The Public Housing Savings or Tapera (Tabungan Perumahan Rakyat) contribution is a topic that has been widely discussed recently. Although it has many benefits, the Tapera program apparently has an influence on employee salary calculations. Even though it has become a common topic in public discussion, some of us may not understand in depth the mechanisms and objectives of this program.
In this article, we will discuss everything about the Tapera contribution, starting from the definition, benefits, objectives, the amount of the contribution, to the time this program will be implemented.
Tapera contribution is a program that requires workers to set aside a portion of their income for a housing fund.
The program was officially established on May 20th 2024, by President Joko Widodo through Government Regulation Number 21 of 2024, which amends Government Regulation (PP) Number 25 of 2020 regarding the People’s Housing Savings (Tapera).
Prior to the PP revision, Tapera contribution were initially only required for civil servants, ASN (Aparatur Sipil Negara), TNI (Tentara Nasional Indonesia), Polri (Kepolisian Negara Republik Indonesia), as well as state-owned enterprises (BUMN) and regional-owned enterprises (BUMD). However, after the revised PP was set, Tapera contribution also applied to all workers and employers.
The Tapera contribution will be disposed routinely by participants within a certain period. Funds collected will only be used for housing financing. However, if the participants do not use the funds for housing during their membership period, the principal amount and any accrued earnings (such as interest or investment profits) will be returned to them after the membership period ends.
Tapera contribution must be paid by all workers and employers in Indonesia, including:
In addition, there are several other conditions that must be met to become a Tapera participant, namely:
Some benefits of Tapera contribution are as follows:
Tapera contribution amount to 3%, shared between the employee and the employer, with the breakdown below:
A calculation example for an employee with a salary of Rp5,000,000 is as follows:
1. Employee’s contribution
The percentage paid by the employee is 2.5%, so:
Employee’s Tapera = 2.5% x 5,000,000
= 0.025 x 5,000,000
= 125,000
Thus, an employee with a salary of Rp5,000,000 will pay Rp125,000 per month for Tapera contribution.
2. Employer’s contribution
The percentage paid by the employer is 0.5%, hence:
Employer’s Tapera = 0.5% x 5,000,000
= 0.005 x 5,000,000
= 25,000
As a result, the employer will contribute Rp25,000 per month for Tapera contribution.
Therefore, the total Tapera contribution collected from an employee with a salary of Rp5,000,000 is Rp150,000 per month (Rp125,000 from the employee + Rp25,000 from the employer).
The Tapera contribution period is as follows.
According to PP Number 21 of 2024, the implementation of salary deductions for Tapera contribution is from the time the regulation is established, May 20th, 2024.
In addition, in accordance with Article 68 in PP Number 25 of 2020, employers are required to register their workers as Tapera participants a maximum of seven years after the regulation is implemented.
That said, the Tapera contribution implementation is from May 20th, 2024, while the registration of the membership will be no later than May 20th, 2027.
Participants can apply for disbursement of funds from Tapera after their membership period ends. The situation where Tapera contribution membership ends is if:
In conclusion, the Tapera contribution is one of the government’s efforts to support the welfare of workers in Indonesia through affordable and sustainable housing programs.
However, apart from affecting workers, the Tapera program also automatically requires the company’s finance and human resources (HR) departments to make adjustments to the implementation of these regulations.
Apart from the responsibility of registering employees, companies must change the salary calculation formula, as well as ensure transparency in every calculation detail stated in employee pay slips. Thus, this change can be a challenge, especially if the company still uses manual methods to manage this work.
Therefore, to optimize operational efficiency, companies should consider using Outsourcing services, one of which is from RecruitFirst Indonesia. We are experienced in helping manage administrative and operational tasks so that your company can focus more on core activities and development strategies. Don’t hesitate to contact us now for more information!
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