BINUS University implements an institution-wide wage policy for its staff and faculty, as documented in the BINA NUSANTARA Employee Handbook (Pedoman Karyawan) 2024–2025.

The handbook defines “Upah” (wages) as an employee’s right received and expressed in monetary form as compensation from the institution, determined and paid in accordance with the employment agreement, mutual agreement, or applicable laws and regulations (Peraturan Perundang-undangan). This definition establishes that employee remuneration is governed by formal employment arrangements and the applicable regulatory framework.

Specifically, Article 14 – Kebijakan Pengupahan (Wage Policy), page 18, establishes BINUS University’s formal wage determination and review framework:

  1. Wage system: The institution establishes its wage system based on job value and the employee’s BINUSIAN Grade.
  2. Wage determination: Wages are determined based on the employee’s position, performance, expertise, competence, and other relevant factors, as reflected in the wage structure and scale.
  3. Annual wage review: Employee wages are reviewed annually based on performance evaluations, productivity, and competence, taking into account relevant institutional considerations and financial capacity.
  4. Other wage reviews: Wage reviews may also be conducted following job movement or other applicable circumstances.

These provisions establish a formal and structured mechanism for wage determination and periodic review. They also demonstrate that wage determination and payment are subject to applicable employment agreements and regulations. This framework supports BINUS University’s alignment with Indonesian employment and wage regulations, including for staff and faculty covered by the relevant employment policies.

The implementation of employment policies and regulatory compliance is also supported by designated Human Capital functions within BINUS Group. Publicly available professional information identifies a Human Capital – Policy & Compliance Relation function associated with aligning human resource policies and processes with the applicable legal framework. Furthermore, a published job description for the Human Capital Representative Associate Manager identifies responsibility for ensuring that business units comply with labor laws and other applicable Human Capital legal requirements. These functions provide an institutional mechanism for supporting the implementation of employment policies and compliance with relevant employment regulations.

BINUS University’s commitment to employee welfare is also reflected in its workplace recognitions. BINA NUSANTARA has received HR Asia’s Best Companies to Work for in Asia recognition in multiple years, including 2017, 2021, and 2023. In 2023, the institution received this recognition for the fourth time and also received the HR Asia Most Caring Companies Award for the second time. These recognitions provide additional context regarding the institution’s efforts to promote employee well-being, workplace quality, and employee care.

Taken together, the formal wage policy, structured wage scale, annual wage review mechanism, reference to applicable laws and regulations, and designated Human Capital compliance functions demonstrate BINUS University’s institutional framework for fair remuneration, employment governance, and regulatory compliance. These practices support the institution’s commitment to employee welfare and Sustainable Development Goal 8: Decent Work and Economic Growth.