短時間・有期雇用労働者及び派遣労働者に対する不合理な待遇の禁止等に関する指針
  法令番号:平成三十年厚生労働省告示第四百三十号 改正: 辞書バージョン:13.0 翻訳日:平成31年10月1日
Guidelines on the Prohibition against Unreasonable Treatment of Part-Time Workers, Fixed-Term Workers, and Dispatched Workers
Law number: Public Notice of the Ministry of Health, Labour and Welfare No. 430 of 2018 Amendment: Dictionary Ver: 13.0 Translation date: October 1, 2019


短時間・有期雇用労働者及び派遣労働者に対する不合理な待遇の禁止等に関する指針
Guidelines on the Prohibition against Unreasonable Treatment of Part-Time Workers, Fixed-Term Workers, and Dispatched Workers
短時間・有期雇用労働者及び派遣労働者に対する不合理な待遇の禁止等に関する指針(平成三十年十二月二十八日厚生労働省告示第四百三十号)
Guidelines on the Prohibition against Unreasonable Treatment of Part-Time Workers, Fixed-Term Workers, and Dispatched Workers (Public Notice of the Ministry of Health, Labour and Welfare No. 430 of December 28, 2018)
目次
Table of Contents
第1 目的
Article 1 Purpose
第2 基本的な考え方
Article 2 Fundamental Way of Thinking
第3 短時間・有期雇用労働者
Article 3 Part-Time/Fixed-Term Workers
1 基本給
(1) Base Pay
2 賞与
(2) Bonuses
3 手当
(3) Allowances
4 福利厚生
(4) Employee Benefits
5 その他
(5) Other
第4 派遣労働者
Article 4 Dispatched Workers
1 基本給
(1) Base Pay
2 賞与
(2) Bonuses
3 手当
(3) Allowances
4 福利厚生
(4) Employee Benefits
5 その他
(5) Other
第5 協定対象派遣労働者
Article 5 Dispatched Workers Who Are Covered by an Agreement with a Labor Union or Workers' Representative
1 賃金
(1) Wages
2 福利厚生
(2) Employee Benefits
3 その他
(3) Other
第1 目的
Article 1 Purpose
この指針は、短時間労働者及び有期雇用労働者の雇用管理の改善等に関する法律(平成5年法律第76号。以下「短時間・有期雇用労働法」という。)第8条及び第9条並びに労働者派遣事業の適正な運営の確保及び派遣労働者の保護等に関する法律(昭和60年法律第88号。以下「労働者派遣法」という。)第30条の3及び第30条の4に定める事項に関し、雇用形態又は就業形態に関わらない公正な待遇を確保し、我が国が目指す同一労働同一賃金の実現に向けて定めるものである。
These Guidelines are hereby established with the aim of ensuring fair treatment irrespective of employment form or employment format and of achieving Japan's goal of equal pay for equal work, to cover the things provided for in Articles 8 and 9 of the Act on Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers and Fixed-Term Workers (Act No. 76 of 1993; hereinafter referred to as the "Part-Time/Fixed-Term Employment Act"), and Articles 30-3 and 30-4 of the Act for Ensuring the Proper Operation of Worker Dispatching Undertakings and Protecting Dispatched Workers (Act No. 88 of 1985; hereinafter referred to as the "Worker Dispatching Act").
我が国が目指す同一労働同一賃金は、同一の事業主に雇用される通常の労働者と短時間・有期雇用労働者との間の不合理と認められる待遇の相違及び差別的取扱いの解消並びに派遣先に雇用される通常の労働者と派遣労働者との間の不合理と認められる待遇の相違及び差別的取扱いの解消(協定対象派遣労働者にあっては、当該協定対象派遣労働者の待遇が労働者派遣法第30条の4第1項の協定により決定された事項に沿った運用がなされていること)を目指すものである。
Japan's goal of equal pay for equal work aims to eliminate anything that is found to be unreasonable in terms of differences in worker treatment and differential treatment between workers with standard employment statuses and part-time/fixed-term workers employed by the same employer and to eliminate anything that is found to be unreasonable in terms of differences in worker treatment and differential treatment between workers with standard employment statuses employed by a client and dispatched workers (and to ensure that the treatment of dispatched workers who are covered by an agreement with a labor union or workers' representative is managed in line with the things determined by agreement with a labor union or workers' representative as provided in Article 30-4, paragraph (1) of the Worker Dispatching Act).
もとより賃金等の待遇は労使の話合いによって決定されることが基本である。しかし、我が国においては、通常の労働者と短時間・有期雇用労働者及び派遣労働者との間には、欧州と比較して大きな待遇の相違がある。政府としては、この問題への対処に当たり、同一労働同一賃金の考え方が広く普及しているといわれる欧州の制度の実態も参考としながら政策の方向性等を検証した結果、それぞれの国の労働市場全体の構造に応じた政策とすることが重要であるとの示唆を得た。
Fundamentally, aspects of worker treatment such as wages are decided through labor-management discussions. However, in Japan, there are significant differences in treatment between workers with standard employment statuses and part-time/fixed-term workers or dispatched workers compared with Europe. In order to address this issue, the Japanese Government examined the direction of its policies with reference to actual systems in place in Europe, where the concept of equal pay for equal work is said to have become prevalent; this process suggested the importance of arranging policies according to the overall structure of the labor market in each country.
我が国においては、基本給をはじめ、賃金制度の決まり方には様々な要素が組み合わされている場合も多いため、まずは、各事業主において、職務の内容や職務に必要な能力等の内容を明確化するとともに、その職務の内容や職務に必要な能力等の内容と賃金等の待遇との関係を含めた待遇の体系全体を、短時間・有期雇用労働者及び派遣労働者を含む労使の話合いによって確認し、短時間・有期雇用労働者及び派遣労働者を含む労使で共有することが肝要である。また、派遣労働者については、雇用関係にある派遣元事業主と指揮命令関係にある派遣先とが存在するという特殊性があり、これらの関係者が不合理と認められる待遇の相違の解消等に向けて認識を共有することが求められる。
In the case of Japan, various elements are often intertwined in the determination of wage systems as well as base pay; consequently, as the first step, it is essential for each employer to clarify workers' job descriptions and the substance of the abilities needed for the job, and to use labor-management discussions that include part-time/fixed-term workers and dispatched workers to look at the entirety of its system of worker treatment including the relationship between aspects of their treatment such as wages and factors such as job descriptions and the substance of the abilities needed for the job through, and to share this information between labor and management, including part-time/fixed-term workers and dispatched workers. Additionally, the fact that dispatched workers have an employment relationship with the dispatching business operator while also receiving direct orders from the client is unconventional, and there needs to be a common understanding between the relevant parties in order to move toward resolving things that are found to be unreasonable differences in the treatment of such workers.
今後、各事業主が職務の内容や職務に必要な能力等の内容の明確化及びその公正な評価を実施し、それに基づく待遇の体系を、労使の話合いにより、可能な限り速やかに、かつ、計画的に構築していくことが望ましい。
It is desirable that each employer will, in future, clarify things such as job descriptions and the substance of the abilities needed for a job, implement fair evaluations for these, and establish a system of worker treatment that is based on those evaluations through discussions between the labor and management, as systematically and as expeditiously as possible.
通常の労働者と短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違の解消等に向けては、賃金のみならず、福利厚生、キャリア形成、職業能力の開発及び向上等を含めた取組が必要であり、特に、職業能力の開発及び向上の機会の拡大は、短時間・有期雇用労働者及び派遣労働者の職業に必要な技能及び知識の蓄積により、それに対応した職務の高度化や通常の労働者への転換を見据えたキャリアパスの構築等と併せて、生産性の向上と短時間・有期雇用労働者及び派遣労働者の待遇の改善につながるため、重要であることに留意すべきである。
In order to eliminate things that are found to be unreasonable differences in treatment between workers with standard employment statuses and part-time/fixed-term workers and dispatched workers, it is necessary to take an approach that covers not only wages but also things such as employee benefits, career formation, and the development and improvement of vocational abilities; in particular, the importance of expanding opportunities for development and improvement of vocational abilities should be kept in mind, since the accumulation of skills and knowledge that part-time/fixed-term workers and dispatched workers need for their jobs, in combination with things such as commensurate increases in the sophistication of their jobs and the development of career paths that move them toward conversion into workers with standard employment statuses, resulting in enhanced productivity and improvements in the treatment of part-time/fixed-term workers and dispatched workers.
このような通常の労働者と短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違の解消等の取組を通じて、労働者がどのような雇用形態及び就業形態を選択しても納得できる待遇を受けられ、多様な働き方を自由に選択できるようにし、我が国から「非正規」という言葉を一掃することを目指す。
Through this manner of approach to eliminating things that are found to be unreasonable differences in treatment between workers with standard employment statuses and part-time/fixed-term workers and dispatched workers, the government is working to ensure that workers are satisfied with their treatment irrespective of what employment form and employment format they choose, and to ensure that they can freely choose diverse ways of working, with the goal of ridding Japan of the term "non-regular worker".
第2 基本的な考え方
Article 2 Fundamental Way of Thinking
この指針は、通常の労働者と短時間・有期雇用労働者及び派遣労働者との間に待遇の相違が存在する場合に、いかなる待遇の相違が不合理と認められるものであり、いかなる待遇の相違が不合理と認められるものでないのか等の原則となる考え方及び具体例を示したものである。事業主が、第3から第5までに記載された原則となる考え方等に反した場合、当該待遇の相違が不合理と認められる等の可能性がある。なお、この指針に原則となる考え方が示されていない退職手当、住宅手当、家族手当等の待遇や、具体例に該当しない場合についても、不合理と認められる待遇の相違の解消等が求められる。このため、各事業主において、労使により、個別具体の事情に応じて待遇の体系について議論していくことが望まれる。
These Guidelines set out the essential way of thinking and specific examples of things such as what differences in treatment are found to be unreasonable and what differences in treatment are not, when there are differences in treatment between workers with standard employment statuses and part-time/fixed-term workers or dispatched workers. If an employer goes against the essential ways of thinking or anything else specified in Articles Article 3 through Article 5, it is possible that the difference in treatment will be found to be unreasonable. In addition, employers are called upon to eliminate or take other action with regard to anything that is found to be an unreasonable difference in treatment, even as regards things such as retirement allowances, housing allowances, or family allowances for which these Guidelines do not specify the essential way of thinking and even in cases not falling under the specific examples described herein. For this reason, it is desirable for the management and labor of each employer to hold discussions on their treatment systems according to individually specific circumstances.
なお、短時間・有期雇用労働法第8条及び第9条並びに労働者派遣法第30条の3及び第30条の4の規定は、雇用管理区分が複数ある場合であっても、通常の労働者のそれぞれと短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違の解消等を求めるものである。このため、事業主が、雇用管理区分を新たに設け、当該雇用管理区分に属する通常の労働者の待遇の水準を他の通常の労働者よりも低く設定したとしても、当該他の通常の労働者と短時間・有期雇用労働者及び派遣労働者との間でも不合理と認められる待遇の相違の解消等を行う必要がある。また、事業主は、通常の労働者と短時間・有期雇用労働者及び派遣労働者との間で職務の内容等を分離した場合であっても、当該通常の労働者と短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違の解消等を行う必要がある。
Furthermore, the provisions of Articles 8 and 9 of the Part-Time/Fixed-Term Employment Act and the provisions of Articles 30-3 and 30-4 of the Worker Dispatching Act call on employers to eliminate or take other action with regard to things that are found to be unreasonable differences in treatment between each of the workers with standard employment statuses and part-time/fixed-term workers or dispatched workers even if there are multiple different personnel management categories. Thus, even if an employer establishes a new personnel management category and sets a lower level of treatment for workers with standard employment statuses in that category than the level for the other workers with standard employment statuses, it is also necessary to eliminate things that are found to be unreasonable differences in treatment between the other workers with standard employment statuses and part-time/fixed-term workers or dispatched workers. Additionally, even if an employer decouples something such as the job descriptions of workers with standard employment statuses and part-time/fixed-term workers or dispatched workers, it is still necessary to eliminate things that are found to be unreasonable differences in treatment between those workers with standard employment statuses and those part-time/fixed-term workers or dispatched workers.
さらに、短時間・有期雇用労働法及び労働者派遣法に基づく通常の労働者と短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違の解消等の目的は、短時間・有期雇用労働者及び派遣労働者の待遇の改善である。事業主が、通常の労働者と短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違の解消等に対応するため、就業規則を変更することにより、その雇用する労働者の労働条件を不利益に変更する場合、労働契約法(平成19年法律第128号)第9条の規定に基づき、原則として、労働者と合意する必要がある。また、労働者と合意することなく、就業規則の変更により労働条件を労働者の不利益に変更する場合、当該変更は、同法第10条の規定に基づき、当該変更に係る事情に照らして合理的なものである必要がある。ただし、短時間・有期雇用労働法及び労働者派遣法に基づく通常の労働者と短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違の解消等の目的に鑑みれば、事業主が通常の労働者と短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違の解消等を行うに当たっては、基本的に、労使で合意することなく通常の労働者の待遇を引き下げることは、望ましい対応とはいえないことに留意すべきである。
Furthermore, the purpose of actions such as the elimination of things that are found to be unreasonable differences in treatment between workers with standard employment statuses and part-time/fixed-term workers and dispatched workers on the basis of the Part-Time/Fixed-Term Employment Act and the Worker Dispatching Act is to improve the treatment that part-time/fixed-term workers and dispatched workers receive. In principle, before an employer makes a change to its rules of employment that results in a disadvantageous change in the working conditions of the workers it employs in order to take an action such as eliminating a thing that is found to be an unreasonable difference in treatment between workers with standard employment statuses and part-time/fixed-term workers or dispatched workers, it needs to reach an agreement with its workers pursuant to the provisions of Article 9 of the Labor Contracts Act (Act No. 128 of 2007). As such, if an employer makes a change to its rules of employment that results in change in working conditions that is disadvantageous to its workers without reaching an agreement with those workers, the change needs to be reasonable in light of the circumstances of that change, pursuant to the provisions of Article 10 of that Act. However, it should be kept in mind that, in light of the purpose of actions such as the elimination of things that are found to be unreasonable differences in treatment between workers with standard employment statuses and part-time/fixed-term workers or dispatched workers on the basis of the Part-Time/Fixed-Term Employment Act and the Worker Dispatching Act, it fundamentally cannot be said to be desirable for an employer to downgrade the treatment of workers with standard employment statuses without reaching an agreement with a labor union or workers' representative, in taking action such as eliminating things that are found to be unreasonable differences in treatment between its workers with standard employment statuses and its part-time/fixed-term workers or dispatched workers.
加えて、短時間・有期雇用労働法第8条及び第9条並びに労働者派遣法第30条の3及び第30条の4の規定は、通常の労働者と短時間・有期雇用労働者及び派遣労働者との間の不合理と認められる待遇の相違等を対象とするものであり、この指針は、当該通常の労働者と短時間・有期雇用労働者及び派遣労働者との間に実際に待遇の相違が存在する場合に参照されることを目的としている。このため、そもそも客観的にみて待遇の相違が存在しない場合については、この指針の対象ではない。
Additionally, the provisions of Articles 8 and 9 of the Part-Time/Fixed-Term Employment Act and the provisions of Articles 30-3 and 30-4 of the Worker Dispatching Act target things that are found to be unreasonable differences in treatment between workers with standard employment statuses and part-time/fixed-term workers or dispatched workers and other such things, and these Guidelines are meant to serve as a reference for cases in which there are actual differences in treatment between workers with standard employment statuses and part-time/fixed-term workers or dispatched workers. For this reason, cases in which there are no differences in treatment from an objective point of view are not subject to these Guidelines.
第3 短時間・有期雇用労働者
Article 3 Part-Time/Fixed-Term Workers
短時間・有期雇用労働法第8条において、事業主は、短時間・有期雇用労働者の待遇のそれぞれについて、当該待遇に対応する通常の労働者の待遇との間において、業務の内容及び当該業務に伴う責任の程度(以下「職務の内容」という。)、当該職務の内容及び配置の変更の範囲その他の事情のうち、当該待遇の性質及び当該待遇を行う目的に照らして適切と認められるものを考慮して、不合理と認められる相違を設けてはならないこととされている。
Article 8 of the Part-Time/Fixed-Term Employment Act provides that an employer must not create differences between the treatment of the part-time/fixed term workers it employs and its corresponding treatment of its workers with standard employment statuses that are found to be unreasonable in consideration of the circumstances, including the substance of their duties and the level of responsibility associated with those duties (hereinafter referred to as the "job description") and the scope of changes in their job descriptions and assignments, that are found to be appropriate in light of the nature of the treatment and the purpose of treating workers in that way.
また、短時間・有期雇用労働法第9条において、事業主は、職務の内容が通常の労働者と同一の短時間・有期雇用労働者であって、当該事業所における慣行その他の事情からみて、当該事業主との雇用関係が終了するまでの全期間において、その職務の内容及び配置が当該通常の労働者の職務の内容及び配置の変更の範囲と同一の範囲で変更されることが見込まれるものについては、短時間・有期雇用労働者であることを理由として、待遇のそれぞれについて、差別的取扱いをしてはならないこととされている。
Article 9 of the Part-Time/Fixed-Term Employment Act provides that an employer must not subject a part-time/fixed term worker whose job description is the same as that of a worker with a standard employment status and whose job description and assignment, throughout the entire period until the end of the employment relationship with that employer, are likely to be changed within the same scope as the job description and assignment of such a worker with a standard employment status in light of customary practices at the place of business in question and other circumstances, to differential worker treatment on the grounds that the worker is a part-time/fixed term worker.
短時間・有期雇用労働者の待遇に関して、原則となる考え方及び具体例は次のとおりである。
The essential ways of thinking and specific examples of treatment for part-time/fixed-term workers are as follows.
1 基本給
(1) Base Pay
(1)基本給であって、労働者の能力又は経験に応じて支給するもの
(I) Base pay that an employer provides based on the ability or experience of each worker
基本給であって、労働者の能力又は経験に応じて支給するものについて、通常の労働者と同一の能力又は経験を有する短時間・有期雇用労働者には、能力又は経験に応じた部分につき、通常の労働者と同一の基本給を支給しなければならない。また、能力又は経験に一定の相違がある場合においては、その相違に応じた基本給を支給しなければならない。
If an employer provides base pay based on the ability or experience of each worker, it must provide part-time/fixed-term workers that have the same abilities or experience as workers with standard employment statuses with the same base pay as those workers with standard employment statuses, as regards the portion of base pay that is based on these workers' abilities or experience. Also, if there are certain differences in workers' abilities or experience, the employer must provide base pays that reflect those differences.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 基本給について、労働者の能力又は経験に応じて支給しているA社において、ある能力の向上のための特殊なキャリアコースを設定している。通常の労働者であるXは、このキャリアコースを選択し、その結果としてその能力を習得した。短時間労働者であるYは、その能力を習得していない。A社は、その能力に応じた基本給をXには支給し、Yには支給していない。
(a) Company A, which provides base pay based on the ability or experience of each worker, has established a special career track for workers to improve a particular ability. Standard-Status Worker X chose this career track and as a result acquired the ability concerned. Part-Time Worker Y has not acquired the ability. Company A provides base pay based on this ability to Standard-Status Worker X, but not to Part-Time Worker Y.
ロ A社においては、定期的に職務の内容及び勤務地の変更がある通常の労働者の総合職であるXは、管理職となるためのキャリアコースの一環として、新卒採用後の数年間、店舗等において、職務の内容及び配置に変更のない短時間労働者であるYの助言を受けながら、Yと同様の定型的な業務に従事している。A社はXに対し、キャリアコースの一環として従事させている定型的な業務における能力又は経験に応じることなく、Yに比べ基本給を高く支給している。
(b) At Company A, Standard-Status Worker X, who is on the managerial track, has a job description and work location that are regularly subject to change. As part of the career track for managerial positions, for several years after having been hired as a recent graduate, Standard-Status Worker X has been working in an office or other such location and engaging in the same kind of routine work as Part-Time Worker Y, whose job description or work location is not subject to change, while receiving advice from Part-Time Worker Y. Company A provides Standard-Status Worker X with a higher base pay than Part-Time Worker Y, but is not doing so based on the ability or experience associated with the routine work that Standard-Status Worker X has engaged in as part of that career track.
ハ A社においては、同一の職場で同一の業務に従事している有期雇用労働者であるXとYのうち、能力又は経験が一定の水準を満たしたYを定期的に職務の内容及び勤務地に変更がある通常の労働者として登用し、その後、職務の内容や勤務地に変更があることを理由に、Xに比べ基本給を高く支給している。
(c) At Company A, between Fixed-Term Workers X and Y, both of whom have been engaged in the same work at the same workplace, Fixed-Term Worker Y is the one that has met certain criteria in terms of ability or experience and been promoted to a position as a worker with a standard employment status whose job description and work location are regularly subject to change; thereafter, the employer provides a higher base pay to Fixed-Term Worker Y than to Fixed-Term Worker X for the reason that Fixed-Term Worker Y's job description or work location is subject to change.
ニ A社においては、同一の能力又は経験を有する通常の労働者であるXと短時間労働者であるYがいるが、XとYに共通して適用される基準を設定し、就業の時間帯や就業日が日曜日、土曜日又は国民の祝日に関する法律(昭和23年法律第178号)に規定する休日(以下「土日祝日」という。)か否か等の違いにより、時間当たりの基本給に差を設けている。
(d) At Company A, Standard-Status Worker X and Part-Time Worker Y have the same ability or experience. Company A establishes criteria that apply to both Standard-Status Worker X and Part-Time Worker Y, and sets a different hourly base pay for differences in working time slots, differences in whether the working day falls on a Saturday or Sunday or a holiday as prescribed in the Act on National Holidays (Act No. 178 of 1948) (hereinafter referred to as a "weekend or holiday"), and other such differences.
(問題となる例)
(Example of a Problematic Difference in Treatment)
基本給について、労働者の能力又は経験に応じて支給しているA社において、通常の労働者であるXが有期雇用労働者であるYに比べて多くの経験を有することを理由として、Xに対し、Yよりも基本給を高く支給しているが、Xのこれまでの経験はXの現在の業務に関連性を持たない。
Company A, which provides base pay based on the ability or experience of each worker, provides Standard-Status Worker X with a higher base pay than Fixed-Term Worker Y for the reason that Standard-Status Worker X has more experience than Fixed-Term Worker Y. However, Standard-Status Worker X's past experience is not relevant to Standard-Status Worker X's current duties.
(2)基本給であって、労働者の業績又は成果に応じて支給するもの
(II) Base pay that an employer provides based on the achievements or performance of each worker
基本給であって、労働者の業績又は成果に応じて支給するものについて、通常の労働者と同一の業績又は成果を有する短時間・有期雇用労働者には、業績又は成果に応じた部分につき、通常の労働者と同一の基本給を支給しなければならない。また、業績又は成果に一定の相違がある場合においては、その相違に応じた基本給を支給しなければならない。
If an employer provides base pay based on the achievements or performance of each worker, it must provide part-time/fixed-term workers that have the same achievements or performance as workers with standard employment statuses with the same base pay as those workers with standard employment statuses, as regards the portion of base pay that is based on these workers' achievements or performance. Also, if there are certain differences in workers' achievements or performance, the employer must provide base pays that reflect those differences.
なお、基本給とは別に、労働者の業績又は成果に応じた手当を支給する場合も同様である。
The same principle applies when allowances are provided based on the achievements or performance of workers, separately from base pay.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 基本給の一部について、労働者の業績又は成果に応じて支給しているA社において、所定労働時間が通常の労働者の半分の短時間労働者であるXに対し、その販売実績が通常の労働者に設定されている販売目標の半分の数値に達した場合には、通常の労働者が販売目標を達成した場合の半分を支給している。
(a) Company A, which provides a portion of base pay on the basis of the achievements or performance of each worker, provides Part-Time Worker X, whose prescribed working hours are half of those of a worker with a standard employment status, with half of the amount paid to workers with standard employment statuses who have achieved their sales target, when the sales performance of Part-Time Worker X has reached half of the sales target set for workers with standard employment statuses.
ロ A社においては、通常の労働者であるXは、短時間労働者であるYと同様の業務に従事しているが、Xは生産効率及び品質の目標値に対する責任を負っており、当該目標値を達成していない場合、待遇上の不利益を課されている。その一方で、Yは、生産効率及び品質の目標値に対する責任を負っておらず、当該目標値を達成していない場合にも、待遇上の不利益を課されていない。A社は、待遇上の不利益を課していることとの見合いに応じて、XにYに比べ基本給を高く支給している。
(b) At Company A, Standard-Status Worker X engages in similar work to that of Part-Time Worker Y. However, Standard-Status Worker X is responsible for meeting the target values of production efficiency and quality and is subject to disadvantageous treatment for failing to achieve the target values. On the other hand, Part-Time Worker Y is not responsible for meeting the target values of production efficiency or quality and is not subject to disadvantageous treatment even if that worker fails to achieve the target values. Company A provides Standard-Status Worker X with a higher base pay than that of Part-Time Worker Y, in balance against the fact that Standard-Status Worker X is subject to disadvantageous treatment.
(問題となる例)
(Example of a Problematic Difference in Treatment)
基本給の一部について、労働者の業績又は成果に応じて支給しているA社において、通常の労働者が販売目標を達成した場合に行っている支給を、短時間労働者であるXについて通常の労働者と同一の販売目標を設定し、それを達成しない場合には行っていない。
Company A, which provides a portion of base pay on the basis of the achievements or performance of each worker, sets the same sales target for Part-Time Worker X as for workers with standard employment statuses, but does not provide Part-Time Worker X with the payment normally made to workers with standard employment statuses who have achieved the sales target, if Part-Time Worker X fails to meet the sales target.
(3)基本給であって、労働者の勤続年数に応じて支給するもの
(III) Base pay that an employer provides based on each worker's number of years of continuous service
基本給であって、労働者の勤続年数に応じて支給するものについて、通常の労働者と同一の勤続年数である短時間・有期雇用労働者には、勤続年数に応じた部分につき、通常の労働者と同一の基本給を支給しなければならない。また、勤続年数に一定の相違がある場合においては、その相違に応じた基本給を支給しなければならない。
If an employer provides base pay based on the each worker's number of years of continuous service, it must provide part-time/fixed-term workers that have the same number of years of continuous service as workers with standard employment statuses with the same base pay as workers with standard employment statuses, as regards the portion of base pay that is based on these workers' number of years of continuous service. Also, if there are certain differences in workers' numbers of years of continuous service, the employer must provide base pays that reflect those differences.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
基本給について、労働者の勤続年数に応じて支給しているA社において、期間の定めのある労働契約を更新している有期雇用労働者であるXに対し、当初の労働契約の開始時から通算して勤続年数を評価した上で支給している。
In providing base pay to Fixed-Term Worker X, whose fixed-term labor contract has been renewed, Company A, which provides base pay based on each worker's number of years of continuous service, takes into account the total number of years of continuous service from the beginning of the initial labor contract with Fixed-Term Worker X.
(問題となる例)
(Example of a Problematic Difference in Treatment)
基本給について、労働者の勤続年数に応じて支給しているA社において、期間の定めのある労働契約を更新している有期雇用労働者であるXに対し、当初の労働契約の開始時から通算して勤続年数を評価せず、その時点の労働契約の期間のみにより勤続年数を評価した上で支給している。
In providing base pay to Fixed-Term Worker X, whose fixed-term labor contract has been renewed, Company A, which provides base pay each worker's number of years of continuous service, does not take into account the total number of years of continuous service from the beginning of the initial labor contract with Fixed-Term Worker X, instead taking into account only the number of years of continuous service under the current term of the labor contract.
(4)昇給であって、労働者の勤続による能力の向上に応じて行うもの
(IV) Wage increases that an employer provides based on improvements in each worker's abilities that are due to continuous service
昇給であって、労働者の勤続による能力の向上に応じて行うものについて、通常の労働者と同様に勤続により能力が向上した短時間・有期雇用労働者には、勤続による能力の向上に応じた部分につき、通常の労働者と同一の昇給を行わなければならない。また、勤続による能力の向上に一定の相違がある場合においては、その相違に応じた昇給を行わなければならない。
If an employer provides wage increases based on improvements in each worker's abilities that are due to continuous service, it must provide part-time/fixed-term workers whose abilities have improved due to continuous service in the same manner as workers with standard employment statuses with the same wage increases as those workers with standard employment statuses, as regards the portion of the wage increase that is based on the improvements in these workers' abilities due to continuous service. Also, if there are certain differences in the improvement of workers' abilities due to continuous service, the employer must provide wage increases that reflect those differences.
(注)
(Notes)
1 通常の労働者と短時間・有期雇用労働者との間に賃金の決定基準・ルールの相違がある場合の取扱い
(1) Handling of cases in which there are different criteria or rules for determination of wages between workers with standard employment statuses and part-time/fixed-term workers
通常の労働者と短時間・有期雇用労働者との間に基本給、賞与、各種手当等の賃金に相違がある場合において、その要因として通常の労働者と短時間・有期雇用労働者の賃金の決定基準・ルールの相違があるときは、「通常の労働者と短時間・有期雇用労働者との間で将来の役割期待が異なるため、賃金の決定基準・ルールが異なる」等の主観的又は抽象的な説明では足りず、賃金の決定基準・ルールの相違は、通常の労働者と短時間・有期雇用労働者の職務の内容、当該職務の内容及び配置の変更の範囲その他の事情のうち、当該待遇の性質及び当該待遇を行う目的に照らして適切と認められるものの客観的及び具体的な実態に照らして、不合理と認められるものであってはならない。
If there are differences in wages, including base pay, bonuses, and various allowances, between workers with standard employment statuses and part-time/fixed-term workers, and a factor leading to such differences is the existence of different criteria or rules for determination of wages between workers with standard employment statuses and part-time/fixed-term workers, subjective or abstract explanations such as "Applicable criteria or rules for determination of wages are different for workers with standard employment statuses and part-time/fixed-term workers, since the roles these workers are expected to play in the future differ" do not suffice. Differences in criteria or rules for determination of wages must not be anything that is found to be unreasonable in consideration of the objective and specific actual circumstances, including the job descriptions of workers with standard employment statuses and part-time/fixed-term workers and the scope of changes in their job descriptions and assignments, that are found to be appropriate in light of the nature of the treatment and the purpose of treating workers in that way.
2 定年に達した後に継続雇用された有期雇用労働者の取扱い
(2) Treatment for fixed-term workers who have been continuously employed after reaching the mandatory retirement age
定年に達した後に継続雇用された有期雇用労働者についても、短時間・有期雇用労働法の適用を受けるものである。このため、通常の労働者と定年に達した後に継続雇用された有期雇用労働者との間の賃金の相違については、実際に両者の間に職務の内容、職務の内容及び配置の変更の範囲その他の事情の相違がある場合は、その相違に応じた賃金の相違は許容される。
The Part-Time/Fixed-Term Employment Act also applies to fixed-term workers who continue to be employed after reaching the mandatory retirement age. Therefore, if there are actual differences between workers with standard employment statuses and fixed-term workers who continue to be employed after reaching the mandatory retirement age in terms of their job descriptions, the scope of changes in their job descriptions and assignments, or other circumstances, different wages based on those differences are allowed.
さらに、有期雇用労働者が定年に達した後に継続雇用された者であることは、通常の労働者と当該有期雇用労働者との間の待遇の相違が不合理と認められるか否かを判断するに当たり、短時間・有期雇用労働法第8条のその他の事情として考慮される事情に当たりうる。定年に達した後に有期雇用労働者として継続雇用する場合の待遇について、様々な事情が総合的に考慮されて、通常の労働者と当該有期雇用労働者との間の待遇の相違が不合理と認められるか否かが判断されるものと考えられる。したがって、当該有期雇用労働者が定年に達した後に継続雇用された者であることのみをもって、直ちに通常の労働者と当該有期雇用労働者との間の待遇の相違が不合理ではないと認められるものではない。
Furthermore, a person's status as a fixed-term worker who has continued to be employed after reaching the mandatory retirement age can be taken into consideration as other circumstances under Article 8 of the Part-Time/Fixed-Term Employment Act, in determining whether or not differences in treatment between a worker with a standard employment status and the fixed-term worker are unreasonable. In relation to the treatment of fixed-term workers who continue to be employed after reaching the mandatory retirement age, it is considered that various circumstances are to be taken into account in a comprehensive manner in determining whether or not differences in treatment between workers with standard employment statuses and those fixed-term workers are unreasonable. Therefore, a person's status as a fixed-term worker who has continued to be employed after reaching the mandatory retirement age is not in and of itself something that will cause differences in treatment between a worker with a standard employment status and that fixed-term worker to be found to be unreasonable.
2 賞与
(2) Bonuses
賞与であって、会社の業績等への労働者の貢献に応じて支給するものについて、通常の労働者と同一の貢献である短時間・有期雇用労働者には、貢献に応じた部分につき、通常の労働者と同一の賞与を支給しなければならない。また、貢献に一定の相違がある場合においては、その相違に応じた賞与を支給しなければならない。
If an employer provides bonuses based on each worker's contribution to something such as the company's business performance, it must provide part-time/fixed-term workers that have made the same contribution as workers with standard employment statuses with the same bonuses as those workers with standard employment statuses, as regards the portion of the bonuses that is based on that contribution. Also, if there are certain differences in workers' contributions, the employer must provide bonuses that reflect those differences.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 賞与について、会社の業績等への労働者の貢献に応じて支給しているA社において、通常の労働者であるXと同一の会社の業績等への貢献がある有期雇用労働者であるYに対し、Xと同一の賞与を支給している。
(a) Company A, which provides bonuses based on the contribution of each worker to something such as the company's business performance, provides Fixed-Term Worker Y, who has made the same contribution to the company's business performance or other thing as Standard-Status Worker X, with the same bonuses as Standard-Status Worker X.
ロ A社においては、通常の労働者であるXは、生産効率及び品質の目標値に対する責任を負っており、当該目標値を達成していない場合、待遇上の不利益を課されている。その一方で、通常の労働者であるYや、有期雇用労働者であるZは、生産効率及び品質の目標値に対する責任を負っておらず、当該目標値を達成していない場合にも、待遇上の不利益を課されていない。A社は、Xに対しては、賞与を支給しているが、YやZに対しては、待遇上の不利益を課していないこととの見合いの範囲内で、賞与を支給していない。
(b) At Company A, Standard-Status Worker X is responsible for meeting the target values of production efficiency and quality and is subject to disadvantageous treatment for failing to achieve the target values. On the other hand, Standard-Status Worker Y and Fixed-Term Worker Z are not responsible for meeting the target value of production efficiency or quality and are not subject to disadvantageous treatment even if they fail to achieve the target values. Company A provides bonuses to Standard-Status Worker X, but not to Standard-Status Worker Y or Fixed-Term Worker Z, within a scope that is balanced against the fact that Standard-Status Worker Y and Fixed-Term Worker Z are not subject to disadvantageous treatment.
(問題となる例)
(Examples of Problematic Differences in Treatment)
イ 賞与について、会社の業績等への労働者の貢献に応じて支給しているA社において、通常の労働者であるXと同一の会社の業績等への貢献がある有期雇用労働者であるYに対し、Xと同一の賞与を支給していない。
(a) Company A, which provides bonuses based on the contribution of each worker to something such as the company's business performance, does not provide Fixed-Term Worker Y, who has made the same contribution to the company's business performance or other thing as Standard-Status Worker X, with the same bonuses as Standard-Status Worker X.
ロ 賞与について、会社の業績等への労働者の貢献に応じて支給しているA社においては、通常の労働者には職務の内容や会社の業績等への貢献等にかかわらず全員に何らかの賞与を支給しているが、短時間・有期雇用労働者には支給していない。
(b) Company A, which provides bonuses based on the contribution of each worker to something such as the company's business performance, provides certain bonuses to all of its workers with standard employment statuses irrespective of things such as their job descriptions or contribution to the company's business performance or other things, but not to its part-time/fixed-term workers.
3 手当
(3) Allowances
(1)役職手当であって、役職の内容に対して支給するもの
(I) Managerial allowances that employers provide based on the substance of each managerial position
役職手当であって、役職の内容に対して支給するものについて、通常の労働者と同一の内容の役職に就く短時間・有期雇用労働者には、通常の労働者と同一の役職手当を支給しなければならない。また、役職の内容に一定の相違がある場合においては、その相違に応じた役職手当を支給しなければならない。
If an employer provides managerial allowances based on the substance of each managerial position, it must provide part-time/fixed-term workers working in managerial positions of the same substance as workers with standard employment statuses with the same managerial allowances as those workers with standard employment statuses. Also, if there are certain differences in the substance of managerial positions, an employer must provide managerial allowances that reflect those differences.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 役職手当について、役職の内容に対して支給しているA社において、通常の労働者であるXの役職と同一の役職名(例えば、店長)であって同一の内容(例えば、営業時間中の店舗の適切な運営)の役職に就く有期雇用労働者であるYに対し、同一の役職手当を支給している。
(a) Company A, which provides managerial allowances based on the substance of each managerial position, provides Fixed-Term Worker Y with the same managerial allowance as Standard-Status Worker X, as Fixed-Term Worker Y is in a managerial position that has the same title (e.g., store manager) and substance (e.g., proper operation of the store during its business hours) as the managerial position of Standard-Status Worker X.
ロ 役職手当について、役職の内容に対して支給しているA社において、通常の労働者であるXの役職と同一の役職名であって同一の内容の役職に就く短時間労働者であるYに、所定労働時間に比例した役職手当(例えば、所定労働時間が通常の労働者の半分の短時間労働者にあっては、通常の労働者の半分の役職手当)を支給している。
(b) Company A, which provides managerial allowances based on the substance of each managerial position, provides Part-Time Worker Y, who is in a managerial position with the same title and substance as the managerial position of Standard-Status Worker X, with a managerial allowance in proportion to the prescribed working hours of Part-Time Worker Y (e.g., for a part-time worker whose prescribed working hours are half of those of the relevant worker with a standard employment status, half of the managerial allowance provided to that worker with a standard employment status).
(問題となる例)
(Example of a Problematic Difference in Treatment)
役職手当について、役職の内容に対して支給しているA社において、通常の労働者であるXの役職と同一の役職名であって同一の内容の役職に就く有期雇用労働者であるYに、Xに比べ役職手当を低く支給している。
Company A, which provides managerial allowances based on the substance of each managerial position, provides Fixed-Term Worker Y, who is in a managerial position with the same title and substance as the managerial position of Standard-Status Worker X, with a lower managerial allowance than that provided to Standard-Status Worker X.
(2)業務の危険度又は作業環境に応じて支給される特殊作業手当
(II) Special operations allowances that employers provide based on the level of danger involved in operations or the operational environment
通常の労働者と同一の危険度又は作業環境の業務に従事する短時間・有期雇用労働者には、通常の労働者と同一の特殊作業手当を支給しなければならない。
An employer must provide part-time/fixed-term workers who are engaged operations involving the same level of danger or taking place in the same operational environment as workers with standard employment statuses with the same special operation allowances as those workers with standard employment statuses.
(3)交替制勤務等の勤務形態に応じて支給される特殊勤務手当
(III) Special work allowances that employers provide based on work arrangements such as shift work
通常の労働者と同一の勤務形態で業務に従事する短時間・有期雇用労働者には、通常の労働者と同一の特殊勤務手当を支給しなければならない。
An employer must provide part-time/fixed-term workers who are engaged in work under the same work arrangements as workers with standard employment statuses with the same special work allowances as workers with standard employment statuses.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ A社においては、通常の労働者か短時間・有期雇用労働者かの別を問わず、就業する時間帯又は曜日を特定して就業する労働者には労働者の採用が難しい早朝若しくは深夜又は土日祝日に就業する場合に時給に上乗せして特殊勤務手当を支給するが、それ以外の労働者には時給に上乗せして特殊勤務手当を支給していない。
(a) Company A provides its workers who work in specific time slots or on specific days of the week, regardless of whether they are workers with standard employment statuses or part-time/fixed-term workers, with special work allowances on top of their hourly wages if they work early in the morning, late at night, or on weekends or holidays, days and times for which it is difficult to recruit workers. However, Company A does not provide any special work allowance to other workers on top of their hourly wages.
ロ A社においては、通常の労働者であるXについては、入社に当たり、交替制勤務に従事することは必ずしも確定しておらず、業務の繁閑等生産の都合に応じて通常勤務又は交替制勤務のいずれにも従事する可能性があり、交替制勤務に従事した場合に限り特殊勤務手当が支給されている。短時間労働者であるYについては、採用に当たり、交替制勤務に従事することを明確にし、かつ、基本給に、通常の労働者に支給される特殊勤務手当と同一の交替制勤務の負荷分を盛り込み、通常勤務のみに従事する短時間労働者に比べ基本給を高く支給している。A社はXには特殊勤務手当を支給しているが、Yには支給していない。
(b) At Company A, whether Standard-Status Worker X was to engage in shift work was not conclusively decided at the time when Standard-Status Worker X joined the company, and consequently, it is possible for Standard-Status Worker X to be engaged either in regular work or shift work, depending on circumstances surrounding production such as busy and slack business periods; on this basis, a special work allowance is provided to Standard-Status Worker X only when Standard-Status Worker X has engaged in shift work. With regard to Part-Time Worker Y, at the time when Part-Time Worker Y joined the company, it was specified that Part-Time Worker Y was to engage in shift work. Additionally, the base pay of Part-Time Worker Y incorporates an amount for shift work equivalent to a special work allowance provided to a worker with a standard employment status, and is thus higher than the base pay of other part-time workers engaging only in regular work. Company A provides a special work allowance to Standard-Status Worker X, but not to Part-Time Worker Y.
(4)精皆勤手当
(IV) Diligence and full attendance allowances
通常の労働者と業務の内容が同一の短時間・有期雇用労働者には、通常の労働者と同一の精皆勤手当を支給しなければならない。
An employer must provide part-time/fixed-term workers engaged in duties of the same substance as workers with standard employment statuses with the same diligence and full attendance allowances as workers with standard employment statuses.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
A社においては、考課上、欠勤についてマイナス査定を行い、かつ、そのことを待遇に反映する通常の労働者であるXには、一定の日数以上出勤した場合に精皆勤手当を支給しているが、考課上、欠勤についてマイナス査定を行っていない有期雇用労働者であるYには、マイナス査定を行っていないこととの見合いの範囲内で、精皆勤手当を支給していない。
Company A assesses absences as a negative in its personnel evaluations; it provides Standard-Status Worker X, whose treatment reflects this, with a diligence and full attendance allowance if Standard-Status Worker X comes to work at least a certain number of days, but since Company A does not assess Fixed-Term Worker Y's absences as a negative in personnel evaluations, it does not provide Fixed-Term Worker Y with a diligence and full attendance allowance, within a scope that is balanced against the fact that that worker is not subject to having absences assessed as a negative.
(5)時間外労働に対して支給される手当
(V) Allowances that employers provide for overtime work
通常の労働者の所定労働時間を超えて、通常の労働者と同一の時間外労働を行った短時間・有期雇用労働者には、通常の労働者の所定労働時間を超えた時間につき、通常の労働者と同一の割増率等で、時間外労働に対して支給される手当を支給しなければならない。
An employer must provide part-time/fixed-term workers who have engaged in the same overtime work as workers with standard employment statuses beyond the prescribed working hours of workers with standard employment statuses with allowances for overtime work for the hours worked beyond the prescribed working hours of workers with standard employment statuses, at the same premium rate or its equivalent as workers with standard employment statuses.
(6)深夜労働又は休日労働に対して支給される手当
(VI) Allowances that employers provide for late-night work or work on holidays
通常の労働者と同一の深夜労働又は休日労働を行った短時間・有期雇用労働者には、通常の労働者と同一の割増率等で、深夜労働又は休日労働に対して支給される手当を支給しなければならない。
An employer must provide part-time/fixed-term workers who have engaged in the same late-night work or work on holidays as workers with standard employment statuses with allowances for late-night work or work on holidays at the same premium rate or its equivalent as workers with standard employment statuses.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
A社においては、通常の労働者であるXと時間数及び職務の内容が同一の深夜労働又は休日労働を行った短時間労働者であるYに、同一の深夜労働又は休日労働に対して支給される手当を支給している。
Company A provides Part-Time Worker Y, who has engaged in the same late-night work or work on holidays as Standard-Status Worker X in terms of the number of hours and the job description, with the allowance that is normally provided for the same late-night work or work on days off.
(問題となる例)
(Example of a Problematic Difference in Treatment)
A社においては、通常の労働者であるXと時間数及び職務の内容が同一の深夜労働又は休日労働を行った短時間労働者であるYに、深夜労働又は休日労働以外の労働時間が短いことから、深夜労働又は休日労働に対して支給される手当の単価を通常の労働者より低く設定している。
Company A has set a lower unit amount than for workers with standard employment statuses as the allowance provided for late-night work or work on days off to Part-Time Worker Y, who is engaged in the same late-night work or work on holidays as Standard-Status Worker X in terms of the number of hours and job description, on the grounds that the working hours of Part-Time Worker Y other than the hours for late-night work or work on days off are short.
(7)通勤手当及び出張旅費
(VII) Commutation allowances and business travel expenses
短時間・有期雇用労働者にも、通常の労働者と同一の通勤手当及び出張旅費を支給しなければならない。
An employer must also provide part-time/fixed-term workers with the same commutation allowances and business travel expenses as workers with standard employment statuses.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ A社においては、本社の採用である労働者に対しては、交通費実費の全額に相当する通勤手当を支給しているが、それぞれの店舗の採用である労働者に対しては、当該店舗の近隣から通うことができる交通費に相当する額に通勤手当の上限を設定して当該上限の額の範囲内で通勤手当を支給しているところ、店舗採用の短時間労働者であるXが、その後、本人の都合で通勤手当の上限の額では通うことができないところへ転居してなお通い続けている場合には、当該上限の額の範囲内で通勤手当を支給している。
(a) Company A provides workers directly hired by its head office with commutation allowances equivalent to their actual and full travel expenses. For workers hired by each store, Company A sets an amount equivalent to the travel expenses sufficient for commuting from areas close to the relevant store as the upper limit of their commutation allowances, and provides commutation allowances to those workers within the upper limit. Company A provides a commutation allowance within the upper limit to Part-Time Worker X, who was hired by a store and continues to commute even after relocating, due to personal circumstances, to an area from which the upper limit of the commutation allowance is not sufficient to cover the cost of commuting.
ロ A社においては、通勤手当について、所定労働日数が多い(例えば、週4日以上)通常の労働者及び短時間・有期雇用労働者には、月額の定期券の金額に相当する額を支給しているが、所定労働日数が少ない(例えば、週3日以下)又は出勤日数が変動する短時間・有期雇用労働者には、日額の交通費に相当する額を支給している。
(b) Company A provides an amount equivalent to the price of a monthly pass as a commutation allowance to each worker with a standard employment status and part-time/fixed-term worker who has a higher number of prescribed working days (e.g., four days or more per week), but provides each part-time/fixed-term worker who has a lower number of prescribed working days (e.g., three days or less per week) or whose number of working days fluctuates, with an amount equivalent to daily travel expenses.
(8)労働時間の途中に食事のための休憩時間がある労働者に対する食費の負担補助として支給される食事手当
(VIII) Meal allowances that an employer provides as a subsidy for food expenses to each worker who has a break time for meals during working hours
短時間・有期雇用労働者にも、通常の労働者と同一の食事手当を支給しなければならない。
An employer must also provide part-time/fixed-term workers with the same meal allowances as workers with standard employment statuses.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
A社においては、その労働時間の途中に昼食のための休憩時間がある通常の労働者であるXに支給している食事手当を、その労働時間の途中に昼食のための休憩時間がない(例えば、午後2時から午後5時までの勤務)短時間労働者であるYには支給していない。
Company A does not provide Part-Time Worker Y, who does not have a break time for lunch during working hours (e.g., working from 2 p.m. to 5 p.m.), with the meal allowance that is provided to Standard-Status Worker X, who has a break time for lunch during working hours.
(問題となる例)
(Example of a Problematic Difference in Treatment)
A社においては、通常の労働者であるXには、有期雇用労働者であるYに比べ、食事手当を高く支給している。
Company A provides Standard-Status Worker X with a higher meal allowance than Fixed-Term Worker Y.
(9)単身赴任手当
(IX) Unaccompanied duty allowances
通常の労働者と同一の支給要件を満たす短時間・有期雇用労働者には、通常の労働者と同一の単身赴任手当を支給しなければならない。
An employer must provide part-time/fixed-term workers who meet the same allowance provision requirements as workers with standard employment statuses with the same unaccompanied duty allowances as workers with standard employment statuses.
(10)特定の地域で働く労働者に対する補償として支給される地域手当
(X) Area allowances that employers provide as compensation to each worker working in a specified area
通常の労働者と同一の地域で働く短時間・有期雇用労働者には、通常の労働者と同一の地域手当を支給しなければならない。
An employer must provide part-time/fixed-term workers who work in the same area as workers with standard employment statuses with the same area allowance as workers with standard employment statuses.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
A社においては、通常の労働者であるXについては、全国一律の基本給の体系を適用し、転勤があることから、地域の物価等を勘案した地域手当を支給しているが、一方で、有期雇用労働者であるYと短時間労働者であるZについては、それぞれの地域で採用し、それぞれの地域で基本給を設定しており、その中で地域の物価が基本給に盛り込まれているため、地域手当を支給していない。
Company A applies a nationwide uniform base pay system to Standard-Status Worker X and provides this worker with an area allowance that takes into consideration regional prices and other factors, on the grounds that Standard-Status Worker X is subject to job transfers. In contrast, Company A does not provide an area allowance to Fixed-Term Worker Y or Part-Time Worker Z, because they were hired in their respective areas, their base pay has been set for their respective areas, and regional prices in their areas have been incorporated into their respective base pay amounts.
(問題となる例)
(Example of a Problematic Difference in Treatment)
A社においては、通常の労働者であるXと有期雇用労働者であるYにはいずれも全国一律の基本給の体系を適用しており、かつ、いずれも転勤があるにもかかわらず、Yには地域手当を支給していない。
Although Company A applies a nationwide uniform base pay system to both Standard-Status Worker X and Fixed-Term Worker Y and both of them are subject to job transfers, Company A does not provide an area allowance to Fixed-Term Worker Y.
4 福利厚生
(4) Employee Benefits
(1)福利厚生施設(給食施設、休憩室及び更衣室をいう。以下この(1)において同じ。)
(I) Workplace facilities (meaning food service facilities, break rooms, and locker rooms; the same applies hereinafter in this Subsection (I))
通常の労働者と同一の事業所で働く短時間・有期雇用労働者には、通常の労働者と同一の福利厚生施設の利用を認めなければならない。
An employer must allow part-time/fixed-term workers who work at the same place of business as workers with standard employment statuses to use the same workplace facilities as workers with standard employment statuses.
(2)転勤者用社宅
(II) Company housing for transferees
通常の労働者と同一の支給要件(例えば、転勤の有無、扶養家族の有無、住宅の賃貸又は収入の額)を満たす短時間・有期雇用労働者には、通常の労働者と同一の転勤者用社宅の利用を認めなければならない。
An employer must allow part-time/fixed-term workers who meet the same provision requirements as workers with standard employment statuses (e.g., whether the position includes the possibility of job transfers, whether the worker has dependent family members, whether the worker is a renter, or the worker's amount of income) to use the same company housing for transferees as workers with standard employment statuses.
(3)慶弔休暇並びに健康診断に伴う勤務免除及び当該健康診断を勤務時間中に受診する場合の当該受診時間に係る給与の保障(以下この(3)、第4の4(3)及び第5の2(3)において「有給の保障」という。)
(III) Celebratory/bereavement leave; work exemptions for medical checkups and guarantees of salary for time spent undergoing medical checkups during working hours (referred to as "guarantee of paid leave" hereinafter in this Subsection (III), Article 4, (4), (III), and Article 5, (2), (III))
短時間・有期雇用労働者にも、通常の労働者と同一の慶弔休暇の付与並びに健康診断に伴う勤務免除及び有給の保障を行わなければならない。
An employer must grant part-time/fixed-term workers the same celebratory/bereavement leave and the same work exemptions and guarantees of paid leave for medical checkups as workers with standard employment statuses.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
A社においては、通常の労働者であるXと同様の出勤日が設定されている短時間労働者であるYに対しては、通常の労働者と同様に慶弔休暇を付与しているが、週2日の勤務の短時間労働者であるZに対しては、勤務日の振替での対応を基本としつつ、振替が困難な場合のみ慶弔休暇を付与している。
Company A grants celebratory/bereavement leave to Part-Time Worker-Y, for whom similar working days to Standard-Status Worker X have been set, in the same manner as workers with standard employment statuses, but generally handles this for Part-Time Worker Z, who works two days a week, by having Part-Time Worker Z work on a substitute day, and only granting celebratory/bereavement leave if it is difficult for Part-Time Worker Z to work on a substitute day.
(4)病気休職
(IV) Medical leave
短時間労働者(有期雇用労働者である場合を除く。)には、通常の労働者と同一の病気休職の取得を認めなければならない。また、有期雇用労働者にも、労働契約が終了するまでの期間を踏まえて、病気休職の取得を認めなければならない。
An employer must allow part-time workers (unless they are also fixed-term workers) to take the same medical leave as workers with standard employment statuses. Furthermore, an employer must also allow fixed-term workers to take medical leave that is in keeping with the time left until the end of the labor contract.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
A社においては、労働契約の期間が1年である有期雇用労働者であるXについて、病気休職の期間は労働契約の期間が終了する日までとしている。
Company A has established the period of medical leave that is available to Fixed-Term Worker X, who has a one-year labor contract, as running until the day the labor contract ends.
(5)法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)であって、勤続期間に応じて取得を認めているもの
(V) Non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) that are acquired based on length of continuous service
法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)であって、勤続期間に応じて取得を認めているものについて、通常の労働者と同一の勤続期間である短時間・有期雇用労働者には、通常の労働者と同一の法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)を付与しなければならない。なお、期間の定めのある労働契約を更新している場合には、当初の労働契約の開始時から通算して勤続期間を評価することを要する。
For non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) that an employer allows workers to take based on length of continuous service, an employer must grant part-time/fixed-term workers whose lengths of continuous service are the same as workers with standard employment statuses the same non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) as workers with standard employment statuses. If a fixed-term labor contract has been renewed, it is necessary to take into account the total length of continuous service from the beginning of the initial labor contract.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
A社においては、長期勤続者を対象とするリフレッシュ休暇について、業務に従事した時間全体を通じた貢献に対する報償という趣旨で付与していることから、通常の労働者であるXに対しては、勤続10年で3日、20年で5日、30年で7日の休暇を付与しており、短時間労働者であるYに対しては、所定労働時間に比例した日数を付与している。
At Company A, refreshment leave for long-serving workers is granted for the purpose of rewarding those workers for their contribution throughout the time they have spent on the job. Accordingly, Company A grants its Standard-Status Worker X three days of refreshment leave for 10 years of continuous service, five days for 20 years, and seven days for 30 years, and grants Part-Time Worker Y a number of days of leave that is in proportion to that worker's prescribed working hours.
5 その他
(5) Other
(1)教育訓練であって、現在の職務の遂行に必要な技能又は知識を習得するために実施するもの
(I) Educational training that employers provide in order for workers to acquire the skills or knowledge they need to perform their current jobs
教育訓練であって、現在の職務の遂行に必要な技能又は知識を習得するために実施するものについて、通常の労働者と職務の内容が同一である短時間・有期雇用労働者には、通常の労働者と同一の教育訓練を実施しなければならない。また、職務の内容に一定の相違がある場合においては、その相違に応じた教育訓練を実施しなければならない。
An employer must provide part-time/fixed-term workers who have the same job descriptions as workers with standard employment statuses, with the same educational training to acquire the skills or knowledge workers need to perform their current jobs that the employer provides to workers with standard employment statuses. Also, if there are certain differences in workers' job descriptions, an employer must provide educational training that reflects those differences.
(2)安全管理に関する措置及び給付
(II) Measures and benefits related to safety management
通常の労働者と同一の業務環境に置かれている短時間・有期雇用労働者には、通常の労働者と同一の安全管理に関する措置及び給付をしなければならない。
An employer must provide part-time/fixed-term workers who are placed in the same work environments as workers with standard employment statuses with the same measures and benefits related to safety management as those workers with standard employment statuses.
第4 派遣労働者
Article 4 Dispatched Workers
労働者派遣法第30条の3第1項において、派遣元事業主は、派遣労働者の待遇のそれぞれについて、当該待遇に対応する派遣先に雇用される通常の労働者の待遇との間において、職務の内容、当該職務の内容及び配置の変更の範囲その他の事情のうち、当該待遇の性質及び当該待遇を行う目的に照らして適切と認められるものを考慮して、不合理と認められる相違を設けてはならないこととされている。
Article 30-3, paragraph (1) of the Worker Dispatching Act provides that a dispatching business operator must not create differences between the treatment of the dispatched workers and the corresponding treatment of workers with standard employment statuses employed by its client that are found to be unreasonable in consideration of the circumstances, including their job descriptions and the scope of changes in their job descriptions and assignments, that are found to be appropriate in light of the nature of the treatment and the purpose of treating workers in that way.
また、同条第2項において、派遣元事業主は、職務の内容が派遣先に雇用される通常の労働者と同一の派遣労働者であって、当該労働者派遣契約及び当該派遣先における慣行その他の事情からみて、当該派遣先における派遣就業が終了するまでの全期間において、その職務の内容及び配置が当該派遣先との雇用関係が終了するまでの全期間における当該通常の労働者の職務の内容及び配置の変更の範囲と同一の範囲で変更されることが見込まれるものについては、正当な理由がなく、待遇のそれぞれについて、当該待遇に対応する当該通常の労働者の待遇に比して不利なものとしてはならないこととされている。
Furthermore, Article 30-3, paragraph (2) of the Worker Dispatching Act provides that a dispatching business operator must not, without due cause, subject a dispatched worker whose job description is the same as that of a worker with a standard employment status employed by the client, and whose job description and assignment, throughout the entire period until the end of the dispatch work at that client, are likely to be changed within the same scope as the job description and assignment of such a worker with a standard employment status during the entire period until the end of the employment relationship with that client, in light of the worker dispatching contract, customary practices at the client, and other circumstances, to treatment that is disadvantageous in comparison with the corresponding type of treatment of such a worker with a standard employment status.
他方、労働者派遣法第30条の4第1項において、労働者の過半数で組織する労働組合等との協定により、同項各号に規定する事項を定めたときは、当該協定で定めた範囲に属する派遣労働者の待遇について、労働者派遣法第30条の3の規定は、一部の待遇を除き、適用しないこととされている。ただし、同項第2号、第4号若しくは第5号に掲げる事項であって当該協定で定めたものを遵守していない場合又は同項第3号に関する当該協定の定めによる公正な評価に取り組んでいない場合は、この限りでないこととされている。
On the other hand, Article 30-4, paragraph (1) of the Worker Dispatching Act provides that, with the exception of some types of treatment, if the things provided for in the items of that paragraph are prescribed in an agreement with a labor union made up of a majority of the workers or with a workers' representative, the provisions of Article 30-3 of that Act do not apply to treatment of dispatched workers that falls within the scope of that agreement. However, it is provided that this does not apply if the things provided for in item (ii), (iv), or (v) of that paragraph that are prescribed in the agreement are not being observed, or if fair evaluations are not being implemented as under the provisions of the agreement in relation to item (iii) of that paragraph.
派遣労働者(協定対象派遣労働者を除く。以下この第4において同じ。)の待遇に関して、原則となる考え方及び具体例は次のとおりである。
The essential ways of thinking and specific examples of treatment for dispatched workers (excluding dispatched workers who are covered by an agreement with a labor union or workers' representative; the same applies hereinafter in Article 4) are as follows.
1 基本給
(1) Base Pay
(1)基本給であって、労働者の能力又は経験に応じて支給するもの
(I) Base pay that clients and dispatching business operators provide based on the ability or experience of each worker
基本給であって、派遣先及び派遣元事業主が、労働者の能力又は経験に応じて支給するものについて、派遣元事業主は、派遣先に雇用される通常の労働者と同一の能力又は経験を有する派遣労働者には、能力又は経験に応じた部分につき、派遣先に雇用される通常の労働者と同一の基本給を支給しなければならない。また、能力又は経験に一定の相違がある場合においては、その相違に応じた基本給を支給しなければならない。
If a client and dispatching business operator provide base pay based on the abilities or experience of each worker, the dispatching business operator must provide its dispatched workers that have the same abilities or experience as the workers with standard employment statuses that are employed by the client with the same base pay as workers with standard employment statuses employed by the client, as regards the portion of base pay that is based on these workers' abilities or experience. Also, if there are certain differences in workers' abilities or experience, the dispatching business operator must provide base pays that reflect those differences.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 基本給について、労働者の能力又は経験に応じて支給している派遣先であるA社において、ある能力の向上のための特殊なキャリアコースを設定している。A社の通常の労働者であるXは、このキャリアコースを選択し、その結果としてその能力を習得したため、その能力に応じた基本給をXに支給している。これに対し、派遣元事業主であるB社からA社に派遣されている派遣労働者であるYは、その能力を習得していないため、B社はその能力に応じた基本給をYには支給していない。
(a) Company A (a client), which provides base pay based on the abilities or experience of each worker, has established a special career track for workers to improve a particular ability. Standard-Status Worker X, who is employed by Company A, chose this career track and as a result acquired the ability concerned, and as such, Company A provides Standard-Status Worker X with a base pay based on this ability. In contrast, since Dispatched Worker Y, whom Company B (a dispatching business operator) has dispatched to work at Company A, has not acquired the ability concerned, Company B does not provide Dispatched Worker Y with a base pay based on this ability.
ロ 派遣先であるA社においては、定期的に職務の内容及び勤務地の変更がある通常の労働者の総合職であるXは、管理職となるためのキャリアコースの一環として、新卒採用後の数年間、店舗等において、派遣元事業主であるB社からA社に派遣されている派遣労働者であってA社で就業する間は職務の内容及び配置に変更のないYの助言を受けながら、Yと同様の定型的な業務に従事している。A社がXにキャリアコースの一環として当該定型的な業務に従事させていることを踏まえ、B社はYに対し、当該定型的な業務における能力又は経験はXを上回っているものの、Xほど基本給を高く支給していない。
(b) At Company A (a client), Standard-Status Worker X, who is on the managerial track, has a job description and work location that are regularly subject to change. As part of the career track for managerial positions, Standard-Status Worker X, for several years after having been hired as a recent graduate, has been working in an office or other such location and engaging in the same kind of routine work as Dispatched Worker Y, who has been dispatched by Company B (a dispatching business operator) to work at Company A, while receiving advice from Dispatched Worker Y. Since Company A has had Standard-Status Worker X engage in the routine work as part of the career track for managerial positions, Company B does not provide Dispatched Worker Y with as high of a base pay as Standard-Status Worker X, even though Dispatched Worker Y's ability or experience as regards the routine work is superior to that of Standard-Status Worker X.
ハ 派遣先であるA社においては、かつては有期雇用労働者であったが、能力又は経験が一定の水準を満たしたため定期的に職務の内容及び勤務地に変更がある通常の労働者として登用されたXと、派遣元事業主であるB社からA社に派遣されている派遣労働者であるYとが同一の職場で同一の業務に従事している。B社は、A社で就業する間は職務の内容及び勤務地に変更がないことを理由に、Yに対して、Xほど基本給を高く支給していない。
(c) At Company A (a client), Standard-Status Worker X used to be a fixed-term worker, but subsequently met a certain level of ability or experience and was consequently promoted to a position as a worker with a standard employment status whose job description and work location are regularly subject to change. Dispatched Worker Y has been dispatched by Company B (a dispatching business operator) to work at Company A. Standard-Status Worker X and Dispatched Worker Y engage in the same work at the same workplace. On the grounds that Dispatched Worker Y's job description or work location is not subject to change while working at Company A, Company B does not provide to Dispatched Worker Y with as high of a base pay as Standard-Status Worker X.
ニ 派遣先であるA社に雇用される通常の労働者であるXと、派遣元事業主であるB社からA社に派遣されている派遣労働者であるYとが同一の能力又は経験を有しているところ、B社は、A社がXに適用するのと同じ基準をYに適用し、就業の時間帯や就業日が土日祝日か否か等の違いにより、A社がXに支給する時間当たりの基本給との間に差を設けている。
(d) Standard-Status Worker X, who is employed by Company A (a client), has the same ability or experience as Dispatched Worker Y, who has been dispatched by Company B (a dispatching business operator) to work at Company A. Company B applies the same criteria to Dispatched Worker Y as those that Company A applies to Standard-Status Worker X, and sets a different hourly base pay for Dispatched Worker Y than that which Company A provides to Standard-Status Worker X, based on differences in working time slots, differences in whether the working day falls on a weekend or holiday, and other such differences.
(問題となる例)
(Example of a Problematic Difference in Treatment)
派遣先であるA社及び派遣元事業主であるB社においては、基本給について、労働者の能力又は経験に応じて支給しているところ、B社は、A社に派遣されている派遣労働者であるYに対し、A社に雇用される通常の労働者であるXに比べて経験が少ないことを理由として、A社がXに支給するほど基本給を高く支給していないが、Xのこれまでの経験はXの現在の業務に関連性を持たない。
Company A (a client) and Company B (a dispatching business operator) provide base pay based on the abilities or experience of each worker. Company B provides Dispatched Worker Y, who has been dispatched to work at Company A, with a base pay that is not as high as the base pay that Company A provides to Standard-Status Worker X, who is employed by Company A, on the grounds that Dispatched Worker Y is less experienced than Standard-Status Worker X. However, Standard-Status Worker X's past experience is not relevant to Standard-Status Worker X's current duties.
(2)基本給であって、労働者の業績又は成果に応じて支給するもの
(II) Base pay that clients and dispatching business operators provide based on the achievements or performance of each worker
基本給であって、派遣先及び派遣元事業主が、労働者の業績又は成果に応じて支給するものについて、派遣元事業主は、派遣先に雇用される通常の労働者と同一の業績又は成果を有する派遣労働者には、業績又は成果に応じた部分につき、派遣先に雇用される通常の労働者と同一の基本給を支給しなければならない。また、業績又は成果に一定の相違がある場合においては、その相違に応じた基本給を支給しなければならない。
If a client and dispatching business operator provide base pay based on the achievements or performance of each worker, the dispatching business operator must provide its dispatched workers that have the same achievements or performance as workers with standard employment statuses that are employed by the client with the same base pay as workers with standard employment statuses employed by the client, as regards the portion of base pay that is based on these workers' achievements or performance. Also, if there are certain differences in workers' achievements or performance, the dispatching business operator must provide base pays that reflect those differences.
なお、基本給とは別に、労働者の業績又は成果に応じた手当を支給する場合も同様である。
The same principle applies when allowances are provided based on the achievements or performance of workers, separately from base pay.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 派遣先であるA社及び派遣元事業主であるB社においては、基本給の一部について、労働者の業績又は成果に応じて支給しているところ、B社は、A社に派遣されている派遣労働者であって、所定労働時間がA社に雇用される通常の労働者の半分であるYに対し、その販売実績がA社に雇用される通常の労働者に設定されている販売目標の半分の数値に達した場合には、A社に雇用される通常の労働者が販売目標を達成した場合の半分を支給している。
(a) Company A (a client) and Company B (a dispatching business operator) provide a portion of base pay according to the achievements or performance of each worker. Company B provides Dispatched Worker Y, who has been dispatched to work at Company A and whose prescribed working hours are half of those of workers with standard employment statuses employed by Company A, with half of the amount paid to those workers with standard employment statuses who have achieved their sales target, when the sales performance of Dispatched Worker Y has reached half of the sales target set for workers with standard employment statuses employed by Company A.
ロ 派遣先であるA社においては、通常の労働者であるXは、派遣元事業主であるB社からA社に派遣されている派遣労働者であるYと同様の業務に従事しているが、XはA社における生産効率及び品質の目標値に対する責任を負っており、当該目標値を達成していない場合、待遇上の不利益を課されている。その一方で、Yは、A社における生産効率及び品質の目標値に対する責任を負っておらず、当該目標値を達成していない場合にも、待遇上の不利益を課されていない。B社はYに対し、待遇上の不利益を課していないこととの見合いに応じて、A社がXに支給するほど基本給を高く支給していない。
(b) At Company A (a client), Standard-Status Worker X engages in similar work to that of Dispatched Worker Y, who has been dispatched by Company B (a dispatching business operator) to work at Company A. However, Standard-Status Worker X is responsible for meeting the target values of production efficiency and quality at Company A and is subject to disadvantageous treatment for failing to achieve the target values. On the other hand, Dispatched Worker Y is not responsible for meeting the target values of production efficiency or quality at Company A and is not subject to disadvantageous treatment even if that worker fails to achieve the target values. Company B provides Dispatched Worker Y with a base pay that is not as high as that which Company A provides to Standard-Status Worker X, in balance against the fact that Dispatched Worker Y is not subject to disadvantageous treatment.
(問題となる例)
(Example of a Problematic Difference in Treatment)
派遣先であるA社及び派遣元事業主であるB社においては、基本給の一部について、労働者の業績又は成果に応じて支給しているところ、B社は、A社に派遣されている派遣労働者であって、所定労働時間がA社に雇用される通常の労働者の半分であるYに対し、当該通常の労働者が販売目標を達成した場合にA社が行っている支給を、Yについて当該通常の労働者と同一の販売目標を設定し、それを達成しない場合には行っていない。
Company A (a client) and Company B (a dispatching business operator) provide a portion of base pay based on the achievements or performance of each worker. For Dispatched Worker Y, who has been dispatched to Company A and whose prescribed working hours are half of those of workers with standard employment statuses employed by Company A, Company B sets the same sales target as that for those workers with standard employment statuses, and does not provide Dispatched Worker Y with the payment normally made by Company A to those workers with standard employment statuses who have achieved their sales target, if Dispatched Worker Y fails to meet the sales target.
(3)基本給であって、労働者の勤続年数(派遣労働者にあっては、当該派遣先における就業期間。以下この(3)において同じ。)に応じて支給するもの
(III) Base pay that clients and dispatching business operators provide based on each worker's number of years of continuous service (for dispatched workers, their term of work at the client; the same applies hereinafter in this Subsection (III))
基本給であって、派遣先及び派遣元事業主が、労働者の勤続年数に応じて支給するものについて、派遣元事業主は、派遣先に雇用される通常の労働者と同一の勤続年数である派遣労働者には、勤続年数に応じた部分につき、派遣先に雇用される通常の労働者と同一の基本給を支給しなければならない。また、勤続年数に一定の相違がある場合においては、その相違に応じた基本給を支給しなければならない。
If a client and dispatching business operator provide base pay based on each worker's number of years of continuous service, the dispatching business operator must provide its dispatched workers that have the same number of years of continuous service as workers with standard employment statuses employed by the client with the same base pay as workers with standard employment statuses employed by the client, as regards the portion of base pay that is based on the number of years of continuous service. Also, if there are certain differences in workers' numbers of years of continuous service, the dispatching business operator must provide base pays that reflect those differences.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣先であるA社及び派遣元事業主であるB社は、基本給について、労働者の勤続年数に応じて支給しているところ、B社は、A社に派遣している期間の定めのある労働者派遣契約を更新している派遣労働者であるYに対し、A社への労働者派遣の開始時から通算して就業期間を評価した上で基本給を支給している。
Company A (a client) and Company B (a dispatching business operator) provide base pay based on each worker's number of years of continuous service. In providing base pay to Dispatched Worker Y, who has been dispatched to work at Company A under a fixed-term worker dispatching contract that has been renewed, Company B takes into account the total period during which Dispatched Worker Y has worked at Company A from the time that it started dispatching workers to work at Company A.
(問題となる例)
(Example of a Problematic Difference in Treatment)
派遣先であるA社及び派遣元事業主であるB社は、基本給について、労働者の勤続年数に応じて支給しているところ、B社は、A社に派遣している期間の定めのある労働者派遣契約を更新している派遣労働者であるYに対し、YのA社への労働者派遣の開始時から通算して就業期間を評価せず、その時点の労働者派遣契約に基づく派遣就業の期間のみにより就業期間を評価した上で基本給を支給している。
Company A (a client) and Company B (a dispatching business operator) provide base pay based on each worker's number of years of continuous service. In providing base pay to Dispatched Worker Y, who has been dispatched to work at Company A under a fixed-term worker dispatching contract that has been renewed, Company B does not take into account the total period during which Dispatched Worker Y has worked at Company A from the time it started dispatching workers to Company A, instead taking into account only the period during which Dispatched Worker Y has worked at Company A under the current worker dispatching contract.
(4)昇給であって、労働者の勤続(派遣労働者にあっては、当該派遣先における派遣就業の継続。以下この(4)において同じ。)による能力の向上に応じて行うもの
(IV) Wage increases that clients and dispatching business operators provide based on improvements in each worker's abilities that are due to continuous service (for dispatched workers, continuous work at the client; the same applies hereafter in this Subsection (IV))
昇給であって、派遣先及び派遣元事業主が、労働者の勤続による能力の向上に応じて行うものについて、派遣元事業主は、派遣先に雇用される通常の労働者と同様に勤続により能力が向上した派遣労働者には、勤続による能力の向上に応じた部分につき、派遣先に雇用される通常の労働者と同一の昇給を行わなければならない。また、勤続による能力の向上に一定の相違がある場合においては、その相違に応じた昇給を行わなければならない。
If a client and dispatching business operator provide wage increases based on improvements in each worker's abilities that are due to continuous service, the dispatching business operator must provide its dispatched workers whose abilities have improved due to continuous service in the same manner as workers with standard employment statuses employed by the client with the same wage increases as workers with standard employment statuses employed by the client, as regards the portion of the wage increase that is based on the improvements in these workers' abilities due to continuous service. Also, if there are certain differences in the improvement of workers' abilities due to continuous service, the dispatching business operator must provide wage increases that reflect those differences.
(注)派遣先に雇用される通常の労働者と派遣労働者との間に賃金の決定基準・ルールの相違がある場合の取扱い
(Note) Handling of cases in which there are different criteria or rules for determination of wages between workers with standard employment statuses employed by the client and dispatched workers
派遣先に雇用される通常の労働者と派遣労働者の間に基本給、賞与、各種手当等の賃金に相違がある場合において、その要因として当該通常の労働者と派遣労働者の賃金の決定基準・ルールの相違があるときは、「派遣労働者に対する派遣元事業主の将来の役割期待は派遣先に雇用される通常の労働者に対する派遣先の将来の役割期待と異なるため、賃金の決定基準・ルールが異なる」等の主観的又は抽象的な説明では足りず、賃金の決定基準・ルールの相違は、当該通常の労働者と派遣労働者の職務の内容、当該職務の内容及び配置の変更の範囲その他の事情のうち、当該待遇の性質及び当該待遇を行う目的に照らして適切と認められるものの客観的及び具体的な実態に照らして、不合理と認められるものであってはならない。
If there are differences in wages, including base pay, bonuses, and various allowances, between workers with standard employment statuses employed by the client and dispatched workers, and a factor leading to such differences is the existence of different criteria or rules for determination of wages between those workers with standard employment statuses and dispatched workers, subjective or abstract explanations such as "Applicable criteria or rules for determination of wages are different, since the roles the dispatching business operator expects its dispatched workers to play in the future differ from the roles the client expects its workers with standard employment statuses to play in the future" do not suffice. Differences in criteria or rules for determination of wages must not be anything that is found to be unreasonable in consideration of the objective and specific circumstances, including the job descriptions of workers with standard employment statuses and dispatched workers and the scope of changes in their job descriptions and assignments, that are found to be appropriate in light of the nature of the treatment and the purpose of treating workers in that way.
2 賞与
(2) Bonuses
賞与であって、派遣先及び派遣元事業主が、会社(派遣労働者にあっては、派遣先。以下この2において同じ。)の業績等への労働者の貢献に応じて支給するものについて、派遣元事業主は、派遣先に雇用される通常の労働者と同一の貢献である派遣労働者には、貢献に応じた部分につき、派遣先に雇用される通常の労働者と同一の賞与を支給しなければならない。また、貢献に一定の相違がある場合においては、その相違に応じた賞与を支給しなければならない。
If a client and dispatching business operator provide bonuses based on each worker's contribution to something such as the company's business performance (for dispatched workers, the client's business performance; the same applies hereinafter in this Section (2)), the dispatching business operator must provide its dispatched workers that have made the same contribution as workers with standard employment statuses employed by the client with the same bonuses as workers with standard employment statuses employed by the client, as regards the portion of bonuses that is based on that contribution. Also, if there are certain differences in workers' contributions, the dispatching business operator must provide bonuses that reflect those differences.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 派遣先であるA社及び派遣元事業主であるB社においては、賞与について、会社の業績等への労働者の貢献に応じて支給しているところ、B社は、A社に派遣されている派遣労働者であって、A社に雇用される通常の労働者であるXと同一のA社の業績等への貢献があるYに対して、A社がXに支給するのと同一の賞与を支給している。
(a) Company A (a client) and Company B (a dispatching business operator) provide bonuses according to the contribution of each worker to something such as the company's business performance. Dispatched Worker Y has been dispatched to work at Company A and has made the same contribution to Company A's business performance or other thing as Standard-Status Worker X, who is employed by Company A. On this basis, Company B provides Dispatched Worker Y with the same bonuses as those which Company A provides to Standard-Status Worker X.
ロ 派遣先であるA社においては、通常の労働者であるXは、A社における生産効率及び品質の目標値に対する責任を負っており、当該目標値を達成していない場合、待遇上の不利益を課されている。その一方で、A社に雇用される通常の労働者であるZや、派遣元事業主であるB社からA社に派遣されている派遣労働者であるYは、A社における生産効率及び品質の目標値に対する責任を負っておらず、当該目標値を達成していない場合にも、待遇上の不利益を課されていない。A社はXに対して賞与を支給しているが、Zに対しては、待遇上の不利益を課していないこととの見合いの範囲内で賞与を支給していないところ、B社はYに対して、待遇上の不利益を課していないこととの見合いの範囲内で賞与を支給していない。
(b) At Company A (a client), Standard-Status Worker X is responsible for meeting the target values of Company A's production efficiency and quality and is subject to disadvantageous treatment for failing to achieve the target values. On the other hand, Standard-Status Worker Z, who is employed by Company A, and Dispatched Worker Y, who has been dispatched by Company B (a dispatching business operator) to work at Company A, are not responsible for meeting the target values of production efficiency or quality at Company A and are not subject to disadvantageous treatment even if they fail to achieve the target values. Company A provides bonuses to Standard-Status Worker X, but not to Standard-Status Worker Z, within a scope that is balanced against the fact that Standard-Status Worker Z is not subject to disadvantageous treatment. Likewise, Company B does not provide bonuses to Dispatched Worker Y, within a scope that is balanced against the fact that Dispatched Worker Y is not subject to disadvantageous treatment.
(問題となる例)
(Examples of Problematic Differences in Treatment)
イ 派遣先であるA社及び派遣元事業主であるB社においては、賞与について、会社の業績等への労働者の貢献に応じて支給しているところ、B社は、A社に派遣されている派遣労働者であって、A社に雇用される通常の労働者であるXと同一のA社の業績等への貢献があるYに対して、A社がXに支給するのと同一の賞与を支給していない。
(a) Company A (a client) and Company B (a dispatching business operator) provide bonuses according to the contribution of each worker to something such as the company's business performance. Dispatched Worker Y has been dispatched to work at Company A and has made the same contribution to Company A's business performance or other thing as Standard-Status Worker X, who is employed by Company A. Despite this, Company B does not provide Dispatched Worker Y with the same bonuses as those which Company A provides to Standard-Status Worker X.
ロ 賞与について、会社の業績等への労働者の貢献に応じて支給している派遣先であるA社においては、通常の労働者の全員に職務の内容や会社の業績等への貢献等にかかわらず何らかの賞与を支給しているが、派遣元事業主であるB社においては、A社に派遣されている派遣労働者であるYに賞与を支給していない。
(b) Company A (a client) provides bonuses based on the contribution of each worker to something such as the company's business performance, and pays certain bonuses to all of its workers with standard employment statuses irrespective of things such as their job descriptions or contribution to the company's business performance or other thing. In contrast, Company B (a dispatching business operator) does not provide any bonuses to Dispatched Worker Y, who has been dispatched to work at Company A.
3 手当
(3) Allowances
(1)役職手当であって、役職の内容に対して支給するもの
(I) Managerial allowances that clients and dispatching business operators provide based on the substance of each managerial position
役職手当であって、派遣先及び派遣元事業主が、役職の内容に対して支給するものについて、派遣元事業主は、派遣先に雇用される通常の労働者と同一の内容の役職に就く派遣労働者には、派遣先に雇用される通常の労働者と同一の役職手当を支給しなければならない。また、役職の内容に一定の相違がある場合においては、その相違に応じた役職手当を支給しなければならない。
If a client and dispatching business operator provide managerial allowances based on the substance of each managerial position, the dispatching business operator must provide its dispatched workers working in managerial positions of the same substance as workers with standard employment statuses employed by the client with the same managerial allowances as workers with standard employment statuses employed by the client. Also, if there are certain differences in the substance of the managerial positions, the dispatching business operator must provide managerial allowances that reflect those differences.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 派遣先であるA社及び派遣元事業主であるB社においては、役職手当について、役職の内容に対して支給しているところ、B社は、A社に派遣されている派遣労働者であって、A社に雇用される通常の労働者であるXの役職と同一の役職名(例えば、店長)であって同一の内容(例えば、営業時間中の店舗の適切な運営)の役職に就くYに対し、A社がXに支給するのと同一の役職手当を支給している。
(a) Company A (a client) and Company B (a dispatching business operator) provide managerial allowances based on the substance of each managerial position. Dispatched Worker Y has been dispatched to work at Company A and is in a managerial position that has the same title (e.g., store manager) and substance (e.g., proper operation of the store during its business hours) as the managerial position of Standard-Status Worker X, who is employed by Company A. On this basis, Company B provides Dispatched Worker Y with the same managerial allowance as that which Company A provides to Standard-Status Worker X.
ロ 派遣先であるA社及び派遣元事業主であるB社においては、役職手当について、役職の内容に対して支給しているところ、B社は、A社に派遣されている派遣労働者であって、A社に雇用される通常の労働者であるXの役職と同一の役職名であって同一の内容の役職に就くYに、所定労働時間に比例した役職手当(例えば、所定労働時間がA社に雇用される通常の労働者の半分の派遣労働者にあっては、当該通常の労働者の半分の役職手当)を支給している。
(b) Company A (a client) and Company B (a dispatching business operator) provide managerial allowances based on the substance of each managerial position. Dispatched Worker Y has been dispatched to work at Company A and is in a managerial position that has the same title and substance as the managerial position of Standard-Status Worker X, who is employed by Company A. On this basis, Company B provides Dispatched Worker Y with a managerial allowance in proportion to Dispatched Worker Y's prescribed working hours (e.g., for a dispatched worker whose prescribed working hours are half of those of the relevant worker with a standard employment status employed by Company A, half of the managerial allowance provided to that worker with a standard employment status).
(問題となる例)
(Example of a Problematic Difference in Treatment)
派遣先であるA社及び派遣元事業主であるB社においては、役職手当について、役職の内容に対して支給しているところ、B社は、A社に派遣されている派遣労働者であって、A社に雇用される通常の労働者であるXの役職と同一の役職名であって同一の内容の役職に就くYに対し、A社がXに支給するのに比べ役職手当を低く支給している。
Company A (a client) and Company B (a dispatching business operator) provide managerial allowances based on the substance of each managerial position. Dispatched Worker Y has been dispatched to work at Company A and is in a managerial position that has the same title and substance as the managerial position of Standard-Status Worker X, who is employed by Company A. However, Company B provides Dispatched Worker Y with a managerial allowance that is lower in value than the allowance provided to Standard-Status Worker X by Company A.
(2)業務の危険度又は作業環境に応じて支給される特殊作業手当
(II) Special operations allowances that clients and dispatching business operators provide based on the level of danger involved in operations or the operational environment
派遣元事業主は、派遣先に雇用される通常の労働者と同一の危険度又は作業環境の業務に従事する派遣労働者には、派遣先に雇用される通常の労働者と同一の特殊作業手当を支給しなければならない。
A dispatching business operator must provide dispatched workers who are engaged in operations that involve the same level of danger or take place in the same operational environment as workers with standard employment statuses employed by the client with the same special operational allowances as workers with standard employment statuses employed by the client.
(3)交替制勤務等の勤務形態に応じて支給される特殊勤務手当
(III) Special work allowances that clients and dispatching business operators provide based on work arrangements such as shift work
派遣元事業主は、派遣先に雇用される通常の労働者と同一の勤務形態で業務に従事する派遣労働者には、派遣先に雇用される通常の労働者と同一の特殊勤務手当を支給しなければならない。
A dispatching business operator must provide dispatched workers who are engaged in work under the same work arrangements as workers with standard employment statuses employed by the client with the same special work allowances as workers with standard employment statuses employed by the client.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 派遣先であるA社においては、就業する時間帯又は曜日を特定して就業する通常の労働者には労働者の採用が難しい早朝若しくは深夜又は土日祝日に就業する場合に時給に上乗せして特殊勤務手当を支給するが、就業する時間帯及び曜日を特定していない通常の労働者には労働者の採用が難しい時間帯又は曜日に勤務する場合であっても時給に上乗せして特殊勤務手当を支給していない。派遣元事業主であるB社は、A社に派遣されている派遣労働者であって、就業する時間帯及び曜日を特定して就業していないYに対し、採用が難しい時間帯や曜日に勤務する場合であっても時給に上乗せして特殊勤務手当を支給していない。
(a) Company A (a client) provides its workers with standard employment statuses who work in specific time slots or on specific days of the week with special work allowances on top of their hourly wages if they work early in the morning, late at night, or on weekends or holidays, days and times for which it is difficult to recruit workers. However, Company A does not provide workers with standard employment statuses whose working time slots or working days of the week are not specific with any special work allowance on top of their hourly wages even if they work in a time slot or on a day of the week for which it is difficult to recruit workers. Likewise, Company B (a dispatching business operator) does not provide Dispatched Worker Y, who has been dispatched to work at Company A and whose working time slots or working days of the week are not specific, with any special work allowance on top of the hourly wage even if Dispatched Worker Y works in a time slot or on a day of the week for which it is difficult to recruit workers.
ロ 派遣先であるA社においては、通常の労働者であるXについては、入社に当たり、交替制勤務に従事することは必ずしも確定しておらず、業務の繁閑等生産の都合に応じて通常勤務又は交替制勤務のいずれにも従事する可能性があり、交替制勤務に従事した場合に限り特殊勤務手当が支給されている。派遣元事業主であるB社からA社に派遣されている派遣労働者であるYについては、A社への労働者派遣に当たり、派遣先で交替制勤務に従事することを明確にし、かつ、基本給にA社において通常の労働者に支給される特殊勤務手当と同一の交替制勤務の負荷分が盛り込まれている。A社には、職務の内容がYと同一であり通常勤務のみに従事することが予定され、実際に通常勤務のみに従事する労働者であるZがいるところ、B社はYに対し、A社がZに対して支給するのに比べ基本給を高く支給している。A社はXに対して特殊勤務手当を支給しているが、B社はYに対して特殊勤務手当を支給していない。
(b) At Company A (a client), whether or not Standard-Status Worker X was to engage in shift work was not conclusively decided at the time when Standard-Status Worker X joined the company, and consequently it is possible that Standard-Status Worker X will engage either in regular work or shift work depending on busy and slack business periods or other circumstances of the production schedule. On this basis, Standard-Status Worker X is provided with a special work allowance only if Standard-Status Worker X has engaged in shift work. For Dispatched Worker Y, who has been dispatched by Company B (a dispatching business operator) to work at Company A, it was made clear that, in being dispatched to work at Company A, Dispatched Worker Y would engage in shift work at the client, and Dispatched Worker Y's base pay incorporates an amount for shift work equivalent to the special work allowance provided to a worker with a standard employment status employed at Company A. At Company A, Worker Z has the same job description as Dispatched Worker Y, was originally scheduled to engage only in regular work, and actually engages only in regular work. Company B provides higher base pay to Dispatched Worker Y, compared with the base pay that Company A provides to Worker Z. Company A provides a special work allowance to Standard-Status Worker X, while Company B does not provide that allowance to Dispatched Worker Y.
(4)精皆勤手当
(IV) Diligence and full attendance allowances
派遣元事業主は、派遣先に雇用される通常の労働者と業務の内容が同一の派遣労働者には、派遣先に雇用される通常の労働者と同一の精皆勤手当を支給しなければならない。
A dispatching business operator must provide dispatched workers whose job duties are the same as those of workers with standard employment statuses employed by the client with the same diligence and full attendance allowances as workers with standard employment statuses employed by the client.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣先であるA社においては、考課上、欠勤についてマイナス査定を行い、かつ、それが待遇に反映される通常の労働者であるXには、一定の日数以上出勤した場合に精皆勤手当を支給しているが、派遣元事業主であるB社は、B社からA社に派遣されている派遣労働者であって、考課上、欠勤についてマイナス査定を行っていないYには、マイナス査定を行っていないこととの見合いの範囲内で、精皆勤手当を支給していない。
Company A (a client) assesses absences as a negative in its personnel evaluations; it provides Standard-Status Worker X, whose treatment reflects this, with a diligence and full attendance allowance if Standard-Status Worker X comes to work at least a certain number of days; Company B (a dispatching business operator) does not provide a diligence and full attendance allowance to Dispatched Worker Y, who has been dispatched from Company B to work at Company A and whose absences are not assessed as a negative in personnel evaluations, within a scope that is balanced against the fact that Dispatched Worker Y is not subject to having absences assessed as a negative.
(5)時間外労働に対して支給される手当
(V) Allowances that clients and dispatching business operators provide for overtime work
派遣元事業主は、派遣先に雇用される通常の労働者の所定労働時間を超えて、当該通常の労働者と同一の時間外労働を行った派遣労働者には、当該通常の労働者の所定労働時間を超えた時間につき、派遣先に雇用される通常の労働者と同一の割増率等で、時間外労働に対して支給される手当を支給しなければならない。
A dispatching business operator must provide dispatched workers who have engaged in the same overtime work as workers with standard employment statuses employed by the client beyond the prescribed working hours of those workers with standard employment statuses, with allowances for overtime work for the hours worked beyond the prescribed working hours of those workers with standard employment statuses, at the same premium rate or its equivalent as those workers with standard employment statuses.
(6)深夜労働又は休日労働に対して支給される手当
(VI) Allowances that clients and dispatching business operators provide for late-night work or work on holidays
派遣元事業主は、派遣先に雇用される通常の労働者と同一の深夜労働又は休日労働を行った派遣労働者には、派遣先に雇用される通常の労働者と同一の割増率等で、深夜労働又は休日労働に対して支給される手当を支給しなければならない。
A dispatching business operator must provide dispatched workers who have engaged in the same late-night work or work on holidays as workers with standard employment statuses employed by the client with allowances for late-night work or work on holidays at the same premium rate or its equivalent as those workers with standard employment statuses employed by the client.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣元事業主であるB社においては、派遣先であるA社に派遣されている派遣労働者であって、A社に雇用される通常の労働者であるXと時間数及び職務の内容が同一の深夜労働又は休日労働を行ったYに対し、A社がXに支給するのと同一の深夜労働又は休日労働に対して支給される手当を支給している。
Dispatched Worker Y, who has been dispatched to Company A (a client), is engaged in the same late-night work or work on holidays, in terms of the number of hours needed and job description, as Standard-Status Worker X, who is employed by Company A. Company B (a dispatching business operator) provides Dispatched Worker Y with the same allowance for late-night work or work on holidays as that which Company A provides to Standard-Status Worker X.
(問題となる例)
(Example of a Problematic Difference in Treatment)
派遣元事業主であるB社においては、派遣先であるA社に派遣されている派遣労働者であって、A社に雇用される通常の労働者であるXと時間数及び職務の内容が同一の深夜労働又は休日労働を行ったYに対し、Yが派遣労働者であることから、深夜労働又は休日労働に対して支給される手当の単価を当該通常の労働者より低く設定している。
Dispatched Worker Y, who has been dispatched to work at Company A (a client), is engaged in the same late-night work or work on holidays, in terms of the number of hours needed and job description, as Standard-Status Worker X, who is employed by Company A. For Dispatched Worker Y, Company B (a dispatching business operator) set a lower unit amount for the allowance provided for late-night work or work on holidays than the unit amount for that worker with a standard employment status, by reason of Dispatched Worker Y being a dispatched worker.
(7)通勤手当及び出張旅費
(VII) Commutation allowances and business travel expenses
派遣元事業主は、派遣労働者にも、派遣先に雇用される通常の労働者と同一の通勤手当及び出張旅費を支給しなければならない。
A dispatching business operator must also provide its dispatched workers with the same commutation allowances and business travel expenses as workers with standard employment statuses employed by the client.
(問題とならない例)
(Examples of Non-Problematic Differences in Treatment)
イ 派遣先であるA社においては、本社の採用である労働者に対し、交通費実費の全額に相当する通勤手当を支給しているが、派遣元事業主であるB社は、それぞれの店舗の採用である労働者については、当該店舗の近隣から通うことができる交通費に相当する額に通勤手当の上限を設定して当該上限の額の範囲内で通勤手当を支給しているところ、B社の店舗採用であってA社に派遣される派遣労働者であるYが、A社への労働者派遣の開始後、本人の都合で通勤手当の上限の額では通うことができないところへ転居してなお通い続けている場合には、当該上限の額の範囲内で通勤手当を支給している。
(a) Company A (a client) provides workers directly hired by its head office with commutation allowances equivalent to their actual and full travel expenses. For workers hired by each branch of Company B (a dispatching business operator), Company B has set an amount equivalent to the travel expenses sufficient for commuting from areas close to the relevant branch as the upper limit of their commutation allowances, and provides commutation allowances to those workers within that upper limit. Company B provides a commutation allowance within the upper limit to Dispatched Worker Y, who was hired by a branch of Company B to be dispatched to work at Company A, and who continues to commute even after relocating, due to personal circumstances, to an area subsequent to the commencement of work at Company A from which the upper limit of a commutation allowance is not sufficient to cover the cost of commuting.
ロ 派遣先であるA社においては、通勤手当について、所定労働日数が多い(例えば、週4日以上)通常の労働者に、月額の定期券の金額に相当する額を支給しているが、派遣元事業主であるB社においては、A社に派遣されている派遣労働者であって、所定労働日数が少ない(例えば、週3日以下)又は出勤日数が変動する派遣労働者に、日額の交通費に相当する額を支給している。
(b) Company A (a client) provides an amount equivalent to the price of a monthly pass as a commutation allowance to each worker with a standard employment status who has a higher number of prescribed working days (e.g., four days or more per week); Company B (a dispatching business operator) provides dispatched workers whom it has dispatched to work at Company A and who have a lower number of working days (e.g., three days or less per week) or whose number of working days fluctuates, with an amount equivalent to daily travel expenses.
(8)労働時間の途中に食事のための休憩時間がある労働者に対する食費の負担補助として支給される食事手当
(VIII) Meal allowances that dispatching business operators and clients provide as a subsidy for food expenses to each worker who has a break time for meals during working hours
派遣元事業主は、派遣労働者にも、派遣先に雇用される通常の労働者と同一の食事手当を支給しなければならない。
A dispatching business operator must also provide its dispatched workers with the same meal allowances as workers with standard employment statuses employed by the client.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣先であるA社においては、その労働時間の途中に昼食のための休憩時間がある通常の労働者であるXに食事手当を支給している。その一方で、派遣元事業主であるB社においては、A社に派遣されている派遣労働者であって、その労働時間の途中に昼食のための休憩時間がない(例えば、午後2時から午後5時までの勤務)派遣労働者であるYに支給していない。
Company A (a client) provides a meal allowance to Standard-Status Worker X, who has a break time for lunch during working hours. In contrast, Company B (a dispatching business operator) does not provide a meal allowance to Dispatched Worker Y, who has been dispatched to work at Company A, and who does not have a break time for lunch during working hours (e.g., working from 2 p.m. to 5 p.m.).
(問題となる例)
(Example of a Problematic Difference in Treatment)
派遣先であるA社においては、通常の労働者であるXに食事手当を支給している。派遣元事業主であるB社においては、A社に派遣されている派遣労働者であるYにA社がXに支給するのに比べ食事手当を低く支給している。
Company A (a client) provides a meal allowance to Standard-Status Worker X. Company B (a dispatching business operator) provides Dispatched Worker Y, who has been dispatched to Company A, with a lower meal allowance than the allowance that Company A provides to Standard-Status Worker X.
(9)単身赴任手当
(IX) Unaccompanied duty allowances
派遣元事業主は、派遣先に雇用される通常の労働者と同一の支給要件を満たす派遣労働者には、派遣先に雇用される通常の労働者と同一の単身赴任手当を支給しなければならない。
A dispatching business operator must provide its dispatched workers who meet the same allowance provision requirements as workers with standard employment statuses employed by the client with the same unaccompanied duty allowances as workers with standard employment statuses employed by the client.
(10)特定の地域で働く労働者に対する補償として支給される地域手当
(X) Area allowances that dispatching business operators and clients provide as compensation to each worker working in a specified area
派遣元事業主は、派遣先に雇用される通常の労働者と同一の地域で働く派遣労働者には、派遣先に雇用される通常の労働者と同一の地域手当を支給しなければならない。
A dispatching business operator must provide its dispatched workers who work in the same area as workers with standard employment statuses employed by the client with the same area allowances as workers with standard employment statuses.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣先であるA社においては、通常の労働者であるXについて、全国一律の基本給の体系を適用し、転勤があることから、地域の物価等を勘案した地域手当を支給している。一方で、派遣元事業主であるB社においては、A社に派遣されている派遣労働者であるYについては、A社に派遣されている間は勤務地の変更がなく、その派遣先の所在する地域で基本給を設定しており、その中で地域の物価が基本給に盛り込まれているため、地域手当を支給していない。
Company A (a client) applies a nationwide uniform base pay system to Standard-Status Worker X and provides this worker with an area allowance that takes into consideration regional prices and other factors, on the grounds that Standard-Status Worker X is subject to job transfers. In contrast, Company B (a dispatching business operator) does not provide an area allowance to Dispatched Worker Y, who has been dispatched to work at Company A, because Dispatched Worker Y's work location is not subject to change during the time that Dispatched Worker Y is being dispatched to work at Company A, Dispatched Worker Y's base pay has been set for the area in which the client is located, and regional prices in the area are incorporated into the base pay.
(問題となる例)
(Example of a Problematic Difference in Treatment)
派遣先であるA社に雇用される通常の労働者であるXは、その地域で採用され転勤はないにもかかわらず、A社はXに対し地域手当を支給している。一方、派遣元事業主であるB社からA社に派遣されている派遣労働者であるYは、A社に派遣されている間転勤はなく、B社はYに対し地域手当を支給していない。
Company A (a client) provides an area allowance to Standard-Status Worker X, who is employed by Company A, despite the fact that Standard-Status Worker X was hired for the area concerned and is not subject to a job transfer. In contrast, Company B (a dispatching business operator) does not provide an area allowance to Dispatched Worker Y, who has been dispatched by Company B to work at Company A, since Dispatched Worker Y is not subject to a job transfer during the time that Dispatched Worker Y is being dispatched to work at Company A.
4 福利厚生
(4) Employee Benefits
(1)福利厚生施設(給食施設、休憩室及び更衣室をいう。以下この(1)において同じ。)
(I) Employee facilities (meaning food service facilities, break rooms, and locker rooms; the same applies hereinafter in this Subsection (I))
派遣先は、派遣先に雇用される通常の労働者と同一の事業所で働く派遣労働者には、派遣先に雇用される通常の労働者と同一の福利厚生施設の利用を認めなければならない。
A client must allow dispatched workers working at the same place of business as workers with standard employment statuses employed by that client to use the same employee facilities as the workers with standard employment statuses employed by that client.
なお、派遣元事業主についても、労働者派遣法第30条の3の規定に基づく義務を免れるものではない。
In addition, dispatching business operators are not excused from any obligation based on the provisions of Article 30-3 of the Worker Dispatching Act.
(2)転勤者用社宅
(II) Company housing for transferees
派遣元事業主は、派遣先に雇用される通常の労働者と同一の支給要件(例えば、転勤の有無、扶養家族の有無、住宅の賃貸又は収入の額)を満たす派遣労働者には、派遣先に雇用される通常の労働者と同一の転勤者用社宅の利用を認めなければならない。
A dispatching business operator must allow its dispatched workers who meet the same provision requirements as workers with standard employment statuses employed by the client (e.g., whether the position includes the possibility of job transfers, whether the worker has dependent family members, whether the worker is a renter, or the worker's amount of income) to use the same company housing for transferees as workers with standard employment statuses employed by the client.
(3)慶弔休暇並びに健康診断に伴う勤務免除及び有給の保障
(III) Celebratory/bereavement leave; work exemptions and guarantees of paid leave for medical checkups
派遣元事業主は、派遣労働者にも、派遣先に雇用される通常の労働者と同一の慶弔休暇の付与並びに健康診断に伴う勤務免除及び有給の保障を行わなければならない。
A dispatching business operator must also grant its dispatched workers the same celebratory/bereavement leave and the same work exemptions and guarantees of paid leave for health checkups as workers with standard employment statuses employed by the client.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣元事業主であるB社においては、派遣先であるA社に派遣されている派遣労働者であって、A社に雇用される通常の労働者であるXと同様の出勤日が設定されているYに対しては、A社がXに付与するのと同様に慶弔休暇を付与しているが、A社に派遣されている派遣労働者であって、週2日の勤務であるWに対しては、勤務日の振替での対応を基本としつつ、振替が困難な場合のみ慶弔休暇を付与している。
Company B (a dispatching business operator) grants celebratory/bereavement leave to Dispatched Worker Y, who has been dispatched to work at Company A (a client) and for whom similar working days to Standard-Status Worker X, who is employed by Company A, have been set, in the same manner as Company A grants celebratory/bereavement leave to Standard-Status Worker X; however, it generally handles this for Dispatched Worker W, who is being dispatched to work at Company A and works two days a week, by having Dispatched Worker W work on a substitute day, and only granting celebratory/bereavement leave if it is difficult for Dispatched Worker W to work on a substitute day.
(4)病気休職
(IV) Medical leave
派遣元事業主は、派遣労働者(期間の定めのある労働者派遣に係る派遣労働者である場合を除く。)には、派遣先に雇用される通常の労働者と同一の病気休職の取得を認めなければならない。また、期間の定めのある労働者派遣に係る派遣労働者にも、当該派遣先における派遣就業が終了するまでの期間を踏まえて、病気休職の取得を認めなければならない。
A dispatching business operator must allow its dispatched workers (except for dispatched workers who are involved in fixed-term dispatching) to take the same medical leave as workers with standard employment statuses employed by the client. Furthermore, a dispatching business operator must also allow dispatched workers who are involved in fixed-term dispatching to take medical leave that is in keeping with the time left until the end of their work at the client.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣元事業主であるB社においては、当該派遣先における派遣就業期間が1年である派遣労働者であるYについて、病気休職の期間は当該派遣就業の期間が終了する日までとしている。
Company B (a dispatching business operator) has established the period of medical leave that is available to Dispatched Worker Y, whose period of work at the client is one year, as running until the day that period of work ends.
(5)法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)であって、勤続期間(派遣労働者にあっては、当該派遣先における就業期間。以下この(5)において同じ。)に応じて取得を認めているもの
(V) Non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) that may be obtained according to the length of continuous service (for dispatched workers, their periods of work at the client; the same applies hereinafter in this Subsection (V))
法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)であって、派遣先及び派遣元事業主が、勤続期間に応じて取得を認めているものについて、派遣元事業主は、当該派遣先に雇用される通常の労働者と同一の勤続期間である派遣労働者には、派遣先に雇用される通常の労働者と同法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)を付与しなければならない。なお、当該派遣先において期間の定めのある労働者派遣契約を更新している場合には、当初の派遣就業の開始時から通算して就業期間を評価することを要する。
For non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) that a client and dispatching business operator allow workers to take based on their lengths of continuous service, the dispatching business operator must grant its dispatched workers whose lengths of continuous service are the same as workers with standard employment statuses employed by the client the same non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) as workers with standard employment statuses employed by the client. If a fixed-term worker dispatching contract with the client has been renewed, it is necessary to take into account the total length of service from the beginning of the initial dispatch work.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣先であるA社においては、長期勤続者を対象とするリフレッシュ休暇について、業務に従事した時間全体を通じた貢献に対する報償という趣旨で付与していることから、通常の労働者であるXに対し、勤続10年で3日、20年で5日、30年で7日の休暇を付与している。派遣元事業主であるB社は、A社に派遣されている派遣労働者であるYに対し、所定労働時間に比例した日数を付与している。
At Company A (a client), refreshment leave for long-serving workers is granted for the purpose of rewarding those workers for their contribution throughout the time they have spent on the job. Accordingly, Company A grants Standard-Status Worker X three days of refreshment leave for 10 years of continuous service, five days for 20 years, and seven days for 30 years. Company B (a dispatching business operator) grants Dispatched Worker Y, who has been dispatched to work at Company A, a number of days of leave that is in proportion to that worker's prescribed working hours.
5 その他
(5) Other
(1)教育訓練であって、現在の職務の遂行に必要な技能又は知識を習得するために実施するもの
(I) Educational training that clients and dispatching business operators provide in order for workers to acquire the skills or knowledge they need to perform their current jobs
教育訓練であって、派遣先が、現在の業務の遂行に必要な能力を付与するために実施するものについて、派遣先は、派遣元事業主からの求めに応じ、その雇用する通常の労働者と業務の内容が同一である派遣労働者には、派遣先に雇用される通常の労働者と同一の教育訓練を実施する等必要な措置を講じなければならない。なお、派遣元事業主についても、労働者派遣法第30条の3の規定に基づく義務を免れるものではない。
At the request of the dispatching business operator, a client must take the necessary measures, such as providing dispatched workers whose job duties are the same as workers with standard employment statuses it employs, with the same educational training to acquire the skills or knowledge workers need to perform their current jobs that the client provides to the workers with standard employment statuses employed by the client. In addition, dispatching business operators are not excused from any obligation based on the provisions of Article 30-3 of the Worker Dispatching Act.
また、派遣労働者と派遣先に雇用される通常の労働者との間で業務の内容に一定の相違がある場合においては、派遣元事業主は、派遣労働者と派遣先に雇用される通常の労働者との間の職務の内容、職務の内容及び配置の変更の範囲その他の事情の相違に応じた教育訓練を実施しなければならない。
Also, if there are certain differences in the job duties of dispatched workers of a dispatching business operator and workers with standard employment statuses employed by the client, the dispatching business operator must provide educational training that reflects differences between them in terms of job description, the scope of changes in job description and assignment, and other circumstances.
なお、労働者派遣法第30条の2第1項の規定に基づき、派遣元事業主は、派遣労働者に対し、段階的かつ体系的な教育訓練を実施しなければならない。
Furthermore, dispatching business operators must provide multi-stage, systematic educational training to their dispatched workers in accordance with the provisions of Article 30-2, paragraph (1) of the Worker Dispatching Act.
(2)安全管理に関する措置又は給付
(II) Measures or benefits related to safety management
派遣元事業主は、派遣先に雇用される通常の労働者と同一の業務環境に置かれている派遣労働者には、派遣先に雇用される通常の労働者と同一の安全管理に関する措置及び給付をしなければならない。
A dispatching business operator must provide its dispatched workers who are placed in the same work environments as workers with standard employment statuses employed by the client with the same measures and benefits related to safety management as those workers with standard employment statuses.
なお、派遣先及び派遣元事業主は、労働者派遣法第45条等の規定に基づき、派遣労働者の安全と健康を確保するための義務を履行しなければならない。
Furthermore, clients and dispatching business operators must perform their obligations to ensure the safety and health of dispatched workers in accordance with the provisions of Article 45 of the Worker Dispatching Act and other applicable provisions.
第5 協定対象派遣労働者
Article 5 Dispatched Workers Who Are Covered by an Agreement with a Labor Union or Workers' Representative
協定対象派遣労働者の待遇に関して、原則となる考え方及び具体例は次のとおりである。
The essential ways of thinking and specific examples of treatment for dispatched workers who are covered by an agreement with a labor union or workers' representative are as follows.
1 賃金
(1) Wages
労働者派遣法第30条の4第1項第2号イにおいて、協定対象派遣労働者の賃金の決定の方法については、同種の業務に従事する一般の労働者の平均的な賃金の額として厚生労働省令で定めるものと同等以上の賃金の額となるものでなければならないこととされている。
Article 30-4, paragraph (1), item (ii), (a) of the Worker Dispatching Act provides that the method for deciding the wages of dispatched workers who are covered by an agreement with a labor union or workers' representative must be one that makes the amount of their wages at least equivalent to the amount prescribed by Order of the Ministry of Health, Labour and Welfare as the average wage for workers in general who are engaged in the same type of work.
また、同号ロにおいて、その賃金の決定の方法は、協定対象派遣労働者の職務の内容、職務の成果、意欲、能力又は経験その他の就業の実態に関する事項の向上があった場合に賃金が改善されるものでなければならないこととされている。
Additionally, item (ii), (b) of that paragraph provides that the method for deciding those wages must be one that ensures improvements will be made to the wage if the job description, job performance, motivation, abilities, experience, or other particulars of the actual employment situation of a dispatched worker who is covered by an agreement with a labor union or workers' representative improve, or other matters concerning the actual employment situation of the same dispatched worker are improved.
さらに、同項第3号において、派遣元事業主は、この方法により賃金を決定するに当たっては、協定対象派遣労働者の職務の内容、職務の成果、意欲、能力又は経験その他の就業の実態に関する事項を公正に評価し、その賃金を決定しなければならないこととされている。
Furthermore, item (iii) of that paragraph provides that in using the method in question to decide the wage of a dispatched worker who is covered by an agreement with a labor union or workers' representative, a dispatching business operator must undertake a fair evaluation of the worker's job description, job performance, motivation, abilities, and experience and of other particulars of the actual employment situation before deciding on the worker's wages.
2 福利厚生
(2) Employee Benefits
(1)福利厚生施設(給食施設、休憩室及び更衣室をいう。以下この(1)において同じ。)
(I) Employee facilities (meaning food service facilities, break rooms, and locker rooms; the same applies hereinafter in this Subsection (I))
派遣先は、派遣先に雇用される通常の労働者と同一の事業所で働く協定対象派遣労働者には、派遣先に雇用される通常の労働者と同一の福利厚生施設の利用を認めなければならない。
A client must allow dispatched workers who are covered by an agreement with a labor union or workers' representative and who work at the same place of business as workers with standard employment statuses employed by that client to use the same employee facilities as the workers with standard employment statuses employed by the client.
なお、派遣元事業主についても、労働者派遣法第30条の3の規定に基づく義務を免れるものではない。
In addition, dispatching business operators are not excused from any obligation based on the provisions of Article 30-3 of the Worker Dispatching Act.
(2)転勤者用社宅
(II) Company housing for transferees
派遣元事業主は、派遣元事業主の雇用する通常の労働者と同一の支給要件(例えば、転勤の有無、扶養家族の有無、住宅の賃貸又は収入の額)を満たす協定対象派遣労働者には、派遣元事業主の雇用する通常の労働者と同一の転勤者用社宅の利用を認めなければならない。
A dispatching business operator must allow dispatched workers who are covered by an agreement with a labor union or workers' representative and who meet the same provision requirements as the workers with standard employment statuses it employs (e.g., whether the position includes the possibility of job transfers, whether the worker has dependent family members, whether the worker is a renter, or the worker's amount of income) to use the same company housing for transferees as the workers with standard employment statuses that it employs.
(3)慶弔休暇並びに健康診断に伴う勤務免除及び有給の保障
(III) Celebratory/bereavement leave; work exemptions and guarantees of paid leave for medical checkups
派遣元事業主は、協定対象派遣労働者にも、派遣元事業主の雇用する通常の労働者と同一の慶弔休暇の付与並びに健康診断に伴う勤務免除及び有給の保障を行わなければならない。
A dispatching business operator must also grant its dispatched workers who are covered by an agreement with a labor union or workers' representative the same celebratory/bereavement leave and the same work exemptions and guarantees of paid leave for medical checkups as the workers with standard employment statuses it employs.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣元事業主であるB社においては、慶弔休暇について、B社の雇用する通常の労働者であるXと同様の出勤日が設定されている協定対象派遣労働者であるYに対しては、通常の労働者と同様に慶弔休暇を付与しているが、週2日の勤務の協定対象派遣労働者であるWに対しては、勤務日の振替での対応を基本としつつ、振替が困難な場合のみ慶弔休暇を付与している。
Company B (a dispatching business operator) grants celebratory/bereavement leave to Dispatched Worker Y, who is covered by an agreement with a labor union or workers' representative and for whom similar working days to Standard-Status Worker X, who is employed by Company B, has been set in the same manner as the leave for its workers with standard employment statuses; however, it generally handles this for Dispatched Worker W, who is covered by an agreement with a labor union or workers' representative but who works two days a week, by having Dispatched Worker W work on a substitute day, and only granting celebratory/bereavement leave if it is difficult for Dispatched Worker W to work on a substitute day.
(4)病気休職
(IV) Medical leave
派遣元事業主は、協定対象派遣労働者(有期雇用労働者である場合を除く。)には、派遣元事業主の雇用する通常の労働者と同一の病気休職の取得を認めなければならない。また、有期雇用労働者である協定対象派遣労働者にも、労働契約が終了するまでの期間を踏まえて、病気休職の取得を認めなければならない。
A dispatching business operator must allow its dispatched workers who are covered by an agreement with a labor union or workers' representative (unless they are also fixed-term workers) to take the same medical leave as workers with standard employment statuses employed by the same dispatching business operator. Furthermore, it must also allow dispatched workers who are covered by an agreement with a labor union or workers' representative and who are also fixed-term workers to take medical leave that is in keeping with the time left until the end of the labor contract.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣元事業主であるB社においては、労働契約の期間が1年である有期雇用労働者であり、かつ、協定対象派遣労働者であるYについて、病気休職の期間は労働契約の期間が終了する日までとしている。
Company B (a dispatching business operator) has established the period of medical leave that is available to Worker Y, who is a fixed-term worker with a one-year labor contract and who is also a dispatched worker covered by an agreement with a labor union or workers' representative, as running until the day on which the labor contract ends.
(5)法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)であって、勤続期間に応じて取得を認めているもの
(V) Non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) that are acquired based on length of continuous service
法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)であって、勤続期間に応じて取得を認めているものについて、派遣元事業主は、派遣元事業主の雇用する通常の労働者と同一の勤続期間である協定対象派遣労働者には、派遣元事業主の雇用する通常の労働者と同一の法定外の有給の休暇その他の法定外の休暇(慶弔休暇を除く。)を付与しなければならない。なお、期間の定めのある労働契約を更新している場合には、当初の労働契約の開始時から通算して勤続期間を評価することを要する。
For non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) that a dispatching business operator allows workers to take based on their lengths of continuous service, the dispatching business operator must grant dispatched workers who are covered by an agreement with a labor union or workers' representative and whose lengths of continuous service are the same as workers with standard employment statuses that the dispatching business operator employs the same non-statutory paid leave and other types of non-statutory leave (excluding celebratory/bereavement leave) as the workers with standard employment statuses that the dispatching business operator employs. If a fixed-term labor contract has been renewed, it is necessary to take into account the total length of continuous service from the beginning of the initial labor contract.
(問題とならない例)
(Example of a Non-Problematic Difference in Treatment)
派遣元事業主であるB社においては、長期勤続者を対象とするリフレッシュ休暇について、業務に従事した時間全体を通じた貢献に対する報償という趣旨で付与していることから、B社に雇用される通常の労働者であるXに対し、勤続10年で3日、20年で5日、30年で7日の休暇を付与しており、協定対象派遣労働者であるYに対し、所定労働時間に比例した日数を付与している。
At Company B (a dispatching business operator), refreshment leave for long-serving workers is granted for the purpose of rewarding those workers for their contribution throughout the time they have spent on the job. Accordingly, Company B grants Standard-Status Worker X, who is employed by Company B, three days of refreshment leave for 10 years of continuous service, five days for 20 years, and seven days for 30 years, and grants Dispatched Worker Y, who is covered by an agreement with a labor union or workers' representative, a number of days of leave that is in proportion to that worker's prescribed working hours.
3 その他
(3) Other
(1)教育訓練であって、現在の職務の遂行に必要な技能又は知識を習得するために実施するもの
(I) Educational training that clients provide in order for workers to acquire the skills or knowledge they need to perform their current jobs
教育訓練であって、派遣先が、現在の業務の遂行に必要な能力を付与するために実施するものについて、派遣先は、派遣元事業主からの求めに応じ、派遣先に雇用される通常の労働者と業務の内容が同一である協定対象派遣労働者には、派遣先に雇用される通常の労働者と同一の教育訓練を実施する等必要な措置を講じなければならない。なお、派遣元事業主についても、労働者派遣法第30条の3の規定に基づく義務を免れるものではない。
At the request of the dispatching business operator, a client must take the necessary measures, such as providing dispatched workers who are covered by an agreement with a labor union or workers' representative and whose job duties are the same as workers with standard employment statuses employed by the client, with the same educational training to acquire the skills or knowledge workers need to perform their current jobs that the client provides to the workers with standard employment statuses employed by the client. In addition, dispatching business operators are not excused from any obligation based on the provisions of Article 30-3 of the Worker Dispatching Act.
また、協定対象派遣労働者と派遣元事業主が雇用する通常の労働者との間で業務の内容に一定の相違がある場合においては、派遣元事業主は、協定対象派遣労働者と派遣元事業主の雇用する通常の労働者との間の職務の内容、職務の内容及び配置の変更の範囲その他の事情の相違に応じた教育訓練を実施しなければならない。
Also, if there are certain differences in the job duties of dispatched workers who are covered by an agreement with a labor union or workers' representative and the workers with standard employment statuses that the dispatching business operator employs, the dispatching business operator must provide educational training that reflects differences between them in terms of job description, the scope of changes in job description and assignment, and other circumstances.
なお、労働者派遣法第30条の2第1項の規定に基づき、派遣元事業主は、協定対象派遣労働者に対し、段階的かつ体系的な教育訓練を実施しなければならない。
Furthermore, dispatching business operators must provide multi-stage, systematic educational training to dispatched workers who are covered by an agreement with a labor union or workers' representative in accordance with the provisions of Article 30-2, paragraph (1) of the Worker Dispatching Act.
(2)安全管理に関する措置及び給付
(II) Measures and benefits related to safety management
派遣元事業主は、派遣元事業主の雇用する通常の労働者と同一の業務環境に置かれている協定対象派遣労働者には、派遣元事業主の雇用する通常の労働者と同一の安全管理に関する措置及び給付をしなければならない。
A dispatching business operator must provide its dispatched workers who are covered by an agreement with a labor union or workers' representative and who are placed in the same work environments as workers with standard employment statuses that the dispatching business operator employs with the same measures and benefits related to safety management as the workers with standard employment statuses that the dispatching business operator employs.
なお、派遣先及び派遣元事業主は、労働者派遣法第45条等の規定に基づき、協定対象派遣労働者の安全と健康を確保するための義務を履行しなければならない。
Furthermore, clients and dispatching business operators must perform their obligations to ensure the safety and health of dispatched workers who are covered by an agreement with a labor union or workers' representative in accordance with the provisions of Article 45 of the Worker Dispatching Act and other applicable provisions.