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Legal knowledge, analytical skills and sound judgment, as well as having the right attitude are the mark of Makarim & Taira S. (M&T) lawyers. We have carefully and tirelessly worked to ensure that these characteristics and traits transcend everyone in the Firm, and to provide the highest levels of service to people who believe in us – not only to our clients, but also to our M&T lawyers.

We have always been proud to produce reputable lawyers with a oad and deep skill set that enable them to manage the complex and ever-changing landscape of the industries and practice areas they will be dealing with. At the Firm, we have been implementing an apprenticeship model – providing leaders that young associates can learn from, be their mentor, and also their adviser. From the time they commence their employment or training at the Firm, we ensure that an effective working environment and talent succession are in place:

Talent recruitment and management

M&T has consistently been one of top 5 most wanted employers in Indonesia for law students and graduates. Finding the right people for the Firm starts with three steps in our screening process: interview, written test, and psychological evaluation. Once these young lawyers or trainees are accepted, we take in the responsibility to develop their knowledge, skills and experience, as well as allow them to set their career and development goals.

Each associate in the Firm will have their own mentor who will be working with them as they deal with various transactions under different practice areas; they will also have an adviser who idges the communication between the associates and the Partners, and who the associates can talk to if they have grievances. Each of the mentors recognize differences in personalities, attitudes, and generation of associates (i.e., millennials and Gen-Z), so the training and mentoring process is also adjusted accordingly.

These young lawyers are given clear assignments and are made to understand what is expected of them – this will be the basis for periodic evaluations to measure their growth, development, and contribution to the Firm. We also instil a culture of collaboration, encourage them to take active roles in strategic planning and case management, and allow them to experience client servicing.

Work-life balance

Sharpening core competencies is vital – we aim to develop our lawyers’ essential skills of analysis, reasoning, and clear presentation of facts and legal arguments. However, we also recognize that happy lawyers are the most productive. At M&T, we provide and encourage our lawyers to participate in various extracurricular activities such as: futsal match, yoga class, recreational activities (e.g., watching movies together), outings, eaking fast gatherings, etc.

We have a eakout room and eastfeeding room in our office, and also carry out CSR activities (blood drives and orphanage visits). We also provide soft skills training in-house (effective communication, grooming, relationship building) to further distinguish our lawyers as top legal talents.

Legal Developments by:
Makarim & Taira S.


    In Indonesia, despite it being generally accepted that a foreign employee is by nature a fixed term employee, recent rulings of the Industrial Relations Court or the Supreme Court have given rise to some arguments among scholars, legal practitioners and jurists since the rulings have recognized foreign employees as ‘permanent’ employees and therefore entitled to severance pay upon termination of their employment in Indonesia.
    - Makarim & Taira S.

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