雇用の分野における男女の均等な機会及び待遇の確保等に関する法律(昭和四十七年法律第百十三号)
Act on Equal Opportunity and Treatment between Men and Women in Employment(Act No. 113 of 1972)
最終更新:令和元年法律第二十四号
Last Version: Act No. 24 of 2019
TOC
History
-
December 22, 2022
- Last Version: Act No. 24 of 2019
- Translated Date: February 7, 2022
- Dictionary Version: 14.0
-
March 31, 2009
- Last Version: Act No. 82 of 2006
- Translated Date: April 1, 2009
- Dictionary Version: 1.0
雇用の分野における男女の均等な機会及び待遇の確保等に関する法律
|
Act on Equal Opportunity and Treatment between Men and Women in Employment
|
昭和四十七年七月一日法律第百十三号
|
Act No. 113 of July 1, 1972
|
目次
|
Table of Contents
|
第一章 総則(第一条―第四条)
|
Chapter I General Provisions(Articles 1 through 4)
|
第二章 雇用の分野における男女の均等な機会及び待遇の確保等
|
Chapter II Ensuring Equal Opportunity and Treatment between Men and Women in Employment
|
第一節 性別を理由とする差別の禁止等(第五条―第十条)
|
Section 1 Prohibition on Sexual Discrimination(Articles 5 through 10)
|
第二節 事業主の講ずべき措置(第十一条―第十三条の二)
|
Section 2 Measures Required to be Taken by Employers(Articles 11 through 13-2)
|
第三節 事業主に対する国の援助(第十四条)
|
Section 3 State Assistance for Employers(Article 14)
|
第三章 紛争の解決
|
Chapter III Dispute Resolution
|
第一節 紛争の解決の援助(第十五条―第十七条)
|
Section 1 Assistance in Dispute Resolution(Articles 15 through 17)
|
第二節 調停(第十八条―第二十七条)
|
Section 2 Conciliation(Articles 18 through 27)
|
第四章 雑則(第二十八条―第三十二条)
|
Chapter IV Miscellaneous Provisions(Articles 28 through 32)
|
第五章 罰則(第三十三条)
|
Chapter V Penal Provisions(Article 33)
|
附 則
|
Supplementary Provisions
|
第一章 総則
|
Chapter I General Provisions
|
(目的)
|
(Purpose)
|
第一条この法律は、法の下の平等を保障する日本国憲法の理念にのつとり雇用の分野における男女の均等な機会及び待遇の確保を図るとともに、女性労働者の就業に関して妊娠中及び出産後の健康の確保を図る等の措置を推進することを目的とする。
|
Article 1The purpose of this Act is to promote ensuring equal opportunity and treatment between men and women in employment in accordance with the principles of the Constitution of Japan, which guarantees equality under the law, and to promote measures such as ensuring the health of female workers with respect to their employment during pregnancy and after childbirth.
|
(基本的理念)
|
(Basic Principles)
|
第二条この法律においては、労働者が性別により差別されることなく、また、女性労働者にあつては母性を尊重されつつ、充実した職業生活を営むことができるようにすることをその基本的理念とする。
|
Article 2(1)The basic principles of this Act are to enable workers to lead fulfilling professional lives free from sexual discrimination, and in the case of female workers, with respect for motherhood.
|
(啓発活動)
|
(Awareness-Raising Activities)
|
第三条国及び地方公共団体は、雇用の分野における男女の均等な機会及び待遇の確保等について国民の関心と理解を深めるとともに、特に、雇用の分野における男女の均等な機会及び待遇の確保を妨げている諸要因の解消を図るため、必要な啓発活動を行うものとする。
|
Article 3The national government and local governments are to conduct awareness-raising activities in order to deepen public interest and understanding of equal opportunity and treatment between men and women in employment and, in particular, to eliminate various factors that hinder equal opportunity and treatment between men and women in employment.
|
(男女雇用機会均等対策基本方針)
|
(Basic Policy on Measures for Equal Employment Opportunities for Men and Women)
|
第四条厚生労働大臣は、雇用の分野における男女の均等な機会及び待遇の確保等に関する施策の基本となるべき方針(以下「男女雇用機会均等対策基本方針」という。)を定めるものとする。
|
Article 4(1)The Minister of Health, Labour and Welfare is to formulate a basic policy concerning measures to ensure equal opportunity and treatment between men and women in employment (hereinafter referred to as the "Basic Policy on Measures for Equal Employment Opportunities for Men and Women").
|
一男性労働者及び女性労働者のそれぞれの職業生活の動向に関する事項
|
(i)matters related to trends in the working lives of men and women; and
|
二雇用の分野における男女の均等な機会及び待遇の確保等について講じようとする施策の基本となるべき事項
|
(ii)basic matters concerning measures to be taken to ensure equal opportunity and treatment between men and women in employment.
|
第二章 雇用の分野における男女の均等な機会及び待遇の確保等
|
Chapter II Ensuring Equal Opportunity and Treatment between Men and Women in Employment
|
第一節 性別を理由とする差別の禁止等
|
Section 1 Prohibition on Sexual Discrimination
|
(性別を理由とする差別の禁止)
|
(Prohibition of Sexual Discrimination)
|
第五条事業主は、労働者の募集及び採用について、その性別にかかわりなく均等な機会を与えなければならない。
|
Article 5With regard to the recruitment and employment of workers, employers must provide equal opportunities for all persons regardless of their sex.
|
一労働者の配置(業務の配分及び権限の付与を含む。)、昇進、降格及び教育訓練
|
(i)assignment (including allocation of duties and granting of authority), promotion, demotion, and training of workers;
|
二住宅資金の貸付けその他これに準ずる福利厚生の措置であつて厚生労働省令で定めるもの
|
(ii)loans for housing and other similar fringe benefits as specified by Order of the Ministry of Health, Labour and Welfare;
|
三労働者の職種及び雇用形態の変更
|
(iii)changes in job type and employment status of workers; and
|
四退職の勧奨、定年及び解雇並びに労働契約の更新
|
(iv)encouragement of retirement, mandatory retirement age, dismissal, and renewal of labor contracts.
|
(性別以外の事由を要件とする措置)
|
(Measures Based on Criteria other than Sex)
|
第七条事業主は、募集及び採用並びに前条各号に掲げる事項に関する措置であつて労働者の性別以外の事由を要件とするもののうち、措置の要件を満たす男性及び女性の比率その他の事情を勘案して実質的に性別を理由とする差別となるおそれがある措置として厚生労働省令で定めるものについては、当該措置の対象となる業務の性質に照らして当該措置の実施が当該業務の遂行上特に必要である場合、事業の運営の状況に照らして当該措置の実施が雇用管理上特に必要である場合その他の合理的な理由がある場合でなければ、これを講じてはならない。
|
Article 7An employer must not take measures which concern the recruitment and employment of workers or any of the matters listed in the items of the preceding Article, and based on criteria other than the worker's sex, which are specified by Order of the Ministry of Health, Labour and Welfare as measures that may substantially cause discrimination on the grounds of the worker's sex in consideration of the ratio of men and women who satisfy the criteria and other circumstances, except in cases where there is a legitimate reason to take those measures, such as cases where those measures are specifically required for the purpose of performing the business in light of the nature of the business, or cases where those measures are specifically required for the purpose of employment management in light of the status of business operations.
|
(女性労働者に係る措置に関する特例)
|
(Special Provisions Concerning Measures for Female Workers)
|
第八条前三条の規定は、事業主が、雇用の分野における男女の均等な機会及び待遇の確保の支障となつている事情を改善することを目的として女性労働者に関して行う措置を講ずることを妨げるものではない。
|
Article 8The provisions of the preceding three paragraphs do not preclude employers from taking measures in connection with female workers for the purpose of improving circumstances that impede equal opportunity and treatment between men and women in employment.
|
(婚姻、妊娠、出産等を理由とする不利益取扱いの禁止等)
|
(Prohibition of Disadvantageous Treatment Due to Marriage, Pregnancy, and Childbirth)
|
第九条事業主は、女性労働者が婚姻し、妊娠し、又は出産したことを退職理由として予定する定めをしてはならない。
|
Article 9(1)Employers must not use marriage, pregnancy or childbirth as grounds for terminating the employment of female workers.
|
3事業主は、その雇用する女性労働者が妊娠したこと、出産したこと、労働基準法(昭和二十二年法律第四十九号)第六十五条第一項の規定による休業を請求し、又は同項若しくは同条第二項の規定による休業をしたことその他の妊娠又は出産に関する事由であつて厚生労働省令で定めるものを理由として、当該女性労働者に対して解雇その他不利益な取扱いをしてはならない。
|
(3)Employers must not dismiss or treat female workers disadvantageously on the grounds of pregnancy, childbirth, or for requesting absence from work as prescribed in Article 65, paragraph (1) of the Labor Standards Act (Act No. 49 of 1947) or for taking absence from work as prescribed in that paragraph or paragraph (2) of that Article, or by other reasons related to pregnancy and childbirth as specified by Order of the Ministry of Health, Labour and Welfare.
|
(指針)
|
(Guidelines)
|
第十条厚生労働大臣は、第五条から第七条まで及び前条第一項から第三項までの規定に定める事項に関し、事業主が適切に対処するために必要な指針(次項において「指針」という。)を定めるものとする。
|
Article 10(1)The Minister of Health, Labour and Welfare is to formulate guidelines that are necessary for the purpose of ensuring that employers deal appropriately with the matters prescribed in the provisions of Articles 5 through 7 and paragraphs (1) through (3) of the preceding Article (referred to as the "guidelines" in the following paragraph).
|
(2)The provisions of Article 4, paragraphs (4) and (5) apply mutatis mutandis to the formulation and amendment of the guidelines. In such a case, the phrase "is to consult the opinions of the Labor Policy Council, and request the opinions of the prefectural governors" in Article 4, paragraph (4) is deemed to be replaced with "is to consult the opinions of the Labor Policy Council."
|
|
第二節 事業主の講ずべき措置等
|
Section 2 Measures Required to be Taken by Employers
|
(職場における性的な言動に起因する問題に関する雇用管理上の措置等)
|
(Employment Management Measures Concerning Problems Caused by Sexual Harassment in the Workplace)
|
第十一条事業主は、職場において行われる性的な言動に対するその雇用する労働者の対応により当該労働者がその労働条件につき不利益を受け、又は当該性的な言動により当該労働者の就業環境が害されることのないよう、当該労働者からの相談に応じ、適切に対応するために必要な体制の整備その他の雇用管理上必要な措置を講じなければならない。
|
Article 11(1)Employers must take necessary measures for employment management, such as developing a necessary system for providing consultations to workers and appropriately handling the matters, so that the workers they employ do not suffer any disadvantageous working conditions on the grounds of that workers' response to sexual harassment in the workplace, nor suffer any damage to the work environment due to sexual harassment.
|
(5)The provisions of Article 4, paragraphs (4) and (5) apply mutatis mutandis to the formulation and amendment of the Guidelines. In such a case, the phrase "is to consult the opinions of the Labor Policy Council, and request the opinions of the prefectural governors" in Article 4, paragraph (4) is deemed to be replaced with "is to consult the opinions of the Labor Policy Council."
|
|
(職場における性的な言動に起因する問題に関する国、事業主及び労働者の責務)
|
(Responsibilities of the State, Employers and Workers Concerning Problems Caused by Sexual Harassment in the Workplace)
|
第十一条の二国は、前条第一項に規定する不利益を与える行為又は労働者の就業環境を害する同項に規定する言動を行つてはならないことその他当該言動に起因する問題(以下この条において「性的言動問題」という。)に対する事業主その他国民一般の関心と理解を深めるため、広報活動、啓発活動その他の措置を講ずるように努めなければならない。
|
Article 11-2(1)In order to deepen the interest and understanding of employers and the general public regarding acts that give disadvantages prescribed in paragraph (1) of the preceding Article or prohibition of behavior harmful to the work environment prescribed in that paragraph, and other problems attributable to the behavior (hereinafter referred to as "sexual harassment problems" in this Article), the State must endeavor to implement publicity activities, awareness-raising activities and other relevant measures.
|
(2)Employers must endeavor to deepen the interest and understanding of sexual harassment problems among workers they employ, as well as conduct training and give other necessary consideration to encourage the workers to pay necessary attention to their behavior toward other workers, and cooperate with the measures referred to in the preceding paragraph taken by the State.
|
|
(職場における妊娠、出産等に関する言動に起因する問題に関する雇用管理上の措置等)
|
(Measures on Employment Management Concerning Problems Attributable to Behavior Regarding Pregnancy and Childbirth in the Workplace)
|
第十一条の三事業主は、職場において行われるその雇用する女性労働者に対する当該女性労働者が妊娠したこと、出産したこと、労働基準法第六十五条第一項の規定による休業を請求し、又は同項若しくは同条第二項の規定による休業をしたことその他の妊娠又は出産に関する事由であつて厚生労働省令で定めるものに関する言動により当該女性労働者の就業環境が害されることのないよう、当該女性労働者からの相談に応じ、適切に対応するために必要な体制の整備その他の雇用管理上必要な措置を講じなければならない。
|
Article 11-3(1)Employers must take necessary measures for employment management, such as developing a necessary system for providing consultations to female workers and appropriately handling the matters to prevent their work environment from being damaged on the grounds of pregnancy or childbirth, for requesting temporary absence from work as prescribed in Article 65, paragraph (1) of the Labor Standards Act, for having taken absence from work as prescribed in that paragraph or paragraph (2) of that Article, or by any other reasons related to pregnancy or childbirth as specified by Order of the Ministry of Health, Labour and Welfare.
|
(4)The provisions of Article 4, paragraphs (4) and (5) apply mutatis mutandis to the formulation and amendment of the guidelines. In such a case, the phrase "is to consult the opinions of the Labor Policy Council, and request the opinions of the prefectural governors" in Article 4, paragraph (4) is deemed to be replaced with "is to consult the opinions of the Labor Policy Council."
|
|
(職場における妊娠、出産等に関する言動に起因する問題に関する国、事業主及び労働者の責務)
|
(Responsibilities of the State, Employers and Workers Concerning Problems Attributable to Behavior Regarding Pregnancy and Childbirth in the Workplace)
|
第十一条の四国は、労働者の就業環境を害する前条第一項に規定する言動を行つてはならないことその他当該言動に起因する問題(以下この条において「妊娠・出産等関係言動問題」という。)に対する事業主その他国民一般の関心と理解を深めるため、広報活動、啓発活動その他の措置を講ずるように努めなければならない。
|
Article 11-4(1)The State must endeavor to implement publicity activities, awareness-raising activities, and other measures to deepen the interest and understanding of employers and the general public regarding the prohibition of behavior harmful to the work environment prescribed in paragraph (1) of the preceding Article and any other problems attributable to the behavior (hereafter referred to as "pregnancy and childbirth-related problems" in this Article).
|
(2)Employers must endeavor to deepen the interest and understanding of pregnancy and childbirth-related problems among workers they employ, as well as conduct training and give other necessary consideration to encourage the workers to pay necessary attention to their behavior toward other workers, and must cooperate with the measures referred to in the preceding paragraph taken by the State.
|
|
(妊娠中及び出産後の健康管理に関する措置)
|
(Measures on Health Care During Pregnancy and After Childbirth)
|
第十二条事業主は、厚生労働省令で定めるところにより、その雇用する女性労働者が母子保健法(昭和四十年法律第百四十一号)の規定による保健指導又は健康診査を受けるために必要な時間を確保することができるようにしなければならない。
|
Article 12Employers must ensure that the female workers they employ are able to set aside the time necessary to receive health guidance and medical examinations under the provisions of the Maternal and Child Health Act (Act No. 141 of 1965) as specified by Order of the Ministry of Health, Labour and Welfare.
|
(3)The provisions of Article 4, paragraphs (4) and (5) apply mutatis mutandis to the formulation and amendment of the guidelines. In such a case, the phrase "is to consult the opinions of the Labor Policy Council and request the opinions of the prefectural governors" in Article 4, paragraph (4) is deemed to be replaced with "is to consult the opinions of the Labor Policy Council."
|
|
(男女雇用機会均等推進者)
|
(Promoters of Equal Employment Opportunities for Men and Women)
|
第十三条の二事業主は、厚生労働省令で定めるところにより、第八条、第十一条第一項、第十一条の二第二項、第十一条の三第一項、第十一条の四第二項、第十二条及び前条第一項に定める措置等並びに職場における男女の均等な機会及び待遇の確保が図られるようにするために講ずべきその他の措置の適切かつ有効な実施を図るための業務を担当する者を選任するように努めなければならない。
|
Article 13-2Employers, pursuant to the provisions of Order of the Ministry of Health, Labour and Welfare, must endeavor to appoint a person responsible for the appropriate and effective implementation of the measures prescribed in Article 8, Article 11, paragraph (1), Article 11-2, paragraph (2), Article 11-3, paragraph (1), Article 11-4, paragraph (2), Article 12, and paragraph (1) of the preceding Article, and any other measures required to be taken to ensure equal opportunities and treatment of men and women in their workplace.
|
第三節 事業主に対する国の援助
|
Section 3 State Assistance for Employers
|
Article 14If employers take or seek to take any of the following measures for the purpose of improving circumstances that impede equal opportunity and treatment between men and women in employment, the State may provide consultation services and other assistance to the employers in order to promote ensuring equal opportunity and treatment between men and women in employment:
|
|
一その雇用する労働者の配置その他雇用に関する状況の分析
|
(i)analysis of the assignment and other employment-related circumstances of workers they employ;
|
二前号の分析に基づき雇用の分野における男女の均等な機会及び待遇の確保の支障となつている事情を改善するに当たつて必要となる措置に関する計画の作成
|
(ii)preparation of a plan concerning measures necessary to improve circumstances that impede equal opportunity and treatment between men and women in employment, based on the analysis referred to in the preceding item;
|
三前号の計画で定める措置の実施
|
(iii)implementation of the measures specified in the plan referred to in the preceding item;
|
四前三号の措置を実施するために必要な体制の整備
|
(iv)development of the system necessary to implement the measures referred to in the preceding three items; and
|
五前各号の措置の実施状況の開示
|
(v)disclosure of the implementation status of the measures referred to in the preceding items.
|
第三章 紛争の解決
|
Chapter III Dispute Resolution
|
第一節 紛争の解決の援助等
|
Section 1 Assistance in Dispute Resolution
|
(苦情の自主的解決)
|
(Voluntary Resolution of Complaints)
|
第十五条事業主は、第六条、第七条、第九条、第十二条及び第十三条第一項に定める事項(労働者の募集及び採用に係るものを除く。)に関し、労働者から苦情の申出を受けたときは、苦情処理機関(事業主を代表する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当該事業場の労働者の苦情を処理するための機関をいう。)に対し当該苦情の処理をゆだねる等その自主的な解決を図るように努めなければならない。
|
Article 15When a complaint is submitted by workers concerning matters prescribed in Article 6, Article 7, Article 9, Article 12 and Article 13, paragraph (1) (except those related to recruitment and employment of workers), employers must endeavor to promote voluntary resolution by actions such as referring complaints to the complaints department (which is the body for resolving worker complaints, composed of employer and worker representatives).
|
(紛争の解決の促進に関する特例)
|
(Special Provisions for the Promotion of Dispute Resolution)
|
第十六条第五条から第七条まで、第九条、第十一条第一項及び第二項(第十一条の三第二項において準用する場合を含む。)、第十一条の三第一項、第十二条並びに第十三条第一項に定める事項についての労働者と事業主との間の紛争については、個別労働関係紛争の解決の促進に関する法律(平成十三年法律第百十二号)第四条、第五条及び第十二条から第十九条までの規定は適用せず、次条から第二十七条までに定めるところによる。
|
Article 16The provisions of Article 4, Article 5, and Articles 12 through 19 of the Act on Promoting the Resolution of Individual Labor-Related Disputes (Act No. 112 of 2001) do not apply to a dispute between a worker and an employer with regard to matters prescribed in the provisions of Articles 5 through 7, Article 9, Article 11, paragraphs (1) and (2) (including as applied mutatis mutandis pursuant to Article 11-3, paragraph (2)), Article 11-3, paragraph (1), Article 12, and Article 13, paragraph (1) and are governed by the provisions of the following Article through Article 27.
|
(紛争の解決の援助)
|
(Assistance in Dispute Resolution)
|
第十七条都道府県労働局長は、前条に規定する紛争に関し、当該紛争の当事者の双方又は一方からその解決につき援助を求められた場合には、当該紛争の当事者に対し、必要な助言、指導又は勧告をすることができる。
|
Article 17(1)When requested by either party or both parties to a dispute prescribed in the preceding Article for assistance to resolve the dispute, the Director of a Prefectural Labor Bureau may give necessary advice or guidance, or make necessary recommendations to the relevant parties.
|
第二節 調停
|
Section 2 Conciliation
|
(調停の委任)
|
(Delegation of Conciliation)
|
第十八条都道府県労働局長は、第十六条に規定する紛争(労働者の募集及び採用についての紛争を除く。)について、当該紛争の当事者(以下「関係当事者」という。)の双方又は一方から調停の申請があつた場合において当該紛争の解決のために必要があると認めるときは、個別労働関係紛争の解決の促進に関する法律第六条第一項の紛争調整委員会(以下「委員会」という。)に調停を行わせるものとする。
|
Article 18(1)The Director of a Prefectural Labor Bureau is to have the dispute coordinating committee referred to in Article 6, paragraph (1) of the Act on Promoting the Resolution of Individual Labor-Related Disputes (hereinafter referred to as the "committee") conduct the conciliation of a dispute provided for in Article 16 (except for a dispute on the recruitment and employment of workers) when either party or both parties to the dispute (hereinafter referred to as the "parties concerned") apply for conciliation and the Director finds it necessary to do so in order to resolve the dispute.
|
(調停)
|
(Conciliation)
|
第十九条条前条第一項の規定に基づく調停(以下この節において「調停」という。)は、三人の調停委員が行う。
|
Article 19(1)The conciliation pursuant to the provisions of paragraph (1) of the preceding Article (hereafter referred to as the "conciliation" in this Section) is conducted by three conciliation commissioners.
|
Article 21When the committee finds it necessary based on the petition of the parties concerned, it is to hear the opinions of the representatives of the workers or employers concerned who are nominated by major workers' organization or employers' organization in the jurisdictional district of the Prefectural Labor Bureau where the committee is established.
|
|
(時効の完成猶予)
|
(Postponement of Expiration of the Prescription Period)
|
第二十四条前条第一項の規定により調停が打ち切られた場合において、当該調停の申請をした者が同条第二項の通知を受けた日から三十日以内に調停の目的となつた請求について訴えを提起したときは、時効の完成猶予に関しては、調停の申請の時に、訴えの提起があつたものとみなす。
|
Article 24When conciliation is discontinued pursuant to the provisions of paragraph (1) of the preceding Article and the person who applied for the conciliation files a lawsuit as to the claim which was the purpose of the conciliation within 30 days of the day of the notice referred to in paragraph (2) of that Article, the lawsuit is deemed to have been filed at the time when the conciliation was applied for in terms of postponement of the expiration of the prescription period.
|
(訴訟手続の中止)
|
(Suspension of Court Proceedings)
|
第二十五条第十八条第一項に規定する紛争のうち民事上の紛争であるものについて関係当事者間に訴訟が係属する場合において、次の各号のいずれかに掲げる事由があり、かつ、関係当事者の共同の申立てがあるときは、受訴裁判所は、四月以内の期間を定めて訴訟手続を中止する旨の決定をすることができる。
|
Article 25(1)If a lawsuit is pending between the parties concerned with regard to a civil dispute among the disputes prescribed in Article 18, paragraph (1), and if either of the following grounds exists and there is a joint petition from the parties concerned, the court in charge of the case may decide to suspend the court proceedings for a fixed period of no longer than four months:
|
一当該紛争について、関係当事者間において調停が実施されていること。
|
(i)the conciliation is carried out between the parties concerned for the relevant dispute; or
|
二前号に規定する場合のほか、関係当事者間に調停によつて当該紛争の解決を図る旨の合意があること。
|
(ii)beyond what is provided for in the preceding item, the parties concerned have reached an agreement to resolve the dispute through conciliation.
|
(資料提供の要求等)
|
(Requests for Provision of Materials)
|
第二十六条委員会は、当該委員会に係属している事件の解決のために必要があると認めるときは、関係行政庁に対し、資料の提供その他必要な協力を求めることができる。
|
Article 26When the committee finds it necessary in order to resolve a case pending in the committee, it may ask for necessary cooperation from the relevant administrative agencies, such as providing of materials.
|
(厚生労働省令への委任)
|
(Delegation to Order of the Ministry of Health, Labour and Welfare)
|
第二十七条この節に定めるもののほか、調停の手続に関し必要な事項は、厚生労働省令で定める。
|
Article 27Beyond what is provided for in this Section, necessary matters concerning procedures for conciliation are specified by Order of the Ministry of Health, Labour and Welfare.
|
第四章 雑則
|
Chapter IV Miscellaneous Provisions
|
(調査等)
|
(Investigations)
|
第二十八条厚生労働大臣は、男性労働者及び女性労働者のそれぞれの職業生活に関し必要な調査研究を実施するものとする。
|
Article 28(1)The Minister of Health, Labour and Welfare is to implement necessary research and studies concerning the working lives of male and female workers respectively.
|
(報告の徴収並びに助言、指導及び勧告)
|
(Collection of Reports and Provision of Advice, Guidance, and Recommendations)
|
第二十九条厚生労働大臣は、この法律の施行に関し必要があると認めるときは、事業主に対して、報告を求め、又は助言、指導若しくは勧告をすることができる。
|
Article 29(1)If the Minister of Health, Labour and Welfare finds it necessary in enforcing this Act, the Minister may request reports from employers, or give employers advice, guidance, or recommendations.
|
(公表)
|
(Publication)
|
第三十条厚生労働大臣は、第五条から第七条まで、第九条第一項から第三項まで、第十一条第一項及び第二項(第十一条の三第二項、第十七条第二項及び第十八条第二項において準用する場合を含む。)、第十一条の三第一項、第十二条並びに第十三条第一項の規定に違反している事業主に対し、前条第一項の規定による勧告をした場合において、その勧告を受けた者がこれに従わなかつたときは、その旨を公表することができる。
|
Article 30If the Minister of Health, Labour and Welfare gives recommendations under the provisions of the preceding paragraph to an employer who has violated the provisions of Articles 5 through 7, Article 9, paragraphs (1) through (3), Article 11, paragraphs (1) and (2) (including as applied mutatis mutandis pursuant to Article 11-3, paragraph (2), Article 17, paragraph (2), and Article 18, paragraph (2)), Article 11-3, paragraph (1), Article 12, and Article 13, paragraph (1), and the employer fails to comply with the recommendations, the Minister may make a public announcement of the violation.
|
(船員に関する特例)
|
(Special Provisions for Mariners)
|
第三十一条船員職業安定法(昭和二十三年法律第百三十号)第六条第一項に規定する船員及び同項に規定する船員になろうとする者に関しては、第四条第一項並びに同条第四項及び第五項(同条第六項、第十条第二項、第十一条第五項、第十一条の三第四項及び第十三条第三項において準用する場合を含む。)、第十条第一項、第十一条第四項、第十一条の三第三項、第十三条第二項並びに前三条中「厚生労働大臣」とあるのは「国土交通大臣」と、第四条第四項(同条第六項、第十条第二項、第十一条第五項、第十一条の三第四項及び第十三条第三項において準用する場合を含む。)中「労働政策審議会」とあるのは「交通政策審議会」と、第六条第二号、第七条、第九条第三項、第十一条の三第一項、第十二条、第十三条の二及び第二十九条第二項中「厚生労働省令」とあるのは「国土交通省令」と、第九条第三項中「労働基準法(昭和二十二年法律第四十九号)第六十五条第一項の規定による休業を請求し、又は同項若しくは同条第二項の規定による休業をしたこと」とあるのは「船員法(昭和二十二年法律第百号)第八十七条第一項又は第二項の規定によつて作業に従事しなかつたこと」と、第十一条の三第一項中「労働基準法第六十五条第一項の規定による休業を請求し、又は同項若しくは同条第二項の規定による休業をしたこと」とあるのは「船員法第八十七条第一項又は第二項の規定によつて作業に従事しなかつたこと」と、第十七条第一項、第十八条第一項及び第二十九条第二項中「都道府県労働局長」とあるのは「地方運輸局長(運輸監理部長を含む。)」と、第十八条第一項中「第六条第一項の紛争調整委員会(以下「委員会」という。)」とあるのは「第二十一条第三項のあつせん員候補者名簿に記載されている者のうちから指名する調停員」とする。
|
Article 31(1)With regard to the mariners and persons seeking to become mariners prescribed in Article 6, paragraph (1) of the Mariner's Employment Security Act (Act No. 130 of 1948), the term "Minister of Health, Labour and Welfare" in Article 4, paragraphs (1), (4), and (5) (including as applied mutatis mutandis pursuant to Article 4, paragraph (6), Article 10, paragraph (2), Article 11, paragraph (5), Article 11-3, paragraph (4), and Article 13, paragraph (3)), Article 10, paragraph (1), Article 11, paragraph (4), Article 11-3, paragraph (3), Article 13, paragraph (2), and the preceding three Articles is deemed to be replaced with "Minister of Land, Infrastructure, Transport and Tourism"; the term "Labor Policy Council" in Article 4, paragraph (4) (including as applied mutatis mutandis pursuant to Article 4, paragraph (6), Article 10, paragraph (2), Article 11, paragraph (5), Article 11-3, paragraph (4), and Article 13, paragraph (3)) is deemed to be replaced with "Council of Transport Policy"; the term "Order of the Ministry of Health, Labour and Welfare" in Article 6, item (ii), Article 7, Article 9, paragraph (3), Article 11-3, paragraph (1), Article 12, Article 13-2, and Article 29, paragraph (2) is deemed to be replaced with "Order of the Ministry of Land, Infrastructure, Transport and Tourism"; the phrase "has requested leave under the provisions of Article 65, paragraph (1) of the Labor Standards Act (Act No. 49 of 1947) or having taken leave under the provisions of that paragraph or (2) of that Article" in Article 9, paragraph (3) is deemed to be replaced with "have not engaged in work pursuant to the provisions of Article 87, paragraph (1) or (2) of the Mariners Act (Act No. 100 of 1947)"; the phrase "has requested leave under the provisions of Article 65, paragraph (1) of the Labor Standards Act or having taken leave under the provisions of that paragraph or paragraph (2) of that Article" in Article 11-3, paragraph (1) is deemed to be replaced with "have not engaged in work pursuant to the provisions of Article 87 paragraph (1) or (2) of the Mariners Act"; the term "Director of a Prefectural Labor Bureau" in Article 17, paragraph (1), Article 18, paragraph (1) and Article 29, paragraph (2) is deemed to be replaced with "Director of a District Transport Bureau (including Director of the Transport Supervision Department)"; the term "the dispute coordinating committee referred to in Article 6, paragraph (1) (hereinafter referred to as the "committee") in Article 18, paragraph (1) is deemed to be replaced with "conciliators appointed from among the persons listed in the mediator candidate list referred to in Article 21, paragraph (3)."
|
(5)The provisions of Articles 20 through 27 apply mutatis mutandis to the conciliation referred to in paragraph (2). In such a case, the term "committee" in Articles 20 through 23, and Article 26 is deemed to be replaced with "conciliators"; the phrase "the Prefectural Labor Bureau where that committee is established" in Article 21 is deemed to be replaced with "District Transport Bureau (including the Transport Supervision Department) with the Director of a District Transport Bureau (including the Director of the Transport Supervision Department) that has appointed the relevant conciliator"; and the term "pending in the committee" in Article 26 is deemed to be replaced with "handled by the conciliators"; in Article 27, the term "this Section" is deemed to be replaced with "Article 31, paragraphs (3) through (5)," the term "conciliation" is deemed to be replaced with "the panel and conciliation," and the term "Order of the Ministry of Health, Labour and Welfare" is deemed to be replaced with "Order of the Ministry of Land, Infrastructure, Transport and Tourism."
|
|
(適用除外)
|
(Exclusion from Application)
|
第三十二条第二章第一節、第十三条の二、同章第三節、前章、第二十九条及び第三十条の規定は、国家公務員及び地方公務員に、第二章第二節(第十三条の二を除く。)の規定は、一般職の国家公務員(行政執行法人の労働関係に関する法律(昭和二十三年法律第二百五十七号)第二条第二号の職員を除く。)、裁判所職員臨時措置法(昭和二十六年法律第二百九十九号)の適用を受ける裁判所職員、国会職員法(昭和二十二年法律第八十五号)の適用を受ける国会職員及び自衛隊法(昭和二十九年法律第百六十五号)第二条第五項に規定する隊員に関しては適用しない。
|
Article 32The provisions of Chapter II, Section 1, Article 13-2, Chapter II, Section 3, the preceding Chapter, Articles 29 and 30 do not apply to national and local public employees; the provisions of Chapter II, Section 2 (except for Article 13-2) do not apply to regular service national public employees (except for employees referred to in Article 2, item (ii) of the Act on Labor Relations of Agency Engaged in Administrative Execution (Act No. 257 of 1948)), court officers for whom the Act on Temporary Measures concerning Court Officers (Act No. 299 of 1951) is applicable, Diet officers for whom the National Diet Officer Act (Act No. 85 of 1947) is applicable, and the self-defense forces personnel prescribed in Article 2, paragraph (5) of the Self Defense Forces Act (Act No. 165 of 1954).
|
第五章 罰則
|
Chapter V Penal Provisions
|
附 則
|
Supplementary Provisions
|
(施行期日)
|
(Effective Date)
|
1この法律は、公布の日から施行する。
|
(1)This Act comes into effect as of the date of the promulgation.
|
(令和八年三月三十一日までの間の男女雇用機会均等推進者の業務)
|
(Tasks for Promoters of Equal Employment Opportunities for Men and Women Until March 31, 2026)
|
2令和八年三月三十一日までの間は、第十三条の二中「並びに」とあるのは、「、女性の職業生活における活躍の推進に関する法律(平成二十七年法律第六十四号)第八条第一項に規定する一般事業主行動計画に基づく取組及び同法第二十条の規定による情報の公表の推進のための措置並びに」とする。
|
(2)During the period until March 31, 2026, the term ", and" in Article 13-2 is deemed to be read as ", activities based on the plan of action for general employers prescribed in Article 8, paragraph (1) of the Act on the Promotion of Women's Active Engagement in Professional Life (Act No. 64 of 2015) and measures for promoting disclosure of information pursuant to the provisions of Article 20 of that Act, and."
|
附 則〔平成二十八年三月三十一日法律第十七号〕〔抄〕
|
Supplementary Provisions[Act No. 17 of March 31, 2016][Extract]
|
(検討)
|
(Reviews)
|
第十四条政府は、この法律の施行後五年を経過した場合において、第五条、第六条及び第八条の規定による改正後の規定の施行の状況について検討を加え、必要があると認めるときは、その結果に基づいて所要の措置を講ずるものとする。
|
Article 14When five years have elapsed from the enforcement of this Act, the government is to review the enforcement status of the provisions amended by the provisions of Article 5, Article 6, and Article 8 and is to take the required measures based on the results of the review when it finds it necessary to do so.
|
(その他の経過措置の政令への委任)
|
(Delegation to Cabinet Order Regarding Other Transitional Measures)
|
第三十三条この附則に規定するもののほか、この法律の施行に伴い必要な経過措置は、政令で定める。
|
Article 33(1)Beyond what is provided for in these Supplementary Provisions, transitional measures necessary for the enforcement of this Act are specified by Cabinet Order.
|
Act on the Arrangement of Related Acts in Line with Enforcement of the Act Partially Amending the Civil Code (Act No. 45 of 2017) Extract
|
|
(雇用の分野における男女の均等な機会及び待遇の確保等に関する法律の一部改正に伴う経過措置)
|
Transitional Measures upon Partial Amendment of the Act on Equal Opportunity and Treatment between Men and Women in Employment
|
第二百十条施行日前に前条の規定による改正前の雇用の分野における男女の均等な機会及び待遇の確保等に関する法律第十八条第一項に規定する調停の申請がされた場合におけるその申請に係る時効の特例については、前条の規定による改正後の雇用の分野における男女の均等な機会及び待遇の確保等に関する法律(以下この条において「新男女雇用機会均等法」という。)第二十四条(新男女雇用機会均等法第三十一条第五項において準用する場合を含む。)の規定にかかわらず、なお従前の例による。
|
Article 210When application for the conciliation prescribed in Article 18, paragraph (1) of the Act on Equal Opportunity and Treatment between Men and Women in Employment prior to the amendment by the provisions of the preceding Article is filed before the date of enforcement of this Act, prior laws continue to govern special provisions for the expiration of the prescription period related to the application, notwithstanding the provisions of Article 24 of the Act on Equal Opportunity and Treatment between Men and Women in Employment as amended by the provisions of the preceding Article (hereinafter referred to as the "new Equal Employment Act") (including as applied mutatis mutandis pursuant to Article 31, paragraph (5) of the new Equal Employment Act.)
|
(罰則に関する経過措置)
|
(Transitional Measures Concerning Penal Provisions)
|
第三百六十一条施行日前にした行為及びこの法律の規定によりなお従前の例によることとされる場合における施行日以後にした行為に対する罰則の適用については、なお従前の例による。
|
Article 361Prior laws continue to govern the application of penal provisions to acts performed prior to the enforcement of this Act and to acts performed after the enforcement to which the provisions then in force are to apply pursuant to the provisions of this Act.
|
(政令への委任)
|
(Delegation to Cabinet Order)
|
第三百六十二条この法律に定めるもののほか、この法律の施行に伴い必要な経過措置は、政令で定める。
|
Article 362Beyond what is provided for in this Act, transitional measures necessary for the enforcement of this Act are specified by Cabinet Order.
|
附 則〔平成二十九年六月二日法律第四十五号〕
|
Supplementary Provisions[Act No. 45 of June 2, 2017]
|
この法律は、民法改正法の施行の日から施行する。ただし、第百三条の二、第百三条の三、第二百六十七条の二、第二百六十七条の三及び第三百六十二条の規定は、公布の日から施行する。
|
This Act comes into effect as of the date on which the Act Partially Amending the Civil Code comes into effect;provided, however, that the provisions of Article 103-2, Article 103-3, Article 267-2, Article 267-3, and Article 362 comes into effect as of the date of promulgation.
|
附 則〔令和元年六月五日法律第二十四号〕〔抄〕
|
Supplementary Provisions[Act No. 24 of June 5, 2019][Extract]
|
(施行期日)
|
(Effective Date)
|
第一条この法律は、公布の日から起算して一年を超えない範囲内において政令で定める日から施行する。ただし、次の各号に掲げる規定は、当該各号に定める日から施行する。
|
Article 1This Act comes into effect as of the day specified by Cabinet Order within a period not exceeding one year from the date of promulgation;provided, however, that the provisions set forth in the following items come into effect as of the date specified in the relevant items:
|
一第三条中労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律第四条の改正規定並びに次条及び附則第六条の規定公布の日
|
(i)the amended provisions of Article 4 of the Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives in Article 3 and the provisions of the following Article and Article 6 of the Supplementary Provisions:the date of promulgation;
|
(罰則に関する経過措置)
|
(Transitional Measures Concerning Penal Provisions)
|
第五条この法律の施行前にした行為に対する罰則の適用については、なお従前の例による。
|
Article 5Prior laws continue to govern the application of penal provisions to acts performed prior to the enforcement of this Act.
|
(政令への委任)
|
(Delegation to Cabinet Order)
|
第六条この附則に定めるもののほか、この法律の施行に関して必要な経過措置は、政令で定める。
|
Article 6Beyond what is provided for in these Supplementary Provisions, transitional measures necessary for the enforcement of this Act are specified by Cabinet Order.
|
(検討)
|
(Reviews)
|
第七条政府は、この法律の施行後五年を経過した場合において、この法律による改正後の規定の施行の状況について検討を加え、必要があると認めるときは、その結果に基づいて所要の措置を講ずるものとする。
|
Article 7When five years have elapsed from the enforcement of this Act, the government is to review the enforcement status of the provisions amended by this Act, and is to take the required measures based on the results of the review when it finds it necessary to do so.
|