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(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 serve as minimum standards. Accordingly, parties in labor relationships shall not lower the standard of current working conditions by using these standards as an excuse to do so, and instead should endeavor to improve current 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(1)Working conditions shall be determined by both 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)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、差別的取扱をしてはならない。

Article 3Employers shall not use the nationality, creed or social status of any Workers as a basis for engaging in discriminatory treatment with respect to Wages, working hours or other working conditions.

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 4Employers shall not use the fact that a Worker is a woman as a basis for engaging in differential treatment in comparison to men with respect to Wages.

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 5Employers shall not force Workers to work against their will through the use of physical violence, intimidation, confinement, or any other means which unfairly restrict the mental or physical freedom of said 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 6Unless permitted by an 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 7Employers shall not refuse a Worker's request for time necessary to exercise the right to vote 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 as long as such change does not hinder the exercise of said rights or the performance of said public duties.

第八条削除

Article 8Deleted.

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 9In this Act, "Worker" means one who is employed at a business or office (hereinafter referred to as "Business") and receives Wages therefrom, regardless of the type 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 10In this Act, Employer means the business operator or manager of the Business or any other person who acts on behalf of the business operator of the Business in matters concerning Workers in the Business.

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 11In this Act, Wage means the wage, salary, allowance, bonus and all other kinds of payment made from Employer to Worker as remuneration for labor, regardless of the name which such payment is given.

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(1)In this Act, the Average Wage means the amount of money calculated by dividing the total amount of Wages over the 3-month period preceding the day on which grounds for calculation of the Average Wage came into existence, by the total number of days during this period; provided, however, that the Average Wage shall not total less than the amount calculated in any of the following ways:

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 a pay period ends on a fixed day, the period set forth in the preceding paragraph shall be calculated from the last fixed day.

３前二項に規定する期間中に、次の各号のいずれか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 during such a period shall be excluded from the days and total amount of Wages covered 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 Special Wages which are paid periodically for a period exceeding 3 months and Wages which are paid in a form other than currency and which are not within a certain 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 Wage is paid in a form 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 Business 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 13Labor contracts which provide for working conditions which do not meet the standards of this Act are invalid with respect to such portion. In such cases, 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(1)Labor contracts, excluding those without a fixed-term labor contract , and excepting those which determine that the contract period shall be that necessary for completion of a specific 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 a specified duration, prescribe standards in relation to matters in connection with notice to be provided 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 a specified 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(1)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, 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 clearly indicated under the provisions of the preceding paragraph differ from actual fact, the Worker may immediately cancel said 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 cases under the preceding paragraph, in the event that a Worker who has changed his or her residence for the purpose of work returns home within 14 days from the date of contract cancellation, the Employer shall bear the necessary travel expenses on behalf of 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 16Employers shall not make a labor contract which predetermines either a sum payable to the Employer for breach of contract or an amount of compensation payable 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 17Employers shall not offset a Worker`s wages against money advanced to the Worker or against a claim for the return of advances as a condition of 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(1)Employers shall not make savings contracts or make contracts to take charge controlling Workers' 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)Employers, in taking charge of Workers' savings entrusted to the Employer, 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)Employers, in taking charge of Workers' savings entrusted to the Employer, 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)Employers, in taking charge of Workers' savings entrusted to the Employer, shall pay interest in the event that the savings kept in custody constitute an accepted deposit. 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 institutions, 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)Employers, in taking charge of Workers' savings entrusted to the Employer, 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 necessary limits.

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)Employers, who have been ordered to suspend the taking charge of savings pursuant to the provisions of the preceding paragraph, shall return the savings affected by the above suspension to the Workers without delay.

第十八条の二削除

Article 18-2Deleted.

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(1)Employers 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 any woman during the 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 Business has become impossible due to natural disaster or other unavoidable reasons.

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 circumstances 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(1)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 Worker the Average Wage they would earn in working for a period of not less than 30 days; provided, however, that this shall not apply in the event that the continuance of said Business has become impossible due to natural disaster or other unavoidable reasons, 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 Worker the Average Wage they would earn for each day of work deducted from said advance notice period.

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 cases 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 21The 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 a period of 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 a period of 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(1)When a Worker on the occasion of retirement requests a certificate stating the period of employment, kind of occupation, position in the Business, Wages, or the reason for retirement (if the reason for retirement is dismissal, including this 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)Employers shall, when 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 said dismissal, issue the certificate without delay; provided, however, that when the Worker retires after the day of receiving advance notice for reasons other than those given for said dismissal, it is not necessary, after said day of retirement, for the Employer to issue said 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)Employers shall not, in a premeditated plan with a third party and with the intent to impede the employment of a Worker, communicate any information concerning the nationality, creed, and social status or union activities of the Worker, nor include any secret message 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(1)Upon a Worker's death or retirement, in the event of a request by one with 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(1)Wages shall be paid in currency and in full directly to 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 cases where such labor union exists), or with a person representing a majority of the Workers (in cases where such labor union does not exist).

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 on a definite date; provided, however, that this shall not apply to extraordinary Wages, bonuses, and their like as 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 25In the event that a Worker requests the payment of Wages to cover emergency expenses for childbirth, illness, disaster, or any 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 26In 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 said 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 27With respect to Workers employed under a piece work payment 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 28Minimum standards for Wages shall be in accordance with the provisions of the Minimum Wages Act (Act No. 137 of 1959).

第二十九条から第三十一条まで削除

Articles 29 through 31Deleted.

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(1)Employers shall not have Workers 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)Employers shall not have Workers 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(1)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 cases where such labor union exists), or with a person representing a majority of the Workers (in cases where such union does not exist), 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 on 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)Employers shall notify the relevant government agency of the agreement set forth in the preceding paragraph, 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 32-3In 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 cases where such labor union exists), or with a person representing a majority of the Workers (in cases where such union does not exist), the Employer may, with respect to a Worker for whom the starting and ending time for work is left up to the Worker, 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, as long as the average working hours per week during the 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(1)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 cases where such labor union exists), or with a person representing a majority of the Workers at a workplace (in cases where such union does not exist), 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 on a specified day or days in accordance with said written agreement (including stipulations that have been set under the provisions of the following paragraph in cases where this is applicable), as long as 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 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 cases where such labor union exists) or a person representing a majority of the Workers at a workplace (in the cases where such labor union does not exist) and in accordance with Ordinance of the Ministry of Health, Labour and Welfare, set the working days within each sub-period, as long as it does not exceed said number of working days and the working hours for each working day in each sub-period, and that it does not exceed 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 opinion 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 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 32-2shall 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 32-4-2In 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 said applicable period, and the average weekly hours the Employer has the Worker work exceeds 40 hours, the Employer shall pay Premium 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(1)With respect to Workers employed in a Business which is 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 thereto, 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 cases where such labor union exists) or with a person representing a majority of the Workers (in cases where such union does not exist).

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 each working 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(1)If there is an extraordinary need due to disaster or other unavoidable events, Employers 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 is needed; provided, however, that the Employer does not need to obtain such permission in cases that the necessity to extend working hours is so urgent that the Employer does not have time to obtain the permission of the relevant government agency, and shall notify the relevant government agency of such extending of working hours after said work has been carried out 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 cases where a retrospective notification has been submitted pursuant to the proviso of the preceding paragraph, if the relevant government agency determines that it was inappropriate that the Employer extended the working hours or have the Workers work on their days off, it may order the Employer to provide the Workers thereafter with rest periods or days off equivalent to the extra time that they were made to work.

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 Appended 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(1)An employer shall provide workers with at least 45 minutes of rest periods during working hours when working hours exceed 6 hours, and at least one hour in when 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 allowing for the providing of rest periods to employees at different times, either with a labor union organized by a majority of the Workers at the workplace (in cases where such labor union exists) or with a person representing a majority of the Workers (in cases where such union does not exist).

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)Employers 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(1)Employers 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 over any 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(1)If an Employer has entered into a written agreement either with a labor union organized by a majority of the Workers at the workplace (in cases where such labor union exists) or with a person representing a majority of the Workers (in cases where such union does not exist) 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 said agreement; provided, however, that the extension of Working Hours for belowground labor and other work particularly harmful to health as stipulated by 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、当該労働時間の延長に係る割増賃金の率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 are appropriate, prescribe standards for the limits on the extension of Working Hours set forth in the agreement set forth in the preceding paragraph, and Premium Wage rates pertaining to the extension of Working Hours and other necessary items, in consideration of the welfare of Workers, trends in overtime work and other circumstances.

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 an agreement as stipulated in paragraph (1), in setting an extension of the Working Hours in said agreement, shall ensure that the content of 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。ただし、当該延長して労働させた時間が一箇月について六十時間を超えた場合においては、その超えた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五割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(1)If 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 Premium 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; provided, however, that in cases when extended working hours exceed 60 hours per month, the Employer shall pay Premium Wages for the excess working hours at a rate not less than 50 percent over the normal Wage per working hour.

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、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、第一項ただし書の規定により割増賃金を支払うべき労働者に対して、当該割増賃金の支払に代えて、通常の労働時間の賃金が支払われる休暇（第三十九条の規定による有給休暇を除く。）を厚生労働省令で定めるところにより与えることを定めた場合において、当該労働者が当該休暇を取得したときは、当該労働者の同項ただし書に規定する時間を超えた時間の労働のうち当該取得した休暇に対応するものとして厚生労働省令で定める時間の労働については、同項ただし書の規定による割増賃金を支払うことを要しない。

(3)If an Employer stipulates that they will grant Workers entitled to Premium Wages under the provisions of the proviso of paragraph (1) leave for which the normal Wage per working hour is paid instead of paying them Premium Wages (excluding annual paid leave under the provisions of Article 39) as provided for by Ordinance of the Ministry of Health, Labour and Welfare, pursuant to a written agreement either with a labor union organized by a majority of the Workers at the workplace concerned ((in cases where such a labor union exists), or with a person representing a majority of the Workers (in cases where such a labor union does not exist), if any such Worker takes such leave, the Employer is not required to pay Premium Wages under the provisions of the proviso of said paragraph for work performed during the hours prescribed by Ordinance of the Ministry of Health, Labour and Welfare as hours corresponding to such leave taken for said work in excess of the hours stipulated in the proviso of said paragraph.

４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。

(4)In the event that an Employer has a Worker work between 10 p.m. and 5 a.m. (or between 11 p.m. and 6 a.m., in cases when the Minister of Health, Labour and Welfare recognizes the necessity of the application of those hours at a certain area or time of year), the Employer shall pay Premium Wages for work during such hours at a rate no less than 25 percent over the normal Wage per working hour.

５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。

(5)Family allowances, commutation allowances, and other elements of Wages as stipulated by Ordinance of the Ministry of Health, Labour and Welfare shall not be added to the base Wages underlying the Premium 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(1)As far as application of the provisions on working hours is concerned, total hours worked shall be aggregated, even if the hours worked were at 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, working hours shall be deemed to be from the time of entry into the mouth of the mine until 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(1)In cases where Workers engage in 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 carry out said work, the number of hours worked shall be deemed to be the number of hours normally required to carry out such work as stipulated by 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 cases under the proviso of the preceding paragraph, when there is a written agreement regarding said work either with a labor union organized by a majority of the Workers at the workplace (in cases where such labor union exists) or with a person representing a majority of the Workers (in cases where such union does not exist), the number of hours specified in such agreement shall be regarded as the number of hours normally required to carry out 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)Employers shall file the agreement set forth in the preceding paragraph with the relevant government agency in accordance with 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(1)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 cases where such labor union exists), or with a person representing a majority of the Workers (in cases where such union does not exist), if 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 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(1)If, at a workplace where a committee (limited to committees comprising of 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 opinions regarding said matters to the proprietor of the Business, said committee adopts a resolution by a majority of four-fifths or more of its members regarding or on the following items, and the Employer notifies the relevant government agency of said resolution in accordance with Ordinance of the Ministry of Health, Labour and Welfare, and if the Employer has a Worker, who comes under the type of Workers stipulated in item (ii), carry out work stipulated in item (i) at the workplace concerned, said Worker shall be deemed to have worked the hours stipulated in item (iii) as prescribed by 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 opinion of the Labor Policy Council, shall set and announce guidelines with respect to the matters stipulated in each item of paragraph (1) and to other matters decided upon by the committee stipulated in 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 Ordinance of the Ministry of Health, Labour and Welfare, regularly submit a report on the state of implementation of the measures stipulated in item (iv) of said paragraph to the relevant government agency.

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、第三十七条第三項、第三十八条の二第二項、前条第一項並びに次条第四項、第六項及び第七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、第三十七条第三項、第三十八条の二第二項、前条第一項並びに次条第四項、第六項及び第七項ただし書の規定の適用については、第三十二条の二第一項中「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、第三十七条第三項、第三十八条の二第二項、前条第一項並びに次条第四項、第六項及び第七項ただし書中「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 (3) of Article 37, paragraph (2) of Article 38-2, paragraph (1) of the preceding Article, and paragraphs (4) and (6), and the proviso to paragraph (7) of the following Article, if 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 (3) of Article 37, paragraph (2) of Article 38-2, paragraph (1) of the preceding Article, and paragraphs (4) and (6), and the proviso to paragraph (7) of the following Article, the phrase "agreement with a labor union organized by a majority of the Workers at the workplace (in cases where such union exists), or with a person representing a majority of the Workers (in cases where such union does not exist)" 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 cases where such union exists), or with a person representing a majority of the Workers (in cases where such union does not exist), 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 paragraphs (4) and (6), and the proviso to paragraph (7) 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 cases where such labor union exists) or a person representing a majority of the Workers at a workplace (in cases where such union does not exist)" 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 cases where such labor union exists) or a person representing a majority of the Workers at a workplace (in cases where such labor union exists), or based on a resolution," the phrases "notified the relevant government agency of the such agreement" and "in accordance with the provisions of 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 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 "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 said paragraph," and "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 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(1)Employers shall grant annual paid leave of 10 working days, either consecutively or divided, to Workers who have been employed continuously for 6 months from the day of their being hired and who have reported to 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, 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 Employers is not required to grant annual 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 more than the hours fixed by 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 Ordinance of the Ministry of Health, Labour and Welfare with due consideration to the ratio of the number of days specified by 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、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、第一号に掲げる労働者の範囲に属する労働者が有給休暇を時間を単位として請求したときは、前三項の規定による有給休暇の日数のうち第二号に掲げる日数については、これらの規定にかかわらず、当該協定で定めるところにより時間を単位として有給休暇を与えることができる。

(4)In the event that an Employer has stipulated the following matters pursuant to a written agreement either with a labor union organized by a majority of the Workers at the workplace concerned (in cases where such labor union exists), or with a person representing a majority of the Workers (in cases where such union does not exist), if a Worker who comes under the scope of Workers set forth in item (i) requests annual paid leave by the hour, the Employer may, under said agreement, grant the Worker annual paid leave by the hour for the number of days set forth in item (ii) from the number of days of annual paid leave under the provisions of the preceding three paragraphs, notwithstanding the provisions thereof:

５使用者は、前各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。

(5)Employers shall grant annual paid leave under the provisions of each preceding paragraph for the particular period requested by the Worker; provided, however, that when the granting of leave for a requested period would interfere with the normal operation of the Business, the Employer may provide leave for a different period instead.

６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。

(6)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 cases where such labor union exists) or with a person representing a majority of the Workers (in cases where such union does not exist), has made a stipulation with regard to the period in which annual paid leave under the provisions of paragraphs (1) to (3) inclusive will be provided, the Employer may, notwithstanding the provisions of the preceding paragraph, provide annual paid leave in accordance with such stipulation for the portions of annual paid leave under the provisions of paragraphs (1) to (3) inclusive in excess of 5 days.

７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又は第四項の規定による有給休暇の時間については、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、それぞれ、平均賃金若しくは所定労働時間労働した場合に支払われる通常の賃金又はこれらの額を基準として厚生労働省令で定めるところにより算定した額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、その期間又はその時間について、それぞれ、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又は当該金額を基準として厚生労働省令で定めるところにより算定した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。

(7)For the period of annual paid leave under the provisions of paragraphs (1) through (3) inclusive or the hours of annual paid leave under the provisions of paragraph (4), the Employer shall, in accordance with the rules of employment or the equivalent thereto, pay the average Wage or the amount of Wages that would normally be paid for working the prescribed working hours, or the amount of Wages calculated based on these amounts pursuant to the provisions of Ordinance of the Ministry of Health, Labour and Welfare, respectively; 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 cases where such union does not exist), which provides for the payment for the period or the hours 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) or a sum calculated based on the sum pursuant to the provisions of Ordinance of the Ministry of Health, Labour and Welfare, respectively, such agreement shall be complied with.

８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。

(8)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 absence for medical treatment for injuries or illness suffered in the course of employment, during periods of 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 said Article, and during periods of absence 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(1)With respect to Business other than that stipulated in items (i) through (iii), (vi) and (vii) of Appended Table No. 1, in which there is a necessity in order to avoid public inconvenience or other special needs, special provisions may be established by Ordinance of the Ministry of Health, Labour and Welfare to the extent that is unavoidably necessary, 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 a detriment 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 41The provisions regarding working hours, rest periods and days off set forth in this Chapter, Chapter VI and Chapter VI-2 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 42Matters concerning the safety and health of Workers shall be as provided for in the Industrial Safety and Health Law (Act No. 57 of 1972).

第四十三条から第五十五条まで削除

Articles 43 through 55Deleted.

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(1)Employers 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 Appended Table No. 1, which involve light labor that is not injurious to their health and welfare, with the permission of the relevant government agency. The same shall apply to children under 13 years of age employed in the production of motion pictures and theatrical performance.

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(1)Employers 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(1)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 said 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 59The Minors may request their Wages independently. The person who has parental authority for, or is the legal guardian of said the minor shall not receive the Wages earned by the minor in place of said 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、満十八才に満たない者については、これを適用しない。

Article 60(1)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 over 15 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 15 years of age) 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(1)Employers 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 Business stipulated in items (vi), (vii) or (xiii) of Appended 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(1)Employers shall not allow persons under 18 years of age to clean, oil, inspect or repair the dangerous parts of any machinery or power-transmission apparatus while in operation, to put on or take off the driving belts or ropes of any machinery or power-transmission apparatus while in operation, to operate a crane, or to engage in any other dangerous work as specified by Ordinance of the Ministry of Health, Labour and Welfare, or to handle heavy materials as specified by Ordinance of the Ministry of Health, Labour and Welfare.

２使用者は、満十八才に満たない者を、毒劇薬、毒劇物その他有害な原料若しくは材料又は爆発性、発火性若しくは引火性の原料若しくは材料を取り扱う業務、著しくじんあい若しくは粉末を飛散し、若しくは有害ガス若しくは有害放射線を発散する場所又は高温若しくは高圧の場所における業務その他安全、衛生又は福祉に有害な場所における業務に就かせてはならない。

(2)Employers shall not have persons under 18 years of age engage in work involving the handling of poisons, deleterious substances or other injurious substances, or explosive, combustible or inflammable substances, or work in places where dust or powder is dispersed, or harmful gas or radiation is generated, or places of high temperatures or pressure, or other places which are dangerous or injurious to safety health, or welfare.

３前項に規定する業務の範囲は、厚生労働省令で定める。

(3)The scope of the work prescribed in the preceding paragraph shall be provided for by the Ordinance of the Ministry of Health, Labour and Welfare.

第六十三条使用者は、満十八才に満たない者を坑内で労働させてはならない。

Article 63Employer shall not have persons less than 18 years of age work underground.

第六十四条満十八才に満たない者が解雇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。ただし、満十八才に満たない者がその責めに帰すべき事由に基づいて解雇され、使用者がその事由について行政官庁の認定を受けたときは、この限りでない。

Article 64In the event that a Worker under 18 years of age returns home within 14 days from dismissal, the Employer shall bear the necessary traveling expenses; provided, however, that this shall not apply to a Worker under 18 years of age if such Worker was dismissed for reasons attributable to that Worker and the Employer has obtained acknowledgment of such reasons by the relevant government agency.

第六十四条の二使用者は、次の各号に掲げる女性を当該各号に定める業務に就かせてはならない。

Article 64-2Employers shall not assign the women set forth in the following items to the work set forth in the said respective items:

第六十四条の三使用者は、妊娠中の女性及び産後一年を経過しない女性（以下「妊産婦」という。）を、重量物を取り扱う業務、有害ガスを発散する場所における業務その他妊産婦の妊娠、出産、哺育等に有害な業務に就かせてはならない。

Article 64-3(1)Employers shall not assign pregnant women or women who are within one year since childbirth (hereinafter referred to as "expectant or nursing mothers") to work involving the handling of heavy materials, work in places where harmful gas is generated, or other work injurious to pregnancy, childbirth, nursing and the like.

２前項の規定は、同項に規定する業務のうち女性の妊娠又は出産に係る機能に有害である業務につき、厚生労働省令で、妊産婦以外の女性に関して、準用することができる。

(2)With respect to work injurious to the functions related to pregnancy and childbirth, which is set forth in the provisions of the preceding paragraph, they may be applied mutatis mutandis by Ordinance of the Ministry of Health, Labour and Welfare to women other than expectant or nursing mothers.

３前二項に規定する業務の範囲及びこれらの規定によりこれらの業務に就かせてはならない者の範囲は、厚生労働省令で定める。

(3)The scope of work prescribed in the preceding two paragraphs and the scope of persons who shall not be assigned to such work pursuant thereto shall be specified by Ordinance of the Ministry of Health, Labour and Welfare.

第六十五条使用者は、六週間（多胎妊娠の場合にあつては、十四週間）以内に出産する予定の女性が休業を請求した場合においては、その者を就業させてはならない。

Article 65(1)If a woman who is expecting to give birth within 6 weeks (or within 14 weeks in the case of multiple fetuses) requests leave from work, the Employer shall not make her work.

２使用者は、産後八週間を経過しない女性を就業させてはならない。ただし、産後六週間を経過した女性が請求した場合において、その者について医師が支障がないと認めた業務に就かせることは、差し支えない。

(2)Employers shall not have a woman work within 8 weeks after childbirth; provided, however, that this shall not prevent an Employer from having such a woman work, if she has so requested, after 6 weeks have passed since childbirth, in activities which a doctor has approved as having no adverse effect on her.

３使用者は、妊娠中の女性が請求した場合においては、他の軽易な業務に転換させなければならない。

(3)In the event that a pregnant woman has so requested, an Employer shall transfer her to other light activities.

第六十六条使用者は、妊産婦が請求した場合においては、第三十二条の二第一項、第三十二条の四第一項及び第三十二条の五第一項の規定にかかわらず、一週間について第三十二条第一項の労働時間、一日について同条第二項の労働時間を超えて労働させてはならない。

Article 66(1)Notwithstanding the provisions of paragraph (1) of Article 32-2, paragraph (1) of Article 32-4, and paragraph (1) of Article 32-5, an Employer shall not have an expectant or nursing mother work in excess of the working hours stipulated in paragraph (1) of Article 32 per week, nor in excess of the working hours stipulated in paragraph (2) of the same Article per day, if so requested by the said expectant or nursing mother.

２使用者は、妊産婦が請求した場合においては、第三十三条第一項及び第三項並びに第三十六条第一項の規定にかかわらず、時間外労働をさせてはならず、又は休日に労働させてはならない。

(2)Notwithstanding the provisions of Article 33, paragraphs (1) and (3), and paragraph (1) of Article 36, in the event that an expectant or nursing mother has so requested, an Employer shall not have her work overtime nor work on days off.

３使用者は、妊産婦が請求した場合においては、深夜業をさせてはならない。

(3)In the event that an expectant or nursing mother has so requested, an Employer shall not have her work at night.

第六十七条生後満一年に達しない生児を育てる女性は、第三十四条の休憩時間のほか、一日二回各々少なくとも三十分、その生児を育てるための時間を請求することができる。

Article 67(1)A woman raising an infant under the age of one year may request time to care for the infant of at least 30 minutes twice a day, in addition to the rest periods stipulated in Article 34.

２使用者は、前項の育児時間中は、その女性を使用してはならない。

(2)Employers shall not have said woman work during the child care time set forth in the preceding paragraph.

第六十八条使用者は、生理日の就業が著しく困難な女性が休暇を請求したときは、その者を生理日に就業させてはならない。

Article 68When a woman for whom work during menstrual periods would be especially difficult has requested leave, the Employer shall not have said woman work on days of said menstrual period.

第六十九条使用者は、徒弟、見習、養成工その他名称の如何を問わず、技能の習得を目的とする者であることを理由として、労働者を酷使してはならない。

Article 69(1)Employers shall not exploit an apprentice, student, trainee, or other Worker, by whatever name such person may be called, by reason of the fact that such person is seeking to acquire a skill.

２使用者は、技能の習得を目的とする労働者を家事その他技能の習得に関係のない作業に従事させてはならない。

(2)Employers shall not employ a Worker, who is seeking to acquire a skill, in domestic work or other work having no relation to acquisition of a skill.

第七十条職業能力開発促進法（昭和四十四年法律第六十四号）第二十四条第一項（同法第二十七条の二第二項において準用する場合を含む。）の認定を受けて行う職業訓練を受ける労働者について必要がある場合においては、その必要の限度で、第十四条第一項の契約期間、第六十二条及び第六十四条の三の年少者及び妊産婦等の危険有害業務の就業制限、第六十三条の年少者の坑内労働の禁止並びに第六十四条の二の妊産婦等の坑内業務の就業制限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。ただし、第六十三条の年少者の坑内労働の禁止に関する規定については、満十六歳に満たない者に関しては、この限りでない。

Article 70With respect to Workers receiving vocational training which has received recognition as provided for in paragraph (1) of Article 24 of the Vocational Ability Development and Promotion Law (Act No. 64 of 1969) (including cases where the same provisions are applied mutatis mutandis under paragraph (2) of Article 27-2 of that Law), when there is a necessity, the provisions of Article 14 paragraph (1) concerning the contract period, the provisions of Articles 62 and 64-3 concerning restrictions on dangerous and injurious jobs for minors and expectant or nursing mothers and others, the provisions of Article 63 concerning the ban on belowground labor by minors, and the provisions of Article 64-2 concerning limitations on belowground work by expectant or nursing mothers may be otherwise provided for by Ordinance of the Ministry of Health, Labour and Welfare to the extent of the necessary; provided, however, that with respect to the ban on belowground labor by minors under Article 63 this shall not apply to persons under 16 years of age.

第七十一条前条の規定に基いて発する厚生労働省令は、当該厚生労働省令によつて労働者を使用することについて行政官庁の許可を受けた使用者に使用される労働者以外の労働者については、適用しない。

Article 71An Ordinance of the Ministry of Health, Labour and Welfare issued under the provisions of the preceding Article shall not be applicable to Workers other than those employed by an Employer who has obtained permission from the relevant government agency for employment of Workers in conformity with said Ordinance of the Ministry of Health, Labour and Welfare.

第七十二条第七十条の規定に基づく厚生労働省令の適用を受ける未成年者についての第三十九条の規定の適用については、同条第一項中「十労働日」とあるのは「十二労働日」と、同条第二項の表六年以上の項中「十労働日」とあるのは「八労働日」とする。

Article 72With respect to the application of the provisions of Article 39 to minors who are subject to the application of Ordinance of the Ministry of Health, Labour and Welfare under the provisions of Article 70, the phrase "10 working days" in paragraph (1) of Article 39 shall be read as "12 working days," and the phrase "10 working days" in the "6 years or more" column of the table in paragraph (2) of the said Article shall be read as "8 working days."

第七十三条第七十一条の規定による許可を受けた使用者が第七十条の規定に基いて発する厚生労働省令に違反した場合においては、行政官庁は、その許可を取り消すことができる。

Article 73In the event that an Employer, who has received permission pursuant to provisions of Article 71, violates Ordinance of the Ministry of Health, Labour and Welfare issued pursuant to provisions of Article 70, the relevant government agency may rescind such permission.

第七十四条削除

Article 74Deleted.

第七十五条労働者が業務上負傷し、又は疾病にかかつた場合においては、使用者は、その費用で必要な療養を行い、又は必要な療養の費用を負担しなければならない。

Article 75(1)In the event that a Worker suffers an injury or illness in the course of employment, the Employer shall furnish necessary medical treatment at its expense, or shall bear the expense for necessary medical treatment.

２前項に規定する業務上の疾病及び療養の範囲は、厚生労働省令で定める。

(2)The scope of illnesses in the course of employment and of medical treatment under the provisions of the preceding paragraph shall be established by Ordinance of the Ministry of Health, Labour and Welfare.

第七十六条労働者が前条の規定による療養のため、労働することができないために賃金を受けない場合においては、使用者は、労働者の療養中平均賃金の百分の六十の休業補償を行わなければならない。

Article 76(1)In the event that a Worker does not receive Wages because the Worker is unable to work by reason of medical treatment under the provisions of the preceding Article, the Employer shall pay compensation for said absence from work at the rate of 60 percent of the Worker's average Wage.

２使用者は、前項の規定により休業補償を行つている労働者と同一の事業場における同種の労働者に対して所定労働時間労働した場合に支払われる通常の賃金の、一月から三月まで、四月から六月まで、七月から九月まで及び十月から十二月までの各区分による期間（以下四半期という。）ごとの一箇月一人当り平均額（常時百人未満の労働者を使用する事業場については、厚生労働省において作成する毎月勤労統計における当該事業場の属する産業に係る毎月きまつて支給する給与の四半期の労働者一人当りの一箇月平均額。以下平均給与額という。）が、当該労働者が業務上負傷し、又は疾病にかかつた日の属する四半期における平均給与額の百分の百二十をこえ、又は百分の八十を下るに至つた場合においては、使用者は、その上昇し又は低下した比率に応じて、その上昇し又は低下するに至つた四半期の次の次の四半期において、前項の規定により当該労働者に対して行つている休業補償の額を改訂し、その改訂をした四半期に属する最初の月から改訂された額により休業補償を行わなければならない。改訂後の休業補償の額の改訂についてもこれに準ずる。

(2)In the event that the per capita average monthly amount of ordinary Wages payable in the period of January through March, April through June, July through September, or October through December, respectively (any such period being referred to hereinafter as a "quarter"), for the number of the prescribed working hours for a Worker at the same workplace and engaged in the same type of work as the Worker receiving compensation for absence from work pursuant to the preceding paragraph (or, for a workplace where less than 100 Workers are ordinarily employed, the average monthly amount during the quarter per Worker of compensation paid every month in the industry to which that workplace belongs, as provided in the Monthly Labor Survey compiled by the Ministry of Health, Labour and Welfare; hereinafter whichever amount applies shall be referred to as the Average Amount of Compensation) exceeds 120 percent of the Average Amount of Compensation during the quarter in which the Worker in question suffered the injury or illness in the engagement of the employment, or falls below 80 percent of that same amount, the Employer shall adjust the amount of compensation for absence from work which is payable to the Worker in question pursuant to the preceding paragraph in accordance with such rate of increase or decrease in the second quarter following the quarter in which the increase or decrease occurred; and the Employer shall make compensation for absence from work of such adjusted amount from the first month of the quarter in which such adjustment takes effect. Thereafter, adjustment to the previously adjusted amount of compensation for absence from work shall be made in the same manner.

３前項の規定により難い場合における改訂の方法その他同項の規定による改訂について必要な事項は、厚生労働省令で定める。

(3)The method of adjustment and other necessary matters regarding the adjustment pursuant to the provisions of the preceding paragraph, where it would be difficult to follow those provisions, shall be established by Ordinance of the Ministry of Health, Labour and Welfare.

第七十七条労働者が業務上負傷し、又は疾病にかかり、治つた場合において、その身体に障害が存するときは、使用者は、その障害の程度に応じて、平均賃金に別表第二に定める日数を乗じて得た金額の障害補償を行わなければならない。

Article 77With respect to a Worker who has suffered an injury or illness in the course of employment and who remains physically disabled after recovery, the Employer shall, in accordance with the degree of such disability, pay compensation for the disability of an amount determined by multiplying the average Wage by the number of days set forth in Appended Table No. 2.

第七十八条労働者が重大な過失によつて業務上負傷し、又は疾病にかかり、且つ使用者がその過失について行政官庁の認定を受けた場合においては、休業補償又は障害補償を行わなくてもよい。

Article 78In the event that a Worker suffers an injury or illness in the course of employment as a result of gross negligence of the Worker, and the Employer has received acknowledgment of such negligence from the relevant government agency, the Employer is not obligated to pay compensation to the Worker for absence from work or disabilities.

第七十九条労働者が業務上死亡した場合においては、使用者は、遺族に対して、平均賃金の千日分の遺族補償を行わなければならない。

Article 79In the event that a Worker has died in the course of employment, the Employer shall pay compensation to the bereaved family equivalent to the average Wage that would be earned over 1,000 days.

第八十条労働者が業務上死亡した場合においては、使用者は、葬祭を行う者に対して、平均賃金の六十日分の葬祭料を支払わなければならない。

Article 80In the event that a Worker has died in the course of employment, the Employer shall pay an amount equivalent to the average Wage that would be earned over 60 days as funeral expenses to the person managing the funeral rites.

第八十一条第七十五条の規定によつて補償を受ける労働者が、療養開始後三年を経過しても負傷又は疾病がなおらない場合においては、使用者は、平均賃金の千二百日分の打切補償を行い、その後はこの法律の規定による補償を行わなくてもよい。

Article 81In the event that a Worker receiving compensation pursuant to the provisions of Article 75 fails to recover from the injury or illness within 3 years from the date of commencement of medical treatment, the Employer may pay compensation for discontinuation of the said medical compensation, equivalent to the average Wage that would be earned over 1,200 days; thereafter, the Employer shall not be obligated to pay compensation under the provisions of this Act.

第八十二条使用者は、支払能力のあることを証明し、補償を受けるべき者の同意を得た場合においては、第七十七条又は第七十九条の規定による補償に替え、平均賃金に別表第三に定める日数を乗じて得た金額を、六年にわたり毎年補償することができる。

Article 82In the event that an Employer demonstrates the ability to pay and obtains the consent of the person entitled to compensation, the Employer may pay an annual compensation for six-years of the amount derived by multiplying the average Wage by the number of days set forth in Appended Table No. 3 in place of the compensation stipulated in Articles 77 or 79.

第八十三条補償を受ける権利は、労働者の退職によつて変更されることはない。

Article 83(1)The right to receive compensation shall not be affected by the retirement of the Worker.

２補償を受ける権利は、これを譲渡し、又は差し押えてはならない。

(2)The right to receive compensation shall not be transferred or seized.

第八十四条この法律に規定する災害補償の事由について、労働者災害補償保険法（昭和二十二年法律第五十号）又は厚生労働省令で指定する法令に基づいてこの法律の災害補償に相当する給付が行なわれるべきものである場合においては、使用者は、補償の責を免れる。

Article 84(1)In the event that payments equivalent to accident compensation under this Act are to be made under the Industrial Accident Compensation Insurance Act (Act No. 50 of 1947) or under some other laws and regulations as designated by Ordinance of the Ministry of Health, Labour and Welfare, for matters that would give rise to accident compensation under the provisions of this Act, the Employer shall be exempt from the responsibility of making compensation under this Act.

２使用者は、この法律による補償を行つた場合においては、同一の事由については、その価額の限度において民法による損害賠償の責を免れる。

(2)In the event that an Employer has paid compensation under this Act, the Employer shall be exempt, up to the amount of such payments, from the responsibility for damages under the Civil Code based on the same grounds.

第八十五条業務上の負傷、疾病又は死亡の認定、療養の方法、補償金額の決定その他補償の実施に関して異議のある者は、行政官庁に対して、審査又は事件の仲裁を申し立てることができる。

Article 85(1)Persons who object to acknowledgment of injury, illness, or death in the course of employment; the method of medical treatment; the determination of the amount of compensation; or other matters pertaining to compensation, may apply to the relevant government agency for examination or arbitration of such cases.

２行政官庁は、必要があると認める場合においては、職権で審査又は事件の仲裁をすることができる。

(2)The relevant government agency, when it deems it necessary, may examine or arbitrate cases on its own authority.

３第一項の規定により審査若しくは仲裁の申立てがあつた事件又は前項の規定により行政官庁が審査若しくは仲裁を開始した事件について民事訴訟が提起されたときは、行政官庁は、当該事件については、審査又は仲裁をしない。

(3)When a civil action has been filed with respect to a case on which an application for examination or arbitration has been made under paragraph 1, or with respect to a case on which the relevant government agency has commenced an examination or arbitration pursuant to the preceding paragraph, the relevant government agency shall not conduct an examination or arbitration with respect to the case in question.

４行政官庁は、審査又は仲裁のために必要であると認める場合においては、医師に診断又は検案をさせることができる。

(4)The relevant government agency, when it deems it necessary for purposes of the examination or arbitration, may have a physician perform diagnosis or examination.

５第一項の規定による審査又は仲裁の申立て及び第二項の規定による審査又は仲裁の開始は、時効の中断に関しては、これを裁判上の請求とみなす。

(5)With respect to interruption of the period of prescription, an application for examination or arbitration under paragraph (1) and/or the commencement of examination or arbitration under paragraph (2) shall be deemed to be a demand for a juridical determination.

第八十六条前条の規定による審査及び仲裁の結果に不服のある者は、労働者災害補償保険審査官の審査又は仲裁を申し立てることができる。

Article 86(1)A person having a complaint about the results of an examination and/or arbitration pursuant to the provisions of the preceding Article may apply for examination or arbitration by an Industrial Accident Compensation Insurance Examiner.

２前条第三項の規定は、前項の規定により審査又は仲裁の申立てがあつた場合に、これを準用する。

(2)The provisions of paragraph (3) of the preceding Article shall apply mutatis mutandis to an application for examination or arbitration pursuant to the provisions of the preceding paragraph.

第八十七条厚生労働省令で定める事業が数次の請負によつて行われる場合においては、災害補償については、その元請負人を使用者とみなす。

Article 87(1)For Business designated by the Ordinance of the Ministry of Health, Labour and Welfare pursuant to a series of contracts for work, the prime contractor shall be deemed to be the Employer with respect to accident compensation.

２前項の場合、元請負人が書面による契約で下請負人に補償を引き受けさせた場合においては、その下請負人もまた使用者とする。但し、二以上の下請負人に、同一の事業について重複して補償を引き受けさせてはならない。

(2)In the case set forth in the preceding paragraph, if the prime contractor has by written contract had a subcontractor assume responsibility for the compensation, the subcontractor shall also be regarded as the Employer; provided, however, that the prime contractor shall not have two or more subcontractors assume responsibility for compensation with respect to the same Business.

３前項の場合、元請負人が補償の請求を受けた場合においては、補償を引き受けた下請負人に対して、まづ催告すべきことを請求することができる。ただし、その下請負人が破産手続開始の決定を受け、又は行方が知れない場合においては、この限りでない。

(3)In the case set forth in the preceding paragraph, if the prime contractor has received a request for compensation, the prime contractor may request that a demand for compensation first be made to the subcontractor that has assumed responsibility for compensation; provided, however, that this shall not apply in the event that the subcontractor has been subject to the commencement of bankruptcy procedures or has disappeared.

第八十八条この章に定めるものの外、補償に関する細目は、厚生労働省令で定める。

Article 88Particulars regarding compensation other than those set forth in this Chapter shall be stipulated by Ordinance of the Ministry of Health, Labour and Welfare.

第八十九条常時十人以上の労働者を使用する使用者は、次に掲げる事項について就業規則を作成し、行政官庁に届け出なければならない。次に掲げる事項を変更した場合においても、同様とする。

Article 89Employers who continuously employ 10 or more Workers shall draw up rules of employment covering the following items and shall submit those rules of employment to the relevant government agency. In the event that the Employer alters the following items, the same shall apply:

第九十条使用者は、就業規則の作成又は変更について、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意見を聴かなければならない。

Article 90(1)In drawing up or changing the rules of employment, the Employer shall ask the opinion of either a labor union organized by a majority of the Workers at the workplace concerned (in cases where such labor union exists), or a person representing a majority of the Workers (in cases where such union does not exist).

２使用者は、前条の規定により届出をなすについて、前項の意見を記した書面を添付しなければならない。

(2)In submitting the rules of employment pursuant to the provisions of the preceding Article, the Employer shall attach a document setting forth the opinion set forth in the preceding paragraph.

第九十一条就業規則で、労働者に対して減給の制裁を定める場合においては、その減給は、一回の額が平均賃金の一日分の半額を超え、総額が一賃金支払期における賃金の総額の十分の一を超えてはならない。

Article 91In the event that the rules of employment provide for a decrease in Wages as a sanction against a Worker, the amount of decrease for a single occasion shall not exceed 50 percent of the daily average Wage, and the total amount of decrease shall not exceed 10 percent of the total Wages for a single pay period.

第九十二条就業規則は、法令又は当該事業場について適用される労働協約に反してはならない。

Article 92(1)The rules of employment shall not infringe any laws and regulations or any collective agreement applicable to the workplace concerned.

２行政官庁は、法令又は労働協約に牴触する就業規則の変更を命ずることができる。

(2)The relevant government agency may order the revision of rules of employment which conflict with laws and regulations or with collective agreements.

第九十三条労働契約と就業規則との関係については、労働契約法（平成十九年法律第百二十八号）第十二条の定めるところによる。

Article 93The relation between labor contracts and rules of employment shall be subject to Article 12 of the Labor Contract Act (Act No. 128 of 2007).

第九十四条使用者は、事業の附属寄宿舎に寄宿する労働者の私生活の自由を侵してはならない。

Article 94(1)Employers shall not infringe upon the freedom of personal lives of Workers living in dormitories attached to their Business.

２使用者は、寮長、室長その他寄宿舎生活の自治に必要な役員の選任に干渉してはならない。

(2)Employer shall not interfere in the selection of dormitory leaders, room monitors, and other leaders necessary for the autonomy of dormitory life.

第九十五条事業の附属寄宿舎に労働者を寄宿させる使用者は、左の事項について寄宿舎規則を作成し、行政官庁に届け出なければならない。これを変更した場合においても同様である。

Article 95(1)Employers who have Workers live in dormitories attached to the Business shall draw up dormitory rules with respect to the following items and shall notify such rules to the relevant government agency. In the event that the Employer alters these rules, the same shall apply:

２使用者は、前項第一号乃至第四号の事項に関する規定の作成又は変更については、寄宿舎に寄宿する労働者の過半数を代表する者の同意を得なければならない。

(2)With respect to drafting and/or alteration of provisions concerning items (i) through (iv) of the preceding paragraph, the Employer shall obtain the consent of a person representing a majority of the Workers living in the dormitory.

３使用者は、第一項の規定により届出をなすについて、前項の同意を証明する書面を添附しなければならない。

(3)In submitting the rules pursuant to the provisions of paragraph (1), the Employer shall attach a document establishing the consent set forth in the preceding paragraph.

４使用者及び寄宿舎に寄宿する労働者は、寄宿舎規則を遵守しなければならない。

(4)The Employer and the Workers living in the dormitory shall observe the dormitory rules.

第九十六条使用者は、事業の附属寄宿舎について、換気、採光、照明、保温、防湿、清潔、避難、定員の収容、就寝に必要な措置その他労働者の健康、風紀及び生命の保持に必要な措置を講じなければならない。

Article 96(1)With respect to a dormitory attached to a Business, the Employer shall take necessary measures to provide ventilation, lighting, illumination, heating, damp-proofing, cleanliness, evacuation, maximum accommodation, and sleeping facilities, and other measures necessary for maintaining the health, moral order and life of the Workers.

２使用者が前項の規定によつて講ずべき措置の基準は、厚生労働省令で定める。

(2)Standards for measures to be taken by Employers pursuant to the preceding paragraph shall be established by the Ordinance of the Ministry of Health, Labour and Welfare.

第九十六条の二使用者は、常時十人以上の労働者を就業させる事業、厚生労働省令で定める危険な事業又は衛生上有害な事業の附属寄宿舎を設置し、移転し、又は変更しようとする場合においては、前条の規定に基づいて発する厚生労働省令で定める危害防止等に関する基準に従い定めた計画を、工事着手十四日前までに、行政官庁に届け出なければならない。

Article 96-2(1)In the event that an Employer seeks to establish, move, or alter a dormitory attached to a Business that continuously employs 10 or more Workers or a dormitory attached to an Business that is dangerous or injurious to one's health as stipulated by the Ordinance of the Ministry of Health, Labour and Welfare, the Employer shall submit to the relevant government agency plans that have been established in accordance with standards concerning the prevention of danger, injury and other matters, as set forth in the Ordinance of the Ministry of Health, Labour and Welfare issued pursuant to the provisions of the preceding Article, no later than 14 days prior to the start of the construction of said dormitory.

２行政官庁は、労働者の安全及び衛生に必要であると認める場合においては、工事の着手を差し止め、又は計画の変更を命ずることができる。

(2)The relevant government agency may suspend the start of construction or order the alteration of plans when it deems it necessary to do so for the safety and health of the Workers.

第九十六条の三労働者を就業させる事業の附属寄宿舎が、安全及び衛生に関し定められた基準に反する場合においては、行政官庁は、使用者に対して、その全部又は一部の使用の停止、変更その他必要な事項を命ずることができる。

Article 96-3(1)In the event that a dormitory attached to a Business employing Workers is in violation of standards established with respect to safety and health, the relevant government agency may order the Employer to suspend use of all or part of the dormitory or to alter all or part of the dormitory, and may make orders on other necessary matters to the Employer.

２前項の場合において行政官庁は、使用者に命じた事項について必要な事項を労働者に命ずることができる。

(2)In a case under the preceding paragraph, the relevant government agency may order the Workers in relation to necessary matters in connection with the matters on which it has made orders to the Employer.

第九十七条労働基準主管局（厚生労働省の内部部局として置かれる局で労働条件及び労働者の保護に関する事務を所掌するものをいう。以下同じ。）、都道府県労働局及び労働基準監督署に労働基準監督官を置くほか、厚生労働省令で定める必要な職員を置くことができる。

Article 97(1)Labor Standards Inspectors and other necessary staff members prescribed by Ordinance of the Ministry of Health, Labour and Welfare may be appointed in the Labor Standards Management Bureau (i.e., the department established within the Ministry of Health, Labour and Welfare with administrative responsibility for matters relating to labor conditions and the protection of Workers; the same shall apply hereinafter), Prefectural Labor Offices and Labor Standards Inspection Offices.

２労働基準主管局の局長（以下「労働基準主管局長」という。）、都道府県労働局長及び労働基準監督署長は、労働基準監督官をもつてこれに充てる。

(2)The Director-General of the Labor Standards Management Bureau (hereinafter referred to as the "Director-General of the Labor Standards Management Bureau"), the directors of Prefectural Labor Offices and the directors of Labor Standards Inspection Offices shall be appointed from among Labor Standards Inspectors.

３労働基準監督官の資格及び任免に関する事項は、政令で定める。

(3)Matters relating to the qualifications and appointment and dismissal of Labor Standards Inspectors shall be prescribed by Cabinet Order.

４厚生労働省に、政令で定めるところにより、労働基準監督官分限審議会を置くことができる。

(4)A Labor Standards Inspector Dismissal Council may be established pursuant to Cabinet Order in the Ministry of Health, Labour and Welfare.

５労働基準監督官を罷免するには、労働基準監督官分限審議会の同意を必要とする。

(5)The consent of the Labor Standards Inspector Council is required for the dismissal of a Labor Standards Inspector.

６前二項に定めるもののほか、労働基準監督官分限審議会の組織及び運営に関し必要な事項は、政令で定める。

(6)In addition to the provisions of the above two paragraphs, necessary matters relating to the structure and operation of the Labor Standards Inspector Dismissal Council shall be prescribed by Cabinet Order.

第九十八条削除

Article 98Deleted.

第九十九条労働基準主管局長は、厚生労働大臣の指揮監督を受けて、都道府県労働局長を指揮監督し、労働基準に関する法令の制定改廃、労働基準監督官の任免教養、監督方法についての規程の制定及び調整、監督年報の作成並びに労働政策審議会及び労働基準監督官分限審議会に関する事項（労働政策審議会に関する事項については、労働条件及び労働者の保護に関するものに限る。）その他この法律の施行に関する事項をつかさどり、所属の職員を指揮監督する。

Article 99(1)The Director-General of the Labor Standards Management Bureau, under the direction and supervision of the Minister of Health, Labour and Welfare, shall direct and supervise the directors of the Prefectural Labor Offices; shall administer matters concerning the establishment, revision or abrogation of laws and regulations concerning labor standards, matters concerning the appointment, dismissal and training of labor standards inspectors, matters concerning the establishment and adjustment of regulations concerning inspection methods, matters concerning the preparation of an annual report on inspection, matters concerning the Labor Policy Council and Labor Standards Inspector Dismissal Investigative Council (with respect to matters relating to the Labor Policy Council, limited to those relating to working conditions and the protection of Workers.), and other matters relating to the enforcement of this Act; and shall direct and supervise staff members who belong to the Bureau.

２都道府県労働局長は、労働基準主管局長の指揮監督を受けて、管内の労働基準監督署長を指揮監督し、監督方法の調整に関する事項その他この法律の施行に関する事項をつかさどり、所属の職員を指揮監督する。

(2)The directors of the Prefectural Labor Offices, under the direction and supervision of the Director-General of the Labor Standards Management Bureau, shall direct and supervise the directors of the Labor Standards Inspection Offices within their jurisdiction; shall administer matters concerning the adjustment of inspection methods and other matters relating to the enforcement of this Act; and shall direct and supervise staff members who belong to their Offices.

３労働基準監督署長は、都道府県労働局長の指揮監督を受けて、この法律に基く臨検、尋問、許可、認定、審査、仲裁その他この法律の実施に関する事項をつかさどり、所属の職員を指揮監督する。

(3)The directors of the Labor Standards Inspection Offices, under the direction and supervision of the director of the Prefectural Labor Office, shall administer inspections, examinations, approvals, acknowledgments, investigations, arbitration, and other matters relating to the implementation of this Act, and shall direct and supervise staff members who belong to their Offices.

４労働基準主管局長及び都道府県労働局長は、下級官庁の権限を自ら行い、又は所属の労働基準監督官をして行わせることができる。

(4)The Director-General of the Labor Standards Management Bureau and the directors of Prefectural Labor Offices may themselves exercise the powers of subordinate government agencies or may have labor standards inspectors belonging to their offices exercise such powers.

第百条厚生労働省の女性主管局長（厚生労働省の内部部局として置かれる局で女性労働者の特性に係る労働問題に関する事務を所掌するものの局長をいう。以下同じ。）は、厚生労働大臣の指揮監督を受けて、この法律中女性に特殊の規定の制定、改廃及び解釈に関する事項をつかさどり、その施行に関する事項については、労働基準主管局長及びその下級の官庁の長に勧告を行うとともに、労働基準主管局長が、その下級の官庁に対して行う指揮監督について援助を与える。

Article 100(1)The Director-General of the Women's Management Bureau (the director of an internal bureau, within the Ministry of Health, Labour and Welfare, responsible for matters relating to Labor issues associated with the unique characteristics of women Workers; the same shall apply hereinafter) of the Ministry of Health, Labour and Welfare, under the direction and supervision of the Minister of Health, Labour and Welfare, shall administers matters relating to the establishment, revision, abrogation and interpretation of special provisions in this Act relating to women, and with respect to matters concerning the enforcement thereof, shall advise the Director-General of the Labor Standards Management Bureau and the directors of the government agencies subordinate to that Bureau and shall assist in the direction and supervision of those subordinate government agencies by the Director-General of the Labor Standards Management Bureau.

２女性主管局長は、自ら又はその指定する所属官吏をして、女性に関し労働基準主管局若しくはその下級の官庁又はその所属官吏の行つた監督その他に関する文書を閲覧し、又は閲覧せしめることができる。

(2)The Director-General of the Women's Management Bureau, personally or through officials of the Bureau designated by the Director-General, may inspect or have documents inspected concerning inspections and other matters performed by the Labor Standards Management Bureau or the government agencies subordinate to that Bureau in matters relating to women.

３第百一条及び第百五条の規定は、女性主管局長又はその指定する所属官吏が、この法律中女性に特殊の規定の施行に関して行う調査の場合に、これを準用する。

(3)The provisions of Articles 101 and 105 shall apply mutatis mutandis to investigations performed by the Director-General of the Women's Management Bureau or by the designated officials belonging to that Bureau, with respect to the enforcement of special provisions of this Act relating to women.

第百一条労働基準監督官は、事業場、寄宿舎その他の附属建設物に臨検し、帳簿及び書類の提出を求め、又は使用者若しくは労働者に対して尋問を行うことができる。

Article 101(1)Labor standards inspectors are authorized to inspect workplaces, dormitories, and other associated buildings; to demand the production of books and records; and to conduct the examination of Employers and Workers.

２前項の場合において、労働基準監督官は、その身分を証明する証票を携帯しなければならない。

(2)In cases under the preceding paragraph, labor standards inspectors shall carry identification proving their status.

第百二条労働基準監督官は、この法律違反の罪について、刑事訴訟法に規定する司法警察官の職務を行う。

Article 102With respect to a violation of this Act, labor standards inspectors shall exercise the duties of judicial police officers under the Code of Criminal Procedure.

第百三条労働者を就業させる事業の附属寄宿舎が、安全及び衛生に関して定められた基準に反し、且つ労働者に急迫した危険がある場合においては、労働基準監督官は、第九十六条の三の規定による行政官庁の権限を即時に行うことができる。

Article 103In the event that a dormitory of a Business that employs Workers is in violation of standards established with respect to safety and health and there is imminent danger to Workers, a labor standards inspector may immediately exercise the powers of the relevant government agency under the provisions of Article 96-3.

第百四条事業場に、この法律又はこの法律に基いて発する命令に違反する事実がある場合においては、労働者は、その事実を行政官庁又は労働基準監督官に申告することができる。

Article 104(1)In the event that a violation of this Act or of an ordinance issued pursuant to this Act exists at a workplace, a Worker may report such fact to the relevant government agency or to a labor standards inspector.

２使用者は、前項の申告をしたことを理由として、労働者に対して解雇その他不利益な取扱をしてはならない。

(2)Employers shall not dismiss a worker or shall not give a worker other disadvantageous treatment by reason of such Worker having made a report set forth in the preceding paragraph.

第百四条の二行政官庁は、この法律を施行するため必要があると認めるときは、厚生労働省令で定めるところにより、使用者又は労働者に対し、必要な事項を報告させ、又は出頭を命ずることができる。

Article 104-2(1)In the event that the relevant government agency deems it necessary to enforce this Act, the relevant government agency may have an Employer or a Worker submit a report on the necessary matters or may order an Employer or a Worker to appear as stipulated by the Ordinance of the Ministry of Health, Labour and Welfare.

２労働基準監督官は、この法律を施行するため必要があると認めるときは、使用者又は労働者に対し、必要な事項を報告させ、又は出頭を命ずることができる。

(2)In the event that a labor standards inspector deems it necessary to enforce this Act, the inspector may have an Employer or a Worker submit a report on the necessary matters or order an Employer or a Worker to appear.

第百五条労働基準監督官は、職務上知り得た秘密を漏してはならない。労働基準監督官を退官した後においても同様である。

Article 105Labor standards inspectors shall not reveal confidential information learned in the course of their duties. The same shall apply even after the labor standards inspector has retired from office.

第百五条の二厚生労働大臣又は都道府県労働局長は、この法律の目的を達成するために、労働者及び使用者に対して資料の提供その他必要な援助をしなければならない。

Article 105-2In order to attain the purpose of this Act, the Minister of Health, Labour and Welfare and the directors of the Prefectural Labor Offices shall provide Workers and Employers with data and other necessary assistance.

第百六条使用者は、この法律及びこれに基づく命令の要旨、就業規則、第十八条第二項、第二十四条第一項ただし書、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、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、第三十七条第三項、第三十八条の二第二項、第三十八条の三第一項並びに第三十九条第四項、第六項及び第七項ただし書に規定する協定並びに第三十八条の四第一項及び第五項に規定する決議を、常時各作業場の見やすい場所へ掲示し、又は備え付けること、書面を交付することその他の厚生労働省令で定める方法によつて、労働者に周知させなければならない。

Article 106(1)Employers shall make known to the Workers the substance of this Act and ordinances issued under this Act, the rules of employment, the agreements stipulated in paragraph (2) of Article 18, the proviso to paragraph (1) of Article 24, paragraph (1) of Article 32-2, Article 32-3, paragraph (1) of Article 32-4, paragraph (1) of Article 32-5, the proviso to paragraph (2) of Article 34, paragraph (1) of Article 36, paragraph (3) of Article 37, paragraph (2) of Article 38-2, paragraph (1) of Article 38-3, and paragraphs (4) and (6) and the proviso to paragraph (7) of Article 39, and the resolutions stipulated in paragraphs (1) and (5) of Article 38-4, by displaying or posting them at all times in a conspicuous location or locations in the workplace, by distributing written copies, or by other methods as prescribed by Ordinance of the Ministry of Health, Labour and Welfare.

２使用者は、この法律及びこの法律に基いて発する命令のうち、寄宿舎に関する規定及び寄宿舎規則を、寄宿舎の見易い場所に掲示し、又は備え付ける等の方法によつて、寄宿舎に寄宿する労働者に周知させなければならない。

(2)Employers shall make known to the Workers living in a dormitory the provisions of this Act and ordinances issued under this Act relating to dormitories and dormitory rules, by displaying or posting them in a conspicuous location or locations in the dormitory, or by other methods.

第百七条使用者は、各事業場ごとに労働者名簿を、各労働者（日日雇い入れられる者を除く。）について調製し、労働者の氏名、生年月日、履歴その他厚生労働省令で定める事項を記入しなければならない。

Article 107(1)Employers shall prepare a roster of Workers for each workplace with respect to each Worker (excluding day laborers) and shall enter the Worker's name, date of birth, personal history, and other matters as set forth by Ordinance of the Ministry of Health, Labour and Welfare.

２前項の規定により記入すべき事項に変更があつた場合においては、遅滞なく訂正しなければならない。

(2)In the event of a change in any of the matters entered pursuant to the provisions of the preceding paragraph, the Employer shall make a correction without delay.

第百八条使用者は、各事業場ごとに賃金台帳を調製し、賃金計算の基礎となる事項及び賃金の額その他厚生労働省令で定める事項を賃金支払の都度遅滞なく記入しなければならない。

Article 108Employers shall prepare a Wage ledger for each workplace and shall enter the facts upon which Wage calculations are based, the amount of Wages, and other matters as set forth by Ordinance of the Ministry of Health, Labour and Welfare without delay each time Wage payments are made.

第百九条使用者は、労働者名簿、賃金台帳及び雇入、解雇、災害補償、賃金その他労働関係に関する重要な書類を三年間保存しなければならない。

Article 109Employers shall preserve the rosters of Workers, Wage ledgers and important documents concerning hiring, dismissal, accident compensation, Wages, and other matters of labor relations for a period of 3 years.

第百十条削除

Article 110Deleted.

第百十一条労働者及び労働者になろうとする者は、その戸籍に関して戸籍事務を掌る者又はその代理者に対して、無料で証明を請求することができる。使用者が、労働者及び労働者になろうとする者の戸籍に関して証明を請求する場合においても同様である。

Article 111Workers and persons seeking to become a Worker may request a certificate of his or her family register free of charge from the person responsible for family registers or a deputy thereof. The same shall apply in the event that an Employer requests a certificate of the family register of a Worker and a person seeking to become a Worker.

第百十二条この法律及びこの法律に基いて発する命令は、国、都道府県、市町村その他これに準ずべきものについても適用あるものとする。

Article 112This Act and ordinances issued under this Act shall be deemed to apply to the state, prefectures, municipalities, and other equivalent bodies.

第百十三条この法律に基いて発する命令は、その草案について、公聴会で労働者を代表する者、使用者を代表する者及び公益を代表する者の意見を聴いて、これを制定する。

Article 113Ordinances issued under this Act shall be established after hearing the opinions of representatives of Workers, representatives of Employers, and representatives of the public interest on the draft of those ordinances at a public hearing.

第百十四条裁判所は、第二十条、第二十六条若しくは第三十七条の規定に違反した使用者又は第三十九条第七項の規定による賃金を支払わなかつた使用者に対して、労働者の請求により、これらの規定により使用者が支払わなければならない金額についての未払金のほか、これと同一額の付加金の支払を命ずることができる。ただし、この請求は、違反のあつた時から二年以内にしなければならない。

Article 114Courts, pursuant to the request of a Worker, may order an Employer who has violated the provisions of Articles 20, 26 or 37, or an Employer who has not paid Wages in accordance with the provisions of Article 39, paragraph (7), to pay, in addition to the unpaid portion of the amount that the Employer was required to pay under those provisions, an additional payment of that identical amount; provided, however, that such a request shall be made within two years from the date of said violation.

第百十五条この法律の規定による賃金（退職手当を除く。）、災害補償その他の請求権は二年間、この法律の規定による退職手当の請求権は五年間行わない場合においては、時効によつて消滅する。

Article 115Claims for Wages (excluding retirement allowances), accident compensation and other claims under the provisions of this Act shall lapse by prescription if not made within two years; and claims for retirement allowances under the provisions of this Act shall lapse by prescription if not made within 5 years.

第百十五条の二この法律の規定に基づき命令を制定し、又は改廃するときは、その命令で、その制定又は改廃に伴い合理的に必要と判断される範囲内において、所要の経過措置（罰則に関する経過措置を含む。）を定めることができる。

Article 115-2When an ordinance under this Act is established, revised or abrogated, necessary transitional measures (including transitional measures on penal provisions) may be stipulated by such ordinance, within limits reasonably deemed to be necessary in connection with such establishment, revision or abrogation.

第百十六条第一条から第十一条まで、次項、第百十七条から第百十九条まで及び第百二十一条の規定を除き、この法律は、船員法（昭和二十二年法律第百号）第一条第一項に規定する船員については、適用しない。

Article 116(1)With the exception of the provisions of Articles 1 through 11, paragraph (2) below, Articles 117 through 119, and Article 121, this Act shall not apply to mariners stipulated in paragraph (1) of Article 1 of the Mariners Law (Act No. 100 of 1947).

２この法律は、同居の親族のみを使用する事業及び家事使用人については、適用しない。

(2)This act shall not apply to businesses which employ only relatives who live together, nor to domestic Workers.

第百十七条第五条の規定に違反した者は、これを一年以上十年以下の懲役又は二十万円以上三百万円以下の罰金に処する。

Article 117Any person who has violated the provisions of Article 5 shall be punished by imprisonment with work of not less than one year and not more than 10 years, or by a fine of not less than 200,000 yen and not more than 3,000,000 yen.

第百十八条第六条、第五十六条、第六十三条又は第六十四条の二の規定に違反した者は、これを一年以下の懲役又は五十万円以下の罰金に処する。

Article 118(1)Any person who has violated the provisions of Article 6, Article 56, Article 63 or Article 64-2 shall be punished by imprisonment with work of not more than one year or by a fine of not more than 500,000 yen.

２第七十条の規定に基づいて発する厚生労働省令（第六十三条又は第六十四条の二の規定に係る部分に限る。）に違反した者についても前項の例による。

(2)Any person who has violated Ordinance of the Ministry of Health, Labour and Welfare issued under the provisions of Article 70 (but limited to those portions of such ordinance related to Article 63 or Article 64-2) shall be punished in accordance with the preceding paragraph.

第百十九条次の各号の一に該当する者は、これを六箇月以下の懲役又は三十万円以下の罰金に処する。

Article 119Any person who falls under any of the following items shall be punished by imprisonment with work of not more than 6 months or by a fine of not more than 300,000 yen:

第百二十条次の各号の一に該当する者は、三十万円以下の罰金に処する。

Article 120Any person who falls under any of the following items shall be punished by a fine of not more than 300,000 yen:

第百二十一条この法律の違反行為をした者が、当該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した代理人、使用人その他の従業者である場合においては、事業主に対しても各本条の罰金刑を科する。ただし、事業主（事業主が法人である場合においてはその代表者、事業主が営業に関し成年者と同一の行為能力を有しない未成年者又は成年被後見人である場合においてはその法定代理人（法定代理人が法人であるときは、その代表者）を事業主とする。次項において同じ。）が違反の防止に必要な措置をした場合においては、この限りでない。

Article 121(1)In the event that a person who has violated this Act is an agent or other employee acting on behalf of the business operator of the Business, with respect to matters concerning Workers at that Business, the fine under the relevant Article shall also be assessed against the business operator; provided, however, that this shall not apply in the event that the business operator has taken necessary measures to prevent such violation (in the event that the business operator is a juridical person, the representative thereof shall be deemed business operator; and in the event that the business operator is a minor or an adult ward who lacks the capacity regarding business of an adult, the statutory representative thereof shall be deemed business operator (if the statutory representative is a juridical person, the representative thereof). The same shall apply hereinafter in this Article.).

２事業主が違反の計画を知りその防止に必要な措置を講じなかつた場合、違反行為を知り、その是正に必要な措置を講じなかつた場合又は違反を教唆した場合においては、事業主も行為者として罰する。

(2)In the event that the business operator knew of the plan for violation but did not take necessary measures to prevent it, knew of the violation and did not take necessary measures to rectify it, or induced the violation, the business operator shall also be punished as a violator.

第百二十二条この法律施行の期日は、勅令で、これを定める。

Article 122The effective date of this Act shall be specified by Imperial Ordinance.

第百二十三条工場法、工業労働者最低年齢法、労働者災害扶助法、商店法、黄燐燐寸製造禁止法及び昭和十四年法律第八十七号は、これを廃止する。

Article 123The Factory Act, Act on the Minimum Age of Industrial Workers, Workers' Compensation Act, Shop Act, Act on the Prohibition of Manufacturing Yellow Phosphorus Matches, and Act No. 87 of 1939 shall be abolished.

第百二十九条この法律施行前、労働者が業務上負傷し、疾病にかかり、又は死亡した場合における災害補償については、なお旧法の扶助に関する規定による。

Article 129Accident compensation for a Workers' injury, illness, or death in the course of employment prior to the enforcement of this Act shall remain subject to the provisions of the former act concerning support.

第百三十一条命令で定める規模以下の事業又は命令で定める業種の事業に係る第三十二条第一項（第六十条第二項の規定により読み替えて適用する場合を除く。）の規定の適用については、平成九年三月三十一日までの間は、第三十二条第一項中「四十時間」とあるのは、「四十時間を超え四十四時間以下の範囲内において命令で定める時間」とする。

Article 131(1)With respect to the application of the provisions of paragraph (1) of Article 32 (excluding cases where the paragraph applies by replacing its terms pursuant to paragraph (2) of Article 60) to Businesses not larger than the scale specified by an order or Businesses of the business types specified by an order, the term "40 hours" in paragraph (1) of Article 32 shall be deemed to be replaced with "hours specified by an order within the range exceeding40 hours but not more than 44 hours" until March 31, 1997.

２前項の規定により読み替えて適用する第三十二条第一項の命令は、労働者の福祉、労働時間の動向その他の事情を考慮して定めるものとする。

(2)The order set forth in paragraph (1) of Article 32, which applies by replacing its terms pursuant to the provisions of the preceding paragraph, shall be determined in consideration of the welfare of Workers, trends in working hours, and other circumstances.

３第一項の規定により読み替えて適用する第三十二条第一項の命令を制定し、又は改正する場合においては、当該命令で、一定の規模以下の事業又は一定の業種の事業については、一定の期間に限り、当該命令の制定前又は改正前の例による旨の経過措置（罰則に関する経過措置を含む。）を定めることができる。

(3)In the event that the order set forth in paragraph (1) of Article 32, which applies by replacing its terms pursuant to the provisions of paragraph (1), is established or revised, the order may, only for a certain period, include transitional measures (including transitional measures for penal provisions) whereby the rules prior to the establishment or revision of the order apply to Businesses not larger than a certain scale or of certain business types.

４労働大臣は、第一項の規定により読み替えて適用する第三十二条第一項の命令の制定又は改正の立案をしようとするときは、あらかじめ、中央労働基準審議会の意見を聴かなければならない。

(4)The Minister of Labor shall listen to the opinions of the Central Labor Standards Council prior to planning the establishment or revision of the order set forth in paragraph (1) of Article 32, which applies by replacing its terms pursuant to the provisions of paragraph (1).

第百三十二条前条第一項の規定が適用される間における同項に規定する事業に係る第三十二条の四第一項の規定の適用については、同項各号列記以外の部分中「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」とあるのは「次に掲げる事項及び」と、「労働時間が四十時間」とあるのは「労働時間を四十時間（命令で定める規模以下の事業にあつては、四十時間を超え四十二時間以下の範囲内において命令で定める時間）以内とし、当該時間を超えて労働させたときはその超えた時間（第三十七条第一項の規定の適用を受ける時間を除く。）の労働について同条の規定の例により割増賃金を支払う定めをしたときは、第三十二条の規定にかかわらず、当該期間を平均し一週間当たりの労働時間が同条第一項の労働時間」と、「労働させることができる」とあるのは「労働させることができる。この場合において、使用者は、当該期間を平均し一週間当たり四十時間（前段の命令で定める規模以下の事業にあつては、前段の命令で定める時間）を超えて労働させたときは、その超えた時間（第三十七条第一項の規定の適用を受ける時間を除く。）の労働について、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」と、同項第二号中「四十時間」とあるのは「第三十二条第一項の労働時間」とする。

Article 132(1)With respect to the application of the provisions of paragraph (1) of Article 32-4 to the Businesses prescribed in paragraph (1) of the preceding Article while the provisions of said paragraph apply, the wording of said paragraph excluding the itemized part shall be deemed to be replaced with "In the event that the Employer has stipulated the following items and that the average working hours per week for the period determined as the applicable period set forth in item (ii) are within 40 hours (or hours specified by an order within the range exceeding 40 hours but not more than 42 hours for Businesses not larger than the scale specified by an order) and Premium Wages are paid for hours worked (excluding hours subject to the provisions of paragraph (1) of Article 37) in excess of the working hours in accordance with the provisions of that Article, pursuant to a written agreement either with a labor union organized by a majority of the Workers at the workplace concerned (in cases where such labor union exists), or with a person representing a majority of the Workers at a workplace (in cases where such union does not exist), the Employer may, regardless of the provisions of Article 32, 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 have a Worker work in excess of the working hours set forth in paragraph (2) of that Article on a specified day or days in accordance with said written agreement (including stipulations that have been set under the provisions of the following paragraph in cases where it is applicable), to the extent that the average working hours per week for the above period do not exceed the working hours set forth in paragraph (1) of that Article. In this case, in the event that the Employer has a Worker work in excess of 40 hours (or hours specified by an order set forth in the first sentence for Businesses not larger than the scale specified by an order set forth in the first sentence) as the average working hours per week for the above period, the Employer shall pay the Worker Premium Wages for the hours worked in excess(excluding hours subject to the provisions of paragraph (1) of Article 37) in accordance with the provisions of Article 37," and the term "40 hours" in item (ii) of said paragraph shall be deemed to be replaced with "the working hours set forth in paragraph (1) of Article 32."

２前条第一項の規定が適用される間における同項に規定する事業に係る第三十二条の五第一項の規定の適用については、同項中「協定がある」とあるのは「協定により、一週間の労働時間を四十時間（命令で定める規模以下の事業にあつては、四十時間を超え四十二時間以下の範囲内において命令で定める時間）以内とし、当該時間を超えて労働させたときはその超えた時間（第三十七条第一項の規定の適用を受ける時間を除く。）の労働について同条の規定の例により割増賃金を支払う定めをした」と、「一日について」とあるのは「一週間について同条第一項の労働時間を超えない範囲内において、一日について」と、「労働させることができる」とあるのは「労働させることができる。この場合において、使用者は、一週間について四十時間（前段の命令で定める規模以下の事業にあつては、前段の命令で定める時間）を超えて労働させたときは、その超えた時間（第三十七条第一項の規定の適用を受ける時間を除く。）の労働について、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」とする。

(2)With respect to the application of the provisions of paragraph (1) of Article 32-5 to the Businesses prescribed in paragraph (1) of the preceding Article while the provisions of said paragraph apply, the term "per day, if..." in said paragraph shall be deemed to be replaced with "per day within the working hours set forth in paragraph (1) of that Article per week, if the Employer has stipulated that the working hours per week are within 40 hours (or hours specified by an order within the range exceeding 40 hours but not more than 42 hours for Businesses not larger than the scale specified by an order) and Premium Wages are paid for hours worked (excluding hours subject to the provisions of paragraph (1) of Article 37) in excess of the working hours in accordance with the provisions of that Article, pursuant to a written agreement either with a labor union organized by a majority of the Workers at the workplace (in cases where such labor union exists) or with a person representing a majority of the Workers (in cases where such union does not exist). In this case, in the event that the Employer has a Worker work in excess of 40 hours (or hours specified by an order set forth in the first sentence for Businesses not larger than the scale specified by an order set forth in the first sentence) per week, the Employer shall pay the Worker premium Wages for the hours worked in excess (excluding hours subject to the provisions of paragraph (1) of Article 37) in accordance with the provisions of Article 37."

３前条第四項の規定は、前二項の規定により読み替えて適用する第三十二条の四第一項及び第三十二条の五第一項（第二項の規定により読み替えた部分に限る。）の命令について準用する。

(3)The provisions of paragraph (4) of the preceding Article shall apply mutatis mutandis to the orders set forth in paragraph (1) of Article 32-4 and paragraph (1) of Article 32-5 (limited to the part replaced pursuant to the provisions of paragraph (2)), which apply by replacing their terms pursuant to the provisions of the preceding two paragraphs.

第百三十三条厚生労働大臣は、第三十六条第二項の基準を定めるに当たつては、満十八歳以上の女性のうち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のための労働省関係法律の整備に関する法律（平成九年法律第九十二号）第四条の規定による改正前の第六十四条の二第四項に規定する命令で定める者に該当しない者について平成十一年四月一日以後同条第一項及び第二項の規定が適用されなくなつたことにかんがみ、当該者のうち子の養育又は家族の介護を行う労働者（厚生労働省令で定める者に限る。以下この条において「特定労働者」という。）の職業生活の著しい変化がその家庭生活に及ぼす影響を考慮して、厚生労働省令で定める期間、特定労働者（その者に係る時間外労働を短いものとすることを使用者に申し出た者に限る。）に係る第三十六条第一項の協定で定める労働時間の延長の限度についての基準は、当該特定労働者以外の者に係る同項の協定で定める労働時間の延長の限度についての基準とは別に、これより短いものとして定めるものとする。この場合において、一年についての労働時間の延長の限度についての基準は、百五十時間を超えないものとしなければならない。

Article 133In light of the fact that the provisions of paragraphs (1) and (2) of Article 64-2 no longer applied on April 1, 1999 to women of 18 years of age or more who did not fall under those specified by the order prescribed in paragraph (4) of Article 64-2 prior to the revision under Article 4 of the Act on the Revision of Acts Related to the Ministry of Labour for Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (Act No. 92 of 1997), when establishing the standards set forth in paragraph (2) of Article 36, the Minister of Health, Labour and Welfare shall, considering the impact of significant changes in the vocational life of such women who are Workers taking care of their children or other family members (limited to those specified by Ordinance of the Ministry of Health, Labour and Welfare; hereinafter referred to as "Specified Workers" in this Article) on their family life, establish the standards for the limits on the extension of working hours set forth in the agreement set forth in paragraph (1) of Article 36 for Specified Workers (limited to those who notify their Employers of their intention to shorten their overtime work) separately from and shorter than the standards for the limits on the extension of working hours set forth in the agreement set forth in said paragraph for those other than specified Workers for the period specified by the Ordinance of the Ministry of Health, Labour and Welfare. In this case, the standard for limits on the extension of working hours per year shall have limits not exceeding 150 hours.

第百三十四条常時三百人以下の労働者を使用する事業に係る第三十九条の規定の適用については、昭和六十六年三月三十一日までの間は同条第一項中「十労働日」とあるのは「六労働日」と、同年四月一日から昭和六十九年三月三十一日までの間は同項中「十労働日」とあるのは「八労働日」とする。

Article 134With respect to the application of the provisions of Article 39 to Businesses that continuously employ no more than 300 Workers, the term "10 working days" in paragraph (1) of said Article shall be deemed to be replaced with "six working days" until March 31, 1991, and the term "10 working days" in said paragraph shall be deemed to be replaced with "eight working days" from April 1, 1991 until March 31, 1994.

第百三十五条六箇月経過日から起算した継続勤務年数が四年から八年までのいずれかの年数に達する日の翌日が平成十一年四月一日から平成十二年三月三十一日までの間にある労働者に関する第三十九条の規定の適用については、同日までの間は、次の表の上欄に掲げる当該六箇月経過日から起算した継続勤務年数の区分に応じ、同条第二項の表中次の表の中欄に掲げる字句は、同表の下欄に掲げる字句とする。

Article 135(1)With respect to the application of the provisions of Article 39 to Workers who have been in continuous service for four to eight years from the six months completion day, if the day following the anniversary of their continuous service falls between April 1, 1999 and March 31, 2000 inclusive, for each category of the number of years of continuous service from the six months completion day set forth in the left-hand column of the following table, the wording set forth in the middle column of the following table in paragraph (2) of Article 39 shall be deemed to be replaced with the wording set forth in the right-hand column thereof until March 31, 2000.

２六箇月経過日から起算した継続勤務年数が五年から七年までのいずれかの年数に達する日の翌日が平成十二年四月一日から平成十三年三月三十一日までの間にある労働者に関する第三十九条の規定の適用については、平成十二年四月一日から平成十三年三月三十一日までの間は、次の表の上欄に掲げる当該六箇月経過日から起算した継続勤務年数の区分に応じ、同条第二項の表中次の表の中欄に掲げる字句は、同表の下欄に掲げる字句とする。

(2)With respect to the application of the provisions of Article 39 to Workers who have been in continuous service for five to seven years from the six months completion day, if the day following the anniversary of their continuous service falls between April 1, 2000 and March 31, 2001 inclusive, for each category of the number of years of continuous service from the six months completion day set forth in the left-hand column of the following table, the wording set forth in the middle column of the following table in paragraph (2) of Article 39 shall be deemed to be replaced with the wording set forth in the right-hand column thereof between April 1, 2000 and March 31, 2001 inclusive.

３前二項の規定は、第七十二条に規定する未成年者については、適用しない。

(3)The provisions of the preceding two paragraphs shall not apply to the minors prescribed in Article 72.

第百三十六条使用者は、第三十九条第一項から第四項までの規定による有給休暇を取得した労働者に対して、賃金の減額その他不利益な取扱いをしないようにしなければならない。

Article 136Employers shall not reduce the Wages of or otherwise treat disadvantageously Workers who have taken annual paid leave pursuant to the provisions of paragraphs (1) through (4) of Article 39.

第百三十七条期間の定めのある労働契約（一定の事業の完了に必要な期間を定めるものを除き、その期間が一年を超えるものに限る。）を締結した労働者（第十四条第一項各号に規定する労働者を除く。）は、労働基準法の一部を改正する法律（平成十五年法律第百四号）附則第三条に規定する措置が講じられるまでの間、民法第六百二十八条の規定にかかわらず、当該労働契約の期間の初日から一年を経過した日以後においては、その使用者に申し出ることにより、いつでも退職することができる。

Article 137Workers who have concluded a fixed-term labor contract (limited to contracts with a term exceeding one year, but excluding contracts with a term specified as necessary for the completion of a certain Business) (excluding Workers prescribed in the items of paragraph (1) of Article 14), may, notwithstanding the provisions of Article 628 of the Civil Code, retire at any time by notifying his/her Employer on or after the day on which one year has passed since the first day of the term of their labor contract, until the measures stipulated in Article 3 of the supplementary provisions of the Act on the Partial Revision of the Labor Standards Act (Act No. 104 of 2003) are taken.

第百三十八条中小事業主（その資本金の額又は出資の総額が三億円（小売業又はサービス業を主たる事業とする事業主については五千万円、卸売業を主たる事業とする事業主については一億円）以下である事業主及びその常時使用する労働者の数が三百人（小売業を主たる事業とする事業主については五十人、卸売業又はサービス業を主たる事業とする事業主については百人）以下である事業主をいう。）の事業については、当分の間、第三十七条第一項ただし書の規定は、適用しない。

Article 138Until otherwise provided for by law, the provisions of the proviso of paragraph (1) of Article 37 shall not apply to the Businesses of small and medium-sized business operators (meaning business operators whose amount of stated capital or whose sum of contributions is not more than 300 million yen (or 50 million yen for business operators whose main business is retail or service business, or 100 million yen for business operators whose main business is wholesale business) and business operators who continuously employ not more than 300 Workers (or 50 Workers for business operators whose main business is retail, or 100 Workers for business operators whose main business is the wholesale or service business).