育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律(平成三年法律第七十六号)
Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members(Act No. 76 of 1991)
最終更新:平成二十二年法律第六十一号
Last Version: Act No. 61 of 2010
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令和5年5月26日
- 最終更新:令和三年法律第五十八号
- 翻訳日:令和4年11月22日
- 辞書バージョン:15.0
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令和2年6月26日
- 最終更新:平成二十九年法律第十四号
- 翻訳日:平成31年3月15日
- 辞書バージョン:10.0
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平成27年4月16日
- 最終更新:平成二十二年法律第六十一号
- 翻訳日:平成23年8月11日
- 辞書バージョン:6.0
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平成21年3月31日
- 最終更新:平成十六年法律第百六十号
- 翻訳日:平成21年4月1日
- 辞書バージョン:1.0
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
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Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members
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平成三年五月十五日法律第七十六号
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Act No. 76 of May 15, 1991
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目次
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Table of Contents
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第一章 総則(第一条―第四条)
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Chapter 1 General Provisions(Article 1-4)
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第二章 育児休業(第五条―第十条)
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Chapter 2 Childcare Leave(Article 5-10)
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第三章 介護休業(第十一条―第十六条)
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Chapter 3 Caregiver Leave(Article 11-16)
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第四章 子の看護休暇(第十六条の二―第十六条の四)
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Chapter 4 Time Off for Sick/Injured Childcare(Article 16-2 - 16-4)
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第五章 介護休暇(第十六条の五―第十六条の七)
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Chapter 5 Time Off for Caregivers(Article 16-5 - 16-7)
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第六章 所定外労働の制限(第十六条の八・第十六条の九)
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Chapter 6 Limitation on Unscheduled Work(Article 16-8 - 16-9)
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第七章 時間外労働の制限(第十七条―第十八条の二)
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Chapter 7 Limitation on Overtime Work(Article 17 - 18-2)
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第八章 深夜業の制限(第十九条―第二十条の二)
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Chapter 8 Limitations on Late-Night Work(Article 19 - 20-2)
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第九章 事業主が講ずべき措置(第二十一条―第二十九条)
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Chapter 9 Measures to be Taken by Employers(Article 21-29)
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第十章 対象労働者等に対する支援措置
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Chapter 10 Measures for Supporting Subject Workers, etc.
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第一節 国等による援助(第三十条―第三十五条)
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Section 1 Support from the National Government, etc.(Article 30-35)
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第二節 指定法人(第三十六条―第五十二条)
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Section 2 Designated Corporations(Article 36-52)
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第十一章 紛争の解決
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Chapter 11 Resolution of Disputes
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第一節 紛争の解決の援助(第五十二条の二―第五十二条の四)
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Section 1 Assistance in Resolution of Disputes(Article 52-2 - 52-4)
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第二節 調停(第五十二条の五・第五十二条の六)
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Section 2 Conciliation(Article 52-5 - 52-6)
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第十二章 雑則(第五十三条―第六十一条)
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Chapter 12 Miscellaneous Provisions(Article 53-61)
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第十三章 罰則(第六十二条―第六十八条)
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Chapter 13 Penal Provisions(Article 62-68)
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附 則
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Supplementary Provisions
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第一章 総則
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Chapter 1 General Provisions
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(目的)
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(Purpose)
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第一条この法律は、育児休業及び介護休業に関する制度並びに子の看護休暇及び介護休暇に関する制度を設けるとともに、子の養育及び家族の介護を容易にするため所定労働時間等に関し事業主が講ずべき措置を定めるほか、子の養育又は家族の介護を行う労働者等に対する支援措置を講ずること等により、子の養育又は家族の介護を行う労働者等の雇用の継続及び再就職の促進を図り、もってこれらの者の職業生活と家庭生活との両立に寄与することを通じて、これらの者の福祉の増進を図り、あわせて経済及び社会の発展に資することを目的とする。
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Article 1The purpose of this Act is to promote the welfare of workers, etc. who engage in childcare or nursing care of family members by contributing to the balance of the working and family lives of said workers, etc., through taking steps such as establishing a system for Childcare Leave, Caregiver Leave, Time Off for Sick/Injured Childcare, and Time Off for Caregivers; establishing measures employers must follow regarding scheduled working hours, etc. in order to facilitate childcare and nursing care of family members; establishing measures to support workers who engage in childcare and nursing care of family members; and promoting the continuation of the employment of, and re-employment of said workers, etc., thereby contributing to the development of the economy and society.
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(定義)
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(Definitions)
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第二条この法律(第一号に掲げる用語にあっては、第九条の三を除く。)において、次の各号に掲げる用語の意義は、当該各号に定めるところによる。
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Article 2In this Act, the meanings of the terms in the following items shall be as prescribed respectively in those items (excluding Article 9-3 as regards the term set forth in item (i)):
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一育児休業労働者(日々雇用される者を除く。以下この条、次章から第八章まで、第二十一条から第二十六条まで、第二十八条、第二十九条及び第十一章において同じ。)が、次章に定めるところにより、その子を養育するためにする休業をいう。
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(i)Childcare Leave:leave that a worker (excluding persons employed on a day-to-day basis; the same shall apply hereinafter in this Article, the following Chapter through Chapter 8, Articles 21 through 26, Article 28, Article 29 and Chapter 11) takes pursuant to the provisions of the following Chapter in order to provide childcare to a child;
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二介護休業労働者が、第三章に定めるところにより、その要介護状態にある対象家族を介護するためにする休業をいう。
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(ii)Caregiver Leave:leave that a worker takes pursuant to the provisions of Chapter 3 in order to provide nursing care to a Subject Family Member in a Care-requiring Condition;
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三要介護状態負傷、疾病又は身体上若しくは精神上の障害により、厚生労働省令で定める期間にわたり常時介護を必要とする状態をいう。
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(iii)Care-requiring Condition:a condition requiring constant nursing care for a period specified by Ordinance of the Ministry of Health, Labour and Welfare due to injury, sickness, or physical or mental disability;
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四対象家族配偶者(婚姻の届出をしていないが、事実上婚姻関係と同様の事情にある者を含む。以下同じ。)、父母及び子(これらの者に準ずる者として厚生労働省令で定めるものを含む。)並びに配偶者の父母をいう。
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(iv)Subject Family Member:a spouse (including a person in a de facto marital relationship with the worker, though an application to register marriage has not been filed; the same shall apply hereinafter), parents, children (including equivalent persons as specified by Ordinance of the Ministry of Health, Labour and Welfare) or parents of a spouse; or
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五家族対象家族その他厚生労働省令で定める親族をいう。
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(v)Family Member:a Subject Family Member and other relatives as specified by Ordinance of Ministry of Health, Labour and Welfare.
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(基本的理念)
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(Basic Principle)
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第三条この法律の規定による子の養育又は家族の介護を行う労働者等の福祉の増進は、これらの者がそれぞれ職業生活の全期間を通じてその能力を有効に発揮して充実した職業生活を営むとともに、育児又は介護について家族の一員としての役割を円滑に果たすことができるようにすることをその本旨とする。
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Article 3(1)Under this Act, the promotion of the welfare of workers, etc. who undertake childcare or nursing care of Family Members has the principal objective of enabling such workers to engage in a productive working life by making effective use of their abilities throughout their working life, as well as smoothly fulfilling their role as a Family Member with regard to raising their children or providing nursing care to Family Members.
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(関係者の責務)
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(Responsibilities of Persons Concerned)
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第四条事業主並びに国及び地方公共団体は、前条に規定する基本的理念に従って、子の養育又は家族の介護を行う労働者等の福祉を増進するように努めなければならない。
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Article 4Employers, the State, and local governments must, in compliance with the basic principles prescribed in the preceding Article, endeavor to promote the welfare of workers, etc. who take care of children or other Family Members.
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第二章 育児休業
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Chapter 2 Childcare Leave
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(育児休業の申出)
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(Application for Childcare Leave)
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第五条労働者は、その養育する一歳に満たない子について、その事業主に申し出ることにより、育児休業をすることができる。ただし、期間を定めて雇用される者にあっては、次の各号のいずれにも該当するものに限り、当該申出をすることができる。
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Article 5(1)A worker may take Childcare Leave upon applying to their employer if the child he or she takes care of is less than one year of age; provided, however, that persons employed for a fixed period of time shall only be able to file such an application in cases where he or she falls under both of the following items:
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一当該事業主に引き続き雇用された期間が一年以上である者
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(i)A person employed by said employer for a continued period of at least one year;
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二その養育する子が一歳に達する日(以下「一歳到達日」という。)を超えて引き続き雇用されることが見込まれる者(当該子の一歳到達日から一年を経過する日までの間に、その労働契約の期間が満了し、かつ、当該労働契約の更新がないことが明らかである者を除く。)
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(ii)A person likely to be kept employed at the same place after the day on which the dependent child reaches one year of age (hereinafter referred to as the "Date of One Year of Age") (excluding persons whose labor contract will expire and will clearly not be renewed during the subsequent year after the Date of One Year of Age).
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2前項の規定にかかわらず、育児休業(当該育児休業に係る子の出生の日から起算して八週間を経過する日の翌日まで(出産予定日前に当該子が出生した場合にあっては当該出生の日から当該出産予定日から起算して八週間を経過する日の翌日までとし、出産予定日後に当該子が出生した場合にあっては当該出産予定日から当該出生の日から起算して八週間を経過する日の翌日までとする。)の期間内に、労働者(当該期間内に労働基準法(昭和二十二年法律第四十九号)第六十五条第二項の規定により休業した者を除く。)が当該子を養育するためにした前項の規定による最初の申出によりする育児休業を除く。)をしたことがある労働者は、当該育児休業を開始した日に養育していた子については、厚生労働省令で定める特別の事情がある場合を除き、同項の申出をすることができない。
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(2)Notwithstanding the provisions of the preceding paragraph, a worker who has taken Childcare Leave (excluding Childcare Leave taken by a worker (excluding workers who take leave during the period between the date of birth of the child to the day following the day on which eight weeks elapse from the date of birth of the child (or the period between the date of birth of the child to the day following the day on which eight weeks elapse from the expected date of confinement in cases where the child is born before the expected date of confinement, or the period between the expected date of confinement to the day following the day on which eight weeks elapse from the date of birth in cases where the child is born after the expected date of confinement) pursuant to the provision of Article 65 paragraph 2 of the Labor Standards Act (Act No. 49 of 1947)) within said period upon the first application under the preceding paragraph for taking care of the child) may not file an application set forth in the preceding paragraph with regard to a child whom the worker has already been taking care of on the day on which said Childcare Leave commenced, except in cases where there are special circumstances specified by Ordinance of the Ministry of Health, Labour and Welfare.
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(3)A worker may take Childcare Leave upon applying to their employer if the child he or she takes care of is between one year and one year and six months of age, only when he or she falls under both of the following items; provided, however, that a person employed for a fixed period of time and whose spouse is taking Childcare Leave on the Date of One Year of Age may file said application only when he or she falls under both of the items of paragraph 1:
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一当該申出に係る子について、当該労働者又はその配偶者が、当該子の一歳到達日において育児休業をしている場合
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(i)The worker or the worker's spouse is taking Childcare Leave for a child pertaining to said application until said child's Date of One Year of Age;
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二当該子の一歳到達日後の期間について休業することが雇用の継続のために特に必要と認められる場合として厚生労働省令で定める場合に該当する場合
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(ii)Leave during the period after said child's Date of One Year of Age is applicable to cases specified by Ordinance of the Ministry of Health, Labour and Welfare where taking leave would be found to be particularly necessary for continuing employment.
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(4)An application pursuant to the provision of paragraph 1 and the preceding paragraph (hereinafter referred to as "Childcare Leave Application") must be filed, with regard to a continued period for Childcare Leave, by making clear the first day thereof (hereinafter referred to as "Childcare Leave Scheduled Start Date") and the last day thereof (hereinafter referred to as "Childcare Leave Scheduled End Date") pursuant to Ordinance of the Ministry of Health, Labour and Welfare. In this case, applications pursuant to the provision of paragraph 3 must be filed by deeming the following day of said child's Date of One Year of Age as the Childcare Leave Scheduled Start Date.
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(5)The provisions of the proviso of paragraph 1, paragraph 2, the proviso of paragraph 3 and the second sentence of the preceding paragraph shall not apply to cases where a person employed for a fixed period of time who takes Childcare Leave having designated the last day of the labor contract period as the Childcare Leave Scheduled End Date (or, in cases where said Childcare Leave Scheduled End Date is changed pursuant to the provision of Article 7 paragraph 3, the changed Childcare Leave Scheduled End Date) files a Childcare Leave Application, due to the renewal of said labor contract, in which the first day of the renewed labor contract period is the Childcare Leave Scheduled Start Date.
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(育児休業申出があった場合における事業主の義務等)
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(Obligations, etc. of Employers when a Childcare Leave Application is Filed)
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第六条事業主は、労働者からの育児休業申出があったときは、当該育児休業申出を拒むことができない。ただし、当該事業主と当該労働者が雇用される事業所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、その事業所の労働者の過半数で組織する労働組合がないときはその労働者の過半数を代表する者との書面による協定で、次に掲げる労働者のうち育児休業をすることができないものとして定められた労働者に該当する労働者からの育児休業申出があった場合は、この限りでない。
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Article 6(1)Employers may not refuse a Childcare Leave Application filed by a worker; provided, however, that this shall not apply to cases where a Childcare Leave Application is filed by a worker who falls under any of the following items and who is set forth as a person who may not take Childcare Leave under a written agreement between said employer and either a labor union, if any, organized by a majority of workers at the place of business where said worker is employed or between said employer and a person who represents the majority of such workers when there is no labor union organized by the majority of workers at the place of business where said worker is employed:
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一当該事業主に引き続き雇用された期間が一年に満たない労働者
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(i)A worker employed by said employer for a continued period of less than one year;
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二前号に掲げるもののほか、育児休業をすることができないこととすることについて合理的な理由があると認められる労働者として厚生労働省令で定めるもの
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(ii)In addition to what is listed in the preceding item, a person specified by Ordinance of the Ministry of Health, Labour and Welfare as a worker for whom there are reasonable grounds not to grant said Childcare Leave.
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3事業主は、労働者からの育児休業申出があった場合において、当該育児休業申出に係る育児休業開始予定日とされた日が当該育児休業申出があった日の翌日から起算して一月(前条第三項の規定による申出にあっては二週間)を経過する日(以下この項において「一月等経過日」という。)前の日であるときは、厚生労働省令で定めるところにより、当該育児休業開始予定日とされた日から当該一月等経過日(当該育児休業申出があった日までに、出産予定日前に子が出生したことその他の厚生労働省令で定める事由が生じた場合にあっては、当該一月等経過日前の日で厚生労働省令で定める日)までの間のいずれかの日を当該育児休業開始予定日として指定することができる。
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(3)An employer may, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, in cases where a worker files a Childcare Leave Application, when the Childcare Leave Scheduled Start Date in said application falls before the day on which one month (or two weeks when an application is filed pursuant to the provision of paragraph 3 of the preceding Article) from the day following the date of said application has elapsed (referred to as "One Month, etc. Expiry Date" hereinafter in this paragraph), designate as the Childcare Leave Scheduled Start Date any day during the period between said Childcare Leave Scheduled Start Date and said One Month, etc. Expiry Date (or a day which falls before the One Month, etc. Expiry Date and which is specified by Ordinance of the Ministry of Health, Labour and Welfare in cases where there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare, such as the birth of a child before the expected date, before the day of said Childcare Leave Application).
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(育児休業開始予定日の変更の申出等)
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(Application, etc. for Change of the Childcare Leave Scheduled Start Date)
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第七条第五条第一項の規定による申出をした労働者は、その後当該申出に係る育児休業開始予定日とされた日(前条第三項の規定による事業主の指定があった場合にあっては、当該事業主の指定した日。以下この項において同じ。)の前日までに、前条第三項の厚生労働省令で定める事由が生じた場合には、その事業主に申し出ることにより、当該申出に係る育児休業開始予定日を一回に限り当該育児休業開始予定日とされた日前の日に変更することができる。
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Article 7(1)A worker who has filed a Childcare Leave Application pursuant to the provision of Article 5 paragraph 1 may, in cases where there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare provided for in paragraph 3 of the preceding Article on or before the day preceding the Childcare Leave Scheduled Start Date in said application (in cases where the employer designates the day pursuant to the provision of paragraph 3 of the preceding Article, the day designated by said employer; the same shall apply hereinafter in this paragraph), change the Childcare Leave Scheduled Start Date only once in said application to a day before said Childcare Leave Scheduled Start Date, by notifying said employer.
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2事業主は、前項の規定による労働者からの申出があった場合において、当該申出に係る変更後の育児休業開始予定日とされた日が当該申出があった日の翌日から起算して一月を超えない範囲内で厚生労働省令で定める期間を経過する日(以下この項において「期間経過日」という。)前の日であるときは、厚生労働省令で定めるところにより、当該申出に係る変更後の育児休業開始予定日とされた日から当該期間経過日(その日が当該申出に係る変更前の育児休業開始予定日とされていた日(前条第三項の規定による事業主の指定があった場合にあっては、当該事業主の指定した日。以下この項において同じ。)以後の日である場合にあっては、当該申出に係る変更前の育児休業開始予定日とされていた日)までの間のいずれかの日を当該労働者に係る育児休業開始予定日として指定することができる。
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(2)An employer may, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, in cases where a worker files an application pursuant to the provision of the preceding paragraph, when the changed Childcare Leave Scheduled Start Date in said application falls before the day on which the period specified by Ordinance of the Ministry of Health, Labour and Welfare within a period not exceeding one month from the day following the date of the application elapses (referred to as "Period Expiry Date" hereinafter in this paragraph), designate as a Childcare Leave Scheduled Start Date for said worker any day during the period from the changed Childcare Leave Scheduled Start Date in said application until said Period Expiry Date (in cases where the day falls after the original Childcare Leave Scheduled Start Date (in cases where the employer designates the day pursuant to the provisions of paragraph 3 of the preceding Article, the day designated by said employer. The same shall apply hereinafter in this paragraph), the original Childcare Leave Scheduled Start Date in said application).
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(3)A worker who has filed a Childcare Leave Application may, by notifying the employer on or before the day specified by Ordinance of the Ministry of Health, Labour and Welfare, change the Childcare Leave Scheduled End Date only once in said application to the day which falls after said Childcare Leave Scheduled End Date.
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(育児休業申出の撤回等)
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(Withdrawal, etc. of a Childcare Leave Application)
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第八条育児休業申出をした労働者は、当該育児休業申出に係る育児休業開始予定日とされた日(第六条第三項又は前条第二項の規定による事業主の指定があった場合にあっては当該事業主の指定した日、同条第一項の規定により育児休業開始予定日が変更された場合にあってはその変更後の育児休業開始予定日とされた日。以下同じ。)の前日までは、当該育児休業申出を撤回することができる。
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Article 8(1)A worker who has filed a Childcare Leave Application may withdraw said application on or before the day preceding the Childcare Leave Scheduled Start Date in said application (in cases where the employer designates the day pursuant to the provision of Article 6 paragraph 3 or paragraph 2 of the preceding Article, the day designated by said employer; or in cases where the Childcare Leave Scheduled Start Date is changed pursuant to the provision of paragraph 1 of the preceding Article, the changed Childcare Leave Scheduled Start Date; the same shall apply hereinafter).
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(2)A worker who has withdrawn a Childcare Leave Application pursuant to the provision of the preceding paragraph may not, except in cases where there are special circumstances specified by Ordinance of the Ministry of Health, Labour and Welfare, file an application again for Childcare Leave with regard to the child pertaining to said application, notwithstanding the provisions of Article 5 paragraphs 1 and 3.
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(3)In the event that there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare why the worker comes to cease taking care of the child pertaining to the Childcare Leave Application, such as the death of the child, on or before the day preceding the Childcare Leave Scheduled Start Date after the Childcare Leave Application, said Childcare Leave Application shall be deemed as having not been filed.In this case, the worker must notify the employer without delay of the reason for such cancellation.
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(育児休業期間)
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(Period of Childcare Leave)
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第九条育児休業申出をした労働者がその期間中は育児休業をすることができる期間(以下「育児休業期間」という。)は、育児休業開始予定日とされた日から育児休業終了予定日とされた日(第七条第三項の規定により当該育児休業終了予定日が変更された場合にあっては、その変更後の育児休業終了予定日とされた日。次項において同じ。)までの間とする。
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Article 9(1)The period for which a worker who has filed a Childcare Leave Application may take said Childcare Leave (hereinafter referred to as "Period of Childcare Leave") shall be between the Childcare Leave Scheduled Start Date and the Childcare Leave Scheduled End Date (or, in cases where said Childcare Leave Scheduled End Date is changed pursuant to the provision of Article 7 paragraph 3, the changed Childcare Leave Scheduled End Date; the same shall apply in the following paragraph).
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一育児休業終了予定日とされた日の前日までに、子の死亡その他の労働者が育児休業申出に係る子を養育しないこととなった事由として厚生労働省令で定める事由が生じたこと。
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(i)On or before the day preceding the Childcare Leave Scheduled End Date, there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare why the worker comes to cease taking care of the child pertaining to the Childcare Leave Application, such as the death of the child;
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二育児休業終了予定日とされた日の前日までに、育児休業申出に係る子が一歳(第五条第三項の規定による申出により育児休業をしている場合にあっては、一歳六か月)に達したこと。
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(ii)On or before the day preceding the Childcare Leave Scheduled End Date, a child pertaining to said Childcare Leave Application reaches one year of age (or one year and six months of age with regard to Childcare Leave for which an application was filed pursuant to the provision of Article 5 paragraph 3); or
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三育児休業終了予定日とされた日までに、育児休業申出をした労働者について、労働基準法第六十五条第一項若しくは第二項の規定により休業する期間、第十五条第一項に規定する介護休業期間又は新たな育児休業期間が始まったこと。
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(iii)On or before the Childcare Leave Scheduled End Date, a leave period pursuant to the provision of Article 65 paragraph 1 or 2 of the Labor Standards Act, a Period of Caregiver Leave prescribed in Article 15 paragraph 1 of this Act, or a new Period of Childcare Leave has begun with regard to a worker who has filed the Childcare Leave Application.
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(同一の子について配偶者が育児休業をする場合の特例)
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(Special Provisions for Childcare Leave Taken by Spouses for the Same Child)
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第九条の二労働者の養育する子について、当該労働者の配偶者が当該子の一歳到達日以前のいずれかの日において当該子を養育するために育児休業をしている場合における第二章から第五章まで、第二十四条第一項及び第十二章の規定の適用については、第五条第一項中「一歳に満たない子」とあるのは「一歳に満たない子(第九条の二第一項の規定により読み替えて適用するこの項の規定により育児休業をする場合にあっては、一歳二か月に満たない子)」と、同条第三項各号列記以外の部分中「一歳到達日」とあるのは「一歳到達日(当該配偶者が第九条の二第一項の規定により読み替えて適用する第一項の規定によりした申出に係る第九条第一項(第九条の二第一項の規定により読み替えて適用する場合を含む。)に規定する育児休業終了予定日とされた日が当該子の一歳到達日後である場合にあっては、当該育児休業終了予定日とされた日)」と、同項第一号中「又はその配偶者が、当該子の一歳到達日」とあるのは「が当該子の一歳到達日(当該労働者が第九条の二第一項の規定により読み替えて適用する第一項の規定によりした申出に係る第九条第一項(第九条の二第一項の規定により読み替えて適用する場合を含む。)に規定する育児休業終了予定日とされた日が当該子の一歳到達日後である場合にあっては、当該育児休業終了予定日とされた日)において育児休業をしている場合又は当該労働者の配偶者が当該子の一歳到達日(当該配偶者が第九条の二第一項の規定により読み替えて適用する第一項の規定によりした申出に係る第九条第一項(第九条の二第一項の規定により読み替えて適用する場合を含む。)に規定する育児休業終了予定日とされた日が当該子の一歳到達日後である場合にあっては、当該育児休業終了予定日とされた日)」と、同条第四項中「一歳到達日」とあるのは「一歳到達日(当該子を養育する労働者又はその配偶者が第九条の二第一項の規定により読み替えて適用する第一項の規定によりした申出に係る第九条第一項(第九条の二第一項の規定により読み替えて適用する場合を含む。)に規定する育児休業終了予定日とされた日が当該子の一歳到達日後である場合にあっては、当該育児休業終了予定日とされた日(当該労働者に係る育児休業終了予定日とされた日と当該配偶者に係る育児休業終了予定日とされた日が異なるときは、そのいずれかの日))」と、前条第一項中「変更後の育児休業終了予定日とされた日。次項」とあるのは「変更後の育児休業終了予定日とされた日。次項(次条第一項の規定により読み替えて適用する場合を含む。)において同じ。)(当該育児休業終了予定日とされた日が当該育児休業開始予定日とされた日から起算して育児休業等可能日数(当該育児休業に係る子の出生した日から当該子の一歳到達日までの日数をいう。)から育児休業等取得日数(当該子の出生した日以後当該労働者が労働基準法第六十五条第一項又は第二項の規定により休業した日数と当該子について育児休業をした日数を合算した日数をいう。)を差し引いた日数を経過する日より後の日であるときは、当該経過する日。次項(次条第一項の規定により読み替えて適用する場合を含む。)」と、同条第二項第二号中「第五条第三項」とあるのは「次条第一項の規定により読み替えて適用する第五条第一項の規定による申出により育児休業をしている場合にあっては一歳二か月、同条第三項(次条第一項の規定により読み替えて適用する場合を含む。)」と、「、一歳六か月」とあるのは「一歳六か月」と、第二十四条第一項第一号中「一歳(」とあるのは「一歳(当該労働者が第九条の二第一項の規定により読み替えて適用する第五条第一項の規定による申出をすることができる場合にあっては一歳二か月、」と、「、一歳六か月」とあるのは「一歳六か月」とするほか、必要な技術的読替えは、厚生労働省令で定める。
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Article 9-2(1)With regard to the application of the provisions of Chapters 2 through 5, Article 24 paragraph 1 and Chapter 12 in cases where the spouse of a worker is taking Childcare Leave for taking care of the worker's child on any day before the Date of One Year of Age of said child, the term "less than one year of age" in Article 5 paragraph 1 shall be deemed to be replaced with "less than one year of age (or less than one year and two months of age in cases where Childcare Leave is taken pursuant to the provision of this paragraph as applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1)"; the term "Date of One Year of Age" in the non-itemized part of Article 5 paragraph 3 shall be deemed to be replaced with "Date of One Year of Age (in cases where the Childcare Leave Scheduled End Date prescribed in Article 9 paragraph 1 (including the cases where applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1) pertaining to an application filed by said spouse pursuant to the provision of paragraph 1 as applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1 falls after the Date of One Year of Age of said child, said Childcare Leave Scheduled End Date); the term "or the worker's spouse...the said child's Date of One Year of Age" in Article 5 paragraph 3 item (i) shall be deemed to be replaced with "...the said child's Date of One Year of Age (in cases where the Childcare Leave Scheduled End Date prescribed in Article 9 paragraph 1 (including the cases where applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1) pertaining to an application filed by said worker pursuant to the provision of paragraph 1 as applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1 falls after the Date of One Year of Age of said child, said Childcare Leave Scheduled End Date; in cases where the Childcare Leave Scheduled End Date prescribed in Article 9 paragraph 1 (including the cases where applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1) pertaining to an application filed by the spouse of said worker pursuant to the provision of paragraph 1 as applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1 falls after the Date of One Year of Age of said child, said Childcare Leave Scheduled End Date)"; the term "Date of One Year of Age" in Article 5 paragraph 4 shall be deemed to be replaced with "Date of One Year of Age (in cases where the Childcare Leave Scheduled End Date prescribed in Article 9 paragraph 1 (including the cases where applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1) pertaining to an application filed by the worker taking care of said child or the spouse of said worker pursuant to the provision of paragraph 1 as applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1 falls after the Date of One Year of Age of said child, said Childcare Leave Scheduled End Date (or either of the Childcare Leave Scheduled End Date pertaining to said worker or the Childcare Leave Scheduled End Date pertaining to said spouse if the two dates are different))"; the term "the changed Childcare Leave Scheduled End Date; the same shall apply in the following paragraph" in paragraph 1 of the preceding Article shall be deemed to be replaced with "the changed Childcare Leave Scheduled End Date; the same shall apply in the following paragraph (including the cases where applied by replacing terms pursuant to the provision of paragraph 1 of the following Article)) (or, in cases where said Childcare Leave Scheduled End Date falls after the period of days elapses from said Childcare Leave Scheduled Start Date, which are obtained by subtracting from the number of days for which Childcare Leave, etc. may be taken (the number of days from the date of birth of the child pertaining to said Childcare Leave to the Date of One Year of Age of said child) the number of days for Childcare Leave, etc. taken (the total number of days of leave taken by said worker pursuant to the provision of Article 65 paragraph 1 or 2 of the Labor Standards Act and days of Childcare Leave taken by said worker for said child on and after the date of birth of said child), the day on which said period elapses; the same shall apply in the following paragraph (including the cases where applied by replacing terms pursuant to the provision of paragraph 1 of the following Article))"; the term " Article 5 paragraph 3" in Article 9 paragraph 2 item (ii) shall be deemed to be replaced with "or one year and two months of age with regard to Childcare Leave for which an application was filed pursuant to the provision of Article 5 paragraph 1 as applied by replacing terms pursuant to the provision of paragraph 1 of the following Article, paragraph 3 of the same Article (including the cases where applied by replacing terms pursuant to the provision of paragraph 1 of the following Article)"; the term ", one year and six months of age" in the same item shall be deemed to be replaced with "one year and six months of age"; the term "one year of age (" in Article 24 paragraph 1 item (i) shall be deemed to be replaced with "one year of age (or one year and two months of age in cases where said worker may file an application pursuant to the provision of Article 5 paragraph 1 as applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1,"; the term ", one year and six months of age" in the same item shall be deemed to be replaced with "one year and six months of age"; and any other necessary technical replacement of terms shall be specified by Ordinance of the Ministry of Health, Labour and Welfare.
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(2)The provision of the preceding paragraph shall not apply to cases where the Childcare Leave Scheduled Start Date pertaining to an application filed pursuant to the provision of Article 5 paragraph 1 in the case of application of the preceding paragraph falls after the day following the Date of One Year of Age of the child pertaining to the Childcare Leave or before the first day of the Period of Childcare Leave pertaining to Childcare Leave taken by the spouse of the worker in the case referred to in the preceding paragraph.
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(公務員である配偶者がする育児休業に関する規定の適用)
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(Application of Provisions for Childcare Leave Taken by Spouses Who are Government Employees)
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第九条の三第五条第三項及び前条の規定の適用については、労働者の配偶者が国会職員の育児休業等に関する法律(平成三年法律第百八号)第三条第二項、国家公務員の育児休業等に関する法律(平成三年法律第百九号)第三条第二項(同法第二十七条第一項及び裁判所職員臨時措置法(昭和二十六年法律第二百九十九号)(第七号に係る部分に限る。)において準用する場合を含む。)、地方公務員の育児休業等に関する法律(平成三年法律第百十号)第二条第二項又は裁判官の育児休業に関する法律(平成三年法律第百十一号)第二条第二項の規定によりする請求及び当該請求に係る育児休業は、それぞれ第五条第一項の規定によりする申出及び当該申出によりする育児休業とみなす。
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Article 9-3With regard to the application of the provisions of Article 5 paragraph 3 and the preceding Article, a request made, or childcare leave taken based on said request, by the spouse of a worker pursuant to the provisions of Article 3 paragraph 2 of the Act on Childcare Leave, etc. of Diet Officers (Act No. 108 of 1991), Article 3 paragraph 2 of the Act on Childcare Leave, etc. of National Government Employees (Act No. 109 of 1991) (including cases where applied mutatis mutandis pursuant to Article 27 paragraph 1 of the same Act and the Act on Temporary Measures concerning Court Officers (Act No. 299 of 1951) (limited to the part pertaining to item (vii)), Article 2 paragraph 2 of the Act on Childcare Leave, etc. of Local Government Employees (Act No. 110 of 1991), or Article 2 paragraph 2 of the Act on Childcare Leave, etc. of Judges (Act No. 111 of 1991), shall be deemed an application filed, or childcare leave taken based on said application, pursuant to the provision of Article 5 paragraph 1, respectively.
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(不利益取扱いの禁止)
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(Prohibition of Disadvantageous Treatment)
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第十条事業主は、労働者が育児休業申出をし、又は育児休業をしたことを理由として、当該労働者に対して解雇その他不利益な取扱いをしてはならない。
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Article 10An employer shall not dismiss or otherwise treat a worker disadvantageously due to said worker making a Childcare Leave Application or taking Childcare Leave.
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第三章 介護休業
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Chapter 3 Caregiver Leave
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(介護休業の申出)
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(Application for Caregiver Leave)
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第十一条労働者は、その事業主に申し出ることにより、介護休業をすることができる。ただし、期間を定めて雇用される者にあっては、次の各号のいずれにも該当するものに限り、当該申出をすることができる。
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Article 11(1)A worker may take Caregiver Leave upon applying to their employer; provided, however, that persons employed for a fixed period of time shall only be able to file such an application in cases where he or she falls under both of the following items.
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一当該事業主に引き続き雇用された期間が一年以上である者
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(i)A person employed by said employer for a continued period of at least one year; and
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二第三項に規定する介護休業開始予定日から起算して九十三日を経過する日(以下この号において「九十三日経過日」という。)を超えて引き続き雇用されることが見込まれる者(九十三日経過日から一年を経過する日までの間に、その労働契約の期間が満了し、かつ、当該労働契約の更新がないことが明らかである者を除く。)
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(ii)A person likely to be kept employed after the day on which 93 days elapse from the Caregiver Leave Scheduled Start Date prescribed in paragraph 3 (referred to as "93-day Expiry Date" hereinafter in this item) (excluding a person whose labor contract will expire and clearly not be renewed during the subsequent year following the 93-day Expiry Date).
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(2)Notwithstanding the provisions of the preceding paragraph, a worker who has taken Caregiver Leave may not file an application set forth in the preceding paragraph with regard to a Subject Family Member for whom the worker has already taken Caregiver Leave in cases where the Subject Family Member pertaining to said Caregiver Leave falls under any of the following items:
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一当該対象家族が、当該介護休業を開始した日から引き続き要介護状態にある場合(厚生労働省令で定める特別の事情がある場合を除く。)
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(i)The Subject Family Member has continued to be in a Care-requiring Condition from the day on which said Caregiver Leave commenced (excluding special circumstances specified by Ordinance of the Ministry of Health, Labour and Welfare); or
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二当該対象家族について次に掲げる日数を合算した日数(第十五条第一項及び第二十三条第三項において「介護休業等日数」という。)が九十三日に達している場合
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(ii)With regard to the Subject Family Member, the total of the number of days described in the following items (referred to in Article 15 paragraph 1 and Article 23 paragraph 3 as "Number of Days for Caregiver Leave, etc.") has reached 93 days.
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イ介護休業をした日数(介護休業を開始した日から介護休業を終了した日までの日数とし、二以上の介護休業をした場合にあっては、介護休業ごとに、介護休業を開始した日から介護休業を終了した日までの日数を合算して得た日数とする。)
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(a)The number of days for Caregiver Leave (the number of days from the day on which Caregiver Leave commenced until the day on which Caregiver Leave ended; in cases of multiple periods of Caregiver Leave, the number of days obtained by totaling the number of days for each period of Caregiver Leave from the day on which Caregiver Leave commenced until the day on which Caregiver Leave ended); and
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ロ第二十三条第三項の措置のうち所定労働時間の短縮その他の措置であって厚生労働省令で定めるものが講じられた日数(当該措置のうち最初に講じられた措置が開始された日から最後に講じられた措置が終了した日までの日数(その間に介護休業をした期間があるときは、当該介護休業を開始した日から当該介護休業を終了した日までの日数を差し引いた日数)とし、二以上の要介護状態について当該措置が講じられた場合にあっては、要介護状態ごとに、当該措置のうち最初に講じられた措置が開始された日から最後に講じられた措置が終了した日までの日数(その間に介護休業をした期間があるときは、当該介護休業を開始した日から当該介護休業を終了した日までの日数を差し引いた日数)を合算して得た日数とする。)
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(b)The number of days for which shortening scheduled working hours and other measures from among those set forth in Article 23 paragraph 3 and for which measures specified by Ordinance of the Ministry of Health, Labour and Welfare were taken (the number of days as counted from the day on which the first measure of said measures commenced until the day on which the last measure of said measures ended (when there is a period of Caregiver Leave during that time, the number of days from the day on which Caregiver Leave commenced until the day on which Caregiver Leave ended shall be subtracted); when said measures are taken for two or more Care-requiring Conditions, the number of days obtained by totaling the number of days spent for each Care-requiring Condition from the day on which the first measure commenced until the day on which the last measure ended (when there is a period of Caregiver Leave during that time, the number of days from the day on which Caregiver Leave commenced until the day on which Caregiver Leave ended shall be subtracted)).
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(3)An application pursuant to the provision of paragraph 1 (hereinafter referred to as "Caregiver Leave Application") must be filed by making clear that the Subject Family Member pertaining to said Caregiver Leave Application is in a Care-requiring Condition and, with regard to a continued period for Caregiver Leave pertaining to the Subject Family Member, and the first day thereof (hereinafter referred to as "Caregiver Leave Scheduled Start Date") and last day thereof (hereinafter referred to as "Caregiver Leave Scheduled End Date") pursuant to Ordinance of the Ministry of Health, Labour and Welfare.
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(4)The provisions of proviso of paragraph 1 and paragraph 2 (excluding item (ii)) shall not apply to cases where a person employed for a fixed period of time who takes Caregiver Leave having designated the last day of said person's labor contract period as the Caregiver Leave Scheduled End Date (or, in cases where said Caregiver Leave Scheduled End Date is changed pursuant to the provision of Article 7 paragraph 3, as applied mutatis mutandis pursuant to Article 13, the changed Caregiver Leave Scheduled End Date) files a Caregiver Leave Application, due to the renewal of said labor contract, in which the first day of the renewed labor contract period is the Caregiver Leave Scheduled Start Date.
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(介護休業申出があった場合における事業主の義務等)
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(Obligations, etc. of Employers when a Caregiver Leave Application is Filed)
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第十二条事業主は、労働者からの介護休業申出があったときは、当該介護休業申出を拒むことができない。
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Article 12(1)Employers shall not refuse a Caregiver Leave Application filed by a worker.
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(2)The provisions of the proviso of Article 6 paragraph 1 and the provisions of paragraph 2 of the same Article shall apply mutatis mutandis to cases where a worker files a Caregiver Leave Application.In this case, the term "the proviso of the preceding paragraph" in Article 6 paragraph 2 shall be deemed to be replaced with "the proviso of the preceding paragraph, as applied mutatis mutandis pursuant to Article 12 paragraph 2," and the term "paragraphs 1 and 3 of the preceding Article" in the same paragraph shall be deemed to be replaced with "Article 11 paragraph 1."
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(3)An employer may, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, in cases where a worker files a Caregiver Leave Application, when the Caregiver Leave Scheduled Start Date in said application falls before the day on which two weeks from the day following the date of said application have elapsed (referred to as "Two Week Expiry Date" hereinafter in this paragraph), designate as the Caregiver Leave Scheduled Start Date any day during the period from said Caregiver Leave Scheduled Start Date until said Two Week Expiry Date.
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(介護休業終了予定日の変更の申出)
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(Applications for Change of the Caregiver Leave Scheduled End Date)
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第十三条第七条第三項の規定は、介護休業終了予定日の変更の申出について準用する。
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Article 13The provisions of Article 7 paragraph 3 shall apply mutatis mutandis to an application for a change of the Caregiver Leave Scheduled End Date.
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(介護休業申出の撤回等)
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(Withdrawal, etc. of Caregiver Leave Applications)
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第十四条介護休業申出をした労働者は、当該介護休業申出に係る介護休業開始予定日とされた日(第十二条第三項の規定による事業主の指定があった場合にあっては、当該事業主の指定した日。第三項において準用する第八条第三項、次条第一項及び第二十三条第三項において同じ。)の前日までは、当該介護休業申出を撤回することができる。
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Article 14(1)A worker who has filed a Caregiver Leave Application may withdraw said application on or before the day preceding the Caregiver Leave Scheduled Start Date in said application (in cases where an employer designates the day pursuant to the provision of Article 12 paragraph 3, the day designated by said employer; the same shall apply in Article 8 paragraph 3, as applied mutatis mutandis pursuant to paragraph 3 of this Article, paragraph 1 of the following Article, and Article 23 paragraph 3).
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(2)In cases where a Caregiver Leave Application is withdrawn pursuant to the provision of the preceding paragraph, an employer may refuse a new Caregiver Leave Application with regard to the Subject Family Member pertaining to said withdrawal, excluding the first Caregiver Leave Application filed after said withdrawal, notwithstanding the provisions of Article 12 paragraph 1.
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(3)The provisions of Article 8 paragraph 3 shall apply mutatis mutandis to a Caregiver Leave Application.In this case, the terms "child" and "taking care of the child" in the same paragraph shall be deemed to be replaced respectively with "Subject Family Member" and "taking care of the Subject Family Member."
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(介護休業期間)
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(Period of Caregiver Leave)
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第十五条介護休業申出をした労働者がその期間中は介護休業をすることができる期間(以下「介護休業期間」という。)は、当該介護休業申出に係る介護休業開始予定日とされた日から介護休業終了予定日とされた日(その日が当該介護休業開始予定日とされた日から起算して九十三日から当該労働者の当該介護休業申出に係る対象家族についての介護休業等日数を差し引いた日数を経過する日より後の日であるときは、当該経過する日。第三項において同じ。)までの間とする。
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Article 15(1)A period for which a worker who has filed a Caregiver Leave Application may take said Caregiver Leave (hereinafter referred to as a "Period of Caregiver Leave") shall be between the Caregiver Leave Scheduled Start Date and the Caregiver Leave Scheduled End Date in said application (or, when the scheduled end date falls after the period of days elapses from the Caregiver Leave Scheduled Start Date, which are obtained by subtracting from 93 days the Number of Days for Caregiver Leave, etc. taken for the Subject Family Member in said Caregiver Leave Application filed by said worker, the day on which said period elapses; the same shall apply in paragraph 3 of this Article).
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一介護休業終了予定日とされた日の前日までに、対象家族の死亡その他の労働者が介護休業申出に係る対象家族を介護しないこととなった事由として厚生労働省令で定める事由が生じたこと。
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(i)On or before the day preceding the Caregiver Leave Scheduled End Date, there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as to why the worker comes to cease taking care of the Subject Family Member pertaining to a Caregiver Leave Application, such as the death of the Subject Family Member; or
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二介護休業終了予定日とされた日までに、介護休業申出をした労働者について、労働基準法第六十五条第一項若しくは第二項の規定により休業する期間、育児休業期間又は新たな介護休業期間が始まったこと。
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(ii)On or before the Caregiver Leave Scheduled End Date, a leave period pursuant to the provision of Article 65 paragraph 1 or 2 of the Labour Standards Act, a Period of Childcare Leave, or a new Period of Caregiver Leave has begun with regard to the worker who has filed a Caregiver Leave Application.
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(準用)
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(Application, Mutatis Mutandis)
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第十六条第十条の規定は、介護休業申出及び介護休業について準用する。
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Article 16The provisions of Article 10 shall apply mutatis mutandis to a Caregiver Leave Application and taking Caregiver Leave.
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第四章 子の看護休暇
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Chapter 4 Time Off for Sick/Injured Childcare
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(子の看護休暇の申出)
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(Applications for Time Off for Sick/Injured Childcare)
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第十六条の二小学校就学の始期に達するまでの子を養育する労働者は、その事業主に申し出ることにより、一の年度において五労働日(その養育する小学校就学の始期に達するまでの子が二人以上の場合にあっては、十労働日)を限度として、負傷し、若しくは疾病にかかった当該子の世話又は疾病の予防を図るために必要なものとして厚生労働省令で定める当該子の世話を行うための休暇(以下この章において「子の看護休暇」という。)を取得することができる。
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Article 16-2(1)A worker who is taking care of a child before the commencement of elementary school may obtain leave to look after said child as specified by Ordinance of the Ministry of Health, Labour and Welfare as necessary for taking care of or preventing the illness of said child in the event of injury to or the illness of said child (referred to as "Time Off for Sick/Injured Childcare" hereinafter in this chapter) upon application to said worker's employer, with a limit of up to five working days per fiscal year (or ten working days in cases where said worker has two or more children before the commencement of elementary school to take care of).
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(子の看護休暇の申出があった場合における事業主の義務等)
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(Obligations, etc. of Employers when an Application for Time Off for Sick/Injured Childcare is Filed)
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第十六条の三事業主は、労働者からの前条第一項の規定による申出があったときは、当該申出を拒むことができない。
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Article 16-3(1)Employers must not refuse an application by a worker pursuant to the provision of paragraph 1 of the preceding Article.
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(2)The provisions of the proviso of paragraph 1 of Article 6 and the provisions of paragraph 2 of the same Article shall apply mutatis mutandis to cases where a worker files an application pursuant to the provision of paragraph 1 of the preceding Article.In this case, the term "one year" in Article 6 paragraph 1 item (i) shall be deemed to be replaced with "six months," the term "the proviso of the preceding paragraph" in paragraph 2 of the same Article shall be deemed to be replaced with "the proviso of the preceding paragraph, as applied mutatis mutandis pursuant to Article 16-3 paragraph 2," and the term "paragraphs 1 and 3 of the preceding Article" in paragraph 2 of the same Article shall be deemed to be replaced with "Article 16-2 paragraph 1."
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(準用)
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(Applications, Mutatis Mutandis)
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第十六条の四第十条の規定は、第十六条の二第一項の規定による申出及び子の看護休暇について準用する。
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Article 16-4The provisions of Article 10 shall apply mutatis mutandis to applications and Time Off for Sick/Injured Childcare prescribed in Article 16-2 paragraph 1.
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第五章 介護休暇
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Chapter 5 Time Off for Caregivers
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(介護休暇の申出)
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(Application for Time Off for Caregivers)
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第十六条の五要介護状態にある対象家族の介護その他の厚生労働省令で定める世話を行う労働者は、その事業主に申し出ることにより、一の年度において五労働日(要介護状態にある対象家族が二人以上の場合にあっては、十労働日)を限度として、当該世話を行うための休暇(以下「介護休暇」という。)を取得することができる。
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Article 16-5(1)A worker who looks after a Subject Family Member in a Care-requiring Condition as specified by Ordinance of the Ministry of Health, Labour and Welfare, including nursing care, may obtain leave to look after said Subject Family Member (hereinafter referred to as "Time Off for Caregivers") upon application to said worker's employer, with limits of up to five working days per fiscal year (or ten working days in cases where said worker has two or more Subject Family Members in a Care-requiring Condition).
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(2)An application pursuant to the provision of the preceding paragraph must be filed by making clear that the Subject Family Member pertaining to said application is in a Care-requiring Condition and the days required as Time Off for Caregivers, pursuant to Ordinance of the Ministry of Health, Labour and Welfare.
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(介護休暇の申出があった場合における事業主の義務等)
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(Obligations, etc. of Employers when an Application for Time Off for Caregivers is Filed)
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第十六条の六事業主は、労働者からの前条第一項の規定による申出があったときは、当該申出を拒むことができない。
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Article 16-6(1)Employers shall not refuse an application by a worker pursuant to the provision of paragraph 1 of the preceding Article.
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(2)The provisions of the proviso of Article 6 paragraph 1 and the provisions of paragraph 2 of the same Article shall apply mutatis mutandis to cases where a worker files an application pursuant to the provision of paragraph 1 of the preceding Article.In this case, the term "one year" in Article 6 paragraph 1 item (i) shall be deemed to be replaced with "six months," the term "the proviso of the preceding paragraph" in paragraph 2 of the same Article shall be deemed to be replaced with "the proviso of the preceding paragraph, as applied mutatis mutandis pursuant to Article 16-6 paragraph 2," and the term "paragraphs 1 and 3 of the preceding Article " in paragraph 2 of the same Article shall be deemed to be replaced with "Article 16-5 paragraph 1."
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(準用)
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(Applications, Mutatis Mutandis)
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第十六条の七第十条の規定は、第十六条の五第一項の規定による申出及び介護休暇について準用する。
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Article 16-7The provisions of Article 10 shall apply mutatis mutandis to applications and Time Off for Caregivers prescribed in Article 16-5 paragraph 1.
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第六章 所定外労働の制限
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Chapter 6 Limitations on Unscheduled Work
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Article 16-8(1)Employers must not make a worker who is taking care of a child less than three years of age work in excess of the scheduled working hours upon said worker's request in order to take care of said child unless said worker falls under either of the following kinds of worker, specified as one who may not make said request pursuant to the main clause of this paragraph under a written agreement between said employer and either a labor union, if any, organized by a majority of workers at the place of business where said worker is employed or between said employer and a person who represents the majority of such workers when there is no labor union organized by the majority of workers at the place of business where said worker is employed; provided, however, that this shall not apply to cases where said request would impede normal business operations:
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一当該事業主に引き続き雇用された期間が一年に満たない労働者
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(i)A worker employed by said employer for a continued period of less than one year; or
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二前号に掲げるもののほか、当該請求をできないこととすることについて合理的な理由があると認められる労働者として厚生労働省令で定めるもの
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(ii)In addition to what is listed in the preceding item, a person specified by Ordinance of the Ministry of Health, Labour and Welfare as a worker for whom there are reasonable grounds for said request not being granted.
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(2)A request pursuant to the provision of the preceding paragraph must be made, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, with regard to a continued period where an employer must not make the worker work in excess of the scheduled working hours (limited to a period from one month to one year; referred to in paragraph 4 as the "Limitation Period"), by making clear the first day thereof (referred to as "Limitation Period Scheduled Start Date" hereinafter in this Article) and last day thereof (referred to in paragraph 4 as "Limitation Period Scheduled End Date") on or before the day one month prior to the Limitation Period Scheduled Start Date. In this case, the limitation period prescribed in the first sentence of this paragraph must not overlap with the limitation period prescribed in the first sentence of Article 17 paragraph 2.
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(3)In the event that there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as to why the worker comes to cease taking care of the child pertaining to the request, such as the death of the child, on or before the day preceding the Limitation Period Scheduled Start Date after the request was made pursuant to the provision of paragraph 1, said request shall be deemed as not having been made.In this case, the worker must notify the employer without delay of the reason for such cancellation.
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一制限終了予定日とされた日の前日までに、子の死亡その他の労働者が第一項の規定による請求に係る子を養育しないこととなった事由として厚生労働省令で定める事由が生じたこと。
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(i)On or before the day preceding the Limitation Period Scheduled End Date, there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as to why the worker comes to cease taking care of the child pertaining to the request pursuant to the provision of paragraph 1, such as the death of the child;
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二制限終了予定日とされた日の前日までに、第一項の規定による請求に係る子が三歳に達したこと。
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(ii)On or before the day preceding the Limitation Period Scheduled End Date, the child pertaining to the request which has been made pursuant to the provision of paragraph 1 reaches three years of age; or
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三制限終了予定日とされた日までに、第一項の規定による請求をした労働者について、労働基準法第六十五条第一項若しくは第二項の規定により休業する期間、育児休業期間又は介護休業期間が始まったこと。
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(iii)On or before the Limitation Period Scheduled End Date, a leave period pursuant to the provisions of Article 65 paragraph 1 or 2 of the Labor Standards Act, a Period of Childcare Leave, or a Period of Caregiver Leave has begun with regard to a worker who has made a request pursuant to the provision of paragraph 1.
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Article 16-9Employers must not dismiss or otherwise treat a worker disadvantageously on the grounds that said worker makes a request pursuant to the provision of paragraph 1 of the preceding Article or does not work in excess of scheduled working hours, in cases where said employer is not to have said worker making said request work in excess of the scheduled working hours pursuant to the provision of the same paragraph.
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第七章 時間外労働の制限
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Chapter 7 Limitations on Overtime Work
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第十七条事業主は、労働基準法第三十六条第一項本文の規定により同項に規定する労働時間(以下この条において単に「労働時間」という。)を延長することができる場合において、小学校就学の始期に達するまでの子を養育する労働者であって次の各号のいずれにも該当しないものが当該子を養育するために請求したときは、制限時間(一月について二十四時間、一年について百五十時間をいう。次項及び第十八条の二において同じ。)を超えて労働時間を延長してはならない。ただし、事業の正常な運営を妨げる場合は、この限りでない。
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Article 17(1)An employer shall not, in cases where he or she may extend, pursuant to the main clause of paragraph 1 of Article 36 of the Labour Standards Act, a worker's working hours prescribed in the same paragraph (referred to as "Working Hours" hereinafter in this Article), extend Working Hours beyond the limit on overtime work (24 hours per month and 150 hours per year, the same shall apply in the following paragraph and Article 18-2) when a worker who is taking care of a child prior to the commencement of elementary school and who does not fall under any of the following items makes a request in order to take care of said child; provided, however, that this shall not apply to cases where said request would impede normal business operations:
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一当該事業主に引き続き雇用された期間が一年に満たない労働者
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(i)A worker employed by said employer for a continued period of less than one year;
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二前号に掲げるもののほか、当該請求をできないこととすることについて合理的な理由があると認められる労働者として厚生労働省令で定めるもの
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(ii)In addition to what is listed in the preceding item, a person specified by Ordinance of the Ministry of Health, Labour and Welfare as a worker for whom there are reasonable grounds for said request not being granted.
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(2)A request pursuant to the provision of the preceding paragraph shall be made, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, with regard to a continued period where an employer must not extend Working Hours beyond the limit on overtime work (limited to a period from one month to one year; referred to in paragraph 4 as "Limitation Period"), by making clear the first day thereof (referred to as "Limitation Period Scheduled Start Date" hereinafter in this Article) and last day thereof (referred to in paragraph 4 as "Limitation Period Scheduled End Date") on or before the day one month prior to the Limitation Period Scheduled Start Date. In this case, the limitation period prescribed in the first sentence of this paragraph must not overlap with the limitation period prescribed in the first sentence of Article 16-8 paragraph 2.
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(3)In the event that there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as to why the worker comes to cease taking care of the child pertaining to the request, such as the death of the child, on or before the day preceding the Limitation Period Scheduled Start Date after the request was made pursuant to the provision of paragraph 1, said request shall be deemed as not having been made.In this case, the worker must notify the employer without delay of the reason for such cancellation.
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一制限終了予定日とされた日の前日までに、子の死亡その他の労働者が第一項の規定による請求に係る子を養育しないこととなった事由として厚生労働省令で定める事由が生じたこと。
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(i)On or before the day preceding the Limitation Period Scheduled End Date, there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as to why the worker comes to cease taking care of the child pertaining to the request pursuant to the provision of paragraph 1, such as the death of the child;
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二制限終了予定日とされた日の前日までに、第一項の規定による請求に係る子が小学校就学の始期に達したこと。
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(ii)On or before the day preceding the Limitation Period Scheduled End Date, the child pertaining to the request which has been made pursuant to the provision of paragraph 1 reaches the stage of commencement of elementary school; or
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三制限終了予定日とされた日までに、第一項の規定による請求をした労働者について、労働基準法第六十五条第一項若しくは第二項の規定により休業する期間、育児休業期間又は介護休業期間が始まったこと。
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(iii)On or before the Limitation Period Scheduled End Date, a leave period pursuant to the provisions of Article 65 paragraph 1 or 2 of the Labor Standards Act, a Period of Childcare Leave, or a Period of Caregiver Leave has begun with regard to a worker who has made a request pursuant to the provision of paragraph 1.
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Article 18(1)The provisions of paragraphs 1, 2, 3, and 4 (excluding item (ii)) of the preceding Article shall apply mutatis mutandis to a worker who takes care of a Subject Family Member in a Care-requiring Condition. In this case, the term "take care of said child" in paragraph 1 of the same Article shall be deemed to be replaced with "take care of said Subject Family Member", and the terms "child" and "taking care of the child" in paragraph 3 and paragraph 4 item (i) of the same Article shall be deemed to be replaced respectively with "Subject Family Member" and "taking care of the Subject Family Member."
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(2)The provisions of the second sentence of paragraph 3 of the preceding Article shall apply mutatis mutandis to the cases where there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare provided for in paragraph 4 item (i) of the same Article, as applied mutatis mutandis pursuant to the preceding paragraph.
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Article 18-2Employers must not dismiss or otherwise treat a worker disadvantageously on the grounds that said worker makes a request pursuant to the provision of Article 17 paragraph 1 (including cases where applied mutatis mutandis pursuant to paragraph 1 of the preceding Article; the same shall apply hereinafter in this Article) or does not work beyond the limit on overtime work in cases where said employer must not extend the Working Hours of said worker making said request beyond the limit on overtime work pursuant to the provision of Article 17 paragraph 1.
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第八章 深夜業の制限
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Chapter 8 Limitations on Late-Night Work
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Article 19(1)Employers must not, in cases where a worker who is taking care of a child before the commencement of elementary school and who does not fall under any of the following items makes a request in order to take care of said child, make said worker work in the period between 10 p.m. and 5 a.m. (referred to as "Late-Night" hereinafter in this Article and Article 20-2); provided, however, that this shall not apply to cases where said request would impede normal business operations:
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一当該事業主に引き続き雇用された期間が一年に満たない労働者
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(i)A worker employed by said employer for a continued period of less than one year;
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二当該請求に係る深夜において、常態として当該子を保育することができる当該子の同居の家族その他の厚生労働省令で定める者がいる場合における当該労働者
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(ii)A worker who has a person specified by Ordinance of the Ministry of Health, Labour and Welfare, such as a Family Member who is living in the same household with said child, and who can normally take care of said child during Late-Night pertaining to said request; or
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三前二号に掲げるもののほか、当該請求をできないこととすることについて合理的な理由があると認められる労働者として厚生労働省令で定めるもの
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(iii)In addition to what is listed in the preceding two items, a person specified by Ordinance of the Ministry of Health, Labour and Welfare as a worker for whom there are reasonable grounds for said request not being granted.
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(2)A request pursuant to the provision of the preceding paragraph must be made, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, with regard to a continued period where an employer shall not make a worker work Late-Night (limited to a period between one month to six months; referred to in paragraph 4 as the "Limitation Period"), by making clear the first day thereof (referred to as "Limitation Period Scheduled Start Date" hereinafter in this Article) and last day thereof (referred to as "Limitation Period Scheduled End Date" in paragraph 4) on or before the day one month prior to the Limitation Period Scheduled Start Date.
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(3)In the event that there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as to why the worker comes to cease taking care of the child pertaining to the request, such as the death of the child, on or before the day preceding the Limitation Period Scheduled Start Date after the request was made pursuant to the provision of paragraph 1, said request shall be deemed as not having been made.In this case, the worker must notify the employer without delay of the reason for such cancellation.
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一制限終了予定日とされた日の前日までに、子の死亡その他の労働者が第一項の規定による請求に係る子を養育しないこととなった事由として厚生労働省令で定める事由が生じたこと。
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(i)On or before the day preceding the Limitation Period Scheduled End Date, there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as to why the worker comes to cease taking care of the child pertaining to the request pursuant to the provision of paragraph 1, such as the death of the child;
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二制限終了予定日とされた日の前日までに、第一項の規定による請求に係る子が小学校就学の始期に達したこと。
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(ii)On or before the day preceding the Limitation Period Scheduled End Date, the child pertaining to the request which has been made pursuant to the provision of paragraph 1 reaches commencement of elementary school; or
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三制限終了予定日とされた日までに、第一項の規定による請求をした労働者について、労働基準法第六十五条第一項若しくは第二項の規定により休業する期間、育児休業期間又は介護休業期間が始まったこと。
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(iii)On or before the Limitation Period Scheduled End Date, a leave period pursuant to the provisions of Article 65 paragraph 1 or 2 of the Labor Standards Act, a Period of Childcare Leave, or a Period of Caregiver Leave has begun with regard to a worker who has made a request pursuant to the provision of paragraph 1.
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Article 20(1)The provisions of paragraphs 1 through 3 and paragraph 4 (excluding item (ii)) of the preceding Article shall apply mutatis mutandis to a worker who takes care of a Subject Family Member in a Care-requiring Condition. In this case, the term "take care of said child" in Article 19 paragraph 1 shall be deemed to be replaced with "take care of said Subject Family Member", the terms "child" and "take care of said child" in item (ii) of the same paragraph shall be deemed to be replaced respectively with "Subject Family Member" and "take care of said Subject Family Member", and the terms "child" and "taking care of the child" in paragraph 3 and paragraph 4 item (i) of the same Article shall be deemed to be replaced respectively with "Subject Family Member" and "taking care of the Subject Family Member."
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(2)The provisions of the second sentence of paragraph 3 of the preceding Article shall apply mutatis mutandis to cases where there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare provided for in paragraph 4 item (i) of the same Article, as applied mutatis mutandis pursuant to the preceding paragraph.
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Article 20-2Employers must not dismiss or otherwise treat a worker disadvantageously on the grounds that said worker makes a request pursuant to the provision of Article 19 paragraph 1 (including cases where applied mutatis mutandis pursuant to paragraph 1 of the preceding Article; the same shall apply hereinafter in this Article) or does not work Late-Night in cases where said employer may not have said worker work late at night, pursuant to the provision of Article 19 paragraph 1.
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第九章 事業主が講ずべき措置
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Chapter 9 Measures to be Taken by Employers
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(育児休業等に関する定めの周知等の措置)
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(Measures for the Dissemination, etc. of the Provision of Childcare Leave, etc.)
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第二十一条事業主は、育児休業及び介護休業に関して、あらかじめ、次に掲げる事項を定めるとともに、これを労働者に周知させるための措置を講ずるよう努めなければならない。
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Article 21(1)Employers must, with regard to Childcare Leave and Caregiver Leave, endeavor to specify the following items in advance and take measures to make them known to workers:
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一労働者の育児休業及び介護休業中における待遇に関する事項
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(i)Particulars related to treatment for a worker during a period of Childcare Leave and Caregiver Leave;
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二育児休業及び介護休業後における賃金、配置その他の労働条件に関する事項
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(ii)Particulars related to working conditions after the Childcare Leave and the Caregiver Leave, such as wages and assignments; and
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三前二号に掲げるもののほか、厚生労働省令で定める事項
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(iii)In addition to what is listed in the preceding two items, particulars specified by Ordinance of the Ministry of Health, Labour and Welfare.
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(2)Pursuant to Ordinance of the Ministry of Health, Labour and Welfare, employers must, in cases where a worker files a Childcare Leave Application or a Caregiver Leave Application, endeavor to clearly notify said worker of the procedures specified in all items of the preceding paragraph pertaining to said worker.
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(雇用管理等に関する措置)
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(Measures related to Employment Management, etc.)
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第二十二条事業主は、育児休業申出及び介護休業申出並びに育児休業及び介護休業後における就業が円滑に行われるようにするため、育児休業又は介護休業をする労働者が雇用される事業所における労働者の配置その他の雇用管理、育児休業又は介護休業をしている労働者の職業能力の開発及び向上等に関して、必要な措置を講ずるよう努めなければならない。
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Article 22Employers must, for the purpose of smooth implementation of Childcare Leave Applications and Caregiver Leave Applications, and employment after said leave, endeavor to take necessary measures with regard to workers' assignment and other employment management at a place of business where workers who take Childcare Leave or Caregiver Leave are employed, and the development and improvement, etc. of the vocational ability of workers who are taking Childcare Leave or Caregiver Leave.
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(所定労働時間の短縮措置等)
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(Measures including Measures to Shorten Prescribed Working Hours)
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第二十三条事業主は、その雇用する労働者のうち、その三歳に満たない子を養育する労働者であって育児休業をしていないもの(一日の所定労働時間が短い労働者として厚生労働省令で定めるものを除く。)に関して、厚生労働省令で定めるところにより、労働者の申出に基づき所定労働時間を短縮することにより当該労働者が就業しつつ当該子を養育することを容易にするための措置(以下「所定労働時間の短縮措置」という。)を講じなければならない。ただし、当該事業主と当該労働者が雇用される事業所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、その事業所の労働者の過半数で組織する労働組合がないときはその労働者の過半数を代表する者との書面による協定で、次に掲げる労働者のうち所定労働時間の短縮措置を講じないものとして定められた労働者に該当する労働者については、この限りでない。
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Article 23(1)Employers must, with regard to an employed worker who takes care of a child under three years of age, but who does not take Childcare Leave (excluding workers specified by Ordinance of the Ministry of Health, Labour and Welfare as workers whose scheduled working hours per day are short), take measures to shorten scheduled working hours that make it easier for said worker to take care of said child while continuing working (referred to as "Measures to Shorten Prescribed Working Hours"), upon application from said worker, pursuant to Ordinance of the Ministry of Health, Labour and Welfare; provided, however, that this shall not apply to workers who fall under any of the following items and who are set forth as persons for whom Measures to Shorten Prescribed Working Hours are not taken under a written agreement between said employer and either a labor union, if any, organized by a majority of workers at the place of business where said worker is employed or between said employer and a person who represents the majority of such workers when there is no labor union organized by the majority of workers at the place of business where said worker is employed:
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一当該事業主に引き続き雇用された期間が一年に満たない労働者
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(i)A worker employed by said employer for a continued period of less than one year;
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二前号に掲げるもののほか、所定労働時間の短縮措置を講じないこととすることについて合理的な理由があると認められる労働者として厚生労働省令で定めるもの
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(ii)In addition to what is listed in the preceding item, a person specified by Ordinance of the Ministry of Health, Labour and Welfare as a worker for whom there are reasonable grounds for Measures to Shorten Prescribed Working Hours not being taken; or
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三前二号に掲げるもののほか、業務の性質又は業務の実施体制に照らして、所定労働時間の短縮措置を講ずることが困難と認められる業務に従事する労働者
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(iii)In addition to what is listed in the preceding two items, a worker who is engaged in work for which it is considered difficult to take Measures to Shorten Prescribed Working Hours in light of the nature of the work or the work system.
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2事業主は、その雇用する労働者のうち、前項ただし書の規定により同項第三号に掲げる労働者であってその三歳に満たない子を養育するものについて所定労働時間の短縮措置を講じないこととするときは、当該労働者に関して、厚生労働省令で定めるところにより、労働者の申出に基づく育児休業に関する制度に準ずる措置又は労働基準法第三十二条の三の規定により労働させることその他の当該労働者が就業しつつ当該子を養育することを容易にするための措置(第二十四条第一項において「始業時刻変更等の措置」という。)を講じなければならない。
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(2)Employers must, if they decide not to take Measures to Shorten Prescribed Working Hours pursuant to the provision of the proviso of the preceding paragraph with regard to an employed worker described in item (iii) of the same paragraph who takes care of a child under three years of age, take measures equivalent to the system of Childcare Leave for said worker, make said worker work pursuant to the provision of Article 32-3 of the Labor Standards Act, or take other measures that make it easier for said worker to take care of said child while continuing working (referred to as "Measures Including a Change of the Starting Time" in Article 24 paragraph 1), upon application from said worker, pursuant to Ordinance of the Ministry of Health, Labour and Welfare.
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3事業主は、その雇用する労働者のうち、その要介護状態にある対象家族を介護する労働者に関して、厚生労働省令で定めるところにより、労働者の申出に基づく連続する九十三日の期間(当該労働者の雇入れの日から当該連続する期間の初日の前日までの期間における介護休業等日数が一以上である場合にあっては、九十三日から当該介護休業等日数を差し引いた日数の期間とし、当該労働者が当該対象家族の当該要介護状態について介護休業をしたことがある場合にあっては、当該連続する期間は、当該対象家族の当該要介護状態について開始された最初の介護休業に係る介護休業開始予定日とされた日から起算した連続する期間のうち当該労働者が介護休業をしない期間とする。)以上の期間における所定労働時間の短縮その他の当該労働者が就業しつつその要介護状態にある対象家族を介護することを容易にするための措置を講じなければならない。
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(3)Employers must, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, with regard to an employed worker who takes care of a Subject Family Member in a Care-requiring Condition, take measures that facilitate the worker to take care of the Subject Family Member in a Care-requiring Condition while continuing working, such as shortening of working hours, for a period exceeding 93 consecutive days upon application from the worker (or a period which is obtained by subtracting from 93 days the Number of Days for Caregiver Leave, etc., in cases where the worker takes one or more days of Caregiver Leave, etc. during the period from the day on which said worker was first employed until the day prior to the first day of said continued period; a period in which the worker did not take Caregiver Leave for the Subject Family Member within the continued period from the Caregiver Leave Scheduled Start Date for the first Caregiver Leave pertaining to said Care-requiring Condition of the Subject Family Member, in cases where said worker has taken Caregiver Leave for said Care-requiring Condition for the Subject Family Member).
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(小学校就学の始期に達するまでの子を養育する労働者等に関する措置)
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(Measures related to Workers, etc. who Take Care of a Child Before Commencement of Elementary School)
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第二十四条事業主は、その雇用する労働者のうち、その小学校就学の始期に達するまでの子を養育する労働者に関して、次の各号に掲げる当該労働者の区分に応じ当該各号に定める制度又は措置に準じて、それぞれ必要な措置を講ずるよう努めなければならない。
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Article 24(1)Employers must, with regard to an employed worker who takes care of a child before the commencement of elementary school, endeavor to take necessary measures according to the system or measures prescribed for the category of said worker listed in the following items:
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一その一歳(当該労働者が第五条第三項の規定による申出をすることができる場合にあっては、一歳六か月。次号において同じ。)に満たない子を養育する労働者(第二十三条第二項に規定する労働者を除く。同号において同じ。)で育児休業をしていないもの始業時刻変更等の措置
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(i)A worker (excluding a worker prescribed in Article 23 paragraph 2; the same shall apply in the following item) who takes care of a child under one year of age (or one year and six months of age in cases where said worker may file an application pursuant to the provision of Article 5 paragraph 3; the same shall apply in the same item) and has not taken Childcare Leave:Measures Including a Change of the Starting Time
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二その一歳から三歳に達するまでの子を養育する労働者育児休業に関する制度又は始業時刻変更等の措置
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(ii)A worker who takes care of a child from one year to three years of age:System for Childcare Leave or Measures Including a Change of the Starting Time
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三その三歳から小学校就学の始期に達するまでの子を養育する労働者育児休業に関する制度、第六章の規定による所定外労働の制限に関する制度、所定労働時間の短縮措置又は始業時刻変更等の措置
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(iii)A worker who takes care of a child over three years of age, before the commencement of elementary school:System for Childcare Leave, system for limitation on unscheduled work under Chapter 6, Measures to Shorten Prescribed Working Hours, or Measures Including a Change of the Starting Time
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(2)Employers must, with regard to an employed worker who takes care of a Family Member, endeavor to take necessary measures according to the system of Caregiver Leave or Time Off for Caregivers or the measures prescribed in Article 23 paragraph 3 by giving consideration for the period, the frequency, etc. for said care.
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(労働者の配置に関する配慮)
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(Consideration Regarding Assignment of Workers)
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第二十六条事業主は、その雇用する労働者の配置の変更で就業の場所の変更を伴うものをしようとする場合において、その就業の場所の変更により就業しつつその子の養育又は家族の介護を行うことが困難となることとなる労働者がいるときは、当該労働者の子の養育又は家族の介護の状況に配慮しなければならない。
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Article 26Employers must, in making a change to assignment of an employed worker which results in a change in the said worker's workplace, give consideration for the worker's situation with regard to childcare or family care, when such a change would make it difficult for the worker to take care of children or other Family Members while continuing working.
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(再雇用特別措置等)
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(Special Measures, etc. for Re-employment)
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第二十七条事業主は、妊娠、出産若しくは育児又は介護を理由として退職した者(以下「育児等退職者」という。)について、必要に応じ、再雇用特別措置(育児等退職者であって、その退職の際に、その就業が可能となったときに当該退職に係る事業の事業主に再び雇用されることの希望を有する旨の申出をしていたものについて、当該事業主が、労働者の募集又は採用に当たって特別の配慮をする措置をいう。第三十条及び第三十九条第一項第一号において同じ。)その他これに準ずる措置を実施するよう努めなければならない。
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Article 27Employers must, with regard to a person who resigned due to pregnancy, childbirth, childcare, or family care (hereinafter referred to as a "Former Employee who Resigned due to Childcare, etc."), endeavor, as necessary, to implement special measures for re-employment (measures in which the employer of the businesses pertaining to said resignation gives, in recruitment and hiring of a worker, special consideration for a Former Employee who Resigned due to Childcare, etc. and who had notified, in resigning, said employer of the intention of being re-employed when it becomes possible to work again; the same shall apply in Article 30 and Article 39 paragraph 1 item (i)) and other measures equivalent to the ones above.
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(指針)
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(Guidelines)
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第二十八条厚生労働大臣は、第二十一条から前条までの規定に基づき事業主が講ずべき措置及び子の養育又は家族の介護を行い、又は行うこととなる労働者の職業生活と家庭生活との両立が図られるようにするために事業主が講ずべきその他の措置に関して、その適切かつ有効な実施を図るための指針となるべき事項を定め、これを公表するものとする。
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Article 28The Minister of Health, Labour and Welfare shall, with regard to measures to be taken by employers pursuant to the provision of Articles 21 through 27 and other measures to be taken by employers to help balance work life and family life for workers who take or are taking care of children or other Family Members, specify and make public the particulars required for the guidelines in order to promote appropriate and effective implementation of said measures.
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(職業家庭両立推進者)
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(Promoter for Balancing Work Life and Family Life)
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第二十九条事業主は、厚生労働省令で定めるところにより、第二十一条から第二十七条までに定める措置及び子の養育又は家族の介護を行い、又は行うこととなる労働者の職業生活と家庭生活との両立が図られるようにするために講ずべきその他の措置の適切かつ有効な実施を図るための業務を担当する者を選任するように努めなければならない。
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Article 29An employer shall, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, endeavor to appoint a person who takes charge of duties for appropriate and effective implementation of measures set forth in Articles 21 through 27 and other measures to be taken for the purpose of balancing work life and family life for workers who take or are taking care of children or other Family Members.
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第十章 対象労働者等に対する支援措置
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Chapter 10 Measures for Supporting Subject Workers, etc.
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第一節 国等による援助
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Section 1 Support from the National Government, etc.
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(事業主等に対する援助)
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(Support for Employers, etc.)
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第三十条国は、子の養育又は家族の介護を行い、又は行うこととなる労働者(以下「対象労働者」という。)及び育児等退職者(以下「対象労働者等」と総称する。)の雇用の継続、再就職の促進その他これらの者の福祉の増進を図るため、事業主、事業主の団体その他の関係者に対して、対象労働者の雇用される事業所における雇用管理、再雇用特別措置その他の措置についての相談及び助言、給付金の支給その他の必要な援助を行うことができる。
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Article 30The State may, for the purpose of continuing employment and promoting re-employment of a worker who takes care of or is taking care of children or other Family Members (hereinafter referred to as a "Subject Worker") and Former Employees who Resigned due to Childcare, etc. (hereinafter referred to collectively as "Subject Workers, etc.) and of promoting the welfare of said workers, provide employers, employers' associations and other parties concerned with counseling services and advice with regard to the employment management, special measures for re-employment and other measures at a place of business where the Subject Worker is employed, and with benefits and other necessary support.
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(相談、講習等)
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(Counseling, Training, etc.)
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第三十一条国は、対象労働者に対して、その職業生活と家庭生活との両立の促進等に資するため、必要な指導、相談、講習その他の措置を講ずるものとする。
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Article 31(1)The State shall provide Subject Workers with necessary guidance, counseling services, training and other measures for the purpose of contributing to the promotion, etc. of balancing the work life and family life of said workers.
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(再就職の援助)
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(Support for Re-employment)
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第三十二条国は、育児等退職者に対して、その希望するときに再び雇用の機会が与えられるようにするため、職業指導、職業紹介、職業能力の再開発の措置その他の措置が効果的に関連して実施されるように配慮するとともに、育児等退職者の円滑な再就職を図るため必要な援助を行うものとする。
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Article 32The State shall, for the purpose of providing re-employment opportunities for Former Employees who Resigned due to Childcare, etc. when they come to intend to work again, give consideration so that vocational guidance, employment placement, redevelopment of vocational ability and other measures can be implemented in an effective and coordinated way and provide necessary support for the promotion of smooth re-employment of Former Employees who Resigned due to Childcare, etc.
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(職業生活と家庭生活との両立に関する理解を深めるための措置)
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(Measures for Increasing Awareness of Balancing Work Life and Family Life)
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第三十三条国は、対象労働者等の職業生活と家庭生活との両立を妨げている職場における慣行その他の諸要因の解消を図るため、対象労働者等の職業生活と家庭生活との両立に関し、事業主、労働者その他国民一般の理解を深めるために必要な広報活動その他の措置を講ずるものとする。
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Article 33The State shall take necessary measures, including publicity activities, to increase awareness of employers, workers, and the general public with regard to balancing the work life and family life of Subject Workers, etc. in order to eliminate workplace practices and other factors that prevent Subject Workers, etc. from balancing work life and family life.
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(勤労者家庭支援施設)
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(Family Support Centers for Workers)
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第三十四条地方公共団体は、必要に応じ、勤労者家庭支援施設を設置するように努めなければならない。
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Article 34(1)Local governments must, as necessary, endeavor to establish family support centers for workers.
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(2)Family support centers for workers shall be established for the purpose of implementing a comprehensive set of activities designed to promote the welfare of Subject Workers, etc., such as the provision of counseling services, necessary guidance, training and lectures with regard to balancing work life and family life for Subject Workers, etc., and opportunities for rest and recreation.
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(勤労者家庭支援施設指導員)
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(Advisors of Family Support Centers for Workers)
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第三十五条勤労者家庭支援施設には、対象労働者等に対する相談及び指導の業務を担当する職員(次項において「勤労者家庭支援施設指導員」という。)を置くように努めなければならない。
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Article 35(1)Local governments must, in family support centers for workers, endeavor to appoint personnel who take charge of providing counseling services and guidance for Subject Workers, etc. (referred to in the following paragraph as an "Advisor of Family Support Centers for Workers").
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第二節 指定法人
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Section 2 Designated Corporations
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(指定等)
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(Designation, etc.)
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第三十六条厚生労働大臣は、対象労働者等の福祉の増進を図ることを目的とする一般社団法人又は一般財団法人であって、第三十八条に規定する業務に関し次に掲げる基準に適合すると認められるものを、その申請により、全国に一を限って、同条に規定する業務を行う者として指定することができる。
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Article 36(1)The Minister of Health, Labour and Welfare may designate, upon application, a general incorporated association or general incorporated foundation which was established for the purpose of promoting the welfare of Subject Workers, etc. and found to conform with the standards listed in the following items with regard to the business prescribed in Article 38, as one sole entity for the entire nation executing the business prescribed in the same Article:
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一職員、業務の方法その他の事項についての業務の実施に関する計画が適正なものであり、かつ、その計画を確実に遂行するに足りる経理的及び技術的な基礎を有すると認められること。
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(i)The corporation is recognized as having appropriate plans for the conducting of business with regard to particulars such as employees and business methods, and possessing a financial and technical basis for sufficient execution of said plans; and
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二前号に定めるもののほか、業務の運営が適正かつ確実に行われ、対象労働者等の福祉の増進に資すると認められること。
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(ii)In addition to what is provided for in the preceding item, the corporation is recognized as carrying out appropriate and steady operations and contributing to the promotion of the welfare of Subject Workers, etc.
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(2)The Minister of Health, Labour and Welfare must, upon making a designation as set forth in the preceding paragraph, give public notification of the name, address and office location of the corporation designated pursuant to the provision of the same paragraph (hereinafter referred to as a "Designated Corporation").
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(指定の条件)
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(Conditions of Designation)
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第三十七条前条第一項の規定による指定には、条件を付け、及びこれを変更することができる。
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Article 37(1)New conditions may be attached to those of the designation prescribed in paragraph 1 of the preceding Article, and such conditions may be changed.
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(業務)
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(Business)
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第三十八条指定法人は、次に掲げる業務を行うものとする。
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Article 38Designated Corporations shall conduct the following business:
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一対象労働者等の職業生活及び家庭生活に関する情報及び資料を総合的に収集し、並びに対象労働者等、事業主その他の関係者に対して提供すること。
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(i)Comprehensively collecting information and materials with regard to the work life and family life of Subject Workers, etc., and providing said information and materials to the Subject Workers, etc., employers and other persons concerned;
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二次条第一項に規定する業務を行うこと。
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(ii)Conducting the business set forth in paragraph 1 of the following Article; and
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三前二号に掲げるもののほか、対象労働者等の福祉の増進を図るために必要な業務を行うこと。
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(iii)In addition to what is listed in the preceding two items, conducting business required for promotion of the welfare of Subject Workers, etc.
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(指定法人による福祉関係業務の実施)
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(Welfare-Related Business to be Conducted by Designated Corporations)
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第三十九条厚生労働大臣は、指定法人を指定したときは、指定法人に第三十条から第三十四条までに規定する国の行う業務のうち次に掲げる業務(以下「福祉関係業務」という。)の全部又は一部を行わせるものとする。
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Article 39(1)The Minister of Health, Labour and Welfare shall, after designating a Designated Corporation, have said corporation conduct all or part of the following business among that to be conducted by the State prescribed in Articles 30 through 34 (hereinafter referred to as "Welfare-Related Business"):
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一対象労働者の雇用管理及び再雇用特別措置に関する技術的事項について、事業主その他の関係者に対し、相談その他の援助を行うこと。
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(i)Providing employers and other parties concerned with counseling services and other support related to technical matters with regard to employment management and special measures for re-employment of a Subject Worker;
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二第三十条の給付金であって厚生労働省令で定めるものを支給すること。
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(ii)Providing benefits prescribed in Article 30 and specified by Ordinance of the Ministry of Health, Labour and Welfare;
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三対象労働者に対し、その職業生活と家庭生活との両立に関して必要な相談、講習その他の援助を行うこと。
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(iii)Providing a Subject Worker with counseling services, training, and other support required for balancing work life and family life;
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四前三号に掲げるもののほか、対象労働者等の雇用の継続、再就職の促進その他これらの者の福祉の増進を図るために必要な業務を行うこと。
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(iv)In addition to what is listed in the preceding three items, conducting necessary business for the purpose of the continuing of employment and promoting re-employment of Subject Workers, etc. and of promoting the welfare of said workers.
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(3)Designated Corporations must, in commencing all or part of the Welfare-Related Business, notify the Minister of Health, Labour and Welfare, by type of business, of the scheduled start date of said business and the location of the office conducting said business. The provisions above shall apply to cases where a designated corporation intends to change the location of the office conducting said business.
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(業務規程の認可)
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(Approval of Operational Rules)
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第四十条指定法人は、福祉関係業務を行うときは、当該業務の開始前に、当該業務の実施に関する規程(以下「業務規程」という。)を作成し、厚生労働大臣の認可を受けなければならない。これを変更しようとするときも、同様とする。
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Article 40(1)Designated Corporations must, in carrying out Welfare-Related Business, prepare regulations required for the conducting of said business (hereinafter referred to as "Operational Rules") and obtain the approval of the Minister of Health, Labour and Welfare prior to commencing said business. The provisions above shall apply to cases where the Designated Corporation intends to change said regulations.
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(福祉関係給付金の支給に係る厚生労働大臣の認可)
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(The Minister of Health, Labour and Welfare's Approval for Provision of Welfare-Related Benefits)
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第四十一条指定法人は、福祉関係業務のうち第三十九条第一項第二号に係る業務(次条及び第四十八条において「給付金業務」という。)を行う場合において、自ら同号の給付金の支給を受けようとするときは、厚生労働省令で定めるところにより、厚生労働大臣の認可を受けなければならない。
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Article 41Designated Corporations must, in the case of carrying out, among its Welfare-Related Businesses, the business pertaining to Article 39 paragraph 1 item (ii) (referred to in the following Article and Article 48 as "Benefits Business") and intending to receive the benefits set forth in the same item, obtain the approval from the Minister of Health, Labour and Welfare, pursuant to Ordinance of the Minister of Health, Labour and Welfare.
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(報告)
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(Reports)
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第四十二条指定法人は、給付金業務を行う場合において当該業務に関し必要があると認めるときは、事業主に対し、必要な事項について報告を求めることができる。
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Article 42Designated Corporations may, in conducting Benefits Business and finding it necessary with regard to said business, request an employer to submit reports on necessary matters.
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(事業計画等)
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(Business Plans, etc.)
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第四十三条指定法人は、毎事業年度、厚生労働省令で定めるところにより、事業計画書及び収支予算書を作成し、厚生労働大臣の認可を受けなければならない。これを変更しようとするときも、同様とする。
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Article 43(1)Designated Corporations must, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, prepare a business plan and a budget for income and expenditure for each business year, and obtain the approval of the Minister of Health, Labour and Welfare. The provisions above shall apply to cases where the Designated Corporation intends to change said plan or budget.
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(区分経理)
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(Separate Accounting)
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第四十四条指定法人は、福祉関係業務を行う場合には、福祉関係業務に係る経理とその他の業務に係る経理とを区分して整理しなければならない。
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Article 44Designated Corporations must, in conducting Welfare-Related Business, separate the accounts for Welfare-Related Business and those for other business.
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(交付金)
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(Grants)
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第四十五条国は、予算の範囲内において、指定法人に対し、福祉関係業務に要する費用の全部又は一部に相当する金額を交付することができる。
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Article 45The State may, within the limits of the budget, grant a Designated Corporation the amount of money equivalent to all or part of the costs required for the Welfare-Related Business.
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(厚生労働省令への委任)
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(Referral to an Ordinance of the Ministry of Health, Labour and Welfare)
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第四十六条この節に定めるもののほか、指定法人が福祉関係業務を行う場合における指定法人の財務及び会計に関し必要な事項は、厚生労働省令で定める。
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Article 46In addition to what is provided for in this Section, the financial and accounting particulars required for a Designated Corporation to conduct Welfare-Related Business shall be prescribed by Ordinance of the Ministry of Health, Labour and Welfare.
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(役員の選任及び解任)
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(Appointment and Dismissal of Officers)
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第四十七条指定法人の役員の選任及び解任は、厚生労働大臣の認可を受けなければ、その効力を生じない。
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Article 47(1)No appointment or dismissal of an officer of a Designated Corporation shall be effective without approval of the Minister of Health, Labour and Welfare.
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(2)The Minister of Health, Labour and Welfare may, in the event that an officer of a Designated Corporation commits any act in violation of the provisions of this section (including orders and dispositions pursuant to said provisions) or the Operational Rules approved under Article 40 paragraph 1, or commits a grossly improper act with regard to the business prescribed in Article 38, order the Designated Corporation to dismiss said officer.
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(役員及び職員の公務員たる性質)
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(Status of Officers and Personnel as Public Employees)
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第四十八条給付金業務に従事する指定法人の役員及び職員は、刑法(明治四十年法律第四十五号)その他の罰則の適用については、法令により公務に従事する職員とみなす。
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Article 48Officers and personnel of a Designated Corporation who are engaged in Benefits Business shall, pursuant to laws and regulations, be deemed as personnel engaged in public service when subject to the Criminal Code (Act No. 45 of 1907) and other penal provisions.
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(報告及び検査)
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(Reports and Inspections)
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第四十九条厚生労働大臣は、第三十八条に規定する業務の適正な運営を確保するために必要な限度において、指定法人に対し、同条に規定する業務若しくは資産の状況に関し必要な報告をさせ、又は所属の職員に、指定法人の事務所に立ち入り、業務の状況若しくは帳簿、書類その他の物件を検査させることができる。
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Article 49(1)The Minister of Health, Labour and Welfare may, within the limit necessary for securing the proper conducting of the businesses prescribed in Article 38, have a Designated Corporation submit necessary reports with regard to the business prescribed in the same Article or the assets, or may permit the Ministry personnel to enter the offices of the Designated Corporation and inspect the business, accounting books, documents or other articles.
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(監督命令)
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(Supervision Orders)
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第五十条厚生労働大臣は、この節の規定を施行するために必要な限度において、指定法人に対し、第三十八条に規定する業務に関し監督上必要な命令をすることができる。
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Article 50The Minister of Health, Labour and Welfare may, within the limit necessary for implementing the provisions of this section, give a Designated Corporation orders necessary for the supervision of the business prescribed in Article 38.
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(指定の取消し等)
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(Rescission, etc. of Designation)
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第五十一条厚生労働大臣は、指定法人が次の各号のいずれかに該当するときは、第三十六条第一項の規定による指定(以下「指定」という。)を取り消し、又は期間を定めて第三十八条に規定する業務の全部若しくは一部の停止を命ずることができる。
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Article 51(1)The Minister of Health, Labour and Welfare may, in the event that a Designated Corporation falls under any of the following items, rescind the designation prescribed in Article 36 paragraph 1 (hereinafter referred to as "Designation") or set a period of time for suspension of all or part of the business prescribed in Article 38:
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一第三十八条に規定する業務を適正かつ確実に実施することができないと認められるとき。
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(i)When said Designated Corporation is recognized as being unable to conduct the business prescribed in Article 38 appropriately and reliably;
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二指定に関し不正の行為があったとき。
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(ii)When said Designated Corporation has committed an unjust act with regard to said Designation;
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三この節の規定又は当該規定に基づく命令若しくは処分に違反したとき。
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(iii)When said Designated Corporation is in violation of the provisions of this section, or orders or dispositions in accordance therewith;
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四第三十七条第一項の条件に違反したとき。
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(iv)When said Designated Corporation is in violation of the conditions prescribed in Article 37 paragraph 1; or
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五第四十条第一項の規定により認可を受けた業務規程によらないで福祉関係業務を行ったとき。
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(v)When said Designated Corporation conducts Welfare-Related Business in defiance of operational rules approved pursuant to the provision of Article 40 paragraph 1.
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(厚生労働大臣による福祉関係業務の実施)
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(Welfare-related Business to be Conducted by the Minister of Health, Labour and Welfare)
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第五十二条厚生労働大臣は、前条第一項の規定により、指定を取り消し、若しくは福祉関係業務の全部若しくは一部の停止を命じたとき、又は指定法人が福祉関係業務を行うことが困難となった場合において必要があると認めるときは、当該福祉関係業務を自ら行うものとする。
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Article 52(1)The Minister of Health, Labour and Welfare shall, in the event of rescinding said designation or ordering the suspension of all or part of the Welfare-Related Business pursuant to the provision of paragraph 1 of the preceding Article, or in the event of finding it necessary when it becomes difficult for the Designated Corporation to conduct the Welfare-Related Business, personally conduct said business.
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(2)The Minister of Health, Labour and Welfare must, when the Minister intends to carry out Welfare-Related Business pursuant to the provision of the preceding paragraph or intends to cease Welfare-Related Business which is being conducted pursuant to the provision of the same paragraph, give public notice of said intention in advance.
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(3)In cases where the Minister of Health, Labour and Welfare intends to conduct Welfare-Related Business pursuant to the provision of paragraph 1 or intends to cease said business which is being conducted pursuant to the provision of the same paragraph, necessary particulars required for the succession of said Welfare-Related Business or other duties shall be prescribed by Ordinance of the Ministry of Health, Labour and Welfare.
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第十一章 紛争の解決
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Chapter 11 Resolution of Disputes
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第一節 紛争の解決の援助
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Section 1 Assistance in Resolution of Disputes
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(苦情の自主的解決)
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(Voluntary Resolution of Complaints)
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第五十二条の二事業主は、第二章から第八章まで、第二十三条、第二十三条の二及び第二十六条に定める事項に関し、労働者から苦情の申出を受けたときは、苦情処理機関(事業主を代表する者及び当該事業所の労働者を代表する者を構成員とする当該事業所の労働者の苦情を処理するための機関をいう。)に対し当該苦情の処理をゆだねる等その自主的な解決を図るように努めなければならない。
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Article 52-2Employers must, upon receiving a complaint from a worker about any of the matters set forth in Chapters 2 through 8, Article 23, Article 23-2 and Article 26, endeavor to resolve said complaint voluntarily by means such as referring said complaint to a complaint processing body (referring to a body for processing complaints from the workers a place of business, composed of representatives of the employer and representatives of the workers of said place of business).
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(紛争の解決の促進に関する特例)
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(Special Provisions for Promotion of the Resolution of Disputes)
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第五十二条の三前条の事項についての労働者と事業主との間の紛争については、個別労働関係紛争の解決の促進に関する法律(平成十三年法律第百十二号)第四条、第五条及び第十二条から第十九条までの規定は適用せず、次条から第五十二条の六までに定めるところによる。
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Article 52-3The provisions of Article 4, Article 5 and Articles 12 through 19 of the Act on Promoting the Resolution of Individual Labor-Related Disputes (Act No. 112 of 2001) shall not apply to disputes between a worker and said worker's employer over the matters set forth in the preceding Article; instead, said disputes shall be subject to the provisions of the following Article through Article 52-6.
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(紛争の解決の援助)
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(Assistance in the Resolution of Disputes)
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第五十二条の四都道府県労働局長は、前条に規定する紛争に関し、当該紛争の当事者の双方又は一方からその解決につき援助を求められた場合には、当該紛争の当事者に対し、必要な助言、指導又は勧告をすることができる。
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Article 52-4(1)The Director-General of the Prefectural Labour Bureau may, if asked by both parties or either party to a dispute prescribed in the preceding Article for assistance in the resolution of said dispute, give necessary advice, guidance or recommendations to the parties to said dispute.
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第二節 調停
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Section 2 Conciliation
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(調停の委任)
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(Delegation of Conciliation)
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第五十二条の五都道府県労働局長は、第五十二条の三に規定する紛争について、当該紛争の当事者の双方又は一方から調停の申請があった場合において当該紛争の解決のために必要があると認めるときは、個別労働関係紛争の解決の促進に関する法律第六条第一項の紛争調整委員会に調停を行わせるものとする。
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Article 52-5(1)In cases where both parties or either party to a dispute prescribed in Article 52-3 files an application for conciliation, the Director-General of the Prefectural Labour Bureau shall delegate conciliation to the Dispute Coordinating Committee set forth in Article 6 paragraph 1 of the Act on Promoting the Resolution of Individual Labor-Related Disputes if the Director-General finds it necessary for the resolution of said dispute.
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(調停)
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(Conciliation)
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第五十二条の六雇用の分野における男女の均等な機会及び待遇の確保等に関する法律(昭和四十七年法律第百十三号)第十九条、第二十条第一項及び第二十一条から第二十六条までの規定は、前条第一項の調停の手続について準用する。この場合において、同法第十九条第一項中「前条第一項」とあるのは「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五十二条の五第一項」と、同法第二十条第一項中「関係当事者」とあるのは「関係当事者又は関係当事者と同一の事業所に雇用される労働者その他の参考人」と、同法第二十五条第一項中「第十八条第一項」とあるのは「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五十二条の五第一項」と読み替えるものとする。
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Article 52-6The provisions of Article 19, Article 20 paragraph 1 and Articles 21 through 26 of the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (Act No. 113 of 1972) shall apply mutatis mutandis to the conciliation procedure set forth in paragraph 1 of the preceding Article. In this case, the term "paragraph 1 of the preceding Article" in Article 19 paragraph 1 of the same Act shall be deemed to be replaced with "Article 52-5 paragraph 1 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave," the term "the parties concerned" in Article 20 paragraph 1 thereof shall be deemed to be replaced with "the parties concerned, or workers employed at the same place of business as the parties concerned or other witnesses," and the term "Article 18 paragraph 1" in Article 25 paragraph 1 thereof shall be deemed to be replaced with "Article 52-5 paragraph 1 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave."
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第十二章 雑則
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Chapter 12 Miscellaneous Provisions
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(育児休業等取得者の業務を処理するために必要な労働者の募集の特例)
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(Special Provisions of the Recruitment of Workers Needed to Handle Business concerning Persons Obtaining Childcare Leave, etc.)
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第五十三条認定中小企業団体の構成員たる中小企業者が、当該認定中小企業団体をして育児休業又は介護休業(これらに準ずる休業を含む。以下この項において同じ。)をする労働者の当該育児休業又は介護休業をする期間について当該労働者の業務を処理するために必要な労働者の募集を行わせようとする場合において、当該認定中小企業団体が当該募集に従事しようとするときは、職業安定法(昭和二十二年法律第百四十一号)第三十六条第一項及び第三項の規定は、当該構成員たる中小企業者については、適用しない。
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Article 53(1)In cases where a Small and Medium Sized Enterprise who is a member of an Authorized Association of Small and Medium Sized Enterprises intends to have said association recruit workers needed to handle business concerning persons who take Childcare Leave or Caregiver Leave (including leave equivalent to the leave above, the same shall apply hereinafter in this paragraph) during the period said persons take said Childcare Leave or Caregiver Leave, and then said association intends to engage in said recruitment, the provisions of Article 36 paragraphs 1 and 3 of the Employment Security Act (Act No. 141 of 1947) shall not apply to said Small and Medium Sized Enterprise who is a member of said association.
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一中小企業者中小企業における労働力の確保及び良好な雇用の機会の創出のための雇用管理の改善の促進に関する法律(平成三年法律第五十七号)第二条第一項に規定する中小企業者をいう。
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(i)Small and Medium Sized Enterprise:a small and medium sized enterprise prescribed in Article 2 paragraph 1 of the Act on the Promotion of Improvement of Employment Management in Small and Medium-sized Enterprises for Securing Manpower and Creating Quality Jobs (Act No. 57 of 1991); and
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二認定中小企業団体中小企業における労働力の確保及び良好な雇用の機会の創出のための雇用管理の改善の促進に関する法律第二条第二項に規定する事業協同組合等であって、その構成員たる中小企業者に対し、第二十二条の事業主が講ずべき措置その他に関する相談及び援助を行うものとして、当該事業協同組合等の申請に基づき厚生労働大臣がその定める基準により適当であると認定したものをいう。
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(ii)Authorized Association of Small and Medium Sized Enterprises:a business cooperative association, etc. prescribed in Article 2 paragraph 2 of the Act on the Promotion of Improvement of Employment Management in Small and Medium-sized Enterprises for Securing Manpower and Creating Quality Jobs, which has been authorized, upon application from said business cooperative association, etc., to be appropriated pursuant to the standards set by the Minister of Health, Labour and Welfare, as an entity which provides a Small and Medium Sized Enterprise who is a member of the association with counseling services and support with regard to the measures to be taken by employers referred to in Article 22 or other matters.
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(3)The Minister of Health, Labour and Welfare may, when cases occur which an Authorized Association of Small and Medium Sized Enterprises has become inappropriate as an entity that provides counseling services and support set forth in item (ii) of the preceding paragraph, rescind the authorization set forth in the same item.
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(4)The Authorized Association of Small and Medium Sized Enterprises set forth in paragraph 1 must, in intending to engage in said recruitment, then pursuant to Ordinance of the Ministry of Health, Labour and Welfare, notify the Minister of Health, Labour and Welfare of the recruitment period, the number of workers to be recruited, the recruitment area, and other particulars with regard to the recruitment of workers and which are specified by Ordinance of the Ministry of Health, Labour and Welfare.
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5職業安定法第三十七条第二項の規定は前項の規定による届出があった場合について、同法第五条の三第一項及び第三項、第五条の四、第三十九条、第四十一条第二項、第四十八条の三、第四十八条の四、第五十条第一項及び第二項並びに第五十一条の二の規定は前項の規定による届出をして労働者の募集に従事する者について、同法第四十条の規定は同項の規定による届出をして労働者の募集に従事する者に対する報酬の供与について、同法第五十条第三項及び第四項の規定はこの項において準用する同条第二項に規定する職権を行う場合について準用する。この場合において、同法第三十七条第二項中「労働者の募集を行おうとする者」とあるのは「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五十三条第四項の規定による届出をして労働者の募集に従事しようとする者」と、同法第四十一条第二項中「当該労働者の募集の業務の廃止を命じ、又は期間」とあるのは「期間」と読み替えるものとする。
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(5)The provisions of Article 37 paragraph 2 of the Employment Security Act shall apply mutatis mutandis to the case where the notification prescribed in the provision of the preceding paragraph is made; the provisions of paragraphs 1 and 3 of Article 5-3, Article 5-4, Article 39, Article 41 paragraph 2, Article 48-3, Article 48-4, Article 50 paragraphs 1 and 2, and Article 51-2 of the same Act shall apply mutatis mutandis to an entity that engages in recruitment of workers by making a notification referred to in the provisions of the preceding paragraph; the provisions of Article 40 of the same Act shall apply mutatis mutandis to the payment of remuneration to an entity that engages in recruitment of workers by making a notification referred to in the provisions of the same paragraph; and the provisions of Article 50 paragraphs 3 and 4 of the same Act shall apply mutatis mutandis to the case where an administrative agency exercises official authority referred to in paragraph 2 of the same Article, as applied mutatis mutandis pursuant to this paragraph.In this case, the term "an entity that intends to carry out labor recruitment" in Article 37 paragraph 2 of the same Act shall be deemed to be replaced with "an entity that intends to engage in recruitment of workers by making a notification referred to in Article 53 paragraph 4 of the Act on the Welfare of Workers Who Take Care of a Child or a Family Member, Including Child Care and Family Care Leave," and the term "order to abolish recruitment business with regard to said workers, or period" in Article 41 paragraph 2 of the same Act shall be deemed to be replaced with "period."
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6職業安定法第三十六条第二項及び第四十二条の二の規定の適用については、同法第三十六条第二項中「前項の」とあるのは「被用者以外の者をして労働者の募集に従事させようとする者がその被用者以外の者に与えようとする」と、同法第四十二条の二中「第三十九条に規定する募集受託者」とあるのは「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五十三条第四項の規定による届出をして労働者の募集に従事する者」とする。
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(6)With regard to the application of the provisions of Article 36 paragraph 2 and Article 42-2 of the Employment Security Act, the term "set forth in the preceding paragraph" in Article 36 paragraph 2 of the Employment Security Act shall be deemed to be replaced with "which is to be paid by a person who intends to make people not under said person's employment engage in the recruitment of workers and is to be paid to said people," and the term "a recruitment contractor prescribed in Article 39" in Article 42-2 of the same Act shall be deemed to be replaced with "an entity which engages in the recruitment of workers by making a notification referred to in Article 53 paragraph 4 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members, Including Child Care and Family Care Leave."
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Article 54The Public Employment Security Office must, with regard to an Authorized Association of Small and Medium Sized Enterprises which engages in recruitment of workers pursuant to the provision of paragraph 4 of the preceding Article, endeavor to promote the effective and appropriate implementation of said recruitment of workers by means of providing employment information, the results of research and study about employment, etc. and by providing guidance on details and measures of said employment based on these information.
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(調査等)
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(Research, etc.)
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第五十五条厚生労働大臣は、対象労働者等の職業生活と家庭生活との両立の促進等に資するため、これらの者の雇用管理、職業能力の開発及び向上その他の事項に関し必要な調査研究を実施するものとする。
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Article 55(1)The Minister of Health, Labour and Welfare shall, for the purpose of contributing to the promotion, etc. of balancing work life and family life of Subject Workers, etc., implement research and studies required for the employment management, development and improvement of vocational ability and other matters with regard to the subject workers, etc.
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(報告の徴収並びに助言、指導及び勧告)
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(Collecting Reports and Providing Advice, Guidance and Recommendations)
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第五十六条厚生労働大臣は、この法律の施行に関し必要があると認めるときは、事業主に対して、報告を求め、又は助言、指導若しくは勧告をすることができる。
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Article 56The Minister of Health, Labour and Welfare may, when he or she finds it necessary for the enforcement of this Act, request reports from employers or give advice, guidance, or recommendations thereto.
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(公表)
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(Public Announcements)
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第五十六条の二厚生労働大臣は、第六条第一項(第十二条第二項、第十六条の三第二項及び第十六条の六第二項において準用する場合を含む。)、第十条(第十六条、第十六条の四及び第十六条の七において準用する場合を含む。)、第十二条第一項、第十六条の三第一項、第十六条の六第一項、第十六条の八第一項、第十六条の九、第十七条第一項(第十八条第一項において準用する場合を含む。)、第十八条の二、第十九条第一項(第二十条第一項において準用する場合を含む。)、第二十条の二、第二十三条、第二十三条の二、第二十六条又は第五十二条の四第二項(第五十二条の五第二項において準用する場合を含む。)の規定に違反している事業主に対し、前条の規定による勧告をした場合において、その勧告を受けた者がこれに従わなかったときは、その旨を公表することができる。
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Article 56-2The Minister of Health, Labour and Welfare may publicly announce an employer's failure to follow a recommendation given pursuant to the provision of the preceding Article for said employer's violation of the provisions of Article 6 paragraph 1 (including cases where applied mutatis mutandis pursuant to Article 12 paragraph 2, Article 16-3 paragraph 2 and Article 16-6 paragraph 2), Article 10 (including the cases where applied mutatis mutandis pursuant to Article 16, Article 16-4 and Article 16-7), Article 12 paragraph 1, Article 16-3 paragraph 1, Article 16-6 paragraph 1, Article 16-8 paragraph 1, Article 16-9, Article 17 paragraph 1 (including the cases where applied mutatis mutandis pursuant to Article 18 paragraph 1), Article 18-2, Article 19 paragraph 1 (including the cases where applied mutatis mutandis pursuant to Article 20 paragraph 1), Article 20-2, Article 23, Article 23-2, Article 26, or Article 52-4 paragraph 2 (including cases where applied mutatis mutandis pursuant to Article 52-5 paragraph 2).
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(労働政策審議会への諮問)
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(Consultation with the Labour Policy Council)
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第五十七条厚生労働大臣は、第二条第三号から第五号まで、第五条第二項及び第三項第二号、第六条第一項第二号(第十二条第二項、第十六条の三第二項及び第十六条の六第二項において準用する場合を含む。)及び第三項、第七条第二項及び第三項(第十三条において準用する場合を含む。)、第八条第二項及び第三項(第十四条第三項において準用する場合を含む。)、第九条第二項第一号、第十一条第二項第一号及び第二号ロ、第十二条第三項、第十五条第三項第一号、第十六条の二第一項、第十六条の五第一項、第十六条の八第一項第二号、第三項及び第四項第一号、第十七条第一項第二号、第三項及び第四項第一号(これらの規定を第十八条第一項において準用する場合を含む。)、第十九条第一項第二号及び第三号、第三項並びに第四項第一号(これらの規定を第二十条第一項において準用する場合を含む。)、第二十三条並びに第三十九条第一項第二号及び第二項の厚生労働省令の制定又は改正の立案をしようとするとき、第二十八条の指針を策定しようとするとき、その他この法律の施行に関する重要事項について決定しようとするときは、あらかじめ、労働政策審議会の意見を聴かなければならない。
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Article 57The Minister of Health, Labour and Welfare must hear in advance the opinions of the Labour Policy Council in intending to enact or revise an Ordinance of the Ministry of Health, Labour and Welfare referred to in Article 2 items (iii) through (v), Article 5 paragraph 2 and paragraph 3 item (ii), Article 6 paragraph 1 item (ii) (including the cases where applied mutatis mutandis pursuant to Article 12 paragraph 2, Article 16-3 paragraph 2, and Article 16-6 paragraph 2), Article 6 paragraph 3, Article 7 paragraphs 2 and 3 (including the cases where applied mutatis mutandis pursuant to Article 13), Article 8 paragraphs 2 and 3 (including the cases where applied mutatis mutandis pursuant to Article 14 paragraph 3), Article 9 paragraph 2 item (i), Article 11 paragraph 2 items (i) and (ii) (b), Article 12 paragraph 3, Article 15 paragraph 3 item (i), Article 16-2 paragraph 1, Article 16-5 paragraph 1, Article 16-8 paragraph 1 item (ii), paragraph 3 and paragraph 4 item (i), Article 17 paragraph 1 item (ii), paragraph 3 and paragraph 4 item (i) (including the cases where applied mutatis mutandis pursuant to Article 18 paragraph 1), Article 19 paragraph 1 items (ii) and (iii), paragraph 3 and paragraph 4 item (i) (including the cases where applied mutatis mutandis to Article 20 paragraph 1), Article 23, and Article 39 paragraph 1 item (ii) and paragraph 2; in intending to formulate the guidelines referred to in Article 28 or in specifying other important matters with regard to the enforcement of this Act.
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(権限の委任)
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(Delegation of Authority)
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第五十八条この法律に定める厚生労働大臣の権限は、厚生労働省令で定めるところにより、その一部を都道府県労働局長に委任することができる。
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Article 58Part of the authority of the Minister of Health, Labour and Welfare provided for in this Act may be delegated to the Director-General of the Prefectural Labour Bureau pursuant to Ordinance of the Ministry of Health, Labour and Welfare.
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(厚生労働省令への委任)
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(Referral to the Ordinance of the Ministry of Health, Labour and Welfare)
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第五十九条この法律に定めるもののほか、この法律の実施のために必要な手続その他の事項は、厚生労働省令で定める。
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Article 59In addition to what is provided for in this Act, procedures and other matters required for the implementation of this Act shall be prescribed by Ordinance of the Ministry of Health, Labour and Welfare.
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(船員に関する特例)
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(Special Provisions for Mariners)
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Article 60(1)The provisions of Chapter 6, Chapter 7, Chapter 10 Section 2, Articles 52-6 through Article 54, and Articles 62 through 67 shall not apply to persons intending to become mariners prescribed in Article 6 paragraph 1 of the Act Relating to the Security of Employment of Mariners (Act No. 130 of 1948) and mariners subject to the provisions of the Mariners Act (Act No. 100 of 1947) (referred to in the following paragraph as "Mariners, etc.").
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2船員等に関しては、第二条第三号から第五号まで、第五条第二項、第三項第二号及び第四項、第六条第一項第二号(第十二条第二項、第十六条の三第二項及び第十六条の六第二項において準用する場合を含む。)及び第三項、第七条(第十三条において準用する場合を含む。)、第八条第二項及び第三項(第十四条第三項において準用する場合を含む。)、第九条第二項第一号及び第三項、第九条の二第一項、第十一条第二項第一号及び第二号ロ並びに第三項、第十二条第三項、第十五条第三項第一号及び第四項、第十六条の二第一項及び第二項、第十六条の五第一項及び第二項、第十九条第一項第二号及び第三号、第二項、第三項並びに第四項第一号(これらの規定を第二十条第一項において準用する場合を含む。)並びに第十九条第五項、第二十条第二項、第二十一条第一項第三号及び第二項、第二十三条、第二十九条、第五十七条、第五十八条並びに前条中「厚生労働省令」とあるのは「国土交通省令」と、第五条第二項中「労働基準法(昭和二十二年法律第四十九号)第六十五条第二項の規定により休業した」とあるのは「船員法(昭和二十二年法律第百号)第八十七条第二項の規定により作業に従事しなかった」と、第九条第二項第三号、第十五条第三項第二号及び第十九条第四項第三号中「労働基準法第六十五条第一項若しくは第二項の規定により休業する」とあるのは「船員法第八十七条第一項若しくは第二項の規定により作業に従事しない」と、第九条の二第一項中「労働基準法第六十五条第一項又は第二項の規定により休業した」とあるのは「船員法第八十七条第一項又は第二項の規定により作業に従事しなかった」と、第二十三条第二項中「労働基準法第三十二条の三の規定により労働させること」とあるのは「短期間の航海を行う船舶に乗り組ませること」と、同項及び第二十四条第一項中「始業時刻変更等の措置」とあるのは「短期間航海船舶に乗り組ませること等の措置」と、同項第三号中「制度、第六章の規定による所定外労働の制限に関する制度」とあるのは「制度」と、第二十八条及び第五十五条から第五十八条までの規定中「厚生労働大臣」とあるのは「国土交通大臣」と、第五十二条の二中「第二章から第八章まで」とあるのは「第二章から第五章まで、第八章」と、第五十二条の三中「から第五十二条の六まで」とあるのは「、第五十二条の五及び第六十条第三項」と、第五十二条の四第一項、第五十二条の五第一項及び第五十八条中「都道府県労働局長」とあるのは「地方運輸局長(運輸監理部長を含む。)」と、同項中「第六条第一項の紛争調整委員会」とあるのは「第二十一条第三項のあっせん員候補者名簿に記載されている者のうちから指名する調停員」と、第五十六条の二中「第十六条の六第一項、第十六条の八第一項、第十六条の九、第十七条第一項(第十八条第一項において準用する場合を含む。)、第十八条の二」とあるのは「第十六条の六第一項」と、第五十七条中「第十六条の五第一項、第十六条の八第一項第二号、第三項及び第四項第一号、第十七条第一項第二号、第三項及び第四項第一号(これらの規定を第十八条第一項において準用する場合を含む。)」とあるのは「第十六条の五第一項」と、「、第二十三条並びに第三十九条第一項第二号及び第二項」とあるのは「並びに第二十三条」と、「労働政策審議会」とあるのは「交通政策審議会」とする。
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(2)With regard to Mariners, etc., certain terms of this Act shall be replaced as stated below. The term "Ordinance of the Ministry of Health, Labour and Welfare" in the following provisions shall be deemed to be replaced with "Ordinance of the Ministry of Land, Infrastructure, Transport and Tourism": Article 2 items (iii) through (v); Article 5 paragraph 2, paragraph 3 item (ii) and paragraph 4; Article 6 paragraph 1 item (ii) (including the cases where applied mutatis mutandis pursuant to Article 12 paragraph 2, Article 16-3 paragraph 2 and Article 16-6 paragraph 2) and paragraph 3; Article 7 (including the cases where applied mutatis mutandis pursuant to Article 13); Article 8 paragraphs 2 and 3 (including the cases where applied mutatis mutandis pursuant to Article 14 paragraph 3); Article 9 paragraph 2 items (i) and paragraph 3; Article 9-2 paragraph 1; Article 11 paragraph 2 items (i) and (ii) (b), and paragraph 3; Article 12 paragraph 3; Article 15 paragraph 3 item (i) and paragraph 4; Article 16-2 paragraphs 1 and 2; Article 16-5 paragraphs 1 and 2; Article 19 paragraph 1 items (ii) and (iii), paragraphs 2 and 3, and paragraph 4 item (i) (including the cases where applied mutatis mutandis pursuant to Article 20 paragraph 1); Article 19 paragraph 5; Article 20 paragraph 2; Article 21 paragraph 1 item (iii) and paragraph 2; Article 23; Article 29; Article 57; Article 58; and the preceding Article. The term "takes leave...pursuant to the provision of Article 65 paragraph 2 of the Labor Standards Act (Act No. 49 of 1947)" in Article 5 paragraph 2 shall be deemed to be replaced with "is not engaged in work...pursuant to the provision of Article 87 paragraph 2 of the Mariners Act (Act No. 100 of 1947)." The term "a leave period pursuant to the provision of Article 65 paragraph 1 or 2 of the Labor Standards Act" in Article 9 paragraph 2 item (iii), Article 15 paragraph 3 item (ii) and Article 19 paragraph 4 item (iii) shall be deemed to be replaced with "a period of absence from work pursuant to the provision of Article 87 paragraph 1 or 2 of the Mariners Act." The term "takes leave...pursuant to the provision of Article 65 paragraph 1 or 2 of the Labor Standards Act" in Article 9-2 paragraph 1 shall be deemed to be replaced with " is not engaged in work...pursuant to the provision of Article 87 paragraph 1 or 2 of the Mariners Act." The term "make...work pursuant to the provision of Article 32-3 of the Labor Standards Act" in Article 23 paragraph 2 shall be deemed to be replaced with "make...board a ship making a short voyage." The term "Measures Including a Change of the Starting Time" in Article 23 paragraph 2 and Article 24 paragraph 1 shall be deemed to be replaced with "Measures Including Boarding a Ship Making a Short Voyage." The term "System for Childcare Leave, system for limitation on unscheduled work under Chapter 6" in Article 24 paragraph 1 item (iii) shall be deemed to be replaced with "System for Childcare Leave." The term "Minister of Health, Labour and Welfare" in Article 28 and Articles 55 through 58 shall be deemed to be replaced with "Minister of Land, Infrastructure, Transport, and Tourism." The term "Chapters 2 through 8" in Article 52-2 shall be deemed to be replaced with "Chapters 2 through 5, Chapter 8." The term "through Article 52-6" in Article 52-3 shall be deemed to be replaced with ", Article 52-5 and Article 60 paragraph 3." The term "Director-General of the Prefectural Labour Bureau" in Article 52-4 paragraph 1, Article 52-5 paragraph 1 and Article 58 shall be deemed to be replaced with "Director-General of the District Transport Bureau (including the Director of the Transport Supervision Department)." The term "the Dispute Coordinating Committee set forth in Article 6 paragraph 1" in Article 52-5 paragraph 1 shall be deemed to be replaced with "a conciliator appointed from among those listed in the mediator candidate list set forth in Article 21 paragraph 3." The term "Article 16-6 paragraph 1, Article 16-8 paragraph 1, Article 16-9, Article 17 paragraph 1 (including the cases where applied mutatis mutandis pursuant to Article 18 paragraph 1), Article 18-2" in Article 56-2 shall be deemed to be replaced with "Article 16-6 paragraph 1." The term "Article 16-5 paragraph 1, Article 16-8 paragraph 1 item (ii), paragraph 3 and paragraph 4 item (i), Article 17 paragraph 1 item (ii), paragraph 3 and paragraph 4 item (i) (including the cases where applied mutatis mutandis pursuant to Article 18 paragraph 1)" in Article 57 shall be deemed to be replaced with "Article 16-5 paragraph 1." The term ", Article 23 and Article 39 paragraph 1 item (ii) and paragraph 2" in Article 57 shall be deemed to be replaced with "and Article 23." The term "Labour Policy Council" in Article 57 shall be deemed to be replaced with "Council for Transport Policy."
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3雇用の分野における男女の均等な機会及び待遇の確保等に関する法律第二十条第一項、第二十一条から第二十六条まで並びに第三十一条第三項及び第四項の規定は、前項の規定により読み替えられた第五十二条の五第一項の規定により指名を受けて調停員が行う調停について準用する。この場合において、同法第二十条第一項、第二十一条から第二十三条まで及び第二十六条中「委員会は」とあるのは「調停員は」と、同項中「関係当事者」とあるのは「関係当事者又は関係当事者と同一の事業所に雇用される労働者その他の参考人」と、同法第二十一条中「当該委員会が置かれる都道府県労働局」とあるのは「当該調停員を指名した地方運輸局長(運輸監理部長を含む。)が置かれる地方運輸局(運輸監理部を含む。)」と、同法第二十五条第一項中「第十八条第一項」とあるのは「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五十二条の五第一項」と、同法第二十六条中「当該委員会に係属している」とあるのは「当該調停員が取り扱つている」と、同法第三十一条第三項中「前項」とあるのは「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五十二条の五第一項」と読み替えるものとする。
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(3)The provisions of Article 20 paragraph 1, Articles 21 through 26, and Article 31 paragraphs 3 and 4 of the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment shall apply mutatis mutandis to conciliation by a conciliator appointed pursuant to the provision of Article 52-5 paragraph 1 as applied by replacing terms pursuant to the provision of the preceding paragraph. In this case, the term "The Commission" in Article 20 paragraph 1, Articles 21 through 23, and Article 26 of the same Act shall be deemed to be replaced with "A conciliator." The term "the parties concerned" in Article 20 paragraph 1 shall be deemed to be replaced with "the parties concerned, or workers employed at the same place of business as the parties concerned or other witnesses." The term "the Prefectural Labour Office where said Commission is established" in Article 21 thereof shall be deemed to be replaced with "the District Transport Bureau (including the Transport Supervision Department) where the Director-General of the District Transport Bureau (including the Director of the Transport Supervision Department) who has appointed said conciliator is assigned." The term "Article 18 paragraph 1" in Article 25 paragraph 1 thereof shall be deemed to be replaced with "Article 52-5 paragraph 1 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave." The term "pending before the Commission" in Article 26 thereof shall be deemed to be replaced with "handled by the conciliator." The term "the preceding paragraph" in Article 31 paragraph 3 thereof shall be deemed to be replaced with "Article 52-5 paragraph 1 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave."
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(公務員に関する特例)
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(Special Provisions for Government Employees)
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第六十一条第二章から第九章まで、第三十条、前章、第五十三条、第五十四条、第五十六条、第五十六条の二、前条、次条、第六十三条、第六十五条及び第六十八条の規定は、国家公務員及び地方公務員に関しては、適用しない。
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Article 61(1)The provisions of Chapters 2 through 9, Article 30, the preceding Chapter, Article 53, Article 54, Article 56, Article 56-2, the preceding Article, the following Article, Article 63, Article 65 and Article 68 shall not apply to the national and local government employees.
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(2)With regard to national and local government employees, the term "Former Employee who Resigned due to Childcare, etc." in Article 32 shall be deemed to be replaced with "Former Employee who Resigned due to Childcare, etc. (which are prescribed in Article 27; the same shall apply hereinafter)"; and the term "Subject Workers etc." in Article 34 paragraph 2 shall be deemed to be replaced with "Subject Workers, etc. (which are prescribed in Article 30; the same shall apply hereinafter)."
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3独立行政法人通則法(平成十一年法律第百三号)第二条第二項に規定する特定独立行政法人(以下この条において「特定独立行政法人」という。)の職員(国家公務員法(昭和二十二年法律第百二十号)第八十一条の五第一項に規定する短時間勤務の官職を占める者以外の常時勤務することを要しない職員にあっては、第十一条第一項ただし書の規定を適用するとしたならば同項ただし書各号のいずれにも該当するものに限る。)は、当該職員の勤務する特定独立行政法人の長の承認を受けて、当該職員の配偶者、父母、子又は配偶者の父母であって負傷、疾病又は身体上若しくは精神上の障害により第二条第三号の厚生労働省令で定める期間にわたり日常生活を営むのに支障があるもの(以下この条において「要介護家族」という。)の介護をするため、休業をすることができる。
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(3)An employee of a specified Incorporated Administrative Agency prescribed in Article 2 paragraph 2 of the Act on the General Rules for Incorporated Administrative Agency (Act No. 103 of 1999) (referred to as the "Specified Incorporated Administrative Agency" hereinafter in this Article) (in the case of an employee who is not required to work full-time other than those who hold a part-time government position prescribed in Article 81-5 paragraph 1 of the National Public Service Act(Act No. 120 of 1947), said employee shall be limited to a person who falls under both the items of the proviso of Article 11 paragraph 1 when the provision of the proviso of the same paragraph applies to said employee) may, upon obtaining an approval of the head of the Specified Incorporated Administrative Agency for which said employee works, take leave in order to take care of a person who is a spouse, a parent, a child, or a parent of a spouse of said national government employee and who, due to injury, sickness, or physical or mental disability, has difficulty in leading daily life for a period specified by Ordinance of the Ministry of Health, Labour and Welfare provided for in Article 2 item (iii) (referred to as a "Family Member in a Care-requiring Condition" hereinafter in this Article).
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(4)A period pursuant to the provision of the preceding paragraph for which leave may be taken shall be a period that is found necessary, with regard to each Family Member in a Care-requiring Condition, for each continued care-requiring condition prescribed in the same paragraph, up to three consecutive months.
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5特定独立行政法人の長は、第三項の規定による休業の承認を受けようとする職員からその承認の請求があったときは、当該請求に係る期間のうち業務の運営に支障があると認められる日又は時間を除き、これを承認しなければならない。ただし、国家公務員法第八十一条の五第一項に規定する短時間勤務の官職を占める者以外の常時勤務することを要しない職員のうち、第三項の規定による休業をすることができないこととすることについて合理的な理由があると認められる者として厚生労働省令で定めるものに該当する者からの当該請求があった場合は、この限りでない。
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(5)The head of the Specified Incorporated Administrative Agency must, when an approval for leave is requested from an employee who intends to obtain said approval pursuant to the provisions of paragraph 3, approve said request, excluding days or hours, within the period pertaining to the request, which are found to impede the administration of business; provided, however, that this shall not apply if said request is made by an employee who is not required to work full-time other than those who hold a part-time government position prescribed in Article 81-5 paragraph 1 of the National Public Service Act, as specified by Ordinance of the Ministry of Health, Labour and Welfare as a person for whom there are reasonable grounds for the leave under paragraph 3 not being granted.
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6前三項の規定は、地方公務員法(昭和二十五年法律第二百六十一号)第四条第一項に規定する職員(同法第二十八条の五第一項に規定する短時間勤務の職を占める職員以外の非常勤職員にあっては、第十一条第一項ただし書の規定を適用するとしたならば同項ただし書各号のいずれにも該当するものに限る。)について準用する。この場合において、第三項中「当該職員の勤務する特定独立行政法人の長」とあるのは「地方公務員法(昭和二十五年法律第二百六十一号)第六条第一項に規定する任命権者又はその委任を受けた者(地方教育行政の組織及び運営に関する法律(昭和三十一年法律第百六十二号)第三十七条第一項に規定する県費負担教職員については、市町村の教育委員会。以下同じ。)」と、前項本文中「特定独立行政法人の長」とあるのは「地方公務員法第六条第一項に規定する任命権者又はその委任を受けた者」と、「業務」とあるのは「公務」と、同項ただし書中「国家公務員法第八十一条の五第一項に規定する短時間勤務の官職を占める者以外の常時勤務することを要しない職員」とあるのは「同法第二十八条の五第一項に規定する短時間勤務の職を占める職員以外の非常勤職員」と読み替えるものとする。
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(6)The provisions of the preceding three paragraphs shall apply mutatis mutandis to an employee prescribed in Article 4 paragraph 1 of the Local Public Service Act (Act No. 261 of 1950) (in the case of part-time personnel other than those who hold a part-time official post prescribed in Article 28-5 paragraph 1 of the same Act, said personnel shall be limited to a person who falls under both the items of the proviso of Article 11 paragraph 1 when the provision of the proviso of the same paragraph applies to said person). In this case, the term "the head of the Specified Incorporated Administrative Agency at which said employee works" in paragraph 3 shall be deemed to be replaced with "an appointer or a person to whom the appointer delegates the authority prescribed in Article 6 paragraph 1 of the Local Public Service Act (Act No. 261 of 1950) (or the municipal board of education with regard to the educational personnel whose wages are paid by a prefectural government prescribed in Article 37 paragraph 1 of the Act on the Organization and Operation of Local Educational Administration (Act No. 162 of 1956), the same shall apply hereinafter)"; the term "the head of a Specified Incorporated Administrative Agency" in the main clause of the preceding paragraph" shall be deemed to be replaced with "an appointer or a person to whom the appointer delegates the authority prescribed in Article 6 paragraph 1 of the Local Public Service Act"; the term "business" in the same paragraph shall be deemed to be replaced with "public duties"; and the term "employee who is not required to work full-time other than those who hold a part-time government position prescribed in Article 81-5 paragraph 1 of the National Public Service Act" in the proviso of the same paragraph shall be deemed to be replaced with "part-time personnel other than those who hold a part-time official post prescribed in Article 28-5 paragraph 1 of the same Act."
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7特定独立行政法人の職員(国家公務員法第八十一条の五第一項に規定する短時間勤務の官職を占める者以外の常時勤務することを要しない職員にあっては、第十六条の三第二項において準用する第六条第一項ただし書の規定を適用するとしたならば第十六条の三第二項において読み替えて準用する第六条第一項ただし書各号のいずれにも該当しないものに限る。)であって小学校就学の始期に達するまでの子を養育するものは、当該職員の勤務する特定独立行政法人の長の承認を受けて、負傷し、若しくは疾病にかかった当該子の世話又は疾病の予防を図るために必要なものとして第十六条の二第一項の厚生労働省令で定める当該子の世話を行うため、休暇を取得することができる。
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(7)An employee of a Specified Incorporated Administrative Agency an employee of a Specified Incorporated Administrative Agency (in the case of an employee who is not required to work full-time other than those who hold a part-time government position prescribed in Article 81-5 paragraph 1 of the National Public Service Act, said employee shall be limited to a person who does not fall under any of the items of the proviso of Article 6 paragraph 1, as applied mutatis mutandis by replacing terms pursuant to Article 16-3 paragraph 2, when the provision of the proviso of Article 6 paragraph 1, as applied mutatis mutandis pursuant to Article 16-3 paragraph 2, applies to said person) and is taking care of a child before the commencement of elementary school may, with the approval of the head of the Specified Incorporated Administrative Agency for which the employee works, obtain leave to take such care of said child as specified by Ordinance of the Ministry of Health, Labour and Welfare set forth in Article 16-2 paragraph 1 as necessary for taking care or preventing the sickness of said child in the event of injury or sickness to said child.
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(8)The number of days for leave that the employee may obtain pursuant to the provision of the preceding paragraph shall be five days per year (or ten days in cases where the employee prescribed in the same paragraph is taking care of two or more children before the commencement of elementary school).
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(9)The head of a Specified Incorporated Administrative Agency must, when an approval for leave is requested from an employee who intends to obtain said approval pursuant to the provisions of paragraph 7, approve said request, except in cases where said request would be found to impede the administration of business.
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10前三項の規定は、地方公務員法第四条第一項に規定する職員(同法第二十八条の五第一項に規定する短時間勤務の職を占める職員以外の非常勤職員にあっては、第十六条の三第二項において準用する第六条第一項ただし書の規定を適用するとしたならば第十六条の三第二項において読み替えて準用する第六条第一項ただし書各号のいずれにも該当しないものに限る。)について準用する。この場合において、第七項中「特定独立行政法人の職員(国家公務員法第八十一条の五第一項に規定する短時間勤務の官職を占める者以外の常時勤務することを要しない職員」とあるのは「地方公務員法第四条第一項に規定する職員(同法第二十八条の五第一項に規定する短時間勤務の職を占める職員以外の非常勤職員」と、「当該職員の勤務する特定独立行政法人の長」とあるのは「同法第六条第一項に規定する任命権者又はその委任を受けた者(地方教育行政の組織及び運営に関する法律(昭和三十一年法律第百六十二号)第三十七条第一項に規定する県費負担教職員については、市町村の教育委員会。以下同じ。)」と、前項中「特定独立行政法人の長」とあるのは「地方公務員法第六条第一項に規定する任命権者又はその委任を受けた者」と、「国家公務員」とあるのは「同法第四条第一項に規定する職員」と、「業務」とあるのは「公務」と読み替えるものとする。
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(10)The provisions of the preceding three paragraphs shall apply mutatis mutandis to an employee prescribed in Article 4 paragraph 1 of the Local Public Service Act (in the case of part-time personnel other than those who hold a part-time official post prescribed in Article 28-5 paragraph 1 of the same Act, said personnel shall be limited to a person who does not fall under any of the items of the proviso of Article 6 paragraph 1, as applied mutatis mutandis by replacing terms pursuant to Article 16-3 paragraph 2, when the provision of the proviso of Article 6 paragraph 1, as applied mutatis mutandis pursuant to Article 16-3 paragraph 2, applies to said employee). In this case, the term "An employee of a Specified Incorporated Administrative Agency (in the case of an employee who is not required to work full-time other than those who hold a part-time government position prescribed in Article 81-5 paragraph 1 of the National Public Service Act" in paragraph 7 shall be deemed to be replaced with "An employee prescribed in Article 4 paragraph 1 of the Local Public Service Act (in the case of part-time personnel other than those who hold a part-time official post prescribed in Article 28-5 paragraph 1 of the same Act"; the term "the head of the Specified Incorporated Administrative Agency for which the employee works" in the same paragraph shall be deemed to be replaced with "an appointer or a person to whom the appointer delegates the authority prescribed in Article 6 paragraph 1 of the Local Public Service Act (or the municipal board of education with regard to the educational personnel whose wages are paid by a prefectural government prescribed in Article 37 paragraph 1 of the Act on the Organization and Operation of Local Educational Administration (Act No. 162 of 1956); the same shall apply hereinafter"; the term "The head of a Specified Incorporated Administrative Agency" in the preceding paragraph shall be deemed to be replaced with "an appointer or a person to whom the appointer delegated the authority prescribed in Article 6 paragraph 1 of the Local Public Service Act"; the term "national public officer" in the same paragraph shall be deemed to be replaced with "employee prescribed in Article 4 paragraph 1 of the same Act"; and the term "business" in the same paragraph shall be deemed to be replaced with "public duties."
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11特定独立行政法人の職員(国家公務員法第八十一条の五第一項に規定する短時間勤務の官職を占める者以外の常時勤務することを要しない職員にあっては、第十六条の六第二項において準用する第六条第一項ただし書の規定を適用するとしたならば第十六条の六第二項において読み替えて準用する第六条第一項ただし書各号のいずれにも該当しないものに限る。)は、当該職員の勤務する特定独立行政法人の長の承認を受けて、当該職員の要介護家族の介護その他の第十六条の五第一項の厚生労働省令で定める世話を行うため、休暇を取得することができる。
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(11)An employee of a Specified Incorporated Administrative Agency (in the case of an employee who is not required to work full-time other than those who hold a part-time government position prescribed in Article 81-5 paragraph 1 of the National Public Service Act, said employee shall be limited to a person who does not fall under any of the items of the proviso of Article 6 paragraph 1, as applied mutatis mutandis by replacing terms pursuant to Article 16-6 paragraph 2, when the provision of the proviso of Article 6 paragraph 1, as applied mutatis mutandis pursuant to Article 16-6 paragraph 2, applies to said person) may, with the approval of the head of the Specified Incorporated Administrative Agency for which said employee works, obtain leave to take such care of a Family Member in a Care-requiring Condition of said employee as specified by Ordinance of the Ministry of Health, Labour and Welfare set forth in Article 16-5 paragraph 1, including nursing care.
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(13)The head of a Specified Incorporated Administrative Agency must, when an approval for leave is requested from an employee who intends to obtain said approval pursuant to the provision of paragraph 11, approve said request, except in cases where said request would be found to impede the administration of business.
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14前三項の規定は、地方公務員法第四条第一項に規定する職員(同法第二十八条の五第一項に規定する短時間勤務の職を占める職員以外の非常勤職員にあっては、第十六条の六第二項において準用する第六条第一項ただし書の規定を適用するとしたならば第十六条の六第二項において読み替えて準用する第六条第一項ただし書各号のいずれにも該当しないものに限る。)について準用する。この場合において、第十一項中「特定独立行政法人の職員(国家公務員法第八十一条の五第一項に規定する短時間勤務の官職を占める者以外の常時勤務することを要しない職員」とあるのは「地方公務員法第四条第一項に規定する職員(同法第二十八条の五第一項に規定する短時間勤務の職を占める職員以外の非常勤職員」と、「当該職員の勤務する特定独立行政法人の長」とあるのは「同法第六条第一項に規定する任命権者又はその委任を受けた者(地方教育行政の組織及び運営に関する法律(昭和三十一年法律第百六十二号)第三十七条第一項に規定する県費負担教職員については、市町村の教育委員会。以下同じ。)」と、前項中「特定独立行政法人の長」とあるのは「地方公務員法第六条第一項に規定する任命権者又はその委任を受けた者」と、「国家公務員」とあるのは「同法第四条第一項に規定する職員」と、「業務」とあるのは「公務」と読み替えるものとする。
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(14)The provisions of the preceding three paragraphs shall apply mutatis mutandis to an employee prescribed in Article 4 paragraph 1 of the Local Public Service Act (in the case of part-time personnel other than those who hold a part-time official post prescribed in Article 28-5 paragraph 1 of the same Act, said personnel shall be limited to a person who does not fall under any of the items of the proviso of Article 6 paragraph 1, as applied mutatis mutandis by replacing terms pursuant to Article 16-6 paragraph 2, when the provision of the proviso of Article 6 paragraph 1, as applied mutatis mutandis pursuant to Article 16-6 paragraph 2, applies to said employee). In this case, the term "An employee of a Specified Incorporated Administrative Agency (in the case of an employee who is not required to work full-time other than those who hold a part-time government position prescribed in Article 81-5 paragraph 1 of the National Public Service Act" in paragraph 11 shall be deemed to be replaced with "an employee prescribed in Article 4 paragraph 1 of the Local Public Service Act (in the case of part-time personnel other than those who hold a part-time official post prescribed in Article 28-5 paragraph 1 of the same Act"; the term "the head of the Specified Incorporated Administrative Agency for which said employee works" in the same paragraph shall be deemed to be replaced with "an appointer or a person to whom the appointer delegates the authority prescribed in Article 6 paragraph 1 of the same Act (or the municipal board of education with regard to the educational personnel whose wages are paid by a prefectural government prescribed in Article 37 paragraph 1 of the Act on the Organization and Operation of Local Educational Administration (Act No. 162 of 1956); the same shall apply hereinafter)"; the term "the head of a Specified Incorporated Administrative Agency" in the preceding paragraph" shall be deemed to be replaced with "an appointer or a person to whom the appointer delegates the authority prescribed in Article 6 paragraph 1 of the Local Public Service Act"; the term "national government employee" in the same paragraph shall be deemed to be replaced with "employee prescribed in Article 4 paragraph 1 of the same Act"; and the term "business" in the same paragraph shall be deemed to be replaced with "public duties."
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15特定独立行政法人の長は、三歳に満たない子を養育する当該特定独立行政法人の職員(国家公務員法第八十一条の五第一項に規定する短時間勤務の官職を占める者以外の常時勤務することを要しない職員にあっては、第十六条の八第一項の規定を適用するとしたならば同項各号のいずれにも該当しないものに限る。)が当該子を養育するために請求した場合において、業務の運営に支障がないと認めるときは、その者について、所定労働時間を超えて勤務しないことを承認しなければならない。
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(15)The head of a Specified Incorporated Administrative Agency must, in cases where an employee of a Specified Incorporated Administrative Agency who is taking care of a child under three years of age (in the case of an employee who is not required to work full-time other than those who hold a part-time government position prescribed in Article 81-5 paragraph 1 of the National Public Service Act, said employee shall be limited to a person who does not fall under any of the items of Article 16-8 paragraph 1 when the provision of the same paragraph applies to said person) makes a request in order to take care of said child, approve the employee not working in excess of the scheduled working hours as long as no impediment is found to the administration of business.
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16地方公務員法第六条第一項に規定する任命権者又はその委任を受けた者(地方教育行政の組織及び運営に関する法律(昭和三十一年法律第百六十二号)第三十七条第一項に規定する県費負担教職員については、市町村の教育委員会。以下この条において同じ。)は、三歳に満たない子を養育する地方公務員法第四条第一項に規定する職員(同法第二十八条の五第一項に規定する短時間勤務の職を占める職員以外の非常勤職員にあっては、第十六条の八第一項の規定を適用するとしたならば同項各号のいずれにも該当しないものに限る。)が当該子を養育するために請求した場合において、公務の運営に支障がないと認めるときは、その者について、所定労働時間を超えて勤務しないことを承認しなければならない。
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(16)An appointer or a person to whom the appointer delegates the authority prescribed in Article 6 paragraph 1 of the Local Public Service Act (or the municipal board of education with regard to the educational personnel whose wages are paid by a prefectural government prescribed in Article 37 paragraph 1 of the Act on the Organization and Operation of Local Educational Administration (Act No. 162 of 1956); the same shall apply hereinafter in this Article) must, in cases where an employee prescribed in Article 4 paragraph 1 of the Local Public Service Act who is taking care of a child under three years of age (in the case of part-time personnel other than those who hold a part-time official post prescribed in Article 28-5 paragraph 1 of the same Act, said personnel shall be limited to a person who does not fall under any of the items of Article 16-8 paragraph 1 when the provision of the same paragraph applies to said personnel), makes a request in order to take care of said child, approve the employee not working in excess of the scheduled working hours as long as no impediment is found to the administration of public duties.
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17特定独立行政法人の長は、当該特定独立行政法人の職員について労働基準法第三十六条第一項本文の規定により同項に規定する労働時間を延長することができる場合において、当該職員であって小学校就学の始期に達するまでの子を養育するもの(第十七条第一項の規定を適用するとしたならば同項各号のいずれにも該当しないものに限る。)が当該子を養育するために請求した場合で業務の運営に支障がないと認めるときは、その者について、制限時間(第十七条第一項に規定する制限時間をいう。第十九項において同じ。)を超えて当該労働時間を延長して勤務しないことを承認しなければならない。
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(17)The head of a Specified Incorporated Administrative Agency must, in cases where the head may extend the working hours prescribed in Article 36 paragraph 1 of the Labor Standards Act for an employee of said Specified Incorporated Administrative Agency pursuant to the main clause of the same paragraph, when said employee who is taking care of a child before the commencement of elementary school (when the provisions of Article 17 paragraph 1 apply, said employee shall be limited to a person who does not fall under any of the items therein) makes a request in order to take care of said child, approve not extending said employee's working hours beyond a limit (which is prescribed in Article 17 paragraph 1; the same shall apply in paragraph 19 of this Article) as long as no impediment is found to the administration of business.
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(18)The provisions set forth in the preceding paragraph shall apply mutatis mutandis to an employee of a Specified Incorporated Administrative Agency who is taking care of a Family Member in a Care-requiring Condition.In this case, the term "Article 17 paragraph 1" in the same paragraph shall be deemed to be replaced with "Article 17 paragraph 1, as applied mutatis mutandis pursuant to Article 18 paragraph 1"; the term "any of the items in the same paragraph" shall be deemed to be replaced with "any of the items of Article 17 paragraph 1, as applied mutatis mutandis pursuant to Article 18 paragraph 1"; and the term "take care of said child" in the same paragraph shall be deemed to be replaced with "take care of said Family Member in a Care-requiring Condition."
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(19)An appointer or a person to whom the appointer delegates the authority prescribed in Article 6 paragraph 1 of the Local Public Service Act must, in cases where the appointer or person may extend the working hours prescribed in Article 36 paragraph 1 of the Labor Standards Act for an employee prescribed in Article 4 paragraph 1 of the Local Public Service Act pursuant to the main clause of the same paragraph, when said employee prescribed in Article 4 paragraph 1 of the Local Public Service Act who is taking care of a child before the commencement of elementary school (when the provisions of Article 17 paragraph 1 apply, said employee shall be limited to a person who does not fall under any of the items therein) makes a request in order to take care of said child, approve not extending said employee working hours beyond a limit as long as no impediment is found to the administration of public duties.
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20前項の規定は、地方公務員法第四条第一項に規定する職員であって要介護家族を介護するものについて準用する。この場合において、前項中「第十七条第一項」とあるのは「第十八条第一項において準用する第十七条第一項」と、「同項各号」とあるのは「第十八条第一項において準用する第十七条第一項各号」と、「当該子を養育する」とあるのは「当該要介護家族を介護する」と読み替えるものとする。
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(20)The provisions of the preceding paragraph shall apply mutatis mutandis to an employee prescribed in Article 4 paragraph 1 of the Local Public Service Act who is taking care of a Family Member in a Care-requiring Condition.In this case, the term "Article 17 paragraph 1" in the preceding paragraph shall be deemed to be replaced with "Article 17 paragraph 1, as applied mutatis mutandis pursuant to Article 18 paragraph 1"; the term "any of the items in the same paragraph" shall be deemed to be replaced with "any of the items of Article 17 paragraph 1, as applied mutatis mutandis pursuant to Article 18 paragraph 1"; and the term "take care of said child" in the same paragraph shall be deemed to be replaced with "take care of said Family Member in a Care-requiring Condition."
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(21)The head of a Specified Incorporated Administrative Agency must, in cases where an employee of said Specified Incorporated Administrative Agency who is taking care of a child before the commencement of elementary school and does not fall under any of the items of Article 19 paragraph 1 when the said provisions above apply to said employee, makes a request in order to take care of said child, approve the employee not working Late-Night (which is prescribed under the same paragraph; the same shall apply in paragraph 23 of this Article) as long as no impediment is found to the administration of business.
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(22)The provisions of the preceding paragraph shall apply mutatis mutandis to an employee of a Specified Incorporated Administrative Agency who is taking care of a Family Member in a Care-requiring Condition.In this case, the term "Article 19 paragraph 1" in the same paragraph shall be deemed to be replaced with "Article 19 paragraph 1, as applied mutatis mutandis pursuant to Article 20 paragraph 1"; the term "any of the items in the same paragraph" shall be deemed to be replaced with "any of the items of Article 19 paragraph 1, as applied mutatis mutandis pursuant to Article 20 paragraph 1"; and the term "take care of said child" in the same paragraph shall be deemed to be replaced with "take care of said Family Member in a Care-requiring Condition."
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23地方公務員法第六条第一項に規定する任命権者又はその委任を受けた者は、小学校就学の始期に達するまでの子を養育する同法第四条第一項に規定する職員であって第十九条第一項の規定を適用するとしたならば同項各号のいずれにも該当しないものが当該子を養育するために請求した場合において、公務の運営に支障がないと認めるときは、深夜において勤務しないことを承認しなければならない。
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(23)An appointer or a person to whom the appointer delegates the authority prescribed in Article 6 paragraph 1 of the Local Public Service Act must, in cases where an employee prescribed in Article 4 paragraph 1 of the same Act who is taking care of a child before the commencement of elementary school and does not fall under any of the items of Article 19 paragraph 1 when the provisions above apply to said person, makes a request in order to take care of said child, approve the employee not working Late-Night as long as no impediment is found to the administration of public duties.
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24前項の規定は、要介護家族を介護する地方公務員法第四条第一項に規定する職員について準用する。この場合において、前項中「第十九条第一項」とあるのは「第二十条第一項において準用する第十九条第一項」と、「同項各号」とあるのは「第二十条第一項において準用する第十九条第一項各号」と、「当該子を養育する」とあるのは「当該要介護家族を介護する」と読み替えるものとする。
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(24)The provisions of the preceding paragraph shall apply mutatis mutandis to an employee prescribed in Article 4 paragraph 1 of the Local Public Service Act who is taking care of a Family Member in a Care-requiring Condition.In this case, the term "Article 19 paragraph 1" in the preceding paragraph shall be deemed to be replaced with "Article 19 paragraph 1, as applied mutatis mutandis pursuant to Article 20 paragraph 1"; the term "any of the items in the same paragraph" in the same paragraph shall be deemed to be replaced with "any of the items of Article 19 paragraph 1, as applied mutatis mutandis pursuant to Article 20 paragraph 1"; and the term "take care of said child" in the same paragraph shall be deemed to be replaced with "take care of said Family Member in a Care-requiring Condition."
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第十三章 罰則
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Chapter 13 Penal Provisions
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Article 62A person who is engaged in the recruitment of workers in violation of a business suspension order of pursuant to the provision of Article 41 paragraph 2 of the Employment Security Act as applied mutatis mutandis pursuant to Article 53 paragraph 5, shall be punished by imprisonment with required labor not more than one year or a fine of not more than 1,000,000 yen.
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一第五十三条第四項の規定による届出をしないで、労働者の募集に従事した者
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A person who is engaged in the recruitment of workers without notification prescribed in Article 53 paragraph 4;A person who is engaged in the recruitment of workers without notification prescribed in Article 53 paragraph 4;
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二第五十三条第五項において準用する職業安定法第三十七条第二項の規定による指示に従わなかった者
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(ii)A person who did not obey the instructions prescribed in Article 37 paragraph 2 of the Employment Security Act as applied mutatis mutandis pursuant to Article 53 paragraph 5; or
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三第五十三条第五項において準用する職業安定法第三十九条又は第四十条の規定に違反した者
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(iii)A person who violates the provisions of Article 39 or 40 of the Employment Security Act as applied mutatis mutandis pursuant to Article 53 paragraph 5.
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一第四十二条の規定による報告をせず、又は虚偽の報告をした者
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(i)A person who fails to submit a report prescribed in Article 42, or makes a false report; or
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二第四十九条第一項の規定による報告をせず、若しくは虚偽の報告をし、又は同項の規定による立入り若しくは検査を拒み、妨げ、若しくは忌避した者
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(ii)A person who fails to submit a report prescribed in Article 49 paragraph 1, makes a false report, or refuses, obstructs or evades entry or an inspection prescribed in the same paragraph.
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第六十五条第五十三条第五項において準用する職業安定法第五十条第一項の規定による報告をせず、若しくは虚偽の報告をし、又は第五十三条第五項において準用する同法第五十条第二項の規定による立入り若しくは検査を拒み、妨げ、若しくは忌避し、若しくは質問に対して答弁をせず、若しくは虚偽の陳述をした者は、三十万円以下の罰金に処する。
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Article 65A person who fails to submit a report prescribed in Article 50 paragraph 1 of the Employment Security Act as applied mutatis mutandis pursuant to Article 53 paragraph 5, or makes a false report, or refuses, obstructs or evades entry or an inspection prescribed in Article 50 paragraph 2 of the same Act as applied mutatis mutandis pursuant to Article 53 paragraph 5, or fails to answer a question or makes a false statement shall be punished by a fine of not more than 300,000 yen.
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Article 66When a representative of a corporation, an agent of a corporation or an individual, a worker or other employee has committed an act in violation of Articles 62 through 65 with regard to the business of said corporation or individual, not only the offender but also said corporation or individual shall be punished by the fine prescribed in the respective Articles.
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Article 67When an officer of a Designated Corporation failed to obtain an approval from the Minister of Health, Labour and Welfare in cases where said approval is necessary pursuant to the provisions of Article 41, the officer who committed the violation shall be punished by a civil fine of not more than 200,000 yen.
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附 則〔抄〕
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Supplementary Provisions[Extract]
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(施行期日)
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(Effective Date)
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第一条この法律は、平成四年四月一日から施行する。
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Article 1This Act shall come into force as from April 1, 1992.
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附 則〔附 則 (平成年十六年十二月八日法律第百六十号)(抄)〕〔抄〕
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Supplementary Provisions[Act No. 160 of December 8, 2004][Extract]
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(施行期日)
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(Effective Date)
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第一条この法律は、平成十七年四月一日から施行する。
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Article 1This Act shall come into force as from April 1, 2005.
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(検討)
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(Review)
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第二条政府は、この法律の施行後適当な時期において、第一条の規定による改正後の育児休業、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(以下「新法」という。)の施行状況を勘案し、期間を定めて雇用される者に係る育児休業等の制度等について総合的に検討を加え、その結果に基づいて必要な措置を講ずるものとする。
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Article 2When an appropriate period of time elapses after the execution of this Act, the government shall take necessary measures based on a comprehensive review of the system, etc. of Childcare Leave, etc. pertaining to persons employed for a fixed period of time, by considering the implementation of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave revised by the provision of Article 1 (hereinafter referred to as the "New Act").
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(育児休業の申出に関する経過措置)
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(Transitional Measures concerning Applications for Childcare Leave)
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第三条この法律の施行の日(以下「施行日」という。)以後において新法第五条第三項の規定による育児休業をするため、同項の規定による申出をしようとする労働者は、施行日前においても、同項及び同条第四項の規定の例により、当該申出をすることができる。
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Article 3A worker who intends to file an application pursuant to the provision of Article 5 paragraph 3 of the New Act in order to take Childcare Leave prescribed in the same paragraph on and after the day on which this Act comes into force (hereinafter referred to as "Effective Date") may file said application according to the provisions of paragraphs 3 and 4 of the same Article even prior to the effective date.
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附 則〔平成二十一年七月一日法律第六十五号〕〔抄〕
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Supplementary Provisions[Act No. 65 of July 1, 2009][Extract]
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(施行期日)
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(Effective Date)
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第一条この法律は、公布の日から起算して一年を超えない範囲内において政令で定める日から施行する。ただし、次の各号に掲げる規定は、当該各号に定める日から施行する。
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Article 1This Act shall come into effect as of the day specified by Cabinet Order within a period not exceeding one year from the date of promulgation; provided, however, that the provisions listed in the following items shall come into effect as of the day set forth in the respective items:
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一附則第三条及び第六条の規定公布の日
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(i)Provisions of Articles 3 and 6 of the Supplementary Provisions:The day of promulgation
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二第一条及び附則第五条の規定公布の日から起算して三月を超えない範囲内において政令で定める日
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(ii)Provisions of Article 1 and of Article 5 of the Supplementary Provisions:The day specified by Cabinet Order within a period not exceeding three months from the date of promulgation
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三第二条のうち育児休業、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目次の改正規定(「第八章 紛争の解決(第五十二条の二―第五十二条の四)」を「第十一章 紛争の解決 第一節 紛争の解決の援助(第五十二条の二―第五十二条の四) 第二節 調停(第五十二条の五・第五十二条の六)」に改める部分に限る。)、第五十六条の二の改正規定(「第五十二条の四第二項」の下に「(第五十二条の五第二項において準用する場合を含む。)」を加える部分に限る。)、第六十条第一項の改正規定(「第五十三条、第五十四条」を「第五十二条の六から第五十四条まで」に改める部分に限る。)、同条第二項の改正規定(「第五十二条の四第一項及び第五十八条中「都道府県労働局長」とあるのは「地方運輸局長(運輸監理部長を含む。)」を「第五十二条の三中「から第五十二条の六まで」とあるのは「、第五十二条の五及び第六十条第三項」と、第五十二条の四第一項、第五十二条の五第一項及び第五十八条中「都道府県労働局長」とあるのは「地方運輸局長(運輸監理部長を含む。)」と、同項中「第六条第一項の紛争調整委員会」とあるのは「第二十一条第三項のあっせん員候補者名簿に記載されている者のうちから指名する調停員」に改める部分に限る。)、同条に一項を加える改正規定、第八章中第五十二条の二の前に節名を付する改正規定、第五十二条の三の改正規定、第八章中第五十二条の四の次に一節を加える改正規定、第三十八条の改正規定及び第三十九条第一項の改正規定並びに附則第四条及び第十一条の規定 平成二十二年四月一日
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(iii)The provision in Article 2 to revise the table of contents of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave (limited to the part revising "Chapter 8 Resolution of Disputes (Article 52-2 - Article 52-4)" to "Chapter 11 Resolution of Disputes, Section 1 Assistance in Resolution of Disputes (Article 52-2 - Article 52-4) and Section 2 Conciliation (Article 52-5 - Article 52-6)"), the provision to revise Article 56-2 (limited to the part adding "(including the cases where applied mutatis mutandis pursuant to Article 52-5 paragraph 2)" after "Article 52-4 paragraph 2"), the provision to revise Article 60 paragraph 1 (limited to the part revising "Article 53, Article 54" to "Articles 52-6 through 54"), the provision to revise paragraph 2 of the same Article (limited to the part revising "The term 'Director-General of the Prefectural Labour Bureau' in Article 52-4 paragraph 1 and Article 58 shall be deemed to be replaced with 'Director-General of the District Transport Bureau (including the Director of the Transport Supervision Department)'" to "The term 'through Article 52-6' in Article 52-3 shall be deemed to be replaced with ', Article 52-5 and Article 60 paragraph 3.' The term 'Director-General of the Prefectural Labour Bureau' in Article 52-4 paragraph 1, Article 52-5 paragraph 1 and Article 58 shall be deemed to be replaced with 'Director-General of the District Transport Bureau (including the Director of the Transport Supervision Department).' The term 'the Dispute Coordinating Committee set forth in Article 6 paragraph 1' in Article 52-5 paragraph 1 shall be deemed to be replaced with 'a conciliator appointed from among those listed in the mediator candidate list set forth in Article 21 paragraph 3.'"), the provision to add one paragraph to Article 60, the provision to add the name of section before Article 52-2 in Chapter 8, the provision to revise Article 52-3, the provision to add one section after Article 52-4 in Chapter 8, the provision to revise Article 38, the provision to revise Article 39 paragraph 1, and the provisions of Articles 4 and 11 of the Supplementary Provisions: April 1, 2010
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(常時百人以下の労働者を雇用する事業主等に関する暫定措置)
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(Temporary Measures for Employers, etc. Continuously Employing Not More Than 100 Workers)
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第二条この法律の施行の際常時百人以下の労働者を雇用する事業主及び当該事業主に雇用される労働者については、公布の日から起算して三年を超えない範囲内において政令で定める日までの間、第二条の規定による改正後の育児休業、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(以下「新法」という。)第五章、第六章及び第二十三条から第二十四条までの規定は、適用しない。この場合において、第二条の規定による改正前の育児休業、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二十三条及び第二十四条の規定は、なおその効力を有する。
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Article 2The provisions of Chapter 5, Chapter 6, and Articles 23 through 24 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave revised pursuant to the provision of Article 2 (hereinafter referred to as the "New Act") shall not apply to employers who are continuously employing not more than 100 workers at the time of the enforcement of this Act or workers employed by said employers until the day specified by Cabinet Order within a period not exceeding three years from the date of promulgation. In this case, the provisions of Articles 23 and 24 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave prior to revision pursuant to the provision of Article 2 shall remain in force.
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(育児休業の申出に関する経過措置)
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(Transitional Measures for Application for Childcare Leave)
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第三条この法律の施行の日(以下「施行日」という。)以後において新法第九条の二第一項の規定により読み替えて適用する新法第五条第一項又は第三項の規定による育児休業をするため、これらの規定による申出をしようとする労働者は、施行日前においても、これらの規定及び新法第九条の二第一項の規定により読み替えて適用する新法第五条第四項の規定の例により、当該申出をすることができる。
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Article 3A worker who intends to file an application for Childcare Leave pursuant to the provision of Article 5 paragraph 1 or 3 of the New Act as applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1 of the New Act in order to take said Childcare Leave on or after the effective date of this Act (hereinafter referred to as "Effective Date") may file said application prior to the Effective Date pursuant to the above provision and the provision of Article 5 paragraph 4 of the New Act as applied by replacing terms pursuant to the provision of Article 9-2 paragraph 1 of the New Act.
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(紛争の解決の促進に関する特例に関する経過措置)
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(Transitional Measures for Special Provisions for Promotion of Resolution of Disputes)
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第四条附則第一条第三号に掲げる規定の施行の際現に個別労働関係紛争の解決の促進に関する法律(平成十三年法律第百十二号)第六条第一項の紛争調整委員会又は同法第二十一条第一項の規定により読み替えて適用する同法第五条第一項の規定により指名するあっせん員に係属している同項(同法第二十一条第一項の規定により読み替えて適用する場合を含む。)のあっせんに係る紛争については、新法第五十二条の三(新法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含む。)の規定にかかわらず、なお従前の例による。
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Article 4With regard to disputes over mediation set forth in Article 5 paragraph 1 of the Act on Promoting the Resolution of Individual Labor-Related Disputes (Act No. 112 of 2001) (including the cases where applied by replacing terms pursuant to the provision of Article 21 paragraph 1 of the same Act) that are actually pending at the time of enforcement of the provisions listed in Article 1 item (iii) of the Supplementary Provisions before the Dispute Coordinating Committee set forth in Article 6 paragraph 1 of the same Act or a mediator appointed pursuant to the provision of Article 5 paragraph 1 of the same Act as applied by replacing terms pursuant to the provision of Article 21 paragraph 1 of the same Act, the provisions then in force shall remain applicable, notwithstanding the provision of Article 52-3 of the New Act (including the cases where applied by replacing terms pursuant to the provision of Article 60 paragraph 2 of the New Act).
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(罰則に関する経過措置)
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(Transitional Measures for the Penal Provisions)
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第五条附則第一条第二号に掲げる規定の施行の日前にした行為に対する罰則の適用については、なお従前の例による。
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Article 5With regard to the application of penal provisions to acts committed prior to the effective date of the provisions listed in Article 1 item (ii) of the Supplementary Provisions, the provisions then in force shall remain applicable.
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(政令への委任)
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(Delegation to Cabinet Order)
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第六条この附則に定めるもののほか、この法律の施行に関して必要な経過措置(罰則に関する経過措置を含む。)は、政令で定める。
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Article 6In addition to those provided for in these Supplementary Provisions, necessary transitional measures for the enforcement of this Act (including transitional measures for penal provisions) shall be specified by Cabinet Order.
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(検討)
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(Review)
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第七条政府は、この法律の施行後五年を経過した場合において、この法律による改正後の規定の施行の状況について検討を加え、必要があると認めるときは、その結果に基づいて所要の措置を講ずるものとする。
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Article 7When five years have elapsed after the enforcement of this Act, the government shall review the status of enforcement of the provisions revised by this Act and, if necessary, take required measures based on the results of the review.
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附 則〔平成二十二年十二月三日法律第六十一号〕〔抄〕
|
Supplementary Provisions[Act No. 61 of December 3, 2010][Extract]
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(施行期日)
|
(Effective Date)
|
第一条この法律は、平成二十三年四月一日から施行する。
|
Article 1This Act shall come into effect as of April 1, 2011.
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