International Journal of Arts and Social Science www.ijassjournal.com ISSN: 2581-7922 Volume 5 Issue 5, May 2022. Ahmad Hunaeni Zulkarnaen Page 1 The Implementation of Social Functions and the Effectiveness of Laws and Regulations for the Settlement of Industrial Relations Disputes in Indonesia Ahmad Hunaeni Zulkarnaen Faculty of Law, Universitas Suryakancana Abstract: Industrial Relations Dispute Settlement Legislation, called P4HI, is not a goal but reflects the rights and obligations (labor legislation and terms of employment) of all parties involved in Industrial Relations Dispute Settlement or called PPHI. This article aims to analyze how social functions are implemented and the effectiveness of laws and regulations for the settlement of industrial relations disputes in Indonesia. This article concluded that to realize the goals and development of human resources, which is a bridge or gateway to protect the interests of all disputing parties, especially workers or laborers, such as honor, independence, life, property, the welfare of all parties in dispute fairly and so on. Detrimental, to achieve harmonious industrial relations (industrial peace) by utilizing and developing the potential of individual and social life. All parties in dispute (especially workers or laborers) utilize national P4HI based on Pancasila to support the implementation of a just and prosperous Indonesian society, nation, and state concerning PPHI. For this reason, P4HI must function as a standard of conduct, as a tool of social engineering, as a tool of social control, as a facility for human interaction, and P4HI must function directly and indirectly socially and fulfill the requirements for the implementation of P4HI directly effective. Keywords: P4HI, Disputes; Social Function; and Industrial Relations. I. INTRODUCTION P4HI is the entire industrial relations regulations, norms, or guidelines for living in settlement of industrial relations disputes (PPHI), coercive in nature, with threats of sanctions (administrative, civil, criminal) for violations (employers, workers/laborers), must be obeyed, as means to protect the interests of all parties in PPHI in order to achieve harmonious industrial relations (industrial peace). In order to realize justice, order, and social welfare for all parties involved in PPHI in the form of increased productivity or company profits correlated with the social welfare of workers/laborers and their families. P4HI is a rule of public law and a formal rule of law and material law. PPHI is a provision of the hearts and minds of the disputing parties in the form of facts, formulations of what the disputing parties should or should not do. In PPHI, there is government intervention (intervention) so that it brings a fundamental change like P4HI, namely from the private nature to the public (state administrative law). The purpose of government intervention (intervention) is to realize a fair PPHI. PPHI legislation provides rights to workers/labor as whole human beings to realize harmonious industrial relations (Industrial peace). P4HI is not a goal but must be a reflection of the rights and obligations (labor legislation and terms of employment) of all parties involved in Industrial Relations Disputes (DPHI) and is a bridge to bring all DPHI parties to the ideas they aspire to, namely realizing goals and development. Employment is a bridge or gateway to enter the life of industrial relations that allows the mobilization of all the potential of individual and social life while protecting the interests of all DPHI parties, such as honor, independence, life, property, rights, and others, against those that are detrimental such as violations of rights. normative (labor legislation) and terms of