T Termination of employment constitutes a form of industrial relations dispute that frequently gives rise to legal issues, particularly concerning the classification of employment agreements underlying the employment relationship and dispute settlement processes that are not conducted in accordance with prevailing laws and regulations. the problems examined in this study are whether the settlement of termination of employment disputes in the decision of the medan industrial relations court no. 80/pdt.sus-phi/2023/pn.mdn complies with the applicable laws and regulations, and whether the decision of the industrial relations court no. 80/pdt.sus-phi/2023/pn.mdn is consistent with the relevant statutory provisions. this study employs a normative legal research method with a descriptive-analytical approach, utilizing secondary data supported by primary, secondary, and tertiary legal materials. the results of the study indicate that, from a formal perspective, the dispute settlement process was conducted without bipartite negotiations and exceeded the statutory limitation period for filing a claim; nevertheless, the panel of judges proceeded to examine and adjudicate the case, concluding that the plaintiff had an employment relationship based on a fixed-term employment agreement without considering the nine (9) years of service and the permanent nature of the work. such considerations contravene the provisions of law no. 13 of 2003 and law no. 11 of 2020. therefore, the judges committed errors in assessing the factual employment relationship and the procedural requirements for filing the claim.