第一条　労働条件は、労働者が人たるに値する生活を営むための必要を充たすべきものでなければならない。

Article 1　Working conditions shall be those which should meet the needs of workers who live lives worthy of human beings.

２　この法律で定める労働条件の基準は最低のものであるから、労働関係の当事者は、この基準を理由として労働条件を低下させてはならないことはもとより、その向上を図るように努めなければならない。

(2)　The standards for working conditions fixed by this Act are minimum standards. Accordingly, parties to labor relationship shall not reduce working conditions with these standards as an excuse and, instead, should endeavour to raise the working conditions.

第二条　労働条件は、労働者と使用者が、対等の立場において決定すべきものである。

Article 2　Working conditions should be determined by the workers and employers on an equal basis.

２　労働者及び使用者は、労働協約、就業規則及び労働契約を遵守し、誠実に各々その義務を履行しなければならない。

(2)　The workers and employers shall abide by collective agreements, rules of employment and labor contracts, and shall discharge their respective duties faithfully.

第三条　使用者は、労働者の国籍、信条又は社会的身分を理由として、賃金、労働時間その他の労働条件について、差別的取扱いをしてはならない。

Article 3　An employer shall not engage in discriminatory treatment with respect to wages, working hours or other working conditions by reason of the nationality, creed or social status of any worker.

第四条　使用者は、労働者が女性であることを理由として、賃金について、男性と差別的取扱いをしてはならない。

Article 4　An employer shall not engage in discriminatory treatment of a woman as compared with a man with respect to wages by reason of the worker being a woman.

第五条　使用者は、暴行、脅迫、監禁その他精神又は身体の自由を不当に拘束する手段によつて、労働者の意思に反して労働を強制してはならない。

Article 5　An employer shall not force workers to work against their will by means of physical violence, intimidation, confinement, or any other unfair restraint on the mental or physical freedom of the workers.

第六条　何人も、法律に基いて許される場合の外、業として他人の就業に介入して利益を得てはならない。

Article 6　Unless permitted by act, no person shall obtain profit by intervening, as a business, in the employment of others.

第七条　使用者は、労働者が労働時間中に、選挙権その他公民としての権利を行使し、又は公の職務を執行するために必要な時間を請求した場合においては、拒んではならない。但し、権利の行使又は公の職務の執行に妨げがない限り、請求された時刻を変更することができる。

Article 7　An employer shall not refuse when a worker requests time necessary to exercise franchise and other civil rights or to perform public duties during working hours; provided, however, that the employer may change the time requested by the worker to the extent that such change does not hinder the exercise of the right or the performance of the public duty.

Article 8　Deleted.

第九条　この法律で「労働者」とは、職業の種類を問わず、事業又は事務所（以下「事業」という。）に使用される者で、賃金を支払われる者をいう。

Article 9　In this Act, worker means one who is employed at an enterprise or office (hereinafter referred to as "enterprise") and receives wages therefrom, without regard to the kind of occupation.

第十条　この法律で使用者とは、事業主又は事業の経営担当者その他その事業の労働者に関する事項について、事業主のために行為をするすべての者をいう。

Article 10　In this Act, employer means the business operator or manager of the enterprise or any other person who acts on behalf of the business operator of the enterprise in matters concerning the workers of the enterprise.

第十一条　この法律で賃金とは、賃金、給料、手当、賞与その他名称の如何を問わず、労働の対償として使用者が労働者に支払うすべてのものをいう。

Article 11　In this Act, wage means the wage, salary, allowance, bonus and every other payment to the worker from the employer as remuneration for labor, regardless of the name by which such payment may be called.

第十二条　この法律で平均賃金とは、これを算定すべき事由の発生した日以前三箇月間にその労働者に対し支払われた賃金の総額を、その期間の総日数で除した金額をいう。ただし、その金額は、次の各号の一によつて計算した金額を下つてはならない。

Article 12　In this Act, the amount of the average wage means the amount obtained by dividing the total amount of wages for a period of 3 months preceding the day on which the reason to be calculated the average wage arose by the number of all days during the period; provided, however, that the amount of the average wage shall not be less than the amount calculated by one of the following methods:

２　前項の期間は、賃金締切日がある場合においては、直前の賃金締切日から起算する。

(2)　When there is a fixed day for closing the wage account, the period set forth in the preceding paragraph shall be calculated from the last such fixed day.

３　前二項に規定する期間中に、次の各号の一に該当する期間がある場合においては、その日数及びその期間中の賃金は、前二項の期間及び賃金の総額から控除する。

(3)　If the period mentioned in the preceding two paragraphs includes any of the following items, the number of days and the wages in such a period shall be excluded from the days and total amount of wages under the preceding two paragraphs

４　第一項の賃金の総額には、臨時に支払われた賃金及び三箇月を超える期間ごとに支払われる賃金並びに通貨以外のもので支払われた賃金で一定の範囲に属しないものは算入しない。

(4)　The total amount of wages under paragraph (1) shall not include extraordinary wages, wages which are paid periodically for a period exceeding 3 months and wages which are paid in anything other than currency and which are not within a fixed scope.

５　賃金が通貨以外のもので支払われる場合、第一項の賃金の総額に算入すべきものの範囲及び評価に関し必要な事項は、厚生労働省令で定める。

(5)　In the event that a wage is paid in anything other than currency, necessary matters relating to the scope of such wage to be included in the total amount of wages under paragraph (1) and the method for calculating such wage shall be set forth by Ordinance of the Ministry of Health, Labour and Welfare.

６　雇入後三箇月に満たない者については、第一項の期間は、雇入後の期間とする。

(6)　For a worker who has been employed for less than 3 months, the period under paragraph (1) shall be the period of his or her employment.

７　日日雇い入れられる者については、その従事する事業又は職業について、厚生労働大臣の定める金額を平均賃金とする。

(7)　The average wage for a day laborer shall be fixed by the Minister of Health, Labour and Welfare according to the kind of enterprise or occupation in which such day laborer is engaged.

８　第一項乃至第六項によつて算定し得ない場合の平均賃金は、厚生労働大臣の定めるところによる。

(8)　In the event that the average wage cannot be calculated in accordance with paragraphs (1) through (6), the average wage will be determined in the manner set forth by the Minister of Health, Labour and Welfare.

第十三条　この法律で定める基準に達しない労働条件を定める労働契約は、その部分については無効とする。この場合において、無効となつた部分は、この法律で定める基準による。

Article 13　A labor contract which provides for working conditions which do not meet the standards of this Act shall be invalid with respect to such portions. In such a case the portions which have become invalid shall be governed by the standards set forth in this Act.

第十四条　労働契約は、期間の定めのないものを除き、一定の事業の完了に必要な期間を定めるもののほかは、三年（次の各号のいずれかに該当する労働契約にあつては、五年）を超える期間について締結してはならない。

Article 14　Labor contracts, excluding those without a definite period, and excepting those providing that the period shall be the period necessary for completion of a specified project, shall not be concluded for a period exceeding 3 years (or 5 years with respect to labor contracts that fall under any of the following items).

２　厚生労働大臣は、期間の定めのある労働契約の締結時及び当該労働契約の期間の満了時において労働者と使用者との間に紛争が生ずることを未然に防止するため、使用者が講ずべき労働契約の期間の満了に係る通知に関する事項その他必要な事項についての基準を定めることができる。

(2)　The Minister of Health, Labour and Welfare may, in order to preemptively prevent disputes arising between workers and employers at the time of conclusion and the time of expiry of labor contracts which are of prescribed duration, prescribe standards in relation to the matters in connection with notice to be taken by employers relating to the expiry of the term of the labor contracts and other necessary matters.

３　行政官庁は、前項の基準に関し、期間の定めのある労働契約を締結する使用者に対し、必要な助言及び指導を行うことができる。

(3)　The relevant government agency may, in relation to the standards set forth in the preceding paragraph, give necessary advice and guidance to employers concluding labor contracts which are of prescribed duration.

第十五条　使用者は、労働契約の締結に際し、労働者に対して賃金、労働時間その他の労働条件を明示しなければならない。この場合において、賃金及び労働時間に関する事項その他の厚生労働省令で定める事項については、厚生労働省令で定める方法により明示しなければならない。

Article 15　In concluding a labor contract, the employer shall clearly indicate the wages, working hours and other working conditions to the worker. In this case, matters concerning wages and working hours and other matters stipulated by Ordinance of the Ministry of Health, Labour and Welfare shall be clearly indicated in the manner prescribed by Ordinance of the Ministry of Health, Labour and Welfare.

２　前項の規定によつて明示された労働条件が事実と相違する場合においては、労働者は、即時に労働契約を解除することができる。

(2)　In the event that the working conditions as clearly indicated under the provisions of the preceding paragraph differ from actual fact, the worker may immediately cancel the labor contract.

３　前項の場合、就業のために住居を変更した労働者が、契約解除の日から十四日以内に帰郷する場合においては、使用者は、必要な旅費を負担しなければならない。

(3)　In a case under the preceding paragraph, in the event that a worker who has changed his or her residence for the work returns home within 14 days from the date of cancellation, the employer shall bear the necessary travel expenses for the worker.

第十六条　使用者は、労働契約の不履行について違約金を定め、又は損害賠償額を予定する契約をしてはならない。

Article 16　An employer shall not make a contract which fixes in advance either a sum payable to the employer for breach of contract or an amount of compensation for damages.

第十七条　使用者は、前借金その他労働することを条件とする前貸の債権と賃金を相殺してはならない。

Article 17　An employer shall not set-off wages against advances of money or advances of other credits made as a condition for work.

第十八条　使用者は、労働契約に附随して貯蓄の契約をさせ、又は貯蓄金を管理する契約をしてはならない。

Article 18　An employer shall not require a contract for savings or make a contract to take charge of savings incidental to the labor contract.

２　使用者は、労働者の貯蓄金をその委託を受けて管理しようとする場合においては、当該事業場に、労働者の過半数で組織する労働組合があるときはその労働組合、労働者の過半数で組織する労働組合がないときは労働者の過半数を代表する者との書面による協定をし、これを行政官庁に届け出なければならない。

(2)　An employer, in taking charge of workers' savings entrusted to the employer by the workers, shall conclude a written agreement with a labor union organized by a majority of the workers at the workplace, where such a union exists, or with a person representing a majority of the workers, where no such union exists, and shall submit the written agreement to the relevant government agency.

３　使用者は、労働者の貯蓄金をその委託を受けて管理する場合においては、貯蓄金の管理に関する規程を定め、これを労働者に周知させるため作業場に備え付ける等の措置をとらなければならない。

(3)　An employer, in taking charge of workers' savings entrusted to the employer by the workers, shall establish rules governing the keeping of savings and take steps to inform the workers of these rules, such as posting such rules at the workplace.

４　使用者は、労働者の貯蓄金をその委託を受けて管理する場合において、貯蓄金の管理が労働者の預金の受入であるときは、利子をつけなければならない。この場合において、その利子が、金融機関の受け入れる預金の利率を考慮して厚生労働省令で定める利率による利子を下るときは、その厚生労働省令で定める利率による利子をつけたものとみなす。

(4)　An employer, in taking charge of workers' savings entrusted to the employer by the workers, shall pay interest in the event that the savings kept in custody constitute a deposit accepted. If, in this case, the amount of interest paid is below the amount of interest based on the interest rate established by Ordinance of the Ministry of Health, Labour and Welfare with due consideration of the interest rate for deposits accepted by financial institution the employer shall be deemed to have paid interest equivalent to that based on the rate determined by Ordinance of the Ministry of Health, Labour and Welfare.

５　使用者は、労働者の貯蓄金をその委託を受けて管理する場合において、労働者がその返還を請求したときは、遅滞なく、これを返還しなければならない。

(5)　An employer, in taking charge of workers' savings entrusted to the employer by the workers, shall return the savings to the workers on request without delay.

６　使用者が前項の規定に違反した場合において、当該貯蓄金の管理を継続することが労働者の利益を著しく害すると認められるときは、行政官庁は、使用者に対して、その必要な限度の範囲内で、当該貯蓄金の管理を中止すべきことを命ずることができる。

(6)　In the event that the employer has violated the provisions of the preceding paragraph and the continued taking charge of the workers' savings by the employer is deemed as seriously detrimental to the interests of the workers, the relevant government agency may order the employer to suspend taking charge of the savings in question within such limits as are necessary.

７　前項の規定により貯蓄金の管理を中止すべきことを命ぜられた使用者は、遅滞なく、その管理に係る貯蓄金を労働者に返還しなければならない。

(7)　An employer, who has been ordered to suspend taking charge of savings pursuant to the provisions of the preceding paragraph, shall return those savings affected by the above suspension to the workers without delay.

第十八条の二　解雇は、客観的に合理的な理由を欠き、社会通念上相当であると認められない場合は、その権利を濫用したものとして、無効とする。

Article 18-2　A dismissal shall, where the dismissal lacks objectively reasonable grounds and is not considered to be appropriate in general societal terms, be treated as a misuse of that right and invalid.

第十九条　使用者は、労働者が業務上負傷し、又は疾病にかかり療養のために休業する期間及びその後三十日間並びに産前産後の女性が第六十五条の規定によつて休業する期間及びその後三十日間は、解雇してはならない。ただし、使用者が、第八十一条の規定によつて打切補償を支払う場合又は天災事変その他やむを得ない事由のために事業の継続が不可能となつた場合においては、この限りでない。

Article 19　An employer shall not dismiss a worker during a period of absence from work for medical treatment with respect to injuries or illnesses suffered in the course of employment nor within 30 days thereafter, and shall not dismiss a woman during a period of absence from work before and after childbirth in accordance with the provisions of Article 65 nor within 30 days thereafter; provided, however, that this shall not apply in the event that the employer pays compensation for discontinuance in accordance with Article 81 nor when the continuance of the enterprise has been made impossible by a natural disaster or other unavoidable reason.

２　前項但書後段の場合においては、その事由について行政官庁の認定を受けなければならない。

(2)　In the event of a circumstance under the second sentence of the proviso of the preceding paragraph, the employer shall obtain the approval of the relevant government agency with respect to the reason in question.

第二十条　使用者は、労働者を解雇しようとする場合においては、少くとも三十日前にその予告をしなければならない。三十日前に予告をしない使用者は、三十日分以上の平均賃金を支払わなければならない。但し、天災事変その他やむを得ない事由のために事業の継続が不可能となつた場合又は労働者の責に帰すべき事由に基いて解雇する場合においては、この限りでない。

Article 20　In the event that an employer wishes to dismiss a worker, the employer shall provide at least 30 days advance notice. An employer who does not give 30 days advance notice shall pay the average wages for a period of not less than 30 days; provided, however, that this shall not apply in the event that the continuance of the enterprise has been made impossible by a natural disaster or other unavoidable reason nor when the worker is dismissed for reasons attributable to the worker.

２　前項の予告の日数は、一日について平均賃金を支払つた場合においては、その日数を短縮することができる。

(2)　The number of days of advance notice set forth in the preceding paragraph may be reduced in the event that the employer pays the average wage for each day by which the period is reduced.

３　前条第二項の規定は、第一項但書の場合にこれを準用する。

(3)　The provisions of paragraph (2) of the preceding Article shall apply mutatis mutandis to a case under the proviso to paragraph (1)

第二十一条　前条の規定は、左の各号の一に該当する労働者については適用しない。但し、第一号に該当する者が一箇月を超えて引き続き使用されるに至つた場合、第二号若しくは第三号に該当する者が所定の期間を超えて引き続き使用されるに至つた場合又は第四号に該当する者が十四日を超えて引き続き使用されるに至つた場合においては、この限りでない。

Article 21　The provisions of the preceding article shall not apply to any worker coming under one of the following items; provided, however, that this shall not be the case with respect to a worker coming under item (i) who has been employed consecutively for more than one month, a worker coming under either item (ii) or item (iii) who has been employed consecutively for more than the period set forth in each such item respectively, nor a worker coming under item (iv) who has been employed consecutively for more than 14 days:

第二十二条　労働者が、退職の場合において、使用期間、業務の種類、その事業における地位、賃金又は退職の事由（退職の事由が解雇の場合にあつては、その理由を含む。）について証明書を請求した場合においては、使用者は、遅滞なくこれを交付しなければならない。

Article 22　When a worker on the occasion of retirement requests a certificate stating the period of employment, the kind of occupation, the position in the enterprise, the wages or the cause for retirement (if the cause for retirement is dismissal, including its reason), the employer shall deliver one without delay.

２　労働者が、第二十条第一項の解雇の予告がされた日から退職の日までの間において、当該解雇の理由について証明書を請求した場合においては、使用者は、遅滞なくこれを交付しなければならない。ただし、解雇の予告がされた日以後に労働者が当該解雇以外の事由により退職した場合においては、使用者は、当該退職の日以後、これを交付することを要しない。

(2)　The employer shall, where a worker has, in the period between being given the advance notice in Article 20, paragraph (1) and the day of retirement, requested a certificate in relation to the reason for the said dismissal, issue the certificate without delay; provided, however, that where the worker retires after the day of the advance notice on reasons other than those for the said dismissal, it is not necessary, after the said day of retirement, for the employer to issue the certificate.

３　前二項の証明書には、労働者の請求しない事項を記入してはならない。

(3)　The employer shall not include in the certificate under the preceding 2 paragraphs any item that the worker does not request.

４　使用者は、あらかじめ第三者と謀り、労働者の就業を妨げることを目的として、労働者の国籍、信条、社会的身分若しくは労働組合運動に関する通信をし、又は第一項及び第二項の証明書に秘密の記号を記入してはならない。

(4)　An employer shall not, in a premeditated plan with a third party and with the intent to impede the employment of a worker, send any communication concerning the nationality, creed, and social status or union activities of the worker or include any secret sign in the certificates under paragraphs (1) and (2)

第二十三条　使用者は、労働者の死亡又は退職の場合において、権利者の請求があつた場合においては、七日以内に賃金を支払い、積立金、保証金、貯蓄金その他名称の如何を問わず、労働者の権利に属する金品を返還しなければならない。

Article 23　Upon a worker's death or retirement, in the event of a request by one having the right thereto, the employer shall pay the wages and return the reserve funds, security deposits, savings, and any other money and goods to which the worker is rightfully entitled, regardless of the name by which such money and goods may be called, within 7 days.

２　前項の賃金又は金品に関して争がある場合においては、使用者は、異議のない部分を、同項の期間中に支払い、又は返還しなければならない。

(2)　In the event that there is a dispute over the wages and/or money and goods set forth in the preceding paragraph, the employer shall pay and/or return any undisputed portions within the period set forth in the preceding paragraph.

第二十四条　賃金は、通貨で、直接労働者に、その全額を支払わなければならない。ただし、法令若しくは労働協約に別段の定めがある場合又は厚生労働省令で定める賃金について確実な支払の方法で厚生労働省令で定めるものによる場合においては、通貨以外のもので支払い、また、法令に別段の定めがある場合又は当該事業場の労働者の過半数で組織する労働組合があるときはその労働組合、労働者の過半数で組織する労働組合がないときは労働者の過半数を代表する者との書面による協定がある場合においては、賃金の一部を控除して支払うことができる。

Article 24　Wages shall be paid in currency and in full directly to the workers; provided, however, that payment other than in currency may be permitted in cases otherwise provided for by laws and regulations or collective agreement or in cases where a reliable method of payment of wages defined by Ordinance of the Ministry of Health, Labour and Welfare is provided for; and partial deduction from wages may be permitted in cases otherwise provided for by laws and regulations or in cases where there exists a written agreement with a labor union organized by a majority of the workers at the workplace(in the case that such labor union is organized), or with a person representing a majority of the workers(in the case that such labor union is not organized).

２　賃金は、毎月一回以上、一定の期日を定めて支払わなければならない。ただし、臨時に支払われる賃金、賞与その他これに準ずるもので厚生労働省令で定める賃金（第八十九条において「臨時の賃金等」という。）については、この限りでない。

(2)　Wages shall be paid at least once a month at a definite date; provided, however, that this shall not apply to extraordinary wages, bonuses, and the like which will be defined by Ordinance of the Ministry of Health, Labour and Welfare (referred to as "special wages etc." in Article 89).

第二十五条　使用者は、労働者が出産、疾病、災害その他厚生労働省令で定める非常の場合の費用に充てるために請求する場合においては、支払期日前であつても、既往の労働に対する賃金を支払わなければならない。

Article 25　In the event that a worker requests the payment of wages to cover emergency expenses for childbirth, illness, disaster, or other emergency as set forth by Ordinance of the Ministry of Health, Labour and Welfare, the employer shall pay accrued wages prior to the normal date of payment.

第二十六条　使用者の責に帰すべき事由による休業の場合においては、使用者は、休業期間中当該労働者に、その平均賃金の百分の六十以上の手当を支払わなければならない。

Article 26　In the event of an absence from work for reasons attributable to the employer, the employer shall pay an allowance equal to at least 60 percent of the worker's average wage to each worker concerned during the period of absence from work.

第二十七条　出来高払制その他の請負制で使用する労働者については、使用者は、労働時間に応じ一定額の賃金の保障をしなければならない。

Article 27　With respect to workers employed under a payment at piece work system or other subcontracting system, the employer shall guarantee a fixed amount of wage proportionate to working hours.

第二十八条　賃金の最低基準に関しては、最低賃金法（昭和三十四年法律第百三十七号）の定めるところによる。

Article 28　Minimum standards for wages shall be in accordance with the provisions of the Minimum Wages Act (Act No. 137 of 1959).

Articles 29 to 31　Deleted.

第三十二条　使用者は、労働者に、休憩時間を除き一週間について四十時間を超えて、労働させてはならない。

Article 32　An employer shall not have a worker work more than 40 hours per week, excluding rest periods.

２　使用者は、一週間の各日については、労働者に、休憩時間を除き一日について八時間を超えて、労働させてはならない。

(2)　An employer shall not have a worker work more than 8 hours per day for each day of the week, excluding rest periods.

第三十二条の二　使用者は、当該事業場に、労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者との書面による協定により、又は就業規則その他これに準ずるものにより、一箇月以内の一定の期間を平均し一週間当たりの労働時間が前条第一項の労働時間を超えない定めをしたときは、同条の規定にかかわらず、その定めにより、特定された週において同項の労働時間又は特定された日において同条第二項の労働時間を超えて、労働させることができる。

Article 32-2　In the event that an employer has stipulated, pursuant to a written agreement with a labor union organized by a majority of the workers at the workplace (in the case that such labor union is organized), or with a person representing a majority of the workers (in the case that such union is not organized), or pursuant to rules of employment or the equivalent thereof, that the average working hours per week over the course of a fixed period of no more than one month will not exceed the working hours set forth in paragraph (1) of the preceding Article, the employer may, in accordance with such stipulation and regardless of the provisions of the preceding Article, have a worker work in excess of the working hours set forth in paragraph (1) of the preceding Article in a specified week or weeks and may have a worker work in excess of the working hours set forth in paragraph (2) of the preceding Article in a specified day or days.

２　使用者は、厚生労働省令で定めるところにより、前項の協定を行政官庁に届け出なければならない。

(2)　The employer shall notify the agreement set forth in the preceding paragraph to the relevant government agency, as provided for by Ordinance of the Ministry of Health, Labour and Welfare.

第三十二条の三　使用者は、就業規則その他これに準ずるものにより、その労働者に係る始業及び終業の時刻をその労働者の決定にゆだねることとした労働者については、当該事業場の労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者との書面による協定により、次に掲げる事項を定めたときは、その協定で第二号の清算期間として定められた期間を平均し一週間当たりの労働時間が第三十二条第一項の労働時間を超えない範囲内において、同条の規定にかかわらず、一週間において同項の労働時間又は一日において同条第二項の労働時間を超えて、労働させることができる。

Article 32-3　In the event that the following items have been provided in a written agreement either with a labor union organized by a majority of the workers at the workplace concerned (in the case that such labor union is organized), or with a person representing a majority of the workers (in the case that such labor union is not organized), the employer may, with respect to a worker for whom the starting and ending time for work is left to the worker's own decision pursuant to rules of employment or the equivalent, and regardless of the provisions of Article 32, have such a worker work in excess of the working hours set forth in paragraph (1) of Article 32 in a week and may have such a worker work in excess of the working hours set forth in paragraph (2) of that Article in a day, to the extent that the average working hours per week during a period provided in the above-mentioned written agreement as the settlement period (of which conditions are defined in item (ii) below) does not exceed the working hours set forth in paragraph (1) of Article 32:

第三十二条の四　使用者は、当該事業場に、労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者との書面による協定により、次に掲げる事項を定めたときは、第三十二条の規定にかかわらず、その協定で第二号の対象期間として定められた期間を平均し一週間当たりの労働時間が四十時間を超えない範囲内において、当該協定（次項の規定による定めをした場合においては、その定めを含む。）で定めるところにより、特定された週において同条第一項の労働時間又は特定された日において同条第二項の労働時間を超えて、労働させることができる。

Article 32-4　In the event that the employer has stipulated the following items pursuant to a written agreement either with a labor union organized by a majority of the workers at the workplace concerned (in the case that such labor union is organized), or with a person representing a majority of the workers at a workplace (in the case that such labor union is not organized), regardless of the provisions of Article 32, the employer may have a worker work in excess of the working hours set forth in paragraph (1) of Article 32 in a specified week or weeks and may have a worker work in excess of the working hours set forth in paragraph (2) of that Article in a specified day or days in accordance with the said written agreement (including stipulations that have been set under the provisions of the following paragraph in cases where this is applicable), to the extent that the average working hours per week for the period set in that agreement as the applicable period defined at item (ii) below does not exceed 40 hours:

２　使用者は、前項の協定で同項第四号の区分をし当該区分による各期間のうち最初の期間を除く各期間における労働日数及び総労働時間を定めたときは、当該各期間の初日の少なくとも三十日前に、当該事業場に、労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者の同意を得て、厚生労働省令で定めるところにより、当該労働日数を超えない範囲内において当該各期間における労働日及び当該総労働時間を超えない範囲内において当該各期間における労働日ごとの労働時間を定めなければならない。

(2)　In the event that in the written agreement set forth in the preceding paragraph the employer has divided the applicable period as provided for in item (iv) of the said paragraph, and stipulated the number of working days and total working hours for each sub-period excluding the initial sub-period, the employer shall, no later than 30 days before the first day of each sub-period, and with the consent of either a labor union organized by a majority of the workers at the workplace (in the case that such labor union is organized) or a person representing a majority of the workers at a workplace (in the case that such labor union in not organized) and in accordance with Ordinance of the Ministry of Health, Labour and Welfare, set the working days within each sub-period, to the extent that it does not exceed the said number of working days and the working hours for each working day in each sub-period, to the extent that it does not exceed the said total working hours.

３　厚生労働大臣は、労働政策審議会の意見を聴いて、厚生労働省令で、対象期間における労働日数の限度並びに一日及び一週間の労働時間の限度並びに対象期間（第一項の協定で特定期間として定められた期間を除く。）及び同項の協定で特定期間として定められた期間における連続して労働させる日数の限度を定めることができる。

(3)　After hearing the opinions of the Labor Policy Council, the Minister of Health, Labour and Welfare may establish limits by Ordinance of the Ministry of Health, Labour and Welfare concerning the number of working days in the applicable period, the daily and weekly working hours in the applicable period, and the number of consecutive days within the applicable period (excluding the period set as the specified period by the written agreement stipulated in paragraph (1)) and the period set as the specified period by the written agreement stipulated in the said paragraph on which the employer may have workers work.

４　第三十二条の二第二項の規定は、第一項の協定について準用する。

(4)　The provisions of paragraph (2) of Article 32-2 shall apply mutatis mutandis to an agreement under paragraph (1).

第三十二条の四の二　使用者が、対象期間中の前条の規定により労働させた期間が当該対象期間より短い労働者について、当該労働させた期間を平均し一週間当たり四十時間を超えて労働させた場合においては、その超えた時間（第三十三条又は第三十六条第一項の規定により延長し、又は休日に労働させた時間を除く。）の労働については、第三十七条の規定の例により割増賃金を支払わなければならない。

Article 32-4-2　In the event that, pursuant to the provisions of the preceding Article, an employer has a worker work during the applicable period for a period shorter than the said applicable period, and the average weekly hours the employer has the worker work exceeds 40 hours, the employer shall pay increased wages for the working hours that exceed 40 hours (excluding working hours that have been extended or working hours on days off pursuant to the provisions of Article 33 or paragraph (1) of Article 36) as provided for in Article 37.

第三十二条の五　使用者は、日ごとの業務に著しい繁閑の差が生ずることが多く、かつ、これを予測した上で就業規則その他これに準ずるものにより各日の労働時間を特定することが困難であると認められる厚生労働省令で定める事業であつて、常時使用する労働者の数が厚生労働省令で定める数未満のものに従事する労働者については、当該事業場に、労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者との書面による協定があるときは、第三十二条第二項の規定にかかわらず、一日について十時間まで労働させることができる。

Article 32-5　With respect to workers employed in enterprises of which business categories are specified by Ordinance of the Ministry of Health, Labour and Welfare as having an amount of daily business which is often subject to wide fluctuations and given this forecast it would be difficult to fix daily working hours by rules of employment or the equivalent, and of which the number of regular employees is under the number specified by Ordinance of the Ministry of the Health, Labour and Welfare, the employer may, regardless of the provisions of paragraph (2) of Article 32, have workers work for up to ten hours per day, if there is a written agreement either with a labor union organized by a majority of the workers at the workplace (in the case that such labor union is organized) or with a person representing a majority of the workers (in the case that such labor union is not organized).

２　使用者は、前項の規定により労働者に労働させる場合においては、厚生労働省令で定めるところにより、当該労働させる一週間の各日の労働時間を、あらかじめ、当該労働者に通知しなければならない。

(2)　In the event that an employer has a worker work pursuant to the provisions of the preceding paragraph, the employer shall notify the worker in advance of the working hours for each day of the work week in accordance with Ordinance of the Ministry of Health, Labour and Welfare.

３　第三十二条の二第二項の規定は、第一項の協定について準用する。

(3)　The provisions of paragraph (2) of Article 32-2 shall apply mutatis mutandis to an agreement under paragraph (1) of this Article.

第三十三条　災害その他避けることのできない事由によつて、臨時の必要がある場合においては、使用者は、行政官庁の許可を受けて、その必要の限度において第三十二条から前条まで若しくは第四十条の労働時間を延長し、又は第三十五条の休日に労働させることができる。ただし、事態急迫のために行政官庁の許可を受ける暇がない場合においては、事後に遅滞なく届け出なければならない。

Article 33　If there is an extraordinary need due to disaster or other unavoidable event, an employer may extend the working hours stipulated in Articles 32 through 32-5 or Article 40, or may have workers work on the days off stipulated in Article 35 with the permission of the relevant government agency to the extent that such action is needed; provided, however, that in the case that the necessity is so urgent that the employer does not have time to obtain the permission of the relevant government agency, the employer does not need to obtain such permission but shall notify the relevant government agency of such action after the fact without delay.

２　前項ただし書の規定による届出があつた場合において、行政官庁がその労働時間の延長又は休日の労働を不適当と認めるときは、その後にその時間に相当する休憩又は休日を与えるべきことを、命ずることができる。

(2)　In the case that a retrospective notification has been submitted pursuant to the proviso of the preceding paragraph, if the relevant government agency determines that it is inappropriate that the employer extended the working hours or had the workers work on the days off, it may order the employer to provide the workers thereafter with rest periods or days off equivalent to the time that they worked during the extended hours or days off.

３　公務のために臨時の必要がある場合においては、第一項の規定にかかわらず、官公署の事業（別表第一に掲げる事業を除く。）に従事する国家公務員及び地方公務員については、第三十二条から前条まで若しくは第四十条の労働時間を延長し、又は第三十五条の休日に労働させることができる。

(3)　Notwithstanding the provisions of paragraph (1), if there is an extraordinary need for the purposes of public service, in so far as national public officers and local public officers who engage in business of public agencies (excluding businesses stipulated in Annexed Table No. 1) are concerned, the employer may extend the working hours stipulated in Articles 32 through 32-5 or Article 40 or may have workers work on the days off stipulated in Article 35.

第三十四条　使用者は、労働時間が六時間を超える場合においては少くとも四十五分、八時間を超える場合においては少くとも一時間の休憩時間を労働時間の途中に与えなければならない。

Article 34　An employer shall provide workers with at least 45 minutes of rest periods during working hours in the event that working hours exceed 6 hours, and at least one hour in the event that working hours exceed 8 hours.

２　前項の休憩時間は、一斉に与えなければならない。ただし、当該事業場に、労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者との書面による協定があるときは、この限りでない。

(2)　The rest periods set forth in the preceding paragraph shall be provided to all workers at the same time; provided, however, that this shall not apply to the cases where the employer has entered into a written agreement regarding providing rest periods to employees at different times, either with a labor union organized by a majority of the workers at the workplace (in the case that such labor union is organized) or with a person representing a majority of the workers (in the case that such labor union is not organized).

３　使用者は、第一項の休憩時間を自由に利用させなければならない。

(3)　An employer shall permit workers to use the rest periods stipulated in paragraph (1) freely.

第三十五条　使用者は、労働者に対して、毎週少くとも一回の休日を与えなければならない。

Article 35　An employer shall provide workers with at least one day off per week.

２　前項の規定は、四週間を通じ四日以上の休日を与える使用者については適用しない。

(2)　The provisions set forth in the preceding paragraph shall not apply to an employer who provides workers with 4 days off or more during a four-week period.

第三十六条　使用者は、当該事業場に、労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者との書面による協定をし、これを行政官庁に届け出た場合においては、第三十二条から第三十二条の五まで若しくは第四十条の労働時間（以下この条において「労働時間」という。）又は前条の休日（以下この項において「休日」という。）に関する規定にかかわらず、その協定で定めるところによつて労働時間を延長し、又は休日に労働させることができる。ただし、坑内労働その他厚生労働省令で定める健康上特に有害な業務の労働時間の延長は、一日について二時間を超えてはならない。

Article 36　In the event that the employer has entered into a written agreement either with a labor union organized by a majority of the workers at the workplace (in the case that such labor union is organized) or with a person representing a majority of the workers (in the case that such labor union is not organized) and has notified the relevant government agency of such agreement , the employer may, notwithstanding the provisions with respect to working hours stipulated in Articles 32 through 32-5 or Article 40 (hereinafter in this Article referred to as "working hours")or the provisions with respect to days off stipulated in the preceding Article(hereinafter in this paragraph referred to as "days off"), extend the working hours or have workers work on days off in accordance with the provisions of the said agreement; provided, however, that the extension of working hours for belowground labor and other work especially harmful to health as stipulated in the Ordinance of the Ministry of Health, Labour and Welfare shall not exceed 2 hours per day.

２　厚生労働大臣は、労働時間の延長を適正なものとするため、前項の協定で定める労働時間の延長の限度その他の必要な事項について、労働者の福祉、時間外労働の動向その他の事情を考慮して基準を定めることができる。

(2)　The Minister of Health, Labour and Welfare may, in order to ensure that the extension of working hours be appropriate, prescribe standards for the limits on the extension of working hours set forth in the agreement set forth in the preceding paragraph, and also prescribe standards for other necessary items, in consideration of the welfare of workers, trends in overtime work and any other relevant factors.

３　第一項の協定をする使用者及び労働組合又は労働者の過半数を代表する者は、当該協定で労働時間の延長を定めるに当たり、当該協定の内容が前項の基準に適合したものとなるようにしなければならない。

(3)　The employer and the labor union or the person representing a majority of the workers who enter into the agreement stipulated in paragraph (1), in setting an extension of the working hours in the said agreement, shall ensure that the content of the said agreement conforms with the standards set forth in the preceding paragraph.

４　行政官庁は、第二項の基準に関し、第一項の協定をする使用者及び労働組合又は労働者の過半数を代表する者に対し、必要な助言及び指導を行うことができる。

(4)　With respect to the standards stipulated in paragraph (2), the relevant government agency may provide the employer and the labor union or the person representing a majority of the workers who entered into the agreement stipulated in paragraph(1) with necessary advice and guidance.

第三十七条　使用者が、第三十三条又は前条第一項の規定により労働時間を延長し、又は休日に労働させた場合においては、その時間又はその日の労働については、通常の労働時間又は労働日の賃金の計算額の二割五分以上五割以下の範囲内でそれぞれ政令で定める率以上の率で計算した割増賃金を支払わなければならない。

Article 37　In the event that an employer extends the working hours or has a worker work on a day off pursuant to the provisions of Article 33 or paragraph (1) of the preceding Article, the employer shall pay increased wages for work during such hours or on such days at a rate no less than the rate stipulated by cabinet order within the range of no less than 25 percent and no more than 50 percent over the normal wage per working hour or working day.

２　前項の政令は、労働者の福祉、時間外又は休日の労働の動向その他の事情を考慮して定めるものとする。

(2)　The cabinet order set forth in the preceding paragraph shall be set taking into consideration the welfare of workers, the trends of overtime work and of work on days off, and any other relevant circumstances.

３　使用者が、午後十時から午前五時まで（厚生労働大臣が必要であると認める場合においては、その定める地域又は期間については午後十一時から午前六時まで）の間において労働させた場合においては、その時間の労働については、通常の労働時間の賃金の計算額の二割五分以上の率で計算した割増賃金を支払わなければならない。

(3)　In the event that an employer has a worker work during the period between 10 p.m. and 5 a.m. (or the period between 11 p.m. and 6 a.m., in case that the Minister of Health, Labour and Welfare admits the necessity of the application of those hours for a certain area or time of the year), the employer shall pay increased wages for work during such hours at a rate no less than 25 percent over the normal wage per working hour.

４　第一項及び前項の割増賃金の基礎となる賃金には、家族手当、通勤手当その他厚生労働省令で定める賃金は算入しない。

(4)　Family allowances, commutation allowances, and other elements of wages as stipulated by the Ordinance of the Ministry of Health, Labour and Welfare shall not be added to the base wages underlying the increased wages set forth in paragraph (1) and the preceding paragraph.

第三十八条　労働時間は、事業場を異にする場合においても、労働時間に関する規定の適用については通算する

Article 38　As far as application of the provisions on working hours is concerned, total hours worked shall be aggregated, even if the hours are worked in different workplaces.

２　坑内労働については、労働者が坑口に入つた時刻から坑口を出た時刻までの時間を、休憩時間を含め労働時間とみなす。但し、この場合においては、第三十四条第二項及び第三項の休憩に関する規定は適用しない。

(2)　With regard to belowground labor, the working hours shall be deemed to be the time from entry into the mouth of the mine to exit from the mouth of the mine, including rest periods; provided, however, that in this case, the provisions of Article 34, paragraphs (2) and (3) regarding rest periods shall not apply.

第三十八条の二　労働者が労働時間の全部又は一部について事業場外で業務に従事した場合において、労働時間を算定し難いときは、所定労働時間労働したものとみなす。ただし、当該業務を遂行するためには通常所定労働時間を超えて労働することが必要となる場合においては、当該業務に関しては、厚生労働省令で定めるところにより、当該業務の遂行に通常必要とされる時間労働したものとみなす。

Article 38-2　In cases where workers perform their work outside of the workplace during all or part of their working hours and it would be difficult to calculate working hours, the number of hours worked shall be deemed to be the prescribed working hours; provided, however, that if it would normally be necessary to work in excess of the prescribed working hours in order to accomplish the said work, the number of hours worked shall be deemed to be the number of hours normally necessary to accomplish such work as stipulated by the Ordinance of the Ministry of Health, Labour and Welfare.

２　前項ただし書の場合において、当該業務に関し、当該事業場に、労働者の過半数で組織する労働組合があるときはその労働組合、労働者の過半数で組織する労働組合がないときは労働者の過半数を代表する者との書面による協定があるときは、その協定で定める時間を同項ただし書の当該業務の遂行に通常必要とされる時間とする。

(2)　In a case under the proviso of the preceding paragraph, when there is a written agreement regarding the said work either with a labor union organized by a majority of the workers at the workplace (in the case that such labor union is organized) or with a person representing a majority of the workers (in the case that such labor union is not organized), the number of hours specified in such agreement shall be regarded as the number of hours normally necessary to accomplish the work under that proviso.

３　使用者は、厚生労働省令で定めるところにより、前項の協定を行政官庁に届け出なければならない。

(3)　The employer shall file the agreement set forth in the preceding paragraph with the relevant government agency in accordance with the Ordinance of the Ministry of Health, Labour and Welfare.

第三十八条の三　使用者が、当該事業場に、労働者の過半数で組織する労働組合があるときはその労働組合、労働者の過半数で組織する労働組合がないときは労働者の過半数を代表する者との書面による協定により、次に掲げる事項を定めた場合において、労働者を第一号に掲げる業務に就かせたときは、当該労働者は、厚生労働省令で定めるところにより、第二号に掲げる時間労働したものとみなす。

Article 38-3　When an employer has provided the following items in a written agreement either with a labor union organized by a majority of the workers at the workplace concerned (in the case that such labor union is organized), or with a person representing a majority of the workers (in the case that such labor union is not organized), in the event that the employer has assigned a worker to the work listed in item (i), such worker shall be regarded as having worked the hours listed in item (ii), as prescribed by the Ordinance of the Ministry of Health, Labour and Welfare.

２　前条第三項の規定は、前項の協定について準用する。

(2)　The provisions of paragraph (3) of the preceding Article shall apply mutatis mutandis to the agreement set forth in the preceding paragraph.

第三十八条の四　賃金、労働時間その他の当該事業場における労働条件に関する事項を調査審議し、事業主に対し当該事項について意見を述べることを目的とする委員会（使用者及び当該事業場の労働者を代表する者を構成員とするものに限る。）が設置された事業場において、当該委員会がその委員の五分の四以上の多数による議決により次に掲げる事項に関する決議をし、かつ、使用者が、厚生労働省令で定めるところにより当該決議を行政官庁に届け出た場合において、第二号に掲げる労働者の範囲に属する労働者を当該事業場における第一号に掲げる業務に就かせたときは、当該労働者は、厚生労働省令で定めるところにより、第三号に掲げる時間労働したものとみなす。

Article 38-4　If, at a workplace where a committee (limited to committees comprising the employer and representatives of workers at the workplace) is established with the aim of examining and deliberating on wages, working hours and other matters concerning working conditions at the workplace concerned and of stating its opinions regarding the said matters to the proprietor of the enterprise, the said committee adopts a resolution by a majority of four fifths or more of its members regarding the following items and the employer notifies the relevant government agency of the said resolution in accordance with the Ordinance of the Ministry of Health, Labour and Welfare, and if the employer has a worker, who comes under the scope of the workers stipulated in item (ii), perform the work stipulated in item (i) at the workplace concerned, the said worker shall be deemed to have worked the hours stipulated in item (iii) as prescribed by the Ordinance of the Ministry of Health, Labour and Welfare.

２　前項の委員会は、次の各号に適合するものでなければならない。

(2)　The committee set forth in the preceding paragraph must conform to the following items:

３　厚生労働大臣は、対象業務に従事する労働者の適正な労働条件の確保を図るために、労働政策審議会の意見を聴いて、第一項各号に掲げる事項その他同項の委員会が決議する事項について指針を定め、これを公表するものとする。

(3)　The Minister of Health, Labour and Welfare, in order to ensure appropriate working conditions for workers engaged in covered work, and after hearing the opinions of the Labor Policy Council, shall set and announce guidelines with respect to matters stipulated in each item of paragraph (1) and to other matters decided upon by the committee stipulated in the said paragraph.

４　第一項の規定による届出をした使用者は、厚生労働省令で定めるところにより、定期的に、同項第四号に規定する措置の実施状況を行政官庁に報告しなければならない。

(4)　An employer who has given notification as stipulated in paragraph (1) must, as prescribed by the Ordinance of the Ministry of Health, Labour and Welfare, regularly submit to the relevant government agency a report on the state of implementation of the measures stipulated in item (iv) of the said paragraph.

５　第一項の委員会においてその委員の五分の四以上の多数による議決により第三十二条の二第一項、第三十二条の三、第三十二条の四第一項及び第二項、第三十二条の五第一項、第三十四条第二項ただし書、第三十六条第一項、第三十八条の二第二項、前条第一項並びに次条第五項及び第六項ただし書に規定する事項について決議が行われた場合における第三十二条の二第一項、第三十二条の三、第三十二条の四第一項から第三項まで、第三十二条の五第一項、第三十四条第二項ただし書、第三十六条、第三十八条の二第二項、前条第一項並びに次条第五項及び第六項ただし書の規定の適用については、第三条の二第一項中「協定」とあるのは「協定若しくは第三十八条の四第一項に規定する委員会の決議（第百六条第一項を除き、以下「決議」という。）」と、第三十二条の三、第三十二条の四第一項から第三項まで、第三十二条の五第一項、第三十四条第二項ただし書、第三十六条第二項、第三十八条の二第二項、前条第一項並びに次条第五項及び第六項ただし書中「協定」とあるのは「協定又は決議」と、第三十二条の四第二項中「同意を得て」とあるのは「同意を得て、又は決議に基づき」と、第三十六条第一項中「届け出た場合」とあるのは「届け出た場合又は決議を行政官庁に届け出た場合」と、「その協定」とあるのは「その協定又は決議」と、同条第三項中「又は労働者の過半数を代表する者」とあるのは「若しくは労働者の過半数を代表する者又は同項の決議をする委員」と、「当該協定」とあるのは「当該協定又は当該決議」と、同条第四項中「又は労働者の過半数を代表する者」とあるのは「若しくは労働者の過半数を代表する者又は同項の決議をする委員」とする。

(5)　With respect to the application of the provisions of paragraph (1) of Article 32-2, Article 32-3, paragraphs (1) through (3) of Article 32-4, paragraph (1) of Article 32-5, the proviso to paragraph (2) of Article 34, Article 36, paragraph (2) of Article 38-2, paragraph (1) of the preceding Article, and paragraph (5) and the proviso to paragraph (6) of the following Article, in the event that the committee stipulated in paragraph (1) makes a decision by a majority of four fifths or more of the members regarding matters stipulated in paragraph (1) of Article 32-2 ,Article 32-3, paragraphs (1) and (2) of Article 32-4, paragraph (1) of Article 32-5, the proviso to paragraph (2) of Article 34, paragraph (1) of Article 36, paragraph (2) of Article 38-2, paragraph (1) of the preceding Article, and paragraph (5) and the proviso to paragraph (6) of the following Article, the phrase "agreement with a labor union organized by a majority of the workers at the workplace (in the case that such union is organized), or with a person representing a majority of the workers (in the case that such union is not organized)" in paragraph (1) of Article 32-2 shall be read as "agreement with a labor union organized by a majority of the workers at the workplace (in the case that such union is organized), or with a person representing a majority of the workers (in the case that such union is not organized), or a resolution of the committee stipulated in paragraph (1) of Article 38-4 (hereinafter referred to as 'resolution' except in paragraph (1) of Article 106)", the phrase "written agreement" in Article 32-3, paragraphs (1) through 3 of Article 32-4, paragraph (1) of Article 32-5, the proviso to paragraph (2) of Article 34, paragraph (2) of Article 36, paragraph (2) of Article 38-2, paragraph (1) of the preceding Article, and paragraph (5) and the proviso to paragraph (6) of the following Article shall be read as "written agreement or resolution", the phrase "with the consent of either a labor union organized by a majority of the workers at the workplace concerned (in the case that such labor union is organized) or a person representing a majority of the workers at a workplace (in the case that such labor union is not organized)" in paragraph (2) of Article 32-4 shall be read as "with the consent of either a labor union organized by a majority of the workers at the workplace concerned (in the case that such labor union is organized) or a person representing a majority of the workers at a workplace (in the case that such labor union is organized), or based on a resolution", the phrases "notified the relevant government agency of the such agreement" and "in accordance with the provisions of the said agreement" in paragraph (1) of Article 36 shall be read respectively as "notified the relevant government agency of the such agreement or resolution" and "in accordance with the provisions of the said agreement or resolution", the phrases "or the person representing a majority of the workers who enter into the agreement stipulated in paragraph (1)" and "the said agreement" in paragraph (3) of Article 36 shall be read respectively as "or the person representing a majority of the workers who enter into the agreement stipulated in paragraph (1), or the committee members making the resolution stipulated in the said paragraph," and "the said agreement or resolution", and the phrase "or the person representing a majority of the workers who enter into the agreement stipulated in paragraph (1)" in paragraph (4) of Article 36 shall be read as "or the person representing a majority of the workers who enter into the agreement stipulated in paragraph (1), or the committee members making the resolution stipulated in the said paragraph".

第三十九条　使用者は、その雇入れの日から起算して六箇月間継続勤務し全労働日の八割以上出勤した労働者に対して、継続し、又は分割した十労働日の有給休暇を与えなければならない。

Article 39　An employer shall grant annual paid leave of 10 working days, either consecutive or divided, to workers who have been employed continuously for 6 months from the day of their being hired and who have reported for work on at least 80 percent of the total working days.

２　使用者は、一年六箇月以上継続勤務した労働者に対しては、雇入れの日から起算して六箇月を超えて継続勤務する日（以下「六箇月経過日」という。）から起算した継続勤務年数一年ごとに、前項の日数に、次の表の上欄に掲げる六箇月経過日から起算した継続勤務年数の区分に応じ同表の下欄に掲げる労働日を加算した有給休暇を与えなければならない。ただし、継続勤務した期間を六箇月経過日から一年ごとに区分した各期間（最後に一年未満の期間を生じたときは、当該期間）の初日の前日の属する期間において出勤した日数が全労働日の八割未満である者に対しては、当該初日以後の一年間においては有給休暇を与えることを要しない。

(2)　With respect to workers who have been employed continuously for at least one year and a half, an employer shall grant annual paid leave, calculated by adding to the number of days set forth in the preceding paragraph, the number of working days stipulated in the lower row of the following table corresponding to the number of years of continuous service from the day of their having served continuously for 6 months (hereinafter referred to as "6 months completion day") in the upper row of the table for each additional year of continuous service from the 6 months completion day; provided, however, that for workers who have reported for work on less than 80 percent of the total working days for the one-year period ending with the day before the first day of each one-year period from the 6 months completion day (when the final period is less than one year, the period concerned), the employer is not required to grant paid leave for the one year following the said first day.

３　次に掲げる労働者（一週間の所定労働時間が厚生労働省令で定める時間以上の者を除く。）の有給休暇の日数については、前二項の規定にかかわらず、これらの規定による有給休暇の日数を基準とし、通常の労働者の一週間の所定労働日数として厚生労働省令で定める日数（第一号において「通常の労働者の週所定労働日数」という。）と当該労働者の一週間の所定労働日数又は一週間当たりの平均所定労働日数との比率を考慮して厚生労働省令で定める日数とする。

(3)　The number of days of annual paid leave for workers specified in the following items (excluding workers whose prescribed weekly working hours are not less than the hours fixed by the Ordinance of the Ministry of Health, Labour and Welfare) shall be based on the number of days of annual paid leave specified in the two preceding paragraphs, but, regardless of the provisions of those two paragraphs, shall be fixed by the Ordinance of the Ministry of Health, Labour and Welfare with due consideration to the ratio of the number of days specified by the Ordinance of the Ministry of Health, Labour and Welfare as the prescribed working days in a week for ordinary workers (referred to as "the prescribed weekly working days of ordinary workers" in item (i)) to either the number of prescribed weekly working days for the workers concerned or the average number of prescribed working days per week for the workers concerned:

４　使用者は、前三項の規定による有給休暇を労働者の請求する時季に与えなければならない。ただし、請求された時季に有給休暇を与えることが事業の正常な運営を妨げる場合においては、他の時季にこれを与えることができる。

(4)　The employer shall grant paid leave under the provisions of the three preceding paragraphs during the period requested by the worker; provided, however, that when the granting of leave in the requested period would interfere with the normal operation of the enterprise, the employer may grant the leave during another period.

５　使用者は、当該事業場に、労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者との書面による協定により、第一項から第三項までの規定による有給休暇を与える時季に関する定めをしたときは、これらの規定による有給休暇の日数のうち五日を超える部分については、前項の規定にかかわらず、その定めにより有給休暇を与えることができる。

(5)　In the event that an employer, pursuant to a written agreement either with a labor union organized by a majority of the workers at the workplace concerned (in the case that such labor union is organized) or with a person representing a majority of the workers (in the case that such labor union is not organized), has made a stipulation with regard to the period in which paid leave under the provisions of paragraphs (1) to (3) inclusive will be granted, the employer may, notwithstanding the provisions of the preceding paragraph, grant paid leave in accordance with such stipulation for the portions of paid leave under the provisions of paragraphs (1) to (3) inclusive in excess of 5 days.

６　使用者は、第一項から第三項までの規定による有給休暇の期間については、就業規則その他これに準ずるもので定めるところにより、平均賃金又は所定労働時間労働した場合に支払われる通常の賃金を支払わなければならない。ただし、当該事業場に、労働者の過半数で組織する労働組合がある場合においてはその労働組合、労働者の過半数で組織する労働組合がない場合においては労働者の過半数を代表する者との書面による協定により、その期間について、健康保険法（大正十一年法律第七十号）第九十九条第一項に定める標準報酬日額に相当する金額を支払う旨を定めたときは、これによらなければならない。

(6)　For the period of paid leave under the provisions of paragraphs (1) through (3) inclusive, the employer shall, in accordance with the rules of employment or the equivalent thereto, pay either the average wage or the amount of wages that would normally be paid for working the prescribed working hours; provided, however, that when there is a written agreement either with a labor union organized by a majority of the workers at the workplace concerned (in the case that where such labor union is organized) or with a person representing a majority of the workers in the case that such labor union is not organized), which provides for the payment for the period of a sum equivalent to the daily amount of standard remuneration provided for under paragraph (1) of Article 99 of the Health Insurance Law (Act No. 70 of 1922), such agreement shall be complied with.

７　労働者が業務上負傷し、又は疾病にかかり療養のために休業した期間及び育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律第二条第一号に規定する育児休業又は同条第二号に規定する介護休業をした期間並びに産前産後の女性が第六十五条の規定によつて休業した期間は、第一項及び第二項の規定の適用については、これを出勤したものとみなす。

(7)　With respect to the application of the provisions of paragraphs (1) and (2), a worker shall be deemed to have reported for work during periods of rest for medical treatment for injuries or illness suffered in the course of employment, during periods of rest for child care leave prescribed in item (i) of Article 2 of the Law Concerning the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave or for family care leave prescribed in item (ii) of the said Article, and during periods of rest for women before and after childbirth pursuant to the provisions of Article 65.

第四十条　別表第一第一号から第三号まで、第六号及び第七号に掲げる事業以外の事業で、公衆の不便を避けるために必要なものその他特殊の必要あるものについては、その必要避くべからざる限度で、第三十二条から第三十二条の五までの労働時間及び第三十四条の休憩に関する規定について、厚生労働省令で別段の定めをすることができる。

Article 40　With respect to enterprises other than those stipulated in items (i) through (iii), (vi) and (vii) of Annexed Table No. 1, as to which there is a need in order to avoid public inconvenience or another special need, special provisions may be established by the Ordinance of the Ministry of Health, Labour and Welfare to the extent of the unavoidable needs, regarding working hours under Articles 32 through 32-5 and rest periods under Article 34.

２　前項の規定による別段の定めは、この法律で定める基準に近いものであつて、労働者の健康及び福祉を害しないものでなければならない。

(2)　The special provisions set forth in the preceding paragraph shall conform closely to the standards set forth in this Act and shall not be detrimental to the health and welfare of workers.

第四十一条　この章、第六章及び第六章の二で定める労働時間、休憩及び休日に関する規定は、次の各号の一に該当する労働者については適用しない。

Article 41　The provisions regarding working hours, rest periods and days off set forth in this Chapter, Chapter VI and Chapter VI-II shall not apply to workers coming under one of the following items:

第四十二条　労働者の安全及び衛生に関しては、労働安全衛生法（昭和四十七年法律第五十七号）の定めるところによる。

Article 42　Matters concerning the safety and health of workers shall be as provided for in the Industrial Safety and Health Law (Act No. 57 of 1972).

Articles 43 to 55　Deleted.

第五十六条　使用者は、児童が満十五歳に達した日以後の最初の三月三十一日が終了するまで、これを使用してはならない。

Article 56　An employer shall not employ children until the end of the first 31st of March that occurs on or after the day when they reach the age of 15 years.

２　前項の規定にかかわらず、別表第一第一号から第五号までに掲げる事業以外の事業に係る職業で、児童の健康及び福祉に有害でなく、かつ、その労働が軽易なものについては、行政官庁の許可を受けて、満十三歳以上の児童をその者の修学時間外に使用することができる。映画の製作又は演劇の事業については、満十三歳に満たない児童についても、同様とする。

(2)　Notwithstanding the provisions of the preceding paragraph, outside of school hours, children 13 years of age and above may be employed in occupations in enterprises other than those stipulated in items (i) through (v) of Annexed Table No. 1, which involve light labor that is not injurious to the health and welfare of the children, with the permission of the relevant government agency. The same shall apply to children under 13 years of age employed in motion picture production and theatrical performance enterprises.

第五十七条　使用者は、満十八才に満たない者について、その年齢を証明する戸籍証明書を事業場に備え付けなければならない。

Article 57　The employer shall keep at the workplace family register certificates which certify the age of children under 18 years of age.

２　使用者は、前条第二項の規定によつて使用する児童については、修学に差し支えないことを証明する学校長の証明書及び親権者又は後見人の同意書を事業場に備え付けなければならない。

(2)　With respect to a child employed pursuant to paragraph (2) of the preceding Article, the employer shall keep at the workplace a certificate issued by the head of that child's school certifying that the employment does not hinder the child's attendance at school, or written consent from the person who has parental authority for, or is the legal guardian of, the child.

第五十八条　親権者又は後見人は、未成年者に代つて労働契約を締結してはならない。

Article 58　The person who has parental authority for, or is the legal guardian of, the minor shall not make a labor contract in place of that minor.

２　親権者若しくは後見人又は行政官庁は、労働契約が未成年者に不利であると認める場合においては、将来に向つてこれを解除することができる。

(2)　The person who has parental authority for, or is the legal guardian of, the minor, or the relevant government agency, may cancel a labor contract prospectively if they consider it disadvantageous to the minor.

第五十九条　未成年者は、独立して賃金を請求することができる。親権者又は後見人は、未成年者の賃金を代つて受け取つてはならない。

Article 59　The minor may request wages independently. The person who has parental authority for, or the legal guardian of, the minor, shall not receive the wages earned by the minor in place of the minor.

第六十条　第三十二条の二から第三十二条の五まで、第三十六条及び第四十条の規定は、満十八歳に満たない者については、これを適用しない。

Article 60　The provisions of Articles 32-2 through 32-5, 36 and 40 shall not apply to minors under 18 years of age.

２　第五十六条第二項の規定によつて使用する児童についての第三十二条の規定の適用については、同条第一項中「一週間について四十時間」とあるのは「、修学時間を通算して一週間について四十時間」と、同条第二項中「一日について八時間」とあるのは「、修学時間を通算して一日について七時間」とする。

(2)　With respect to the application of the provisions of Article 32 to children employed pursuant to paragraph (2) of Article 56, the phrase "40 hours per week" in paragraph (1) of Article 32 shall be read as "40 hours per week including school hours", and the phrase "8 hours per day" in paragraph (2) of Article 32 shall be read as "7 hours per day including school hours".

３　使用者は、第三十二条の規定にかかわらず、満十五歳以上で満十八歳に満たない者については、満十八歳に達するまでの間（満十五歳に達した日以後の最初の三月三十一日までの間を除く。）、次に定めるところにより、労働させることができる。

(3)　Notwithstanding the provisions of Article 32, with respect to minors 15 years or more of age and under 18 years of age, until they reach the age of 18 years (excluding the period until the first 31st of March that occurs on or after the day when they reach the age of 15 years) they may be employed in accordance with the following provisions:

第六十一条　使用者は、満十八才に満たない者を午後十時から午前五時までの間において使用してはならない。ただし、交替制によつて使用する満十六才以上の男性については、この限りでない。

Article 61　An employer shall not have a person under 18 years of age work between the hours of 10 p.m. to 5 a.m.; provided, however, that this shall not apply to males 16 years or more of age employed on a shift work basis.

２　厚生労働大臣は、必要であると認める場合においては、前項の時刻を、地域又は期間を限つて、午後十一時及び午前六時とすることができる。

(2)　In the event that the Minister of Health, Labour and Welfare deems it necessary, the Minister may change the hours set forth in the preceding paragraph to the hours of 11 p.m. to 6 a.m., in limited areas or for limited periods.

３　交替制によつて労働させる事業については、行政官庁の許可を受けて、第一項の規定にかかわらず午後十時三十分まで労働させ、又は前項の規定にかかわらず午前五時三十分から労働させることができる。

(3)　With respect to work that is done in shifts, with the permission of the relevant government agency, an employer may have workers work until 10:30 p.m., notwithstanding the provisions of paragraph (1), or may have workers work from 5:30 a.m., notwithstanding the provisions of the preceding paragraph.

４　前三項の規定は、第三十三条第一項の規定によつて労働時間を延長し、若しくは休日に労働させる場合又は別表第一第六号、第七号若しくは第十三号に掲げる事業若しくは電話交換の業務については、適用しない。

(4)　The provisions of the preceding three paragraphs shall not apply in the event that the employer extends the working hours or has workers work on days off pursuant to the provisions of paragraph (1) of Article 33, nor shall they apply to enterprises stipulated in items (vi), (vii) or 13 of Annexed Table No. 1, or to the telephone exchange operations.

５　第一項及び第二項の時刻は、第五十六条第二項の規定によつて使用する児童については、第一項の時刻は、午後八時及び午前五時とし、第二項の時刻は、午後九時及び午前六時とする。

(5)　With respect to children employed pursuant to the provisions of paragraph (2) of Article 56, the hours set forth in paragraph (1) shall be the hours of 8 p.m. to 5 a.m., and the hours set forth in paragraph (2) shall be the hours of 9 p.m. to 6 a.m.

第六十二条　使用者は、満十八才に満たない者に、運転中の機械若しくは動力伝導装置の危険な部分の掃除、注油、検査若しくは修繕をさせ、運転中の機械若しくは動力伝導装置にベルト若しくはロープの取付け若しくは取りはずしをさせ、動力によるクレーンの運転をさせ、その他厚生労働省令で定める危険な業務に就かせ、又は厚生労働省令で定める重量物を取り扱う業務に就かせてはならない。

Article 62　An employer shall not allow persons under 18 years of age to clean, oil, inspect or repair the dangerous parts of any machinery or power-transmission appara.us while in operation, to put on or take off the driving belts or ropes of any machinery or power-transmission appara.us while in operation, to operate a crane , or to engage in any other dangerous work as specified by the Ordinance of the Ministry of Health, Labour and Welfare, or to handle heavy materials as specified by the Ordinance of the Ministry of Health, Labour and Welfare.