事業主が講ずべき短時間労働者及び有期雇用労働者の雇用管理の改善等に関する措置等についての指針 Guidelines for the Measures and Other Actions Relevant to the Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers and Fixed-Term Workers That Employers Are to Take 平成十九年厚生労働省告示第三百二十六号 Public Notice of the Ministry of Health, Labour and Welfare No. 326 of 2007 平成三十年厚生労働省告示第四百二十九号 Public Notice of the Ministry of Health, Labour and Welfare No. 429 of 2018 事業主が講ずべき短時間労働者及び有期雇用労働者の雇用管理の改善等に関する措置等についての指針（平成十九年十月一日厚生労働省告示第三百二十六号） Guidelines for the Measures and Other Actions Relevant to the Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers and Fixed-Term Workers That Employers Are to Take (Public Notice of the Ministry of Health, Labour and Welfare No. 326 of October 1, 2007) （平成十九年厚生労働省告示第三百二十六号） (Public Notice of the Ministry of Health, Labour and Welfare No. 326 of 2007) 短時間労働者の雇用管理の改善等に関する法律の一部を改正する法律（平成十九年法律第七十二号）の施行に伴い、及び短時間労働者の雇用管理の改善等に関する法律（平成五年法律第七十六号）第十四条第一項の規定に基づき、事業主が講ずべき短時間労働者の雇用管理の改善等に関する措置等についての指針を次のとおり定め、平成二十年四月一日から適用することとしたので、同条第二項において準用する同法第五条第五項の規定に基づき告示する。 In line with the entry into effect of the Act Partially Revising the Act on Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers (Act No. 72 of 2007) and based on the provisions of Article 14, paragraph (1) of the Act on Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers (Act No. 76 of 1993), the Guidelines for the Measures and Other Actions Relevant to the Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers and Fixed-Term Workers That Employers Are to Take are established as follows; as it has been decided that these will apply beginning on April 1, 2008, public notice is hereby issued based on the provisions of Article 5, paragraph (5) of the Act on Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers as applied mutatis mutandis pursuant to Article 14, paragraph (2) of that Act. なお、事業主が講ずべき短時間労働者の雇用管理の改善等のための措置に関する指針（平成五年労働省告示第百十八号）は、平成二十年三月三十一日限り廃止する。 The Guidelines for the Measures and Other Actions Relevant to the Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers That Employers Are to Take (Public Notice of the Ministry of Labour No. 118 of 1993) is repealed on March 31, 2008. 第一　趣旨 Article 1 Purpose この指針は、短時間労働者及び有期雇用労働者の雇用管理の改善等に関する法律（平成五年法律第七十六号。以下「短時間・有期雇用労働者法」という。）第六条、第七条及び第十条から第十四条までに定める措置その他の短時間・有期雇用労働者法第三条第一項の事業主が講ずべき適正な労働条件の確保、教育訓練の実施、福利厚生の充実その他の雇用管理の改善及び通常の労働者への転換の推進（以下「雇用管理の改善等」という。）に関する措置等に関し、その適切かつ有効な実施を図るために必要な事項を定めたものである。 These Guidelines establish the necessary provisions to ensure the appropriate and effective implementation of the measures prescribed in Articles 6 and 7 and Articles 10 through 14 of the Act on Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers and Fixed-Term Workers (Act No. 76 of 1993; hereinafter referred to as "the Part-Time/Fixed-Term Workers Act"), and the other measures and other actions relevant to ensuring proper working conditions, implementing educational training, providing full benefits packages, and improving other aspects of personnel management and to furthering these workers' conversion into workers with standard employment statuses (hereinafter referred to as the "improvement of personnel management and conversion of employment status") that employers are to take which are referred to in Article 3, paragraph (1) of the Part-Time/Fixed-Term Workers Act. 第二　事業主が講ずべき短時間・有期雇用労働者の雇用管理の改善等に関する措置等を講ずるに当たっての基本的考え方 Article 2 Fundamental Way of Thinking in the Implementation of Measures and Other Actions Relevant to the Improvement of Personnel Management and Conversion of Employment Status for Part-Time/Fixed-Term Workers That Employers Are to Take 事業主は、短時間・有期雇用労働者の雇用管理の改善等に関する措置等を講ずるに当たって、次の事項を踏まえるべきである。 An employer is to be guided by the following in taking measures and other actions relevant to the improvement of personnel management and conversion of employment status for part-time/fixed-term workers: 一　労働基準法（昭和二十二年法律第四十九号）、最低賃金法（昭和三十四年法律第百三十七号）、労働安全衛生法（昭和四十七年法律第五十七号）、労働契約法（平成十九年法律第百二十八号）、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）、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（平成三年法律第七十六号）、労働者災害補償保険法（昭和二十二年法律第五十号）、雇用保険法（昭和四十九年法律第百十六号）等の労働に関する法令は短時間・有期雇用労働者についても適用があることを認識しこれを遵守しなければならないこと。 (i) employers must recognize that labor-related laws and regulations, including the Labor Standards Act (Act No. 49 of 1947), the Minimum Wages Act (Act No. 137 of 1959), the Industrial Safety and Health Act (Act No. 57 of 1972), the Labor Contracts Act (Act No. 128 of 2007), the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (Act No. 113 of 1972), the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Act No. 76 of 1991), the Industrial Accident Compensation Insurance Act (Act No. 50 of 1947), and the Employment Insurance Act (Act No. 116 of 1974), also apply to part-time/fixed-term workers, and must comply with those laws and regulations; 二　短時間・有期雇用労働者法第六条から第十四条までの規定に従い、短時間・有期雇用労働者の雇用管理の改善等に関する措置等を講ずるとともに、多様な就業実態を踏まえ、その職務の内容、職務の成果、意欲、能力及び経験その他の就業の実態に関する事項に応じた待遇に係る措置を講ずるように努めるものとすること。 (ii) in accordance with the provisions of Articles 6 through 14 of the Part-Time/Fixed-Term Workers Act, in addition to taking measures and other actions relevant to the improvement of personnel management and conversion of employment status for part-time/fixed-term workers, employers are to endeavor to take measures for treatment of these workers that is in keeping with their job descriptions, job performance, motivations, abilities, experience, and other particulars of their actual employment situations, with due consideration to their diverse employment situations; 三　短時間・有期雇用労働者の雇用管理の改善等に関する措置等を講ずるに際して、その雇用する通常の労働者その他の労働者の労働条件を合理的な理由なく一方的に不利益に変更することは法的に許されないことに留意すること。 (iii) to keep in mind, when taking measures and other actions relevant to the improvement of personnel management and conversion of employment status for part-time/fixed-term workers, that it is not legally permitted for an employer to unilaterally make disadvantageous changes to the working conditions of the workers with standard employment statuses and other workers it employs without reasonable grounds. 第三　事業主が講ずべき短時間・有期雇用労働者の雇用管理の改善等に関する措置等 Article 3 Measures and Other Actions Relevant to the Improvement of Personnel Management and Conversion of Employment Status for Part-Time/Fixed-Term Workers That Employers Are To Take 事業主は、第二の基本的考え方に基づき、特に、次の事項について適切な措置を講ずるべきである。 An employer should take proper measures based on the fundamental way of thinking referred to in Article 2 with regard to the following things, in particular: 一　労働時間 (i) Working hours （一）事業主は、短時間・有期雇用労働者の労働時間及び労働日を定め、又は変更するに当たっては、当該短時間・有期雇用労働者の事情を十分考慮するように努めるものとする。 i. In prescribing or changing the working hours or working days of a part-time/fixed-term worker, an employer is to endeavor to fully consider the circumstances of that part-time/fixed-term worker. （二）事業主は、短時間・有期雇用労働者について、できるだけ所定労働時間を超えて、又は所定労働日以外の日に労働させないように努めるものとする。 ii. As much as possible, an employer is to endeavor not to have a part-time/fixed-term worker work beyond the prescribed working hours or on a day other than a prescribed working day. 二　待遇の相違の内容及び理由の説明 (ii) Explanations of the substance of and grounds for differences in treatment （一）比較の対象となる通常の労働者 i. Workers with standard employment statuses subject to the comparison 事業主は、職務の内容、職務の内容及び配置の変更の範囲等が、短時間・有期雇用労働者の職務の内容、職務の内容及び配置の変更の範囲等に最も近いと事業主が判断する通常の労働者との間の待遇の相違の内容及び理由について説明するものとする。 An employer is to explain the substance of and grounds for any differences in treatment between a part-time/fixed-term worker and workers with a standard employment status whose job description and things such as the scope of changes in their job description and assignment the employer judges to be closest to those of the part-time/fixed-term worker. （二）待遇の相違の内容 ii. Substance of differences in treatment 事業主は、待遇の相違の内容として、次のイ及びロに掲げる事項を説明するものとする。 An employer is to explain the things set forth in the following (a) and (b) as the substance of any differences in treatment: イ　通常の労働者と短時間・有期雇用労働者との間の待遇に関する基準の相違の有無 (a) whether there are differences in the criteria for the treatment of the workers with a standard employment status and the part-time/fixed-term worker; and ロ　次の（イ）又は（ロ）に掲げる事項 (b) the things set forth in either a. or b.: （イ）通常の労働者及び短時間・有期雇用労働者の待遇の個別具体的な内容 a. the individually specific substance of how the relevant worker with a standard employment status and the part-time/fixed-term worker in question are treated; or （ロ）通常の労働者及び短時間・有期雇用労働者の待遇に関する基準 b. the criteria for the treatment of workers with standard employment statuses and part-time/fixed-term workers. （三）待遇の相違の理由 iii. Grounds for differences in treatment 事業主は、通常の労働者及び短時間・有期雇用労働者の職務の内容、職務の内容及び配置の変更の範囲その他の事情のうち、待遇の性質及び待遇を行う目的に照らして適切と認められるものに基づき、待遇の相違の理由を説明するものとする。 An employer is to explain the grounds for any differences in treatment based on circumstances, including the job descriptions of the relevant workers with a standard employment status and the part-time/fixed-term worker in question and the scope of changes in their job descriptions and assignment, that are found to be appropriate in light of the nature of the treatment and the purpose of threating workers in that way. （四）説明の方法 iv. Means of giving explanations 事業主は、短時間・有期雇用労働者がその内容を理解することができるよう、資料を活用し、口頭により説明することを基本とするものとする。ただし、説明すべき事項を全て記載した短時間・有期雇用労働者が容易に理解できる内容の資料を用いる場合には、当該資料を交付する等の方法でも差し支えない。 It is to be standard for an employer to make use of informational materials and give an explanation verbally so as to ensure that the part-time/fixed-term worker understands the substance of the materials; provided, however, that if the employer uses informational materials that cover all of the things to be explained and the part-time/fixed-term worker is easily able to understand their substance, there is no objection to the employer giving the explanation by delivering those informational materials or by any other such means. 三　労使の話合いの促進 (iii) Facilitation of discussions between the labor and management （一）事業主は、短時間・有期雇用労働者を雇い入れた後、当該短時間・有期雇用労働者から求めがあったときは、短時間・有期雇用労働者法第十四条第二項に定める事項以外の、当該短時間・有期雇用労働者の待遇に係る事項についても、説明するように努めるものとする。 i. If a part-time/fixed-term worker so requests after the employer has hired them, the employer is to endeavor to also explain the particulars of their treatment that are other than those provided for in Article 14, paragraph (2) of the Part-Time/Fixed-Term Workers Act. （二）事業主は、短時間・有期雇用労働者の就業の実態、通常の労働者との均衡等を考慮して雇用管理の改善等に関する措置等を講ずるに当たっては、当該事業主における関係労使の十分な話合いの機会を提供する等短時間・有期雇用労働者の意見を聴く機会を設けるための適当な方法を工夫するように努めるものとする。 ii. In taking measures and other actions relevant to the improvement of personnel management and conversion of employment status while making considerations for things such as the employment situations of part-time/fixed-term workers and equilibrium between those workers and workers with standard employment statuses, an employer must endeavor to devise appropriate ways of creating opportunities to hear the opinions of part-time/fixed-term workers, such providing opportunities for sufficient discussions between the labor and management at the employer. （三）事業主は、短時間・有期雇用労働者法第二十二条に定める事項以外の、短時間・有期雇用労働者の就業の実態、通常の労働者との均衡等を考慮した待遇に係る事項についても、短時間・有期雇用労働者から苦情の申出を受けたときは、当該事業所における苦情処理の仕組みを活用する等その自主的な解決を図るように努めるものとする。 iii. If an employer has had a grievance raised by a part-time/fixed-term worker with regard to something other than the things provided for in Article 22 of the Part-Time/Fixed-Term Workers Act, but that is connected with treatment of part-time/fixed-term workers that reflects consideration for things such as the employment situation of the worker and equilibrium between those workers and workers with standard employment statuses, the employer is to endeavor to achieve a self-initiated resolution by utilizing the complaint handling system at its place of business or in other ways. 四　不利益取扱いの禁止 (iv) Prohibition of disadvantageous treatment （一）事業主は、短時間・有期雇用労働者が、短時間・有期雇用労働者法第七条第一項（同条第二項において準用する場合を含む。）に定める過半数代表者であること若しくは過半数代表者になろうとしたこと又は過半数代表者として正当な行為をしたことを理由として不利益な取扱いをしないようにするものとする。 i. An employer is not to subject a part-time/fixed-term worker to disadvantageous treatment on the grounds that the part-time/fixed-term worker is or attempted to become a representative of the majority as provided in Article 7, paragraph (1) of the Part-Time/Fixed-Term Workers Act (including as applied mutatis mutandis pursuant to paragraph (2) of that Article), or acted legitimately as a representative of the majority. （二）事業主は、短時間・有期雇用労働者が、事業主による不利益な取扱いをおそれて、短時間・有期雇用労働者法第十四条第二項に定める説明を求めないことがないようにするものとする。 ii. An employer is to ensure that no part-time/fixed-term worker refrains from requesting the explanation provided for in Article 14, paragraph (2) of the Part-Time/Fixed-Term Workers Act in fear of any disadvantageous treatment by the employer. （三）事業主は、短時間・有期雇用労働者が、親族の葬儀等のために勤務しなかったことを理由として解雇等が行われることがないようにするものとする。 iii. An employer is to ensure that no part-time/fixed-term worker is subjected to dismissal or other such treatment on the grounds of an absence from work due to a relative's funeral or any similar reason. 五　短時間・有期雇用管理者の氏名の周知 (v) Making known the name of the part-time/fixed-term employment manager 事業主は、短時間・有期雇用管理者を選任したときは、当該短時間・有期雇用管理者の氏名を事業所の見やすい場所に掲示する等により、その雇用する短時間・有期雇用労働者に周知させるよう努めるものとする。 Having appointed a part-time/fixed-term employment manager, an employer must endeavor to make that part-time/fixed-term employment manager known to the part-time/fixed-term workers it employs by, for example, posting the manager's name in a conspicuous area at its place of business.