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Key Takeaways
The KITAS is Indonesia’s limited-stay permit that enables foreign nationals to legally reside, and, once separate work authorisation is approved, work in the country under employer sponsorship.
Employers must secure RPTKA approval and a work permit before a foreign employee can begin working, and they must justify why the role cannot be filled locally.
The KITAS process involves multiple steps, including RPTKA approval, work-permit issuance, VITAS entry visa application, and converting the visa to a KITAS upon arrival.
Costs vary but typically include RPTKA fees, work-permit fees, visa and KITAS issuance fees, and possible consultant or administrative expenses.
What is the KITAS Visa, and Who is it For?
The KITAS (Kartu Izin Tinggal Terbatas) is Indonesia’s limited-stay permit card that gives foreign nationals the legal right to reside in the country for a specific period, typically from six months up to two years, and extendable under certain categories. While many refer to it casually as a “work visa,” the KITAS is more accurately the residence permit. A separate work-authorisation step (such as the RPTKA/work permit) is required before employment can begin.
For employers in Indonesia aiming to bring in foreign talent, the KITAS route is the key legal document enabling hired professionals to live and work under company sponsorship. It’s especially useful when you’re recruiting for roles where the domestic labour market cannot fully meet your needs. The permit requires your organisation to act as sponsor and meet defined criteria, so you’ll need to be involved from the outset.
By sponsoring a KITAS for a foreign employee, you ensure they follow the official path for lawful residency and employment. This not only gives them the right to live in Indonesia, but once all work-authorisation steps are satisfied, also enables them to perform the role you’ve hired them for under your corporate umbrella. As a result, your business can tap into global skills while staying on the right side of immigration rules.
In practical terms, the process means you should prepare for more than just the job contract: you’ll need to collaborate with local immigration authorities, ensure the foreign employee meets the eligibility criteria (qualifications, experience, role justification), and convert the correct visa or permit into the KITAS card once they arrive in Indonesia. This sets the stage for a compliant, successful hire that can work, reside, and contribute to your team under Indonesian law.
Basic Eligibility Requirements for the KITAS Visa
Employee side:
- Must have a valid job offer from the sponsoring employer.
- Should have relevant qualifications or experience for the role being offered. Indonesian authorities will check that the role cannot easily be filled by a local candidate.
- Passport with sufficient validity, and other personal documents (e.g., CV, education certificates) as required.
Required Documents (Simplified overview)
For the Employee:
- Valid passport (with required validity as per Indonesian immigration rules)
- Your CV/resume, your education certificates and proof of work experience.
- Passport-style photos, any police clearance or medical certificate as required.
For the Employer:
- Company registration documents (e.g., business licence, NPWP tax number, company domiciliation)
- RPTKA application showing the role, justification for hiring a foreign worker.
- Work permit application (IMTA or equivalent “Notification”).
- For the KITAS conversion: local immigration forms, address in Indonesia, and employer’s sponsorship letter.
The Step-by-Step Process for Sponsoring a KITAS Visa
- Employer obtains RPTKA approval – you document the role, the foreign worker’s qualifications, the company’s workforce structure, and the rationale for hiring overseas talent.
- Employer applies for work permit (IMTA or Notification) – once RPTKA is approved, you secure the legal work authorisation for the foreign employee.
- Employee applies for a Limited Stay Visa (VITAS) – this is typically done at an Indonesian embassy/consulate overseas (or via online systems) using the employer’s sponsorship and work permit paperwork.
- On arrival in Indonesia: Convert visa to KITAS (Temporary Stay Permit Card) – upon arrival, you must report to immigration, complete registration, and get the KITAS issued.
- Activate employment and comply with ongoing obligations – once the KITAS is issued, the worker is legally in-country under your sponsorship. You must then handle local compliance (tax, social security, renewals).
Costs & Fees – What Employers Should Know
While specific numbers vary (depending on industry, region, company size, role, and nationality of the employee), some common cost components include:
- Fees for RPTKA approval
- Work permit (IMTA/Notification) fees
- Visa/entry fees for VITAS
- KITAS issuance/biometrics fees
- Renewal costs annually or as required
- Other employer costs: internal administrative resources, potential immigration/consultant fees, ensuring you cover local ancillary obligations (e.g., social security registration)
For example, a working visa service site notes that a “Working Visa” (KITAS equivalent) may cost IDR 20,000,000 + USD 1,200 for the employer side.
Employer Responsibilities & Compliance Key Takeaways
- Ensure the foreign employee only works for the approved employer in the approved role — changing employer or role often requires a new application.
- Monitor expiration dates of RPTKA, work permit, and KITAS – timely renewals are essential to avoid penalties.
- Keep accurate records of foreign employee employment and registration — many Indonesian regulations require reporting on foreign vs local workforce numbers.
- Be aware of tax and social security rules: foreign workers may trigger tax residency if they remain in Indonesia for over a certain period. Employer needs to comply with withholding and registration obligations.
- Non-compliance can carry serious consequences: fines, deportation, business licence issues, and blacklisting for future foreign employee sponsorship.
Hire Global Talent Your Way with Playroll
Borders shouldn’t hold you back from hiring the right person. Playroll gives you two seamless options to hire globally. If relocation is the goal, our visa sponsorship services take care of everything when it comes to sponsoring a KITAS Visa– applications, compliance, and step-by-step support all the way through.
If moving isn’t needed, skip the visa fees, long processing times, and immigration risk with Playroll’s Employer of Record. We employ the candidate in their home country on your behalf, handling payroll, taxes, benefits, and compliance so you can onboard quickly and stay fully compliant: no relocation required. Wherever your next great hire is based, we make it easy to bring them onto your team.
ABOUT THE AUTHOR
Milani Notshe
Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.
KITAS Visa FAQs
Can employers sponsor workers via the KITAS Visa?
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Yes, as long as the employer is legally registered in Indonesia and gets the required approvals (RPTKA, work permit) before the employee applies for the VITAS/KITAS.
What compliance checks or reporting must employers do?
Employers must submit workforce reports (showing local vs foreign employees), ensure the foreign hire is registered with the correct immigration status, and handle tax/social security registration.
What happens if the KITAS application is denied or delayed?
Delays can impact onboarding. If denied, the employee cannot legally work — you may need to restart the process or explore alternative hiring solutions (e.g., hiring in-country).
Can the foreign worker be hired as a contractor instead of an employee under KITAS?
If they are working for you in Indonesia, and their role fits employment rather than independent contracting, the KITAS employment route is required. Using a contractor model incorrectly can elevate risk of misclassification and non-compliance.
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