日本勞動管理諮詢服務 tyo4tw
日本僱傭合約:定期，不定期; 日本員工福利:員工休假，病假，產假，陪產假，照顧假，育兒假，殤假，婚假:養卹金和社會保障: 意外補償;日本資遣員工:預告期，遣散費，失業保險。
Email：tyo4ww@evershinecpa.com
或
日本永輝BPO有限公司
Onarimon Yusen Building 7F,Nishi-Shinbashi 3-23-5,Minato-ku, Tokyo 105-0003, Japan
接洽人:
丘玲恵（Kyu Reike）日本籍来自台灣
王礼芳（Lily Wang）日本永居来自福建
或
聯絡人: 林幸穗 Anny Lin 協理
手機：+886-937-606-272
skype: annylin8008
wechat: annylin8008
電話：+886-2-2717-0515 分機:110
Japan Hiring
20.10. 日本僱傭合約-
Japan Employment Contracts —
《勞動合同法》要求用人單位與勞動者簽訂的勞動合同必須書面簽訂。
一般情況下，書面雇傭協定是簡短的，是指僱主的工作規則，詳細條款的就業關係。
僱主不得更改工人和雇主同意的合同的任何部分，不得更改。
僱主可以規定長達一年的試用期，但持續三至六個月的試用期在實踐中更為常見。
僱主必須避免長期、全職雇員和非正常雇員的工作條件之間存在非理性的差異。
雇主必須向非正常工人提供理由，要求在僱用條款和條件上出現任何差異。
為了確定區分非正規雇員和正式雇員並非不合理，雇主必須考慮：
•員工的職責，
•工作場所或工作內容的任何更改範圍，
•員工的技能水準、經驗和責任。
The Labor Contract Act requires that an employment agreement between an employer and an employee be in writing.
Generally, the written employment agreement is brief and refers to the employer’s work rules for detailed terms of the employment relationship.
The employer may not change any portion of a contract that the worker and employer agreed would not be subject to change.
Employers are allowed to establish a probationary period of up to one year, but periods lasting between three and six months are more common in practice.
Employers must avoid irrational disparities between the working conditions of permanent, full-time employees and nonregular employees.
Employers must provide reasons to nonregular workers upon request for any disparity in the terms and conditions of employment.
In order to make a determination that it would not be unreasonable to distinguish between a nonregular and regular employee, the employer must consider the :
• the duties of the employee,
• the extent of any changes to the workplace or content of the work, and
• the employee’s skill level, experience, and responsibilities.
固定期限合同，但完成特定任務的合同除外，60歲以上的工人和高度專業化的專業人員不得超過3年、5年。
所有合同應明確規定工資、工時和其他工作條件。
如果實際工作條款與書面描述的條款不同，員工可以立即取消合同。
根據《勞動標準法》修正案，定期合同雇員連續為僱主工作五年或五年以上，該雇員可以申請無限期僱用合同。
如果雇員根據定期合同至少工作10個月，則中斷6個月或更久將取消僱用為”連續”的五年規則的資格。
雇員的定期合同在定期合同到期時過渡為永久合同。
A contract for a fixed term, other than those for the completion of a specific task, must not exceed three years, five years for workers over the age of 60 and highly specialized professionals.
All contracts should clearly state wages, hours, and other working conditions.
The employee may immediately cancel the contract if the actual working terms differ from those described in writing.
Pursuant to amendments to the Labor Standards Act, where an employee on a fixed-term contract has worked continuously for an employer for five years or more, that employee can apply for an indefinite-term employment contract.
If an employee has worked at least 10 months under a fixed-term contract, a break of six months or more will disqualify the employment as “continuous” for purposes of the five-year rule.
The employee’s fixed-term contract transitions into a permanent contract on the expiration of the fixed-term contract.
雇員人數在10人以上的僱主必須起草一套工作規則，提交勞動標準檢驗辦公室，並通過在工作場所張貼、向雇員或其他方式遞送副本向雇員公佈。
任何修改規則的計劃都必須徵求工人代表的意見，並且必須向勞動標準檢查辦公室提交變更。
工作規則必須涉及以下主題：
•工作日的開始和結束;
•休息時間、休息日和休假;
• 如果工人被僱用在兩個或兩個以上的班次，有關輪班變化的問題：
• 確定、計算和支付工資的方法，以及與工資增長有關的問題;
• 任何適用的特殊工資或最低工資;
•任何退休津貼;
• 終止僱用和解僱理由;
• 要求員工承擔食品、工作用品或其他此類費用的任何要求;
•安全和健康問題;
•職業培訓（如果有的話）
• 意外賠償和/或對就業範圍以外的傷害或疾病的支援;
•關於表彰或制裁的具體規定和
•適用於所有員工的任何其他工作規則。
An employer with 10 or more employees must draft a set of work rules, submit them to a Labor Standards Inspection Office and publicize them to employees by posting them in the workplace, delivering copies to the employees or otherwise.
Worker representatives must be consulted about any plans to change the rules, and changes must be submitted to a Labor Standards Inspection Office.
The work rules must address the following topics:
• the beginning and end of the workday;
• rest periods, rest days, and leave;
• if workers are employed in two or more shifts, issues relating to the change in shifts;
• methods for determining, calculating, and paying wages, as well as issues relating to wage increases;
• any applicable special wages or minimum wages;
• any retirement allowance;
• the termination of employment and grounds for dismissal;
• any requirement that employees bear the cost of food, supplies for work, or other such expenses;
• safety and health issues;
• vocational training, if any;
• accident compensation and/or support for injury or illness outside the scope of employment;
• specifics on commendations or sanctions and
• any other work rules applicable to all employees.
工作規則不得違反適用法律或集體談判協定。
個人雇員的雇傭合同中可能包含比工作規則中規定的條款更有利的條款，但不得包含較不優惠的條款。
僱主只有在下列情況下改變工作規則是合理的，才可對僱員有害：
對僱員不利的程度,
改變規則的原因和必要性，
更改的規則是否適當，
與工會或類似實體的談判狀況
任何其他相關情況。
Work rules may not violate applicable laws or collective bargaining agreements.
An employment contract for an individual employee may contain terms that are more favorable than those set forth in the work rules, but may not contain terms that are less favorable.
The employer may change the work rules in a manner that is detrimental to its employees only if the change is reasonable in light of:
• the extent of the disadvantage to the employees,
• the reasons and need for the change in the rules,
• the appropriateness of the changed rules,
• the status of negotiations with a labor union or similar entity and
• any other relevant circumstances.
20.90. Reference Citations —
Employment Contracts: Labor Standards Act, 1947, No. 49, arts. 14 -18, 89; Law Concerning the Establishment of Related Laws to Promote Working Way Reform, 2018 (Japanese)
Restrictions on Hiring: Labor Standards Act, 1947, No. 49, art. 56
Recordkeeping: Labor Standards Act, 1947, No. 49, arts. 107 – 109
Background Checks: Personal Information Protection Law, 2003, No. 57, art. 16
日本福利 Japan Benefits
70.10. 日本員工休假 Japan Vacation —
受僱至少 6 個月的僱員，在此期間至少 80 %的工作日報到上班，有權享受 10 天的帶薪年假。
僱員在就業後的兩年內每年可享受額外的一天假期，在隨後的四年就業期間每年可享有額外的兩天假期。
帶薪休假最長不超過 20 天，可連續休或遞增休。
未使用的假期最長可結轉兩年。
僱主必須爲獲得 10 天或以上帶薪年假的僱員指定 5 天帶薪年假，確保他們每年至少使用 5 天的帶薪年假。
如果僱員在任何一年中至少有 80 %的工作日沒有上班，他們就無權享受帶薪年假。
如果僱員因工傷或疾病、育兒假或家庭護理假或與分娩有關的原因而缺勤，則視爲已報到上班。
雖然僱員有權決定何時休帶薪假，但如果僱主的正常業務受到干擾，僱主可以要求僱員改變休假時間，條件是僱員將有另一次休假機會。
Employees who have been employed for at least six months and who have reported for work on at least 80 percent of their working days during that time are entitled to 10 days of paid annual leave.
Employees are entitled to an additional day of vacation for each of the following two years of employment and an additional two days of vacation for each of the subsequent four years of employment.
The maximum amount of paid vacation is 20 days. Leave may be taken consecutively or incrementally.
Up to two years of unused vacation may be carried forward.
Employers must designate five days of annual paid leave for employees who receive 10 or more days of annual paid leave to ensure that they use at least five days of annual paid leave each year.
Employees are not entitled to paid annual leave for any year in which they do not report for work at least 80 percent of working days.
An employee is considered to have reported for work if absent due to a work-related injury or illness, for child care or family care leave or for reasons related to childbirth.
While employees are entitled to determine when they take their paid leave, employers can require the employee to change the timing of the leave if the normal operation of the employer’s business would be interfered with, provided the employee will have another opportunity to take the leave.
70.20. 日本假期 Japan Holidays —
宣佈國家假日對私營企業沒有約束力，僱主不必爲這種假日提供帶薪或不帶薪的假期。
政府每年規定的法定假日如下：
1 月 1 日：新年
1 月的第二個星期一：成年日
2 月 11 日：國家基礎日
春分（ 3 月的日期不同）
4 月 29 日：昭和日
5 月 3 日：憲法紀念日
5 月 4 日：綠化日
5 月 5 日：兒童節
7 月第三個星期一：海洋日
8 月 11 日：山區日
9 月第三個星期一：敬老日
秋分（ 9 月的日期不同）
10 月第二個星期一：健康和運動日
11 月 3 日：文化日
11 月 23 日：勞動感恩節
12 月 23 日：皇帝生日
星期天是全國性的節日，第二天慶祝。政府機關、銀行和大多數非零售企業在國家法定節假日休息，但許多餐館和商店仍然營業。
The declaration of a national holiday is not binding on private businesses, and employers are not required to provide paid or unpaid leave for such holidays.
The national holidays typically set by the government each year are as follows:
• Jan. 1: New Year’s Day
• Second Monday in January: Coming of Age Day
• Feb. 11: National Foundation Day
• Vernal Equinox (date in March varies)
• April 29: Showa Day
• May 3: Constitution Memorial Day
• May 4: Greenery Day
• May 5: Children’s Day
• Third Monday in July: Marine Day
• August 11: Mountain Day
• Third Monday in September: Respect for the Aged Day
• Autumnal Equinox (date in September varies)
• Second Monday in October: Health and Sports Day
• Nov. 3: Culture Day
• Nov. 23: Labor Thanksgiving Day
• Dec. 23: Emperor’s Birthday
A national holiday that falls on a Sunday is celebrated the next day.
Government offices, banks, and most nonretail businesses are closed on national holidays, but many restaurants and stores remain open.
70.30. 日本的產假 Japan Maternity Leave —
女性僱員有權在預產期前休最長 6 周的產假，如果她預計生一個以上的孩子，則可休最長 14 周。
分娩後，母親需要休 8 周的假。
在懷孕期間和分娩後一年內，不得指派女僱員處理重型材料、處理有害氣體或從事任何其他可能危及母親或兒童的工作。
新母親有權在產後 12 個月內每天享受兩次 30 分鐘的哺乳時間。
僱主不需要支付產假期間的工資，除非其工作規則要求。
就業保險提供僱員工資的 60 %作爲分娩前 6 周產假的補償，如果母親懷孕超過一個孩子，則爲 14 周，分娩後爲 8 周。
如果僱主希望在僱員休產假期間支付工資，其社會保險責任將減少所支付的金額。
A female employee is entitled to take maternity leave for up to six weeks preceding the expected date of birth, up to 14 weeks if she is expected to give birth to more than one child.
After childbirth, the mother is required to take eight weeks’ leave.
During pregnancy and the year following childbirth, female employees must not be assigned to handle heavy materials, work around harmful gases, or perform any other duties that could put mother or child at risk.
New mothers are entitled to two 30-minute nursing breaks daily for up to 12 months following childbirth.
An employer need not pay wages during maternity leave unless its work rules require it.
Employment insurance provides compensation of 60 percent of the employee’s wages for six weeks of maternity leave prior to childbirth, 14 weeks if the mother is expecting more than one child, and eight weeks after.
If the employer wishes to pay the employee while she is on maternity leave, its social insurance liability will be reduced by the amount paid.
70.40. 日本陪產假 Japan Paternity Leave —
沒有法定的陪產假要求，但僱員，無論男女，在產假結束後都有權享受最長一年的育兒假。
There is no statutory requirement for paternity leave, but an employee, male or female, is entitled to up to one year of child care leave after maternity leave ends.
70.50. 日本病假 Japan Sick Leave —
不要求僱主提供病假，但可以將其列入僱主的工作規則或集體談判協議。
日本的國家健康保險計畫規定，僱員在連續 18 個月缺勤 3 天后，可領取適用標準工資的三分之二作爲病假津貼。
Employers are not required to provide sick leave, but it may be included in an employer’s work rules or in collective bargaining agreements.
Japan’s national health insurance program entitles employees to two-thirds of the applicable standard wage as sick leave allowance after three days of absence for 18 months.
日本其他假期 Japan Other Leave —
日本育兒假Japan Child care leave.
男性或女性僱員有權享受最多一年的部分帶薪休假，以照顧子女，直至子女滿一週歲，如果母親無法獲得子女照顧，則直至子女年滿 2 歲。
育兒假從產假後開始，男女員工都可以休。
•僱主只有在根據集體談判協議禁止工人休假的情況下，並且在下列情況下方可拒絕休育兒假：
•僱員爲僱主工作未滿一年；
•如果是定期工作者，僱用關係顯然將在子女滿 1 歲之前結束；或
•僱員每週工作兩天或不到兩天。
僱主不必在育兒假期間支付工資，除非其工作規則要求這樣做。
政府出資的就業保險提供員工休假期間工資 30 %的補償。
休假後返回工作崗位並在公司工作 6 個月的員工，在休假期間可額外領取 10 %的工資。
A male or female employee is entitled to up to one year of partially paid leave to care for a child up to the child’s first birthday and, if the mother cannot obtain child care, until the child is 2 years old.
Child care leave begins after maternity leave and can be taken by both male and female employees.
An employer may refuse a request for child care leave only if a worker is prohibited from taking leave under a collective bargaining agreement and if:
• the employee has worked for the employer for less than one year;
• in the case of a fixed-term worker, it is clear that the employment relationship will end before the child turns 1 year old; or
• the employee works two days or fewer per week.
An employer need not pay wages during child care leave unless its work rules require it.
Government-funded employment insurance provides compensation of 30 percent of the employee’s wages during leave.
Employees who return to work following leave and stay with the company for six months receive an additional 10 percent of wages for the period of the leave.
日本公民權利和公務假 Japan Civil rights and public duty leave.
公民權利和公務休假。
根據《勞動標準法》，僱員有權請假投票或履行其他公共職責。
沒有要求僱主爲僱員的這一假期提供補償。
An employee is entitled under the Labor Standards Act to take time off to vote or perform other public duties.
There is no requirement that an employer compensate an employee for this leave.
日本家庭護理假 Japan Family care leave.
根據《育兒假和探親假法》，如果僱員的家庭成員因受傷、生病或身體或精神殘疾而需要持續照料兩週或兩週以上，該僱員有權享受兩種形式的部分帶薪探親假：
一年 5 天照顧一名家庭成員或一年 10 天照顧兩名或兩名以上家庭成員和
每個家庭成員最多 93 天，可在一年中分三個不同時期進行。
僱主只有在以下情況下才可拒絕家庭護理假的申請：
申請第一種形式的休假，並在僱主那裏工作不到六個月；
申請第二種形式的假期，並且被僱主僱用未滿一年；
正在申請第二種形式的假期，並且是定期合同，而且僱用關係將在申請假期開始後的 93 天內結束；或
每週工作兩天或更少。
僱主在休育兒假期間不必支付工資，除非工作規則要求這樣做。
政府出資的就業保險提供員工休假期間工資的 40 %作爲補償。
Under the Child Care and Family Leave Law, if a family member of an employee needs constant care for two or more weeks because of an injury, sickness, or physical or mental disability, the employee is entitled to two forms of partially paid family care leave:
• five days a year to take care of one family member or 10 days a year to take care of two or more family members and
• up to 93 days per family member, which can be taken in three different periods during the course of the year.
An employer may refuse a request for family care leave only if the employee:
• is requesting the first form of leave and has been with the employer for less than six months;
• is requesting the second form of leave and has been employed by the employer for less than one year;
• is requesting the second form of leave and is on a fixed-term contract, and it is clear that the employment relationship will end within 93 days of the requested beginning of the leave; or
• works two days or fewer per week.
An employer need not pay wages during family care leave unless its work rules require it.
Government-funded employment insurance provides compensation of 40 percent of the employee’s wages during leave.
日本月經假 Japan Menstruation leave.
根據《勞動標準法》，如果婦女要求休假，僱主必須提供假期，因爲在她月經期間工作“會特別困難”。不要求僱主在這種休假期間支付工資。
Under the Labor Standards Act, an employer must provide leave if a woman requests it because work during her menstrual period “would be especially difficult.” The employer is not required to pay wages during such leave.
日本病童假Japan Sick child leave.
養育未到小學年齡的子女的僱員，在子女生病或受傷的情況下，可以休無薪假，照顧子女。
對於有一個學齡前兒童的父母，這種假期每財政年度限定爲 5 個工作日，對於有兩個或兩個以上子女的父母則限定爲 10 天。僱員可休全天或半天假。
只有在集體談判協議禁止的情況下，並且存在以下情況，僱主纔可以拒絕病假：
申請僱用的僱員受僱於該僱主不足六個月，或
衛生、勞動和福利部的一項法令將僱員的職位確定爲有正當理由拒絕請假的職位。
An employee raising a child not yet of elementary school age may take leave without pay to care for the child in the event of illness or injury.
Such leave is limited to five working days per fiscal year for parents with one preschool-age child and 10 days for those with two or more.
Employees may take this leave on a full-day or half-day basis.
An employer may refuse a request for sick child leave only if it is prohibited under a collective bargaining agreement and the following circumstances exist:
• the requesting employee has been employed by that employer for less than six months or
• an ordinance of the Ministry of Health, Labor and Welfare identifies the employee’s position as one for which good cause exists to deny a request for leave.
日本喪假 Japan Leave due to death in the family.
僱主一般(但法律不要求)允許僱員在父親、母親、配偶或子女過世時休最多 5 天的帶薪假，
在祖父母、孫子女、兄弟姐妹、子女配偶或配偶父母過世時，休最多 3 天帶薪假。
Employers generally (but are not required by law to) allow employees to take up to five days’ paid leave for the death of a father, mother, spouse, or child and up to three days for the death of a grandparent, grandchild, sibling, child’s spouse, or spouse’s parent.
日本婚假 Japan Leave for marriage.
僱主一般（但法律沒有要求）允許僱員在結婚時休 5 天帶薪假。
Employers generally (but are not required by law to) allow employees to take five days’ paid leave upon marriage.
70.60. 日本養卹金和社會保障 Japan Pensions and Social Security —
所有日本居民都必須參加提供基本養老金福利的國家養老金制度。
該計畫由日本養老金服務管理，包括強制性的僱員養老保險計畫。
所有日本僱員都被僱主納入養卹金制度，並被要求向該制度繳款，由僱主從其工資中扣除。
僱主代表每個僱員向該制度繳納同等數額的款項。
向國家養卹金制度繳款至少 6 個月的外籍工人但不超過 25 年可以在離開日本的兩年內要求一次性支取。
All Japanese residents must be covered by the National Pension system which provides basic pension benefits.
The program is administered by the Japan Pension Service and includes the mandatory Employees’ Pension Insurance program.
All Japanese employees are enrolled in the pension system by their employers and are required to make contributions to the system deducted by the employer from their wages.
Employers contribute an equal amount to the system on behalf of each employee.
Foreign workers who have contributed to the national pension system for at least six months but no more than 25 years can claim a lump-sum withdrawal payment within two years of leaving Japan.
70.70. 日本勞工補償Japan Workers’ Compensation —
僱主必須爲政府經營的項目支付所有保險費，以補償僱員與工作有關的疾病和傷害。
該方案向僱員補償醫療費用、一定比例的工資損失和殘疾費用。
如果工傷或疾病導致工人死亡，倖存者可獲得喪葬費補償，並可領取養老金或一次性福利金。
Employers must pay all insurance premiums for a government-operated program to compensate employees for work-related illnesses and injuries.
The program compensates employees for medical expenses, a percentage of lost wages and disability expenses.
If the injury or illness results in the worker’s death, survivors are compensated for funeral expenses and receive either a pension or a lump-sum benefit.
70.90. Reference Citations —
Vacation: Labor Standards Act, 1947, No. 49, art. 39(1)-(6)
Holidays: Law Concerning National Holidays, 1990, No. 178 (Japanese)
Maternity Leave: Labor Standards Act, 1947, No. 49, arts. 64(2), 65-66
Paternity Leave: Child Care and Family Leave Law, 1991, No. 76, art. 5 (Japanese)
Other Leave: Child Care and Family Leave Law, 1991, No. 76, art. 5 (Japanese); Labor Standards Act, 1947, No. 49, arts. 7, 68
Workers’ Compensation: Labor Standards Act, 1947, No. 49, art. 75
100. 日本終止僱用 Japan Termination —
終止方法通常分爲三類：
辭職（僱主和僱員之間的相互協議），根據《勞動標準法》或《民法》解僱和紀律解僱。
僱員辭職對僱主的風險最低。
對於根據《勞動法》或《民法》進行的標準解僱，僱主仍必須證明有效或正當的理由。
最後，只有當僱員犯罪或違反職業道德、在簡歷上撒謊或在沒有合理解釋的情況下曠工兩週以上時，出於紀律原因解僱才被認爲是合理的。
當一名僱員被解僱或退休時，該僱員可要求提供一份證明，說明僱用日期、職業類型、職位和工資以及解僱或退役的原因。
僱主必須立即提供證明，不得包括僱員未要求的任何信息。
Methods of termination generally fall into one of three categories:
resignation (mutual agreement between employer and employee), dismissal based on the Labor Standards Act or civil code and disciplinary dismissal.
An employee’s resignation presents the lowest risk to the employer.
For standard dismissals pursuant to the LSA or civil code, the employer must still demonstrate a valid or justifiable reason.
Finally, dismissal for disciplinary reasons is considered justifiable only when the employee has committed a crime or ethical breach, lied on his or her resume or missed more than two weeks of work without a reasonable explanation.
When an employee has been terminated or has retired, the employee may request a certificate stating the dates of employment; the type of occupation, position, and salary and the reasons for dismissal or retirement.
The employer is required to provide the certificate without delay and may not include any information the employee has not requested.
100.10. 日本僱主終止 Japan Termination by Employer —
如果不以客觀合理的理由解僱員工，則終止其無效。
如果工作規則中規定的原因不夠充分，即使以工作規則為理由的終止也可能被認定為無效。
下列情況為終止合同提供了客觀合理的理由：
• 精神或身體疾病使員工無法履行指定職責;
• 經濟原因要求減少效力，僱主已採取一切合理措施避免解僱;
• 員工績效不足不太可能在教育和指導下得到改善;
• 員工通過虛假陳述或其他不當手段獲得工作;
• 員工在未經許可或理由的情況下連續7天或1個月超過10天不上班;
• 雇員對其他雇員採取暴力或恐嚇行為;
• 雇員無正當理由從事不服從行為;
• 未經現任雇主許可，該員工已成為其他企業的董事或雇員，第二份工作對第一份工作的績效產生不利影響;
• 員工不當利用雇傭來個人獲取價值專案;
• 員工不當披露機密商業資訊或商業機密;
•該員工被判處監禁，並
•該員工屢次受到紀律處分，但幾乎沒有或根本沒有改善。
一般來說，僱主必須至少提前30天通知雇員解僱，或向雇員支付30天的工資，以代替解僱通知。
如果：
•由於自然災害或其他不可避免的原因，業務持續性變得不可能，
•員工因原因被解僱，或
•該員工仍在試用中.
根據法規，僱主不得解僱員工：
•在僱員因工負傷或生病缺勤就醫期間或其後 30 天內，除非無法繼續經營；
•工人正在領取工人補償，但尚未從傷病中恢復；
•女性僱員在分娩前後請的任何假期，除非無法繼續經營；
僱員的國籍、信仰或社會地位；
•因爲僱員向勞動監察辦公室報告了違反《勞動標準法》的行爲；
•由於僱員參加工會、參加工會活動或試圖參加或組織工會；
•因爲僱員向勞動關係委員會報告了不公平的勞動做法；
•在定期僱用合同期間，除非有不可避免的情況；
•由於僱員的性關係；
•女僱員結婚、懷孕、分娩或請產假；
•由於僱員要求或請了育兒假或家庭護理假或
•因爲該員工從事過舉報活動。
Termination of an employee is invalid if not done on objectively reasonable grounds.
Even a termination justified by work rules may be found invalid if the cause set forth in the work rules is not sufficiently substantial.
The following circumstances provide objectively reasonable grounds for termination:
• mental or physical disease has rendered the employee incapable of performing assigned duties;
• economic reasons require a reduction in force and the employer has taken every reasonable measure to avoid termination;
• inadequate performance by the employee is unlikely to improve with education and guidance;
• the employee obtained employment through misrepresentations or other improper means;
• the employee is absent from work without permission or justification for seven consecutive days or more than 10 days in one month;
• the employee has engaged in acts of violence or intimidation against other employees;
• the employee has engaged in acts of insubordination without justification;
• the employee has become a director or employee of another business without permission of the current employer, and the second job adversely affects the performance of the first;
• the employee has improperly used employment to personally obtain items of value;
• the employee has improperly disclosed confidential business information or trade secrets;
• the employee has been sentenced to a term of imprisonment, and
• the employee has been repeatedly disciplined but has shown little or no improvement.
Generally, an employer must give an employee at least 30 days’ notice of termination or pay the employee 30 days’ wages in lieu of such notice.
No notice is required if:
• continuance of the business has been made impossible because of a natural disaster or other unavoidable reason,
• the employee is being terminated for cause, or
• the employee is still on probation.
By statute, an employer may not terminate an employee:
• during the employee’s absence from work for medical treatment due to a work-related injury or illness or for 30 days thereafter unless continuance of the business has been made impossible;
• in cases in which the worker is receiving workers’ compensation and has not recovered from the injury or illness;.
• during any leave a woman employee has requested in the period before and after childbirth unless continuance of the business has been made impossible;
• because of the employee’s nationality, creed or social status;
• because the employee has reported a violation of the Labor Standards Act to a Labor Inspection Office;
• because of the employee’s union membership, union activities, or attempt to join or organize a union;
• because the employee made a report of an unfair labor practice to the Labor Relations Commission;
• during the term of a fixed-term employment contract unless there are unavoidable circumstances;
• because of the employee’s sex;
• because of a female employee’s marriage, pregnancy, childbirth or request for leave for childbirth;
• because the employee has requested or taken child care or family care leave or
• because the employee has engaged in whistle-blowing activities.
100.20. 日本工廠關閉和大規模裁員 Japan Plant Closings and Mass Layoffs —
如果裁員將導致至少 30 名僱員在一個月內從一個工作場所被解僱，
僱主必須編制一份解僱計畫，列出將被解僱的僱員，並詳細說明僱主爲幫助他們找到再就業所做的任何努力。
僱主必須在與工會或工人代表協商後，提交一份再就業援助計畫，供公共就業保障辦公室主任批准，僱主還必須在解僱實際發生之前通知他。
當僱主因企業縮小規模或關閉而解僱僱員時，《就業措施法》要求僱主協助他們尋找新的工作。
僱主只有在有令人信服的理由時才能進行大規模裁員。
在所有情況下，僱主必須：
經濟狀況不佳；
設法降低成本，在組織內重新分配僱員；
制定適當的甄選標準；
給所有員工一個裁員的合理解釋。
如果僱主計畫在一個月內裁減某個工作場所的 30 名或更多僱員，它必須制定一項解僱計畫，列出僱員名單，並說明將採取哪些步驟幫助他們找到工作。
If downsizing will result in termination of at least 30 employees from a single workplace within a month, the employer must prepare a termination plan listing the employees to be laid off and detailing any efforts the employer will make to help them find reemployment.
The employer must, after consultation with the union or worker representatives, submit a reemployment assistance plan for the approval of the chief of the Public Employment Security Office, whom the employer also must notify before the terminations actually take place.
When an employer terminates employees as a result of downsizing or closing a business, the Employment Measure Law requires the employer to assist them in their search for a new job.
Employers can perform mass layoffs only when compelling reasons exist. In all cases, the employer must:
• be in poor financial condition;
• attempt to reduce costs and reassign employees within the organization;
• establish appropriate selection criteria; and
• give all employees a proper explanation for the redundancy.
If an employer plans to make 30 or more employees redundant at a given workplace within one month, it must create a termination plan that lists the employees and explain the steps it will take to help them find jobs.
100.30. 日本終止僱傭合約的付款 Japan Payment on Termination —
當僱員被解僱時，《勞動標準法》要求僱主在七天內支付到期工資。遣散費不是法律規定的。
When an employee is terminated, the Labor Standards Act requires the employer to pay wages due within seven days.
Severance pay is not mandated by law.
100.40. 日本失業保險 Japan Unemployment Insurance —
《就業保險法》建立了一個政府運作的方案，爲失業工人提供福利。
僱主和僱員都必須參加該方案。
雙方都爲該計畫支付部分保險費。
失業補償包括四項福利：
求職者津貼，包括基本津貼、技能培訓津貼、住宿津貼和傷病津貼；
就業促進津貼，包括再就業津貼、全時就業服裝津貼、搬家費和求職活動費；
教育培訓津貼
連續就業津貼，包括基本的連續就業福利和老年工人再就業福利、育兒假福利和家庭護理假福利
The Employment Insurance Law establishes a government-operated program that provides benefits to workers who have lost their jobs.
Participation in the program is mandatory for employers and employees.
Both pay a portion of the insurance premium for the program.
Unemployment compensation consists of four benefits:
• a job applicant benefit, which includes a basic allowance, a skills acquisition allowance a lodging allowance, and a sickness and injury allowance;
• an employment promotion benefit, which includes reemployment allowances, a clothing allowance for full-time employment, moving expenses and job-seeking activity expenses;
• an educational training benefit and
• a continuous employment benefit, which includes basic continuance employment benefits and reemployment benefits for older workers, child care leave benefits and family care leave benefits.
100.90. Reference Citations —
Termination by Employer: Labor Contract Act, 2007, No. 128, art. 16; Labor Standards Act, 1947, No. 49, art. 16, 20
Plant Closings and Mass Layoffs: Employment Measures Act, 1966, No. 132, art. 6
Payment on Termination: Labor Standards Act, 1947, art. 23
Unemployment Insurance: Employment Insurance Act, 1974, No. 116
**請注意下列事項：
以上內容為永輝研發及教育中心 (簡稱:永輝RD)於2021年10月摘要。
隨著時間推移，法規會發生變化，不同情況會有不同的選擇。
在選擇選項之前，請與我們聯系或諮詢您信任的專業人士。
**徵求內容監督者
如您發現上述網頁內容，需要增添，更正或修改，請通知我們，如經採用將奉上薄酬USD50表達感謝。
而且您將在永輝RD 人才庫列名，有機會成為RD兼職及合作夥伴。
歡迎電郵: jp.labor.rd.tc@evershinecpa.com
連繫人:
Email：tyo4ww@evershinecpa.com
或
日本永輝BPO有限公司
Onarimon Yusen Building 7F,Nishi-Shinbashi 3-23-5,Minato-ku, Tokyo 105-0003, Japan
接洽人:
丘玲恵（Kyu Reike）日本籍来自台灣
王礼芳（Lily Wang）日本永居来自福建
或
聯絡人: 林幸穗 Anny Lin 協理
手機：+886-937-606-272
skype: annylin8008
wechat: annylin8008
電話：+886-2-2717-0515 分機:110
全球永輝服務據點參考資料:
永輝100%關係企業
永輝總部、臺北永輝、廈門永輝、北京永輝、上海那靈、深圳常新、紐約永輝、加州永輝、德州永輝、鳳凰城永輝、東京永輝、首爾永輝、河內永輝、越南胡志明、曼谷永輝、新加坡永輝、吉隆玻永輝、雅加達永輝、馬尼拉永輝、墨爾本永輝、澳洲雪梨、孟加拉永輝、新德里永輝、印度孟買、杜拜永輝、法蘭克福永輝、巴黎永輝、倫敦永輝、荷蘭永輝、西班牙永輝、義大利永輝、羅馬尼亞永輝、多倫多永輝、墨西哥永輝。
其他已提供中文化服務城市：
邁阿密、亞特蘭大、俄克拉荷馬、密歇根、西雅圖、特拉華；
柏林; 斯圖加特;布拉格；布加勒斯特；班加羅爾；泗水；
高雄、香港、深圳、東關、廣州、清遠、永康、杭州、蘇州、崑山、南京、重慶、許昌、青島、天津。
永輝潛在可服務城市 (2個月籌備期)：
我們為IAPA會員所,總部在倫敦，全球300個會員所，員工約1萬人。
我們為LEA會員所,總部在美國芝加哥，全球600個會員所，員工約2萬8千人。
Evershine is local Partner of ADP Streamline® in Taiwan.
(版本:2022/03)
更多城市更多服務 請點擊 網站導覽
