to supporting the Sustainable Development Goals (SDGs), as reflected in Rector’s Decree Number 136A, Part II (point i), which establishes that compensation is based on objective criteria such as position, contributions, performance, expertise, and competencies. This policy ensures that disparities based on gender, religion, ethnicity, age, disability status, or socioeconomic background are not tolerated.

To uphold this commitment, BINUS fosters openness in its compensation framework and encourages ongoing dialogue about pay equity. The university is proactive in identifying any potential inequities and taking corrective actions as needed.

In recognition of these efforts, BINUS University has been acknowledged as one of the Best Companies to Work for in Asia 2023 and has received the Most Caring Company Awards 2023, underscoring its commitment to fostering an equitable and supportive work environment for all employees.