外国人労働者の雇用管理の改善等に関して事業主が適切に対処するための指針 Guidelines for Employers to Improve the Management of Employment of Foreign Workers 平成十九年厚生労働省告示第二百七十六号 Public notice of the Ministry of Health, Labour and Welfare No. 276 of 2007 令和元年厚生労働省告示第百二十号 Public notice of the Ministry of Health, Labour and Welfare No. 120 of 2019 外国人労働者の雇用管理の改善等に関して事業主が適切に対処するための指針（平成十九年八月三日厚生労働省告示第二百七十六号） Guidelines for Employers to Improve the Management of Employment of Foreign Workers (Public Notice of the Ministry of Health, Labour and Welfare No.276 of 2007) 第一　趣旨 No.1: Purpose この指針は、労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律（昭和四十一年法律第百三十二号）第七条に定める事項に関し、事業主が適切に対処することができるよう、事業主が講ずべき必要な措置について定めたものである。 These guidelines specify necessary measures employers are to take in order to appropriately handle the matters specified in Article 7 of the Act on Comprehensive Promotion of Labor Measures and Stabilization of Employment of Employees and Enrichment of Their Working Lives (Act No.132 of 1966) 第二　外国人労働者の雇用管理の改善等に関して必要な措置を講ずるに当たっての基本的考え方 No.2: Stance on measures necessary for improving management of the employment of foreign workers 外国人が我が国で安心して就労し、企業や地域社会の一員として活躍するためには、事業主による関係法令の遵守や適切な待遇の確保、日本人との相互理解等を通じた魅力ある職場環境の整備、職業生活上、日常生活上又は社会生活上の適切な支援等が重要となる。また、労働者の国籍にかかわらず、労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律、職業安定法（昭和二十二年法律第百四十一号）、労働者派遣事業の適正な運営の確保及び派遣労働者の保護等に関する法律（昭和六十年法律第八十八号。以下「労働者派遣法」という。）、雇用保険法（昭和四十九年法律第百十六号）、労働基準法（昭和二十二年法律第四十九号）、最低賃金法（昭和三十四年法律第百三十七号）、労働安全衛生法（昭和四十七年法律第五十七号）、労働者災害補償保険法（昭和二十二年法律第五十号）、労働契約法（平成十九年法律第百二十八号）、労働組合法（昭和二十四年法律第百七十四号）、短時間労働者及び有期雇用労働者の雇用管理の改善等に関する法律（平成五年法律第七十六号。以下「短時間・有期雇用労働法」という。）、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。以下「男女雇用機会均等法」という。）、健康保険法（大正十一年法律第七十号）、厚生年金保険法（昭和二十九年法律第百十五号）等の労働関係法令及び社会保険関係法令は適用されるものであり、事業主は、外国人労働者についても、これらを遵守するとともに、その在留資格の範囲内で、適正な労働条件及び安全衛生の確保や、雇用保険、労働者災害補償保険、健康保険及び厚生年金保険（以下「労働・社会保険」という。）の適用、人事管理の運用の透明性及び公正性の確保や生活支援等を通じ、その有する能力を有効に発揮しつつ就労できる環境が確保されるよう、この指針で定める事項について、適切な措置を講ずるべきである。 In order for foreign nationals to enjoy secure employment in Japan and feel included as members of companies and communities, it is important for employers to comply with relevant laws and regulations, guarantee appropriate treatment, provide an attractive office environment through providing clear communication with Japanese employees, and offer appropriate support for work life, everyday life affairs and life as part of Japanese society. Moreover, regardless of the nationality of workers, laws and regulations relating labor and social insurance such as the Act on Comprehensive Promotion of Labor Measures and Stabilization of Employment of Employees and Enrichment of Their Working Lives, the Employment Security Act (Act No.141 of 1947), the Act for Securing the Proper Operation of Worker Dispatching Undertakings and Improved Working Conditions for Dispatched Workers (Act No.88 of 1985; hereinafter referred to as "the Temporary Staffing Act"), the Employment Insurance Act (Act No.116 of 1974), the Labor Standards Act (Act No.49 of 1947), the Minimum Wage Act (Act No.137 of 1959), the Industrial Safety and Health Act (Act No.57 of 1972), the Industrial Accident Compensation Insurance Act (Act No.50 of 1947), the Labor Contracts Act (Act No.128 of 2007), the Labor Union Act (Act No.174 of 1949), the Act on Improvement of Personnel Management and Conversion of Employment Status for Part-Time Workers and Fixed-Term Workers (Act No.76 of 1993; hereinafter referred to as "the Act on Part-Time Workers and Fixed-Term Workers"), the Act on Securing, etc. of Equal Opportunity and Treatment between Men and Women in Employment (Act No.113 of 1972; hereinafter referred to as "the Equal Employment Opportunity Act"), the Health Insurance Act (Act No.70 of 1922), the Employees' Pension Insurance Act (Act No.115 of 1954) are to apply to foreign workers. All employers should comply with those laws and regulations with respect to foreign workers and, take appropriate measures for the matters specified in these guidelines for the purpose of ensuring an environment where foreign workers can utilize their abilities and work effectively within the scope of their status of residence, through ensuring proper conditions of employment and health and safety, offering employment insurance, industrial accident compensation insurance, health insurance and employees' pension insurance (hereinafter referred to as "labor and social insurance"), guaranteeing fairness and transparency in personnel administration and providing support for the livelihood of those foreign workers. 第三　外国人労働者の定義 No.3: Definition of "foreign worker" この指針において「外国人」とは、日本国籍を有しない者をいい、特別永住者並びに在留資格が「外交」及び「公用」の者を除くものとする。また、「外国人労働者」とは、外国人の労働者をいうものとする。なお、「外国人労働者」には、外国人の技能実習の適正な実施及び技能実習生の保護に関する法律（平成二十八年法律第八十九号）第二条第一項に規定する技能実習生（以下「技能実習生」という。）も含まれるものである。 In these guidelines, "foreign national" means a person who does not have Japanese nationality and excludes special permanent residents and persons who have been granted the status of residence of "diplomat" or "official", and "foreign worker" means a worker who is not Japanese. Foreign workers include technical intern trainees as provided for in Article 2, paragraph (1) of the Act on the Proper Protection and Training of Technical Intern Trainees (Act No. 89 of 2016) (hereinafter referred to as "technical intern trainees"). 第四　外国人労働者の雇用管理の改善等に関して事業主が講ずべき必要な措置 No.4: Measures necessary for employers to take for improving the management of employment of foreign workers 一　外国人労働者の募集及び採用の適正化 (i) Proper recruitment and employment of foreign workers １　募集 (1) Recruitment イ　募集を行う際の労働条件の明示 (a) Clear indication of working conditions at the time of recruiting foreign workers 事業主は、労働者を募集するに当たっては、募集に応じて労働者になろうとする外国人に対し、当該外国人が従事すべき業務の内容、労働契約の期間、就業の場所、労働時間や休日、賃金、労働・社会保険の適用に関する事項等（ロにおいて「明示事項」という。）について、その内容を明らかにした書面の交付により、明示すること。ただし、当該外国人が希望する場合においては、ファクシミリを利用してする送信又は電子メールその他のその受信をする者を特定して情報を伝達するために用いられる電気通信（電気通信事業法（昭和五十九年法律第八十六号）第二条第一号に規定する電気通信をいい、以下「電子メール等」という。）の送信の方法（当該外国人が当該電子メール等の記録を出力することにより書面を作成することができるものに限る。）により明示することも可能であることに留意すること。その際、母国語その他の当該外国人が使用する言語又は平易な日本語（以下「母国語等」という。）を用いる等、当該外国人が理解できる方法により明示するよう努めること。特に、募集に応じて労働者になろうとする外国人が国外に居住している場合にあっては、入国後に、募集条件に係る相互の理解の齟齬等から労使間のトラブル等が生じることのないよう、事業主による渡航又は帰国に要する旅費その他の費用の負担の有無や負担割合、住居の確保等の募集条件の詳細について、あらかじめ明確にするよう努めること。 When any employer recruits workers, the employer should clearly indicate to foreign job seekers the content, the term of the labor contract, the place of employment, working hours and holidays, wages, the availability of labor and social insurance, and other working conditions of the business that foreign job seeker would engage in (referred to as "matters to be indicated clearly" in (b) below) by providing documentation clarifying those details. However, the employer should take note that, if the foreign job seeker desires, the employer may indicate those details by fax, or by e-mail or other means of telecommunication used to convey information to people who are specified as those who are to receive it (that telecommunication means the telecommunication provided for in Article 2, item (i) of the Telecommunications Business Act (Act No. 86 of 1984); and the e-mail or other means of telecommunication in question are referred to as "e-mail, etc." hereinafter) (only if that foreign job seeker is able to print out the record of the email, etc. in the form of paper documents). The employer should strive to clearly indicate details by means the foreign national can understand, such as in that foreign national's native language, other languages they use, or simple Japanese (hereinafter referred to as "native language, etc."). Especially, if a foreign national who seeks to become a worker in response to recruitment lives outside of Japan, the employer should strive to clearly indicate in advance the details of recruitment conditions such as whether or not they make any payment for travel expenses required for the foreign national to come to Japan, or to return to their home country, or whether or not they make any payment for the other expenses; the ratio of the employer's payment to the whole amount of those expenses; and details regarding housing, so that a dispute between the employer and the worker would not arise due to the gap between them in understanding of the recruitment conditions, after the foreign national comes to Japan. ロ　職業紹介事業者等の利用 (b) Use of employment agencies, etc. 事業主は、外国人労働者のあっせんを受ける場合には、職業安定法等の定めるところにより、無料の職業紹介事業を行う地方公共団体又は職業紹介事業の許可を受けている者若しくは届出を行っている者（以下このロにおいて「職業紹介事業者等」という。）から受け、外国人労働者と違約金若しくは保証金の徴収等に係る契約を結ぶ等同法に違反する者又は労働者派遣法に違反する者からは受けないこと。また、国外に居住する外国人労働者のあっせんを受ける場合には、外国人労働者と違約金又は保証金の徴収等に係る契約を結ぶ者を取次機関として利用する職業紹介事業者等からあっせんを受けないこと。特に、出入国管理及び難民認定法（昭和二十六年政令第三百十九号）別表第一の二の表の特定技能（以下「特定技能」という。）の在留資格を取得しようとする者のあっせんを受ける事業主においては、同法第十九条の十八第一項に規定する特定技能所属機関（以下「特定技能所属機関」という。）の基準として、当該職業紹介事業者等からあっせんを受けてはならないこととされていることに留意すること。また、事業主は、求人の申込みに当たり、職業紹介事業者等に対し、明示事項について、その内容を明らかにした書面の交付又は当該職業紹介事業者等が希望する場合におけるファクシミリを利用してする送信若しくは電子メール等の送信の方法（当該職業紹介事業者等が当該電子メール等の記録を出力することにより書面を作成することができるものに限る。）により、明示すること。なお、職業紹介事業者等が職業紹介を行うに当たり、国籍を理由とした差別的取扱いをすることは、職業安定法上禁止されているところであるが、事業主においても、職業紹介事業者等に対し求人の申込みを行うに当たり、国籍による条件を付すなど差別的取扱いをしないよう十分留意すること。 If an employer seeks the support of an employment agency, it should choose from local governments that provide free employment agency services, persons that have obtained an employment agency license, or persons who have made a notification for that license (referred to as "employment agency, etc." hereinafter in (b)) as specified by the Employment Security Act and other regulations, and should not accept any service from persons that violate that Act or the Temporary Staffing Act by concluding a contract with foreign workers including stipulations for breach of contract penalties or security deposits. Moreover, if an employer seeks foreign workers who live outside of Japan, that employer should not accept any arrangement from employment agencies, etc. that use agent organizations that conclude contracts with foreign workers that include stipulations for breach of contract penalties or security deposits. In particular, any employer who intends to use an employment agency to arrange resident status for a worker with specified skills as shown in the table of Appendix 1-2 of the Act on Immigration Control and Refugee Status (Act No.319 of 1951) (hereinafter referred to as "specified skills"), must pay particular attention to the fact that it is specified in the standards of the organization of affiliation of the specified skilled worker provided for in Article 19-18, paragraph (1) of that Act (hereinafter referred to as "organization of affiliation of the specified skilled worker") not to accept any arrangement from the employment agencies, etc. that use agent organizations that violate the Employment Security Act or the Temporary Staffing Act. Moreover, before applying for recruitment, employers should show the matters to be indicated clearly to the relevant employment agency, etc. by issuing a document including those matters, or do so by FAX or email if the relevant employment agency, etc. desires (in email format only if that employment agency, etc. is able to print out the record of the email, etc. in the form of paper documents). It is prohibited under the Employment Security Act for employment agencies, etc. to discriminate on the grounds of nationality. Employers should also take due care not to discriminate, for example, by imposing specific conditions on certain nationalities when asking employment agencies, etc. to advertise jobs. ハ　労働条件の変更等の明示 (c) Clear indication of changes to working conditions 事業主は、募集に応じて労働者になろうとする外国人と労働契約を締結しようとする場合であって、募集するに当たって当該外国人に対して明示した事項を変更、特定等する場合は、明示した事項と変更内容等とを対照することができる書面を交付する等、適切な方法により明示すること。その際、母国語等を用いる等、当該外国人が変更内容等を理解できる方法により明示するよう努めること。 If an employer seeks to conclude a labor contract with a foreign national who seeks to become a worker in response to recruitment, and changes or specifies the matters which have been indicated clearly to that foreign national at the time of recruitment, that employer should clearly indicate the matters and details of those changes by any appropriate means, such as issuing a document that allows the foreign national to see those changes in comparison with the matters which have been indicated to them. In such a case, the employer should strive to clearly indicate the details of those changes by any means the foreign national can understand, for example, using the foreign national's native language, etc. ２　採用 (2) Employment 事業主は、外国人労働者を採用するに当たっては、第五に定める方法等を通じ、あらかじめ、当該外国人が、採用後に従事すべき業務について、在留資格上、従事することが認められる者であることを確認することとし、従事することが認められない者については、採用してはならないこと。事業主は、外国人労働者について、在留資格の範囲内で、外国人労働者がその有する能力を有効に発揮できるよう、公平な採用選考に努めること。特に、永住者、定住者等その身分に基づき在留する外国人に関しては、その活動内容に制限がないことに留意すること。 Employers should verify in advance whether foreign nationals they wish to employ are permitted to engage in the services required of them in relation to their status of residence, by means specified in No.5 or any other means. The employer must not employ any person who is not permitted to engage in those services. The employer should strive to fairly select and employ foreign workers in accordance with their status of residence, so that they can effectively utilize their capabilities. In particular, the employer should pay attention to the fact that there are no restrictions on the activities of foreign nationals who live in Japan with permanent resident or long-term resident status. 二　適正な労働条件の確保 (ii) Ensuring proper working conditions １　均等待遇 (1) Equal treatment 事業主は、労働者の国籍を理由として、賃金、労働時間その他の労働条件について、差別的取扱いをしてはならないこと。 Employers must not discriminate workers based on their nationality regarding wages, working hours and other working conditions. ２　労働条件の明示 (2) Clear indication of working conditions イ　書面の交付等 (a) Issuance of documents 事業主は、外国人労働者との労働契約の締結に際し、賃金、労働時間等主要な労働条件について、その内容を明らかにした書面を交付すること。ただし、当該外国人労働者が希望する場合においては、ファクシミリを利用してする送信又は電子メール等の送信の方法（当該外国人労働者が当該電子メール等の記録を出力することにより書面を作成することができるものに限る。）により明示することも可能であることに留意すること。その際、モデル労働条件通知書やモデル就業規則を活用する、母国語等を用いて説明する等、当該外国人労働者が理解できる方法により明示するよう努めること。 When an employer concludes a labor contract with a foreign worker, it should issue documents clarifying the details of principal working conditions such as wages and working hours. However, the employer should take note that, if the foreign worker desires, the employer may indicate those details by fax or e-mail, etc. (in email, etc. format only if that foreign worker is able to print out the record of the email, etc. in the form of paper documents ). In this case, the employer should strive to clearly indicate those details by means that the foreign worker can understand, such as a standardized copy of working conditions or standardized rules of employment, explanations in the worker's native language, etc., or any other means. ロ　賃金に関する説明 (b) Explanation of wages 事業主は、賃金について明示する際には、賃金の決定、計算及び支払の方法等はもとより、これに関連する事項として税金、雇用保険及び社会保険の保険料、労使協定に基づく賃金の一部控除の取扱いについても、母国語等を用いる等、外国人労働者が理解できるよう説明し、当該外国人労働者に実際に支給する額が明らかとなるよう努めること。 When an employer indicates wages, it should strive to explain by means that foreign workers can understand how those wages are decided on, calculated, and paid, and the other related matters such as the handling of taxes, employment and social insurance premiums, and partial deduction of wages based on a labor-management agreement, using their native languages, etc., so that the amount to be actually paid to the foreign workers is clear. ３　賃金の支払い (3) Payment of wages 事業主は、外国人労働者に対し、最低賃金法等の定めるところにより最低賃金額以上の賃金を支払うことはもとより、基本給、割増賃金等の賃金について、法令で別段の定めがある場合又は労使協定が締結されている場合を除き、全額を支払うこと。また、労使協定に基づき食費、居住費等を賃金から控除する場合等については、その額について、実費を勘案し、不当な額とならないようにすること。また、労働契約に付随して貯蓄の契約をさせ、又は貯蓄金を管理する契約をしてはならず、労働契約に付随することなく、外国人労働者の希望する貯蓄金をその委託を受けて管理する場合であっても、労使協定の締結及び届出等が必要であることに留意すること。 Each employer should not only pay wages higher than the minimum wage specified in the Minimum Wage Act or other laws to foreign workers, but also pay the full amount of basic and premium wages to foreign workers, except in cases otherwise provided for in laws and regulations or a labor-management agreement has been concluded. Moreover, in cases where meal expenses, residence expenses, etc. are deducted from wages based on a labor-management agreement, those expenses should be of a reasonable amount in accordance with actual costs involved. Furthermore, forcing a worker to conclude an agreement on savings or on management of savings together with a labor contract is prohibited. The employer should take note that, even if the employer manages savings entrusted by a foreign national worker other than a labor contract, that fact is required to be included in a labor-management agreement, and the notification of this fact is required to be given. ４　適正な労働時間等の管理 (4) Proper management of working hours 事業主は、法定労働時間及び時間外・休日労働の上限規制の遵守、週休日の確保をはじめ適正な労働時間管理を行うとともに、時間外・休日労働の削減に努めること。また、労働時間の状況の把握に当たっては、タイムカードによる記録等の客観的な方法その他の適切な方法によるものとすること。あわせて、事業主は、労働基準法等の定めるところにより、年次有給休暇を与えること。労働者ごとにその時季を定めることにより年次有給休暇を与える際には、その時季について外国人労働者の意見を聴くとともに、聴取した意見を尊重するよう努めること。 Each employer should manage working hours properly by complying with the upper limit of statutory working hours, overtime work and work on days off, by ensuring weekly days off, or by other means; and endeavor to reduce overtime work and work on days off. In addition, employers should use a standardized means of recording hours worked, such as by using time cards, or use any other appropriate meas. Furthermore, each employer should grant annual paid leave as specified in the Labor Standards Act, etc. When annual paid leave is granted with its period of time specified for each worker, the employer should listen to the opinion of foreign workers and strive to respect their opinions. ５　労働基準法等の周知 (5) Dissemination of the Labor Standards Act and other regulations 事業主は、労働基準法等の定めるところにより、その内容、就業規則、労使協定等について周知すること。その際には、分かりやすい説明書や行政機関が作成している多言語対応の広報資料等を用いる、母国語等を用いて説明する等、外国人労働者の理解を促進するため必要な配慮をするよう努めること。 Each employer should disseminate the content of the Labor Standards Act and other regulations, the rules of employment, and labor-management agreements as specified in that Act. The employer should strive to help foreign workers understand this information by providing easy-to-understand leaflets or multilingual PR materials prepared by administrative organs, or by explaining this information in the foreign worker's native language, etc. ６　労働者名簿等の調製 (6) Preparation of a list of workers 事業主は、労働基準法等の定めるところにより労働者名簿、賃金台帳及び年次有給休暇管理簿を調製すること。その際には、外国人労働者について、家族の住所その他の緊急時における連絡先を把握しておくよう努めること。 Each employer should have a list of workers, wage ledgers and records of annual paid leave as specified by the Labor Standards Act and other regulations. The employer should strive to keep records of the emergency contact numbers of foreign workers, such as the address of their families. ７　金品の返還等 (7) Return of money and goods 事業主は、外国人労働者の旅券、在留カード等を保管しないようにすること。また、外国人労働者が退職する際には、労働基準法の定めるところにより当該外国人労働者の権利に属する金品を返還すること。また、返還の請求から七日以内に外国人労働者が出国する場合には、出国前に返還すること。 No employer should keep hold of the passports and residence cards of its foreign workers. If those workers resign, the employer should return money and goods that rightfully belong to that foreign worker as specified by the Labor Standards Act. Moreover, if a foreign worker leaves Japan within seven days from the filing of a request for return of money and goods, the employer should return them before the worker's departure. ８　寄宿舎 (8) Dormitories 事業の附属寄宿舎に外国人労働者を寄宿させる事業主は、労働基準法等の定めるところにより、寄宿舎について換気、採光、照明、保温、防湿、清潔、避難、定員の収容、就寝に必要な措置その他労働者の健康、風紀及び生命の保持に必要な措置を講ずること。 Any employer that boards foreign workers in a dormitory affiliated with their business, as specified by the Labor Standards Act and other regulations, should take measures necessary to provide ventilation, natural and artificial lighting, heating, and damp-proofing, maintain cleanliness, and provide a means of evacuation, accommodation for all workers, and sleeping facilities; and other measures necessary to protect the health of, and uphold the discipline and support the life of the workers. ９　雇用形態又は就業形態に関わらない公正な待遇の確保 (9) Fair treatment regardless of type and format of employment イ　不合理な待遇の禁止 (a) Prohibition of unreasonable treatment 事業主は、短時間・有期雇用労働法及び労働者派遣法の定めるところにより、短時間・有期雇用労働者又は派遣労働者である外国人労働者の基本給、賞与その他の待遇のそれぞれについて、当該待遇に対応する通常の労働者（派遣労働者である外国人労働者にあっては、派遣先に雇用される通常の労働者。以下このイ及びロにおいて同じ。）の待遇との間において、当該短時間・有期雇用労働者又は派遣労働者及び通常の労働者の業務の内容及び当該業務に伴う責任の程度（以下「職務の内容」という。）、当該職務の内容及び配置の変更の範囲その他の事情のうち、当該待遇の性質及び当該待遇を行う目的に照らして適切と認められるものを考慮して、不合理と認められる相違を設けてはならないこと。 As specified by the Act on Part-Time Workers and Fixed-Term Workers and the Temporary Staffing Act, each employer must not make unreasonable differences in the basic wages, bonuses, or other treatment between their foreign workers working as part-time, fixed-term or staffing-agency workers and their regular employees (in the case of foreign workers working as staffing-agency workers, between those foreign workers and the regular employees of the staffing client; the same applies hereinafter in (a) and (b)), with due care of the matters considered to be appropriate in light of the nature of the treatment in question, and the purpose of giving them that treatment, for the descriptions of work of the part-time, fixed-term, or staffing-agency workers, and that of regular employees; and the level of responsibilities associated with those works (those descriptions and responsibilities are hereinafter referred to as "job description"); the extent of changes in those job descriptions and their assignments; and other circumstances. ロ　差別的取扱いの禁止 (b) Prohibition of discriminatory treatment 事業主は、短時間・有期雇用労働法及び労働者派遣法の定めるところにより、職務の内容が通常の労働者と同一の短時間・有期雇用労働者又は派遣労働者である外国人労働者であって、当該事業所における慣行その他の事情（派遣労働者である外国人労働者にあっては、当該労働者派遣契約及び当該派遣先における慣行その他の事情）からみて、当該事業主との雇用関係が終了するまでの全期間（派遣労働者である外国人労働者にあっては、当該派遣先における派遣就業が終了するまでの全期間）において、その職務の内容及び配置が当該通常の労働者の職務の内容及び配置の変更の範囲と同一の範囲で変更されることが見込まれるものについては、短時間・有期雇用労働者又は派遣労働者であることを理由として、基本給、賞与その他の待遇のそれぞれについて、差別的取扱いをしてはならないこと。 As specified by the Act on Part-Time Workers and Fixed-Term Workers and the Temporary Staffing Act, the employer must not treat foreign workers working as part-time, fixed-term or staffing-agency workers in a discriminatory manner in terms of basic wages, bonuses, or other types of treatment due to being a part-time, fixed-term or staffing-agency worker, if their job description is equal to those of ordinary workers, and their job description and assignment are likely to be changed within the same range as the job descriptions and assignments of those ordinary workers, in light of the customary practice at the place of business concerned and other circumstances (in cases of a foreign worker working as a staffing-agency worker, in light of the staffing contract, the customary practice, and other circumstances at the staffing client), and throughout the entire period until the termination of the employment relationship of the relevant foreign worker with that employer (in cases of a foreign worker working as a staffing-agency worker, throughout the entire period until the termination of their work as a staffing-agency worker at the staffing client). ハ　労使協定による派遣労働者の待遇の確保 (c) Assurance of treatment of staffing-agency workers under labor-management agreements 労働者派遣の形態で外国人労働者を就業させる事業主は、イ及びロ（労働者派遣法に係るものに限る。）にかかわらず、労働者派遣法等の定めるところにより、派遣労働者である外国人労働者の待遇（労働者派遣法第四十条第二項の教育訓練及び同条第三項の福利厚生施設を除く。）について労使協定により一定の事項を定めたときは、当該労使協定による待遇を確保すること。 Notwithstanding (a) or (b) above (limited to the part related to the Temporary Staffing Act), when an employer that employs a foreign worker through staffing has specified matters concerning treatment of the foreign sent worker (excluding education and training referred to in Article 40, paragraph (2) of the Temporary Staffing Act and welfare facilities referred to in Article 40, paragraph (3)) in accordance with a labor-management agreement as specified by the Temporary Staffing Act, the employer should ensure treatment under that labor-management agreement. ニ　待遇に関する説明 (d) Explanation of treatment 事業主は、短時間・有期雇用労働者又は派遣労働者である外国人労働者から求めがあったときは、通常の労働者（派遣労働者である外国人労働者にあっては、労働者派遣法第二十六条第八項に規定する比較対象労働者）との間の待遇の相違の内容及び理由等について説明すること。その際、母国語等を用いる等、当該外国人労働者が理解できる方法により説明するよう努めること。 Upon the request of a foreign worker working as a part-time, fixed-term or staffing-agency worker, each employer should explain to that foreign worker details of any difference in treatment between that foreign worker and ordinary workers (in cases of a foreign worker working as a staffing-agency worker, the comparable worker provided for in Article 26, paragraph (8) of the Temporary Staffing Act) and the grounds for that difference. In such a case, the employer should strive to give an explanation by means that foreign worker can understand, for example, by using the worker's native language, etc. 三　安全衛生の確保 (iii) Ensuring health and safety １　安全衛生教育の実施 (1) Implementation of health and safety education 事業主は、労働安全衛生法等の定めるところにより外国人労働者に対し安全衛生教育を実施するに当たっては、母国語等を用いる、視聴覚教材を用いる等、当該外国人労働者がその内容を理解できる方法により行うこと。特に、外国人労働者に使用させる機械等、原材料等の危険性又は有害性及びこれらの取扱方法等が確実に理解されるよう留意すること。 Each employer should provide foreign workers with education on health and safety as specified by the Industrial Safety and Health Act in a way in which those foreign workers can understand, such as using the worker's native language, etc. or through audiovisual materials. In particular, the employer should make sure that those workers surely understand the danger of using relevant machines and the toxicity of raw materials and the means of handling them. ２　労働災害防止のための日本語教育等の実施 (2) Implementation of Japanese education to prevent industrial accidents 事業主は、外国人労働者が労働災害防止のための指示等を理解することができるようにするため、必要な日本語及び基本的な合図等を習得させるよう努めること。 Each employer should strive to help foreign workers learn Japanese and understand basic signs in order to understand instructions for preventing industrial accidents. ３　労働災害防止に関する標識、掲示等 (3) Signs and notifications for the prevention of industrial accidents 事業主は、事業場内における労働災害防止に関する標識、掲示等について、図解等の方法を用いる等、外国人労働者がその内容を理解できる方法により行うよう努めること。 Each employer should strive to place signs and notifications for the prevention of industrial accidents at places of business, by means that foreign workers can understand, such as through use of illustrations. ４　健康診断の実施等 (4) Implementation of medical examinations 事業主は、労働安全衛生法等の定めるところにより外国人労働者に対して健康診断、面接指導及び心理的な負担の程度を把握するための検査を実施すること。実施に当たっては、これらの目的・内容を、母国語等を用いる等、当該外国人労働者が理解できる方法により説明するよう努めること。また、外国人労働者に対しこれらの結果に基づく事後措置を実施するときは、その結果並びに事後措置の必要性及び内容を当該外国人労働者が理解できる方法により説明するよう努めること。 Each employer should implement medical examinations, face-to-face guidance and tests to evaluate the degree of psychological burden of foreign workers as specified by the Industrial Safety and Health Act. When doing so, the employer should strive to explain the purpose and content thereof by means that those foreign workers can understand, by using their native language, etc. or any other means. Moreover, when a follow-up measure is taken in response to the results thereof, the employer should strive to explain the results, the necessity and content of those measure by means that those foreign workers can understand. ５　健康指導及び健康相談の実施 (5) Implementing health guidance and health counseling 事業主は、産業医、衛生管理者等を活用して外国人労働者に対して健康指導及び健康相談を行うよう努めること。 Each employer should strive to provide foreign workers with health guidance and health counseling utilizing industrial physicians and health managers. ６　母性保護等に関する措置の実施 (6) Implementation of measures for protecting maternal health 事業主は、女性である外国人労働者に対し、労働基準法、男女雇用機会均等法等の定めるところにより、産前及び産後休業、妊娠中の外国人労働者が請求した際の軽易な業務への転換、妊産婦である外国人労働者が請求した場合の時間外労働等の制限、妊娠中及び出産後の健康管理に関する措置等、必要な措置を講ずること。 Each employer, as specified by the Labor Standards Act, the Equal Employment Opportunity Act, etc., should take measures necessary to arrange maternity leave before and after childbirth, transfers to easier duties when requested by a pregnant foreign worker, restrictions on overtime work when requested by a foreign worker who is pregnant or nursing an infant, and health management before and after childbirth, as well as other measures for female foreign workers. ７　労働安全衛生法等の周知 (7) Dissemination of the Industrial Safety and Health Act and other regulations 事業主は、労働安全衛生法等の定めるところにより、その内容について周知すること。その際には、分かりやすい説明書を用いる、母国語等を用いて説明する等、外国人労働者の理解を促進するため必要な配慮をするよう努めること。 Each employer, as specified by the Industrial Safety and Health Act and other regulations, should disseminate the content of that Act. In such a case, the employer should give necessary consideration to helping foreign workers to understand by, for example, using an easy-to-understand explanatory guidebook, or providing explanation in that foreign worker's native language, etc. 四　労働・社会保険の適用等 (iv) Application of labor and social insurance １　制度の周知及び必要な手続の履行等 (1) Dissemination of information on systems and enforcement of necessary procedures 事業主は、外国人労働者に対し、労働・社会保険に係る法令の内容及び保険給付に係る請求手続等について、雇入れ時に行政機関が作成している多言語対応の広報資料等を活用する、母国語等を用いて説明する等、外国人労働者が理解できる方法により周知に努めること。また、労働・社会保険に係る法令の定めるところに従い、被保険者に該当する外国人労働者に係る適用手続等必要な手続をとること。さらに、健康保険及び厚生年金保険の適用となる事業所の事業主は、外国人労働者が離職したときは、遅滞なく被保険者証を回収するとともに、国民健康保険又は国民年金の適用の手続が必要になる場合にあっては、その旨を教示するよう努めること。健康保険及び厚生年金保険の適用とならない事業所の事業主は、外国人労働者及びその家族が適切に国民健康保険及び国民年金の適用の手続が行えるよう、母国語等での手続の説明や市区町村等の相談窓口の案内、必要に応じた同行等の必要な援助を行うよう努めること。なお、個人経営で農業を営み、常時五人未満の労働者を使用している事業所等、労働保険の適用が任意の事業所においては、事業主は外国人労働者を含む労働者の希望等に応じ、労働保険の加入の申請を行うこと。 When an employer intends to hire a foreign worker, the employer should strive to help that worker to understand the content of laws and regulations on labor and social insurance and procedures for applying for insurance benefits by utilizing multilingual PR materials prepared by administrative organs or explaining in that worker's native language, etc. Moreover, in accordance with what is specified by laws and regulations on labor and social insurance, the employer should undertake necessary procedures applicable to foreign workers who are eligible as insured persons. Furthermore, when any foreign worker leaves their job, an employer of the place of business to which health insurance or employees' pension insurance applies should collect that worker's insurance card without delay, and if it is necessary for that worker to undertake the procedures for applying for national health insurance or national pension insurance, the employer should strive to notify the worker of this fact. Any employer of the place of business to which health insurance or employee's pension insurance does not apply should strive to provide foreign workers and their families with necessary support for appropriately completing the procedures for applying for national health insurance and national pension insurance, by giving explanations in their native languages, etc., or by providing guidance about the municipal consultation service and accompanying them when needed. Places of business where the labor insurance is optional, such as a privately-owned place of business that engages in agriculture and always employ less than 5 workers, should apply for the labor insurance if any worker including foreign workers so requests. ２　保険給付の請求等についての援助 (2) Support for claims for insurance premiums イ　雇用保険 (a) Employment insurance 事業主は、外国人労働者が離職する場合には、外国人労働者本人への雇用保険被保険者離職票の交付等、必要な手続を行うとともに、失業等給付の受給に係る公共職業安定所の窓口の教示その他必要な援助を行うよう努めること。 When a foreign worker leaves their job, the employer should undertake necessary procedures for that worker, such as issuing a letter of separation to the employment insurance title holder; and strive to inform the worker of the consultation service by the public employment security office where unemployment benefits can be received, as well as providing other types of support. ロ　労働者災害補償保険 (b) Industrial accident compensation insurance 事業主は、外国人労働者に係る労働災害等が発生した場合には、労働者災害補償保険の給付の請求その他の手続に関し、外国人労働者やその家族等からの相談に応ずること。加えて、外国人労働者やその家族等が自ら手続を行うことが困難な場合等には、その手続を行うことができるよう必要な援助を行うよう努めること。 If any industrial accident occurs in which a foreign worker is involved, the employer should respond to consultations from the worker and their family with regard to how to apply for industrial accident compensation insurance and other procedures. In addition, if it is difficult for the foreign worker or their family to undertake those procedures on their own, the employer should strive to provide necessary support. ハ　健康保険 (c) Health insurance 事業主は、外国人労働者が病気、負傷等（労働災害によるものを除く。）のため就業することができない場合には、健康保険において傷病手当金が支給され得ることについて、当該外国人労働者に教示するよう努めること。 If a foreign worker cannot work due to sickness or injury (excluding cases in which this is caused by an industrial accident), an employer should strive to inform that foreign worker of the fact that injury and sickness allowance can be granted under health insurance. ニ　公的年金 (d) Public pension 事業主は、外国人労働者が国民年金又は厚生年金保険（以下このニにおいて「公的年金」という。）の被保険者期間中に初診日のある傷病によって障害等級に該当する程度の障害の状態になったときは、障害年金が支給され得ることについて、当該外国人労働者に教示するよう努めること。また、公的年金の被保険者期間が一定期間以上の外国人労働者が帰国する場合、帰国後、被保険者期間等に応じた脱退一時金の支給を請求し得る旨帰国前に説明するとともに、年金事務所等の関係機関の窓口を教示するよう努めること。なお、説明の際には、次に掲げる事項を踏まえつつ、請求を検討すべきであることを教示するよう努めること。 If a foreign worker has come to have a disability of severity that is classified as any of the disability grades, due to any injury or disease whose initial examination day was within the coverage period of the national pension insurance or employee's pension insurance (the national pension and employee's pension are hereinafter in this (d) referred to as "public pension"), an employer should strive to inform that foreign worker of the fact that the worker might be eligible for disability pension. Moreover, if a foreign worker returns to their home country, and their coverage period of public pension is longer than a relevant period, the employer should explain, before that foreign worker leaves Japan, that the foreign worker can make a request for a lump-sum withdrawal payment in accordance with the covered period after the foreign worker returned to their home country; and should strive to inform the foreign worker of the consultation service by the related organizations such as pension offices. In this case, the employer should strive to explain to the foreign worker that the worker should consider the option of applying for payments taking the following matters into consideration: （１）　脱退一時金を受給した場合、その支給を受けた者は、その額の計算の基礎となった被保険者であった期間は、被保険者でなかったものとみなされるため、受給資格期間が十年であることを踏まえた将来的な老齢年金の受給の可能性に留意すべきであること。 1. if any worker receives lump-sum withdrawal payments, the worker is deemed to have not been an insured person for the period based on which that amount was calculated. Therefore, the worker should be conscious of future pension options, keeping in mind that the recipient qualification period is ten years; and （２）　公的年金を受給することができる年齢に達した際に社会保障協定（被保険者期間の通算規定を有するものに限る。）の相手国の年金制度に加入していた期間がある外国人労働者は、当該期間と公的年金の被保険者期間等を通算することにより、公的年金を受け取ることができる場合があること。 2. a foreign worker who has joined the pension system in their country that has concluded a Social Security Agreement (limited to those that have a provision on the total insured period) with Japan when the worker reaches an age of eligibility for receiving public pension might receive public pension by combining that period and period of public pension cover. 五　適切な人事管理、教育訓練、福利厚生等 (v) Appropriate personnel management, education and training, and welfare programs １　適切な人事管理 (1) Appropriate personnel management 事業主は、その雇用する外国人労働者が円滑に職場に適応できるよう、社内規程その他文書の多言語化等、職場における円滑なコミュニケーションの前提となる環境の整備に努めること。また、当該職場での評価や待遇に納得しつつ就労することができるよう、職場で求められる資質、能力等の社員像の明確化、評価・賃金決定、配置等の人事管理に関する運用の透明性・公正性の確保等、多様な人材が適切な待遇の下で能力発揮しやすい環境の整備に努めること。その際、公共職業安定所の行う雇用管理に係る助言・指導を踏まえ、適切に対応すること。 Each employer should strive to create an environment where its foreign workers can communicate smoothly so that they can adapt to the place of business through the preparation of multilingual company rules and other documents. Moreover, the employer should strive to create an environment where a diverse range of staff are able to exercise their abilities under proper treatment by clarifying the desired status for workers at the place of business such as qualifications and capabilities, and by ensuring fairness and transparency of human resource management operations such as evaluations, decisions on wages and staffing. In this case, the employer should appropriately respond to advice or guidance on management of employment from public employment security offices. ２　生活支援 (2) Livelihood support 事業主は、外国人労働者の日本社会への対応の円滑化を図るため、外国人労働者に対して日本語教育及び日本の生活習慣、文化、風習、雇用慣行等について理解を深めるための支援を行うとともに、外国人労働者が地域社会における行事や活動に参加する機会を設けるように努めること。また、事業主は、居住地周辺の行政機関、医療機関、金融機関等に関する各種情報の提供や同行等、外国人労働者が、居住地域において安心して日常生活又は社会生活を営むために必要な支援を行うよう努めること。 Each employer should provide its foreign workers with Japanese education and support to help those workers better adapt to the lifestyle, culture, habits, employment practices, etc. of Japan; and strive to provide them with opportunities for participating in events and activities in local communities for the purpose of promoting their adaptation to the Japanese society. In addition, each employer should strive to provide foreign workers with necessary support in order to carry out their daily lives or social lives with piece of mind, by providing information on administrative organs, medical institutions and financial institutions located in the areas near where those workers live, or by sending someone to assist those workers when the need arises. ３　苦情・相談体制の整備 (3) Development of complaint and consultation frameworks 事業主は、外国人労働者の苦情や相談を受け付ける窓口の設置等、体制を整備し、日本における生活上又は職業上の苦情・相談等に対応するよう努めるとともに、必要に応じ、地方公共団体が情報提供及び相談を行う一元的な窓口等、行政機関の設ける相談窓口についても教示するよう努めること。 Each employer should strive to establish a system of receiving complaints and consultations from foreign workers such as a consultation service, and respond to complaints and consultations related to their life and work in Japan. In addition, each employer should strive to inform those workers of consultation centers established by administrative organs such as help desks for providing information and providing consultation services by local governments when needed. ４　教育訓練の実施等 (4) Implementation of education and training 事業主は、外国人労働者が、在留資格の範囲内でその能力を有効に発揮しつつ就労することが可能となるよう、教育訓練の実施その他必要な措置を講ずるように努めるとともに、母国語での導入研修の実施等働きやすい職場環境の整備に努めること。 Employers should endeavor to implement education and training and take other necessary measures so that foreign workers can work while effectively utilizing their abilities to the extent covered by their status of residence, and endeavor to provide a comfortable working environment through actions such as conducting introductory training in the native language of those workers. ５　福利厚生施設 (5) Welfare facilities 事業主は、外国人労働者について適切な宿泊の施設を確保するように努めるとともに、給食、医療、教養、文化、体育、レクリエーション等の施設の利用について、外国人労働者にも十分な機会が保障されるように努めること。 Each employer should strive to ensure appropriate accommodation for foreign workers and guarantee sufficient opportunity for them to use eating, medical, cultural, sporting and recreational facilities. ６　帰国及び在留資格の変更等の援助 (6) Support for return home and changes in status of residency イ　事業主は、その雇用する外国人労働者の在留期間が満了し、在留資格の更新がなされない場合には、当該外国人労働者の雇用関係を終了し、帰国のための諸手続の相談その他必要な援助を行うよう努めること。また、その雇用する外国人労働者が帰国する際、病気等やむを得ない理由により帰国に要する旅費を支弁できない場合には、当該旅費を負担するよう努めること。特に、特定技能の在留資格をもって在留する者については、出入国管理及び難民認定法第二条の五第一項に規定する特定技能雇用契約（以下「特定技能雇用契約」という。）の基準として、当該外国人労働者が特定技能雇用契約の終了後の帰国に要する旅費を負担することができないときは、当該旅費を負担するとともに、契約終了後の出国が円滑になされるよう必要な措置を講ずることとされていることに留意すること。また、技能実習生については、帰国事由が自己都合による場合も含め、監理団体（企業単独型技能実習の場合は事業主）が帰国に要する旅費を負担するとともに、契約終了後の出国が円滑になされるよう必要な措置を講ずることとされていることに留意すること。 (a) If the period of stay of any foreign worker in Japan expires and their status of residency is not renewed, the employer should terminate its employment relationship with that foreign worker and strive to respond to consultations on various procedures for that foreign worker to return to their home country, and provide and other necessary support. Moreover, if a foreign worker employed thereby seeks to return to their home country but is not capable of paying travel expenses required for their return due to sickness or any other compelling reason, the employer should strive to cover those travel expenses. In particular, in the case of a person who stays in Japan with status as a specified skilled worker, the employer should pay attention to the fact that it is specified in a standard for specified skilled worker employment contracts provided for in Article 2-5, paragraph (1) of the Act on Immigration Control and Refugee Status (hereinafter referred to as "specified skilled worker employment contract") that an employer should cover travel expenses required for that foreign worker to return to their home country, and take measures necessary for that foreign worker to be able to leave Japan after the specified skilled worker employment contract expires, when that foreign worker cannot cover those travel expenses after that contract ends. Moreover, it should be noted that, with respect to technical intern trainees, the supervising organization (or employer in the case of individual-enterprise-type technical intern training) should cover travel expenses required for those trainees to return to their home country even if the reason for the return is personal, and take measures necessary for that foreign worker to be able to smoothly leave Japan after the contract expires. ロ　事業主は、外国人労働者が在留資格を変更しようとするとき又は在留期間の更新を受けようとするときは、その手続を行うに当たっての勤務時間の配慮その他必要な援助を行うように努めること。 (b) If a foreign worker intends to change their status of residence or renew their period of stay, an employer should strive to give consideration regarding working hours required for undertaking those procedures and provide other necessary support. ハ　事業主は、外国人労働者が一時帰国を希望する場合には、休暇の取得への配慮その他必要な援助を行うよう努めること。特に、特定技能の在留資格をもって在留する者については、特定技能雇用契約の基準として、当該外国人労働者が一時帰国を希望した場合には、必要な休暇を取得させることとされていることに留意すること。 (c) If a foreign worker desires to return to their home country temporarily, an employer should strive to give consideration to granting a vacation and provide other necessary support. In particular, the employer should pay attention to the fact it is specified in the standard for specified skilled worker employment contracts that, if a person who has a status of residency based on a specified skill desires to return to their home country temporarily, the employer should give that person a vacation as necessary. ７　外国人労働者と共に就労する上で必要な配慮 (7) Necessary consideration to working with foreign workers 事業主は、外国人労働者を受け入れるに当たっては、日本人労働者と外国人労働者とが、文化、慣習等の多様性を理解しつつ共に就労できるよう努めること。 When an employer accepts foreign workers, it should strive to help both Japanese and foreign workers to work together and understand the diversity of cultures and customs. 六　解雇等の予防及び再就職の援助 (vi) Prevention of dismissal and support for re-employment １　解雇 (1) Dismissal 事業主は、事業規模の縮小等を理由として解雇を行う場合であっても、労働契約法において、客観的に合理的な理由を欠き、社会通念上相当であると認められない場合は、その権利を濫用したものとして無効とされていること及び期間の定めのある労働契約（２において「有期労働契約」という。）については、やむを得ない事由がある場合でなければ、その契約期間が満了するまでの間において、労働者を解雇することができないとされていることに留意し、外国人労働者に対して安易な解雇を行わないようにすること。 Even if an employer has to dismiss its employees due to a downscaling of its business, it should not dismiss foreign workers without unavoidable grounds, keeping in mind that the Labor Contract Act stipulates that any dismissal without objectively reasonable grounds, which is not considered to be appropriate in general societal terms is invalid due to abuse of rights, and in the case of a labor contract whose term has been fixed (referred to as "fixed-term labor contract" in (2) below), no worker may be dismissed until the contract period expires, unless there is any compelling reason to do so. ２　雇止め (2) Termination 事業主は、有期労働契約の更新を拒絶すること（以下「雇止め」という。）は、労働契約法において、労働者が有期労働契約の契約期間の満了時に当該有期労働契約が更新されるものと期待することについて合理的な理由があると認められる場合等であって、当該雇止めが客観的に合理的な理由を欠き、社会通念上相当でないときは、認められないこととされていることに留意し、外国人労働者に対して、安易な雇止めを行わないようにすること。 An employer should take note it is specified under the Labor Contract Act that no employer may refuse to renew a fixed-term labor contract (hereinafter referred to as "termination of contract"), if the worker is found to have a reasonable grounds for expecting their fixed-term labor contract to be renewed at the time of its expiration, and that termination of contract lacks objectively reasonable grounds and is not considered to be appropriate in general societal terms; and should not easily resort to termination of the contract. ３　再就職の援助 (3) Support for finding a new job 事業主は、外国人労働者が解雇（自己の責めに帰すべき理由によるものを除く。）その他事業主の都合により離職する場合において、当該外国人労働者が再就職を希望するときは、関連企業等へのあっせん、教育訓練等の実施・受講あっせん、求人情報の提供等当該外国人労働者の在留資格に応じた再就職が可能となるよう、必要な援助を行うよう努めること。その際、公共職業安定所と密接に連携するとともに、公共職業安定所の行う再就職援助に係る助言・指導を踏まえ、適切に対応すること。 If a foreign employee leaves their job due to being dismissed by their employer (excluding dismissal based on grounds attributable to the employee themselves) or at the convenience of the employer, and that foreign worker wishes to find a new job, the employer should strive to search for job offerings of related companies, provide education and training, help the employee to participate therein, and provide necessary support and information on job offerings, so that the foreign worker can find a new job in accordance with their status of residence. In such a case, the employer should work closely with the public employment security office and take appropriate measures based on advice and guidance which the public employment security office provides as a support for finding a new job. ４　解雇制限 (4) Restrictions on dismissal 事業主は、外国人労働者が業務上負傷し、又は疾病にかかり療養のために休業する期間及びその後三十日間等、労働基準法の定めるところにより解雇が禁止されている期間があることに留意すること。 Each employer should be aware that it is prohibited under the Labor Standards Act to dismiss foreign workers during a certain period, such as during a period of absence from work for medical treatment caused by injury or illness in the course of employment or during the subsequent thirty days. ５　妊娠、出産等を理由とした解雇の禁止等 (5) Prohibition of dismissal due to pregnancy or childbirth 事業主は、女性である外国人労働者が婚姻し、妊娠し、又は出産したことを退職理由として予定する定めをしてはならないこと。また、妊娠、出産等を理由として解雇その他不利益な取扱いをしてはならないこと。 Employers must not stipulate marriage, pregnancy or childbirth as a reason for terminating female foreign workers, or must not dismiss or otherwise treat those female foreign workers disadvantageously on the grounds of pregnancy or childbirth. 七　労働者派遣又は請負を行う事業主に係る留意事項 (vii) Points to note for employers with contract or staffing-agency workers １　労働者派遣 (1) Staffing 労働者派遣の形態で外国人労働者を就業させる事業主にあっては、当該外国人労働者が従事する業務の内容、就業の場所、当該外国人労働者を直接指揮命令する者に関する事項等、当該外国人労働者の派遣就業の具体的内容を当該外国人労働者に明示する、派遣先に対し派遣する外国人労働者の氏名、雇用保険及び社会保険の加入の有無を通知する等、労働者派遣法等の定めるところに従い、適正な事業運営を行うこと。また、派遣先は、労働者派遣事業の許可を受けていない者からは外国人労働者に係る労働者派遣を受けないこと。 Any employer that employs foreign workers as staffing-agency workers should carry out proper management of its business in accordance with the Temporary Staffing Act, such as by clearly indicating specifics of the work as a staffing-agency worker to those foreign workers, including the details of services in which they will engage, their places of work, and the persons who will give them instructions directly; and by notifying the staffing client of the names of those foreign workers, whether or not they are covered by the employment or social insurance, etc. Moreover, the staffing client should not accept any foreign worker sent as a staffing-agency worker from a person that does not have a staffing-agency business license. ２　請負 (2) Contractors 請負を行う事業主にあっては、請負契約の名目で実質的に労働者供給事業又は労働者派遣事業を行うことのないよう、職業安定法及び労働者派遣法を遵守すること。具体的には、自ら雇用する外国人労働者の就業場所が注文主である他の事業主の事業所内である場合には、当該注文主が当該外国人労働者の使用者であるとの誤解を招くことがないよう、当該事業所内で業務の処理の進行管理を行うこと。また、その就業場所において適切に雇用管理がなされるよう、当該事業所内で、第六で選任する雇用労務責任者等に人事管理、生活支援等の職務を行わせること。さらに、請負を行う事業主は、外国人労働者の希望により、労働契約の期間をできる限り長期のものとし、労働契約の期間中に業務に従事させることができない期間が生じた場合にも教育訓練を実施する等により労働契約を継続する等、安定的な雇用の確保に努めること。 Subcontracting employers should comply with the Employment Security Act and the Temporary Staffing Act so that they do not become substantially involved in the business of labor supply or staffing-agency business in the name of contract work. Specifically, if the place of employment of foreign workers employed by the subcontracting employer is that of a client, the subcontracting employers should manage and process the progress of business in that client's place of business in order to avoid giving the impression that the client directly employs those foreign workers. Moreover, an employment management supervisor selected as explained in No.6 should be responsible for personnel management and social support at that place of business for the purpose of the appropriate management of employment at that place of employment. Furthermore, the subcontracting employers should maximize the term of labor contracts upon request from the foreign workers and strive to ensure stable employment by holding those contracts and providing the foreign workers with education and training even if, during the labor contract term, there comes to be a period in which the subcontracting employers cannot have the foreign workers engage in services. 第五　外国人労働者の雇用状況の届出 No5. Notification of the employment status of foreign workers 事業主は、労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律第二十八条第一項の規定に基づき、新たに外国人労働者を雇い入れた場合又はその雇用する外国人労働者が離職した場合には、当該外国人労働者の氏名、在留資格、在留期間等の一に掲げる事項について、二に掲げる方法により確認し、三に掲げる方法及び期限に従って、当該事項を当該事業主の事業所の所在地を管轄する公共職業安定所の長に届け出ること。なお、確認に当たっての留意事項は、四のとおりとすること。 If an employer newly employs a foreign workers, or if that employer's foreign worker leaves their job, that employer should check the information listed in (1), such as the name, the status of residence and the period of stay of that foreign worker, by the means listed in (2); and notify that information to the chief of the public employment security office that has jurisdiction over the place of business of that employer, by the means listed in (3) within the period listed therein, based on the provisions of Article 28, paragraph (1) of the Act on Comprehensive Promotion of Labor Measures and Stabilization of Employment of Employees and Enrichment of Their Working Lives. The points to note for making this check is shown in (4) below. 一　確認し、届け出るべき事項 (i) Information to be checked and given notification of イ　雇用保険被保険者資格を有する外国人労働者について (a) Foreign workers eligible for employment insurance 氏名、在留資格（資格外活動の許可を受けて就労する者を雇い入れる場合にあっては当該許可の有無、特定技能の在留資格をもって在留する者を雇い入れる場合又は特定技能の在留資格をもって在留する者が離職した場合にあっては法務大臣が当該外国人について指定する特定産業分野（出入国管理及び難民認定法別表第一の二の表の特定技能の項の下欄第一号に規定する特定産業分野をいう。二のハにおいて同じ。）、特定活動の在留資格をもって在留する者を雇い入れる場合又は特定活動の在留資格をもって在留する者が離職した場合にあっては法務大臣が当該外国人について特に指定する活動を含む。ロにおいて同じ。）、在留期間、生年月日、性別、国籍の属する国又は同法第二条第五号ロに規定する地域（以下「国籍・地域」という。）のほか、職種、賃金、住所等の雇用保険被保険者資格取得届又は雇用保険被保険者資格喪失届に記載すべき当該外国人の雇用状況等に関する事項（同法第十九条の三に規定する中長期在留者（以下このイ及びロにおいて「中長期在留者」という。）を雇い入れる場合又は中長期在留者が離職した場合にあっては、これらに加えて、同法第十九条の四第一項第五号の在留カードの番号（ロにおいて「在留カードの番号」という。）） Names, status of residency (including the fact that the relevant person has the permission to engage in an activity other than that covered by their work visa, if that person is employed; including the specified industrial fields designated by the Minister of Justice (specified industrial fields provided for in item (i) of the right column of specified skills shown in Appendix 1-2 of the Act on Immigration Control and Refugee Status; the same applies in (2), (c)) for a foreign national with a status as a specified skilled worker, if that person is employed or has left their job; or including activities specifically designated by the Minister of Justice for a foreign national with a status of residence of "Designated Activities", if that person is employed or has left their job; the same applies in (b)), period of stay, date of birth, gender, country of their nationality or areas provided for in Article 2, item (v), (b) of that Act (hereinafter referred to as "nationality or area"), information on the employment status of those foreign workers to be described in a notice of acquisition of employment insurance or a notice of loss of employment insurance such as job category, wages and address (in cases of mid to long-term residents provided for in Article 19-3 of that Act (referred to as "mid to long-term residents" in (a) and (b) below) are employed or have left their job, in addition to all the information mentioned above, the residence card number as referred to in Article 19-4, paragraph (1), item (v) of that Act (referred to "residence card number" in (b)). ロ　雇用保険被保険者資格を有さない外国人労働者について (b) Foreign workers who are not eligible for employment insurance 氏名、在留資格、在留期間、生年月日、性別及び国籍・地域（中長期在留者を雇い入れる場合又は中長期在留者が離職した場合にあっては、これらに加えて、在留カードの番号） Names, status of residence, period of stay, date of birth, gender, and the nationality or area (plus the residence card number if mid to long-term residents are employed or have left their job). 二　確認の方法 (ii) Means of checking イ　ロからニまでに該当する者以外の外国人労働者について (a) Foreign workers other than those who fall under (b) through (d) below 当該外国人労働者の在留カード（在留カードを所持しない者にあっては旅券又は在留資格証明書）の提示を求め、届け出るべき事項を確認する方法 The means of asking the foreign workers to present their residence card (or for those who do not have a residence card, their passport or certificate of status of residence) to check the information of which notification is to be given. ロ　資格外活動の許可を受けて就労する者について (b) Those who are employed with the permission to engage in an activity other than that covered by their work visa 当該外国人労働者の在留カード（在留カードを所持しない者にあっては、旅券又は在留資格証明書（当該外国人労働者が資格外活動の許可を受けている旨が記載されていない場合には、資格外活動許可書又は就労資格証明書を含む。））の提示を求め、届け出るべき事項を確認する方法 The means of asking the foreign workers to present their residence card (or for those who do not have a residence card, their passport or certificate of status of residence (if this certificate does not state that the foreign workers do have the permission to engage in an activity other than that covered by their work visa, including a permit to engage in activity other than that covered by their work visa or certificate of authorization for employment)) to check the information for which notification is to be given. ハ　特定技能の在留資格をもって在留する者について (c) Those who stay in Japan with status as a specified skilled worker 当該外国人労働者の在留カード及び特定産業分野を記載した指定書の提示を求め、届け出るべき事項を確認する方法 The means of asking the foreign workers to present their residence card and a written designation describing their specified industrial field to check the information for which notification is to be given. ニ　特定活動の在留資格をもって在留する者について (d) Those who stay in Japan with the status of residence as "Designated Activity" 当該外国人労働者の在留カード（在留カードを所持しない者にあっては、旅券又は在留資格証明書）及び法務大臣が当該外国人について特に指定する活動を記載した指定書の提示を求め、届け出るべき事項を確認する方法 The means of asking the foreign workers to present their residence card (for those who do not have a residence card, their passport or certificate of status of residence) and a written designation describing activities designated by the Minister of Justice with regard to the foreign workers to check the information for which notification is to be given 三　届出の方法・期限 (iii) Method and time-limit of notification イ　雇用保険被保険者資格を有する外国人労働者について (a) Foreign workers eligible for employment insurance 雇入れに係る届出にあっては雇い入れた日の属する月の翌月十日までに、雇用保険法施行規則（昭和五十年労働省令第三号）第六条第一項の届出と併せて、必要事項を届け出ることとし、離職に係る届出にあっては離職した日の翌日から起算して十日以内に、同令第七条第一項の届出と併せて、必要事項を届け出ること。 In cases of undertaking employment, the necessary information should be provided by the 10th day of the month following the month on which the day of employment falls, by the notification of undertaking employment together with the notification as referred to in Article 6, paragraph (1) of the Regulation for Enforcement of the Employment Insurance Act (Order of the Ministry of Labour No.3 of 1975). In cases of separation from employment, the necessary information should be provided within ten days from the day following the day of separation from employment, by the notification of separation from employment together with the notification as referred to in Article 7, paragraph (1) of that Regulation. ロ　雇用保険被保険者資格を有さない外国人労働者について (b) Foreign workers who are not eligible for employment insurance 雇入れに係る届出、離職に係る届出ともに、雇入れ又は離職した日の属する月の翌月の末日までに、労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律施行規則（昭和四十一年労働省令第二十三号）様式第三号（以下「様式第三号」という。）に必要事項を記載の上、届け出ること。 The notification of undertaking employment or of separation from employment should be submitted by the last day of the month following the month on which the day of undertaking employment or separation from employment falls, with the necessary information provided in the Form 3 of the Regulation for Enforcement of the Act on Comprehensive Promotion of Labor Measures and Stabilization of Employment of Employees and Enrichment of Their Working Lives (Order of the Ministry of Labor No.23 of 1966). 四　確認に当たっての留意事項 (iv) Points to note 事業主は、雇い入れようとする者について、通常の注意力をもって当該者が外国人であると判断できる場合に、当該者に係る一の事項を確認すること。ここで通常の注意力をもって当該者が外国人であると判断できる場合とは、特別な調査等を伴うものではなく、氏名や言語などから、当該者が外国人であることが一般的に明らかである場合をいうこと。このため、例えば、通称として日本名を用いており、かつ、日本語の堪能な者など、通常の注意力をもっては、当該者が外国人であると判断できない場合にまで、確認を求めるものではないこと。なお、一に掲げる事項以外の事項の確認・届出は必要のないものであり、外国人労働者のプライバシーの保護の観点からも、この点に十分留意すること。 If an applicant for employment can easily be identified as a foreign national, the employer should check the information on the applicant referred to in (1) above. This applies in cases where the applicant can be identified as a foreign national and no special investigation is required to determine this fact because it is clear from their name and language that the applicant is a foreign national. This check is not required if the applicant cannot easily be identified as a foreign national, because the applicant ordinarily goes by a Japanese name and can speak Japanese fluently. Checking or giving notification of any information other than that listed in (1) is not required, and the employers should be fully aware of this, in light of their need to protect the privacy of foreign workers. 第六　外国人労働者の雇用労務責任者の選任 No.6 Selection of employment management supervisors responsible for foreign workers 事業主は、外国人労働者を常時十人以上雇用するときは、この指針の第四に定める事項等を管理させるため、人事課長等を雇用労務責任者（外国人労働者の雇用管理に関する責任者をいう。）として選任すること。 If any employer employs ten or more foreign workers, it should appoint a personnel manager or similar person as an employment management supervisor responsible for foreign workers (persons responsible for the management of employment of foreign workers) in order to administer the information specified in No.4 of these guidelines. 第七　外国人労働者の在留資格に応じて講ずべき必要な措置 No.7 Necessary measures to be taken depending on the status of residency of foreign workers 一　特定技能の在留資格をもって在留する者に関する事項 (i) Information on persons who stay in Japan with status as a specified skilled worker 特定技能の在留資格をもって在留する者については、第四から第六までに掲げるところによるものとするほか、事業主は、出入国管理及び難民認定法の規定に基づく特定技能雇用契約の基準及び特定技能所属機関の基準に留意するとともに、同法第二条の五第六項に規定する一号特定技能外国人支援（以下この一において「一号特定技能外国人支援」という。）及び必要な届出等を適切に実施すること。また、一号特定技能外国人支援には、社会保険その他外国人労働者が行わなければならない各種行政手続についての情報提供や相談窓口の案内、必要に応じた相談窓口への同行等の支援、生活のための日本語習得の支援、医療機関に関する情報の提供、苦情・相談への対応、外国人労働者と日本人との交流の促進に係る支援が含まれることに留意すること。 The provisions of No.4 through No.6 apply to those who stay in Japan with status as a specified skilled worker. In addition, employers should take note of the standards for specified skilled worker contracts and for organizations of affiliation of the specified skilled worker based on the provisions of the Act on the Immigration Control and Refugee Status, provide support for specified skilled workers (i) provided for in Article 2-5, paragraph (6) of that Act (referred to as "support for specified skilled workers (i)" in this (i)) and appropriately make necessary notifications. Support for specified skilled workers (i) includes the provision of information on social insurance and other various administrative procedures to be undertaken by foreign workers, guidance on consultation centers, accompanying them to consultation centers when needed, support for the study of Japanese to assist in their everyday lives, information on medical institutions, responses to foreign workers' complaints and consultations, and promotion of cultural exchange between foreign workers and Japanese workers. 二　技能実習生に関する事項 (ii) Information on technical intern trainees 技能実習生については、外国人労働者に含まれるものであることから、第四から第六までに掲げるところによるものとするほか、事業主は、技能実習の適正な実施及び技能実習生の保護に関する基本方針（平成二十九年法務省・厚生労働省告示第一号）に規定する技能実習の適正な実施及び技能実習生の保護を図るための施策に関する事項等の内容に留意し、技能実習生に対し実効ある技能等の修得が図られるように取り組むこと。 Since foreign workers include technical intern trainees, the provisions of No.4 through No.6 apply to technical intern trainees. In addition, employers should take note of information on the proper protection and training of technical intern trainees provided in the Basic Guidelines for Proper Protection and Training of Technical Intern Trainees (Public Notice No.1 of the Ministry of Justice and the Ministry of Health, Labour and Welfare of 2017) and take measures so that technical intern trainees can acquire practical skills, etc. 三　留学生に関する事項 (iii) Information on international students 留学生については、事業主は、新規学卒者等を採用する際、留学生であることを理由として、その対象から除外することのないようにするとともに、企業の活性化・国際化を図るためには、異なる教育、文化等を背景とした発想が期待できる留学生の採用も効果的であることに留意すること。あわせて、採用する際には、当該留学生が在留資格の変更の許可を受ける必要があることに留意するとともに、審査に要する期間を考慮して採用活動を行うよう努めること。また、留学生を採用するに際しては、インターンシップ・職場体験の機会を提供することが効果的であるが、その実施に当たっては、企業等に対する理解の促進や職業意識の形成支援等の趣旨を損なわないようにすること。留学生をアルバイト等で雇用する場合には、資格外活動許可が必要であり、資格外活動は原則として週二十八時間以内に制限されていることに留意すること。 Employers should not exclude international students from graduate recruitment just because they are international students, taking note that the employment of international students is effective in promoting globalization and the development of companies, since they have different ideas based on different education and culture. In addition, when an employer employs an international student, employers should bear in mind that the international student's status of residence is required to be changed, and employers should strive to conduct recruitment activities taking into account the period required for changing that status of residence. Moreover, although providing international students with internship and work experience opportunities is effective, the employer should keep in mind the purpose of those activities, including helping the student to better understand the workings of the company and providing support for developing professionalism. If an international student is employed in part-time work, employers should take note that the student is required to get permission to engage in such activity, and can do so for only 28 hours per week. 四　その他 (iv) Other その他の在留資格については、第四から第六までに掲げるところによるものとするほか、事業主は、出入国管理及び難民認定法等の定めるところにより、外国人労働者の在留資格に応じて講ずべき必要な措置を適切に実施すること。 The provisions of No.4 through No.6 apply to other status of residence. In addition, employers should take measures as appropriate for the status of residence of foreign workers as specified by the Act on Immigration Control and Refugee Status. 第八　職業安定機関、労働基準監督機関その他関係行政機関の援助と協力 No.8 Support from and cooperation with employment security agencies, labor standards inspection agencies and other relevant administrative organs. 事業主は、職業安定機関、労働基準監督機関その他関係行政機関の必要な援助と協力を得て、この指針に定められた事項を実施すること。 All employers should implement the content specified in these guidelines with necessary support and cooperation from employment security agencies, labor standards inspection agencies and other relevant administrative organs.