育児: 116 Terms and Phrases
- 育児
- childcare
- nursing
- upbringing
- child care
- parenting
- child rearing
- 育児院
- orphanage
- nursery school
- 育児園
- baby nursery
- baby-farm
- 育児書
- book on child-rearing
- 育児嚢
- pouch (of a marsupial)
- marsupium
- Pouch (marsupial)
- 育児法
- child-rearing practice
- child-rearing practise
- mothercraft
- 育児時間
- nursing time
- Time for Child care
- 育児施設
- child care facilities
- 育児休業
- childcare leave
- leave taken after the compulsory maternity leave
- Child Care Leave
- Parental leave
- 育児休暇
- childcare leave
- maternity leave
- 育児・教育
- Childcare and Education
- 育児休業期間
- Child Care Leave Period
- 育児休業給付
- Childcare Leave Benefits
- 育児休業の申出
- Application for Child Care Leave
- 育児に追われる
- be busy bringing up the children
- 育児ノイローゼ
- maternity nerves
- maternity neurosis
- 育児休業基本給付金
- basic allowance of child care leave benefits
- Basic Childcare Leave Benefits
- スポック博士の育児書
- The Common Sense Book of Baby and Child Care
- 育児休業申出の撤回等
- Withdrawal, etc. of Child Care Leave Application
- 育児休業者職場復帰給付金
- Re-engagement Benefits for Persons Taking Childcare Leave
- 育児を行う者等に対する配慮
- Careful Consideration for Those Who Need Take Care of Children, etc.
- 自分の乳を飲ませない育児婦
- a nurse who cares for but does not suckle an infant
- 育児休業 (第五条―第十条)
- Child Care Leave (Article 5-10)
- 育児休業の申出に関する経過措置
- Transitional Measures concerning Application for Child Care Leave
- 育児休業開始予定日の変更の申出等
- Application, etc. for Change of the Child Care Leave Scheduled Start Date
- 育児休業等に関する定めの周知等の措置
- Measures for Dissemination, etc. of Provisions of Child Care Leave, etc.
- 育児休業申出があった場合における事業主の義務等
- Obligations, etc. of Employers when a Child Care Leave Application is Filed
- 育児休業給付 (第六十一条の四―第六十一条の六)
- Childcare Leave Benefits (Articles 61-4 to 61-6)
- ほんの一握りの男性しか育児休暇を取りたがらない。
- Only a handful of men want to take childcare leave.
- 育児等退職者に対し、再就職のための援助を行うこと。
- Providing re-employment support for Former Employees who Resigned due to Child Care, etc.;
- 育児とフルタイムの仕事をこなせる母親の一般的な呼び名
- an informal term for a mother who can combine childcare and full-time employment
- 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
- Matters related to treatment for a worker during a period of Child Care Leave and Family Care Leave;
- 私は家事や育児に従事する主婦労働のことを言っているのだ。
- I refer to housewives doing housework and child-rearing.
- 使用者は、前項の育児時間中は、その女性を使用してはならない。
- The employer shall not have the said woman work during the child care time set forth in the preceding paragraph.
- 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
- Special Provisions of the Recruitment of Workers Needed to Handle the Business concerning Persons Obtaining Child Care Leave, etc.
- 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
- Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave
- 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
- Matters related to working conditions after the Child Care Leave and the Family Care Leave, such as wages and assignments; and
- 雌が、乳首がついていて子供に授乳し運ぶための袋(育児嚢)を持っている哺乳動物
- mammals of which the females have a pouch (the marsupium) containing the teats where the young are fed and carried
- 非行の子供や育児放棄された子供を、通常、施設または代理の家庭において、監督のうえ保護すること
- supervised care for delinquent or neglected children usually in an institution or substitute home
- 育児休業基本給付金及び育児休業者職場復帰給付金(第六節第二款において「育児休業給付」という。)
- Basic childcare leave benefits and re-engagement benefits for persons taking childcare leave (hereinafter referred to as "childcare leave benefits" in Subsection 2 of Section 6);
- イの労働者がする産前産後休業、育児休業又は第三十三条に規定する場合における休業の開始及び終了予定の日
- the date of the start and the scheduled end of Maternity Leave Before or After Childbirth, Child Care Leave or leave in the case prescribed in Article 33 taken by the worker referred to in (a);
- 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
- A worker or the worker's spouse is taking Child Care Leave for a child pertaining to said application until the said child's Date of One Year of Age;
- 第一項ただし書及び前項の規定は、労働者が前条第五項に規定する育児休業申出をする場合には、これを適用しない。
- The provisions of the proviso of paragraph 1 and the preceding paragraph shall not apply to the case where a worker files a Child Care Leave Application prescribed in paragraph 5 of the preceding Article.
- 育児休暇や老人介護のための休みも、現在日本で起きている人口構成の変動に対応するために必要となっているのである。
- Child-care leave and time off to care for the aged are needed in order to respond to demographic changes now taking place in Japan.
- それは母・本寿院や父・徳川家慶が家定の育児を全て歌橋にまかせっきりで、家定が歌橋を慕っていたからだと言われている。
- The reason is said to be the fact that, his mother Honjuin and his father Ieyoshi TOKUGAWA left all child cares of Iesada to Utahashi and Iesada was attached to Utahashi.
- そして時折私が仕事と育児を両立させようという試みにくじけそうになったとき、私の決意を支える助けになったのは夫だった。
- And at times when I became discouraged with trying to reconcile working and bringing up children, it was my husband who helped to maintain my determination.
- 育児以外にも、時代の風潮(1960年代は、デモ・学生運動など左翼の全盛期であった)などもあり、妃ともども、苦労が多かった。
- The Imperial couple not only worked hard in rearing their child, but also was anxious about various matters peculiar to the era (the leftist movement including demonstrations and student movements was most furious in the 1960s).
- みんな、かれについての評価に自分の評判をかけるのは、育児所に卵の殻のような瀬戸物を置くも同然だということをなぜか知っていた。
- they were somehow aware that trusting their reputations for judgment with him was like furnishing a nursery with egg-shell china.
- 育児・介護休業法第二条第二号に規定する介護休業(以下「介護休業」という。)又は第三十三条の二に規定する休業をする労働者の氏名及び業務
- the name and work of a worker who takes family care leave prescribed in item (ii) of Article 2 of the Child Care and Family Care Leave Act (hereinafter referred to as "Family Care Leave") or leave prescribed in Article 33-2;
- 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。
- An employer shall not dismiss or otherwise treat a worker disadvantageously by reason of said worker's making Child Care Leave Application or taking Child Care Leave.
- 前二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
- 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 who has a reasonable reason for said Child Care Leave not being granted.
- 女性は職場や地域社会でますます重要な責任を担うようになっているので、育児と仕事の両方からストレスを感じている人の数が増えているといわれている。
- Since women are taking on more responsibilities at work and in the community, it is said that the number of women with stress from both child-rearing and work is increasing.
- 前項ただし書の場合において、事業主にその育児休業申出を拒まれた労働者は、前条第一項及び第三項の規定にかかわらず、育児休業をすることができない。
- In the case referred to in the proviso of the preceding paragraph, a worker whose Child Care Leave Application has been refused by an employer may not take Child Care Leave, notwithstanding the provisions of paragraphs 1 and 3 of the preceding Article.
- 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。
- An employer shall, with regard to Child Care Leave and Family Care Leave, endeavor to specify the following items in advance and take measures to make them known to workers:
- 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。
- On or before the day preceding the Child Care Leave Scheduled End Date, there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as a reason why the worker comes to cease taking care of the child pertaining to the Child Care Leave Application, such as the death of the child;
- 労働者の配偶者で当該育児休業申出に係る子の親であるものが、常態として当該子を養育することができるものとして厚生労働省令で定める者に該当する場合における当該労働者
- A worker whose spouse is the parent of a child pertaining to said Child Care Leave Application and is specified by Ordinance of the Ministry of Health, Labour and Welfare as a person who can normally take care of said child; or
- 法第四十条の二第一項第四号の厚生労働省令で定める休業は、介護休業に後続する休業であつて育児・介護休業法第二条第四号に規定する対象家族を介護するためにする休業とする。
- The leave specified by an Ordinance of the Ministry of Health, Labour and Welfare referred to in item (iv) of paragraph (1) of Article 40-2 of the Act shall be the leave following Family Care Leave which is taken for taking care of family members prescribed in item (iv) of Article 2 of the Child Care and Family Care Leave Act.
- 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。
- On or before the day preceding the Child Care Leave Scheduled End Date, a child pertaining to said Child Care Leave Application reaches one year of age (or one year and six months of age with regard to Child Care Leave for which an application was filed pursuant to the provision of Article 5 paragraph 3); or
- 次の各号に掲げるいずれかの事情が生じた場合には、育児休業期間は、前項の規定にかかわらず、当該事情が生じた日(第三号に掲げる事情が生じた場合にあっては、その前日)に終了する。
- A Child Care Leave Period shall be terminated on the day on which any of the circumstance listed in the following items occurs (or on the preceding day in the case of item (iii)), notwithstanding the provisions of the preceding paragraph:
- 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)第六十二条、第六十三条及び第六十五条の規定並びにこれらの規定に係る同法第六十六条の規定
- the provisions of Article 62, Article 63, and Article 65 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave (Act No. 76 of 1991) and the provisions of Article 66 of the same Act pertaining to these provisions;
- 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。
- On or before the Family Care Leave Scheduled End Date, a leave period pursuant to the provision of Article 65 paragraph 1 or 2 of the Labour Standards Act, a Child Care Leave Period, or a new Family Care Leave Period has begun with regard to the worker who has filed a Family Care Leave Application.
- 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。
- 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 Child Care Leave Period, or a Family Care Leave Period has begun with regard to a worker who has made a request pursuant to the provision of paragraph 1.
- 前項の規定にかかわらず、育児休業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、前項の申出をすることができない。
- Notwithstanding the provisions of the preceding paragraph, a worker who has taken Child Care Leave may not file an application set forth in the preceding paragraph with regard to a child whom the worker has already taken care of on the day on which said Child Care Leave commenced, except in cases where there are special circumstances specified by Ordinance of the Ministry of Health, Labour and Welfare.
- 事業主は、労働者が育児休業申出又は介護休業申出をしたときは、厚生労働省令で定めるところにより、当該労働者に対し、前項各号に掲げる事項に関する当該労働者に係る取扱いを明示するよう努めなければならない。
- Pursuant to Ordinance of the Ministry of Health, Labour and Welfare, an employer shall, in cases where a worker files a Child Care Leave Application or a Family Care Leave Application, endeavor to notify clearly said worker of the treatment specified in all items of the preceding paragraph pertaining to said worker.
- 事業主は、その雇用する労働者のうち、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に関して、育児休業の制度又は勤務時間の短縮等の措置に準じて、必要な措置を講ずるよう努めなければならない。
- An employer shall, with regard to an employed worker who takes care of a child over three years and before the time of commencement of elementary school, endeavor to take necessary measures according to the system of Child Care Leave or to Measures including Shortening Working Hours.
- 育児休業申出をした労働者は、厚生労働省令で定める日までにその事業主に申し出ることにより、当該育児休業申出に係る育児休業終了予定日を一回に限り当該育児休業終了予定日とされた日後の日に変更することができる。
- A worker who has filed a Child Care Leave Application may, by notifying his/her employer on or before the day specified by Ordinance of the Ministry of Health, Labour and Welfare, change only once the Child Care Leave Scheduled End Date in said application to the day which falls after said Child Care Leave Scheduled End Date.
- 前項の規定により育児休業申出を撤回した労働者は、当該育児休業申出に係る子については、厚生労働省令で定める特別の事情がある場合を除き、第五条第一項及び第三項の規定にかかわらず、育児休業申出をすることができない。
- A worker who has withdrawn a Child Care 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 Child Care Leave with regard to the child pertaining to said application, notwithstanding the provisions of Article 5 paragraphs 1 and 3.
- 育児休業 労働者(日々雇用される者を除く。以下この条、次章から第五章まで、第二十一条から第二十六条まで、第二十八条及び第二十九条において同じ。)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。
- Child Care Leave: a leave that a worker (excluding a day laborer; the same shall apply hereinafter in this Article, the following chapter through Chapter 5, Articles 21 through 26, Article 28 and Article 29) takes pursuant to the provisions of Chapter 2 for the purpose of taking care of his/her child;
- 当該派遣先に雇用される労働者が育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律第二条第二号に規定する介護休業をし、及びこれに準ずる休業として厚生労働省令で定める休業をする場合における当該労働者の業務
- work of a worker employed by the client concerned in the case where said worker takes family care leave prescribed in item (ii) of Article 2 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave and, as well as leave specified by an Ordinance of the Ministry of Health, Labour and Welfare as equivalent to the preceding leave.
- 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。
- A worker may take Child Care Leave upon application to his/her employer with regard to 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 application in cases where he or she falls under both of the following items.
- 法第四十条の二第一項第三号の厚生労働省令で定める場合は、労働基準法第六十五条第一項の規定による休業に先行し、又は同条第二項の規定による休業若しくは育児休業に後続する休業であつて、母性保護又は子の養育をするためのものをする場合とする。
- The case specified by an Ordinance of the Ministry of Health, Labour and Welfare referred to in item (iii) of paragraph (1) of Article 40-2 of the Act shall be the leave for maternal protection and child care that precedes the leave under paragraph (1) of Article 65 of the Labor Standards Act and follows the leave under paragraph (2) of the same Article or Child Care Leave.
- 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。
- A worker who intends to file an application pursuant to the provision of Article 5 paragraph 3 of the New Act in order to take Child Care 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.
- 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(昭和二十二年法律第四十九号)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。
- On or before the Child Care Leave Scheduled End Date, a leave period pursuant to the provision of Article 65 paragraph 1 or 2 of the Labor Standards Act (Act No. 49 of 1947), a Family Care Leave Period prescribed in Article 15 paragraph 1 of this Act, or a new Child Care Leave Period has begun with regard to a worker who has filed the Child Care Leave Application.
- 偽りその他不正の行為により育児休業基本給付金の支給を受け、又は受けようとした者には、当該給付金の支給を受け、又は受けようとした日以後、育児休業給付を支給しない。ただし、やむを得ない理由がある場合には、育児休業給付の全部又は一部を支給することができる。
- The childcare leave benefits shall not be paid to a person who has received or attempted to receive payment of the basic childcare leave benefits by means of deception or other wrongful conduct, as from the day on which he/she received or attempted to receive payment of said benefits. Provided, however, that, in the case where there are unavoidable reasons, the whole or a part of the childcare leave benefits may be paid.
- 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。
- The State shall, for the purpose of providing re-employment opportunities for a Former Employee who Resigned due to Child Care, etc. when they come to intend to work again, give consideration so that vocational guidance, employment placement, redevelopment of vocational capability and other measures can be implemented in an effective and coordinated way and provide necessary support for promotion of smooth re-employment of Former Employees who Resigned due to Child Care, etc.
- 育児休業者職場復帰給付金は、育児休業基本給付金の支給を受けることができる被保険者が、当該支給を受けることができる育児休業基本給付金に係る休業の期間中被保険者として雇用されていた事業主に当該休業を終了した日後引き続いて六箇月以上雇用されているときに、支給する。
- The re-engagement benefits for persons taking childcare leave shall be paid when an insured person qualified to receive payment of the basic childcare leave benefits has been employed by the business operator who employed him/her as an insured person during the period of the leave pertaining to said basic childcare leave benefits which he/she is qualified to receive, for six months or more continuously on or after the day on which said leave was concluded.
- 国家公務員及び地方公務員に関しては、第三十二条中「育児等退職者」とあるのは「育児等退職者(第二十七条に規定する育児等退職者をいう。以下同じ。)」と、第三十四条第二項中「対象労働者等」とあるのは「対象労働者等(第三十条に規定する対象労働者等をいう。以下同じ。)」とする。
- With regard to national and local public officers, the term "Former Employee who Resigned due to Child Care, etc." in Article 32 shall be deemed to be replaced with "Former Employee who Resigned due to Child Care, 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)."
- 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。
- As set forth in this Act, the promotion of the welfare of workers, etc. who take care of children or other Family Members has the principal objective of enabling such workers to engage in a full work life by making effective use of their abilities throughout their working life, and to smoothly fulfill their roles as a Family Member with regard to taking care of their children or other Family Members.
- 前項の規定により育児休業給付の支給を受けることができない者とされたものが、同項に規定する日以後、新たに第六十一条の四第一項に規定する休業を開始し、育児休業基本給付金の支給を受けることができる者となつた場合には、前項の規定にかかわらず、当該休業に係る育児休業給付を支給する。
- In the case where a person who has been disqualified from receiving payment of the childcare leave benefits pursuant to the provisions of the preceding paragraph has newly taken leave as prescribed in Article 61-4, paragraph (1), following the day prescribed in the preceding paragraph, and who has become a person qualified to receive payment of the basic childcare leave benefits, the childcare leave benefits pertaining to said leave shall be paid notwithstanding the provisions of the preceding paragraph.
- 使用者は、法第三十二条の二、第三十二条の四又は第三十二条の五の規定により労働者に労働させる場合には、育児を行う者、老人等の介護を行う者、職業訓練又は教育を受ける者その他特別の配慮を要する者については、これらの者が育児等に必要な時間を確保できるような配慮をしなければならない。
- When an employer has workers work pursuant to the provision of Article 32-2, 32-4 or 32-5 of the Act, the employer shall give careful consideration to those who need to take care of children, those who need to take care of elderly persons, those who receive vocational training or education, and others who need special consideration so that they may secure their necessary time for child care, etc.
- この条において「支給対象月」とは、被保険者が六十歳に達した日の属する月から六十五歳に達する日の属する月までの期間内にある月(その月の初日から末日まで引き続いて、被保険者であり、かつ、育児休業基本給付金又は介護休業給付金の支給を受けることができる休業をしなかつた月に限る。)をいう。
- In this Article, "months subject to payment" means the months within the period from the month containing the day on which the insured person reached 60 years of age until the month containing the day on which he/she reaches 65 years of age (limited to months in which he/she was continuously insured from the first to the last day of the month and in which he/she did not take leave for which he/she could receive payment of the basic childcare leave benefits or family care leave benefits).
- 育児休業者職場復帰給付金の額は、前項の休業をした期間内における支給単位期間(育児休業基本給付金の支給を受けることができるものに限る。)における支給日数を合計した数に、当該支給単位期間に支給を受けることができる育児休業基本給付金に係る休業開始時賃金日額の百分の十に相当する額を乗じて得た額とする。
- The amount of the re-engagement benefits for persons taking childcare leave shall be the amount obtained by multiplying the amount equivalent to 10 percent of the daily amount of wages at the commencement of leave pertaining to the basic childcare leave benefits which he/she is qualified to receive during said payment unit period, by the total duration of benefits for the payment unit periods (limited to periods for which payment of the basic childcare leave benefits can be received) during the period of leave taken referred to in the preceding paragraph.
- 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。
- When 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 Child Care 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").
- 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)第二条第一号に規定する育児休業又は同条第二号に規定する介護休業(同法第六十一条第三項(同条第六項から第八項までにおいて準用する場合を含む。)に規定する介護をするための休業を含む。第三十九条第七項において同じ。)をした期間
- Period of child care leave prescribed in item (i) of Article 2 of the Act Concerning the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave (Act No. 76 of 1991), or period of family care leave prescribed in item (i) of the said Article (including leave for family care prescribed in paragraph (3) of Article 61 of the said Act (including the cases where it is applied mutatis mutandis pursuant to under paragraph (6) through paragraph (8) of the said Article); the same shall apply to paragraph (7) of Article 39);
- 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。
- An employer shall, for the purpose of smooth implementation of a Child Care Leave Application and a Family Care Leave Application, and employment after said leave, endeavor to take necessary measures with regard to workers' assignment and other employment management at a workplace where workers who take Child Care Leave or Family Care Leave are employed, and the development and improvement, etc. of vocational capability of workers who are taking Child Care Leave or Family Care Leave.
- 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。
- A period for which a worker who has filed a Child Care Leave Application may take said Child Care Leave (hereinafter referred to as "Child Care Leave Period") shall be between the Child Care Leave Scheduled Start Date and the Child Care Leave Scheduled End Date (or, in cases where said Child Care Leave Scheduled End Date is changed pursuant to the provision of Article 7 paragraph 3, the changed Child Care Leave Scheduled End Date; the same shall apply in the following paragraph).
- 法附則第四項の規定により読み替えて適用される法第五条第二項第三号の厚生労働省令で定めるものは、製造業務のうち、労働者が産前産後休業、育児休業若しくは第三十三条に規定する場合における休業又は介護休業若しくは第三十三条の二に規定する休業をする場合において当該労働者の業務について労働者派遣事業が行われるときの当該業務以外の業務とする。
- What is specified by an Ordinance of the Ministry of Health, Labour and Welfare referred to in item (iii) of paragraph (2) of Article 5 of the Act which is applied by replacing the terms pursuant to the provisions of paragraph (4) of the Supplementary Provisions of the Act shall be work other than the Manufacturing Services of a worker who takes Maternity Leave Before or After Childbirth, Child Care Leave or leave in the case prescribed in Article 33, or Family Care Leave or leave prescribed in Article 33-2 for which a worker Dispatching Undertaking is carried out.
- 育児休業申出がされた後育児休業開始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当該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ときは、当該育児休業申出は、されなかったものとみなす。この場合において、労働者は、その事業主に対して、当該事由が生じた旨を遅滞なく通知しなければならない。
- In the event that there occur reasons specified by Ordinance of the Ministry of Health, Labour and Welfare as a reason why the worker comes to cease taking care of the child pertaining to the Child Care Leave Application, such as the death of the child, on or before the day preceding the Child Care Leave Scheduled Start Date after the Child Care Leave Application, said Child Care Leave Application shall be deemed as not having been filed. In this case, the worker shall notify the employer without delay of the reason for such cancellation.
- 労働者が業務上負傷し、又は疾病にかかり療養のために休業した期間及び育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律第二条第一号に規定する育児休業又は同条第二号に規定する介護休業をした期間並びに産前産後の女性が第六十五条の規定によつて休業した期間は、第一項及び第二項の規定の適用については、これを出勤したものとみなす。
- With respect to the application of the provisions of paragraphs (1) and (2), a worker shall be deemed to have reported for work during periods of rest for medical treatment for injuries or illness suffered in the course of employment, during periods of rest for child care leave prescribed in item (i) of Article 2 of the Law Concerning the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave or for family care leave prescribed in item (ii) of the said Article, and during periods of rest for women before and after childbirth pursuant to the provisions of Article 65.
- 労働者は、その養育する一歳から一歳六か月に達するまでの子について、次の各号のいずれにも該当する場合に限り、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であって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ものにあっては、第一項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。
- A worker may take Child Care Leave upon application to his/her employer with regard to the child he or she takes care of is from one year to 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 Child Care 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.
- 当該派遣先に雇用される労働者が労働基準法(昭和二十二年法律第四十九号)第六十五条第一項及び第二項の規定により休業し、並びに育児休業、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)第二条第一号に規定する育児休業をする場合における当該労働者の業務その他これに準ずる場合として厚生労働省令で定める場合における当該労働者の業務
- work of a worker employed by the client concerned in the case where said worker takes leave under the provisions of paragraphs (1) and (2) of Article 65 of the Labor Standards Act (Act No. 49 of 1947), or takes child-care leave prescribed in item (i) of Article 2 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave (Act No. 76 of 1991), as well as any other work of said worker in a case specified by an Ordinance of the Ministry of Health, Labour and Welfare as equivalent to the preceding case;
- 労働基準法(昭和二十二年法律第四十九号)第六十五条第一項若しくは第二項の規定による休業(以下「産前産後休業」という。)、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。以下「育児・介護休業法」という。)第二条第一号に規定する育児休業(以下「育児休業」という。)又は第三十三条に規定する場合における休業をする労働者の氏名及び業務
- the name and work of a worker who takes leave under the provisions of paragraph (1) or (2) of Article 65 of the Labor Standards Act (Act No. 49 of 1947) (hereinafter such leave shall be referred to as "Maternity Leave Before or After Childbirth"), child care leave prescribed in item (i) of Article 2 of the Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave (Act No. 76 of 1991; hereinafter referred to as the "Child Care and Family Care Leave Act") (hereinafter such leave shall be referred to as "Child Care Leave"), or leave in the case prescribed in Article 33;
- 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。第三項及び次条第一項において同じ。)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。
- A worker who has filed a Child Care Leave Application may withdraw said application on or before the day preceding the Child Care 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 Child Care Leave Scheduled Start Date is changed pursuant to the provision of paragraph 1 of the preceding Article, the changed Child Care Leave Scheduled Start Date; the same shall apply in paragraph 3 of this Article and paragraph 1 of the following Article).
- 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。
- The State may, for the purpose of continuing employment and promoting re-employment of a worker who takes care of or are taking care of children or other Family Members (hereinafter referred to as "Subject Worker") and a Former Employee who Resigned due to Child Care, 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 workplace where the Subject Worker is employed , and with benefits and other necessary supports.
- 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、同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。
- A worker who has filed a Child Care 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 Child Care 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 only once the Child Care Leave Scheduled Start Date in said application to a day before said Child Care Leave Scheduled Start Date, by notifying his/her employer.
- 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。
- 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 out of his/her employment engage in 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 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."
- 第一項及び前項の規定による申出(以下「育児休業申出」という。)は、厚生労働省令で定めるところにより、その期間中は育児休業をすることとする一の期間について、その初日(以下「育児休業開始予定日」という。)及び末日(以下「育児休業終了予定日」という。)とする日を明らかにして、しなければならない。この場合において、同項の規定による申出にあっては、当該申出に係る子の一歳到達日の翌日を育児休業開始予定日としなければならない。
- An application pursuant to the provision of paragraph 1 and the preceding paragraph (hereinafter referred to as "Child Care Leave Application") shall be filed, with regard to a continued period for Child Care Leave, by making clear the first day thereof (hereinafter referred to as "Child Care Leave Scheduled Start Date") and the last day thereof (hereinafter referred to as "Child Care 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 shall be filed by deeming the following day of the said child's Date of One Year of Age as the Child Care Leave Scheduled Start Date.
- 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。
- An employer shall not refuse a Child Care Leave Application filed by a worker; provided, however, that this shall not apply to the case where a Child Care 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 Child Care Leave under a written agreement between said employer and either a labor union, if any, organized by a majority of workers at the workplace 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 workplace where said worker is employed.
- 第一項ただし書、第二項、第三項ただし書及び前項後段の規定は、期間を定めて雇用される者であって、その締結する労働契約の期間の末日を育児休業終了予定日(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)とする育児休業をしているものが、当該育児休業に係る子について、当該労働契約の更新に伴い、当該更新後の労働契約の期間の初日を育児休業開始予定日とする育児休業申出をする場合には、これを適用しない。
- 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 the case where a person employed for a fixed period of time who takes Child Care Leave having designated the last day of his/her labor contract period as the Child Care Leave Scheduled End Date (or, in cases where said Child Care Leave Scheduled End Date is changed pursuant to the provision of Article 7 paragraph 3, the changed Child Care Leave Scheduled End Date) files a Child Care Leave Application, due to the renewal of said labor contract, in which the first day of the renewed labor contract period is the Child Care Leave Scheduled Start Date.
- 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。
- In cases where a Small and Medium Sized Enterprise Operator who is a member of an Authorized Association of Small and Medium Sized Enterprises intends to make said association recruit workers needed to handle the business concerning persons who take Child Care Leave or Family Care Leave (including leaves equivalent to the leave above, the same shall apply hereinafter in this paragraph) during the period said persons take said Child Care Leave or Family Care 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 Operator who is a member of said association.
- 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。
- An employer shall, with regard to a person who resigned by reason of pregnancy, childbirth, child care, or family care (hereinafter referred to as a "Former Employee who Resigned due to Child Care, 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 Child Care, etc. and who had notified, in resigning, said employer of his/her 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.
- 前項の「再就職後の支給対象月」とは、就職日の属する月から当該就職日の翌日から起算して二年(当該就職日の前日における支給残日数が二百日未満である同項の被保険者については、一年)を経過する日の属する月(その月が同項の被保険者が六十五歳に達する日の属する月後であるときは、六十五歳に達する日の属する月)までの期間内にある月(その月の初日から末日まで引き続いて、被保険者であり、かつ、育児休業基本給付金又は介護休業給付金の支給を受けることができる休業をしなかつた月に限る。)をいう。
- The "months subject to payment after re-employment" referred to in the preceding paragraph, means the months within the period between the month containing the employment day and the month containing the day on which two years (for an insured person referred to in the same paragraph whose remaining number of payment days on the day before said employment day is less than 200 days, one year) have elapsed from the day after said employment day (where such month is a month after the month in which the insured person referred to in the same paragraph reaches 65 years of age, the month in which he/she reaches 65 years of age) (limited to months in which he/she was continuously insured from the first to the last day of the month and in which he/she did not take leave for which he/she could receive payment of the basic childcare leave benefits or family care benefits).
- 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勤務時間等に関し 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。
- The purposes of this Act are to promote the welfare of workers, etc. who take care of children or other family members and to contribute to the development of the economy and society. These purposes will be accomplished by helping balance such persons' work life and family life by means of continuing employment and promoting re-employment of said workers, etc. through such steps as establishing a system for Child Care Leave, Family Care Leave, and Sick/Injured Child Care Leave; prescribing measures to be taken by employers concerning working hours, etc. with the view to facilitating the care of children and other family members; and taking measures to support said workers, etc.
- 基本手当は、この法律に別段の定めがある場合を除き、次の各号に掲げる受給資格者の区分に応じ、当該各号に定める期間(当該期間内に妊娠、出産、育児その他厚生労働省令で定める理由により引き続き三十日以上職業に就くことができない者が、厚生労働省令で定めるところにより公共職業安定所長にその旨を申し出た場合には、当該理由により職業に就くことができない日数を加算するものとし、その加算された期間が四年を超えるときは、四年とする。)内の失業している日について、第二十二条第一項に規定する所定給付日数に相当する日数分を限度として支給する。
- The basic allowance shall be paid, unless otherwise specified in this Act, in accordance with the classification of qualified recipients listed in the following items, for the days of unemployment within the period prescribed in each of said items (where a qualified recipient, who is unable to work for a continuous period of 30 days or more within said period due to pregnancy, childbirth or childcare or for other reasons specified by an Ordinance of the Ministry of Health, Labour and Welfare, has reported to that effect to the Chief of the Public Employment Security Office pursuant to the provisions of an Ordinance of the Ministry of Health, Labour and Welfare, the number of days for which the person is unable to work due to said reasons shall be added to said period and where the total period after that addition exceeds four years, the prescribed period shall be four years), within the limit of the number of benefit days equivalent to the prescribed duration of benefits provided for in paragraph (1) of Article 22:
- 事業主は、厚生労働省令で定めるところにより、その雇用する労働者のうち、その一歳(当該労働者が第五条第三項の申出をすることができる場合にあっては、一歳六か月。以下この項において同じ。)に満たない子を養育する労働者で育児休業をしないものにあっては労働者の申出に基づく勤務時間の短縮その他の当該労働者が就業しつつその子を養育することを容易にするための措置(以下この項及び次条第一項において「勤務時間の短縮等の措置」という。)を、その雇用する労働者のうち、その一歳から三歳に達するまでの子を養育する労働者にあっては育児休業の制度に準ずる措置又は勤務時間の短縮等の措置を講じなければならない。
- An employer shall, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, take measures of shortening of working hours and other measures that facilitate a worker to take care of a child while continuing working, upon application from a worker (referred to as "Measures including Shortening of Working Hours" hereinafter in this paragraph and in paragraph 1 of the following Article), with regard to an employed worker who takes care of a child under one year of age (or one year and six months of age, in cases where said worker files an application set forth in Article 5 paragraph 3; the same shall apply hereinafter in this paragraph) but who does not take Child Care Leave, and shall also take measures equivalent to the system of Child Care Leave or Measures including Shortening of Working Hours, with regard to an employed worker who takes care of a child over one year of age and under three years of age.
- 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。
- An employer may, pursuant to Ordinance of the Ministry of Health, Labour and Welfare, in cases where a worker files a Child Care Leave Application, when the Child Care 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 have elapsed (referred to as "One Month, etc. Expiry Date" hereinafter in this paragraph), designate as the Child Care Leave Scheduled Start Date any day during the period from said Child Care Leave Scheduled Start Date until 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 Child Care Leave Application).
- 前項の規定にかかわらず、第一項に規定する休業をした被保険者に当該被保険者を雇用している事業主から支給単位期間に賃金が支払われた場合において、当該賃金の額に当該支給単位期間における育児休業基本給付金の額を加えて得た額が休業開始時賃金日額に支給日数を乗じて得た額の百分の八十に相当する額以上であるときは、休業開始時賃金日額に支給日数を乗じて得た額の百分の八十に相当する額から当該賃金の額を減じて得た額を、当該支給単位期間における育児休業基本給付金の額とする。この場合において、当該賃金の額が休業開始時賃金日額に支給日数を乗じて得た額の百分の八十に相当する額以上であるときは、同項の規定にかかわらず、当該賃金が支払われた支給単位期間については、育児休業基本給付金は、支給しない。
- Notwithstanding the provisions of the preceding paragraph, in the case where wages have been paid during the payment unit period to the insured person who has taken the leave prescribed in paragraph (1) by the business operator who employs said insured person, when the amount obtained by adding the amount of the basic childcare leave benefits for said payment unit period to said amount of wages exceeds the amount equivalent to 80 percent of the amount obtained by multiplying the daily amount of wages at the commencement of leave by the duration of benefits, the amount obtained by deducting said amount of wages from the amount equivalent to 80 percent of the amount obtained by multiplying the daily amount of wages at the commencement of leave by the duration of benefits shall be the amount of the basic childcare leave benefits for said payment unit period. In this case, when said amount of wages is not less than the amount equivalent to 80 percent of the amount obtained by multiplying the daily amount of wages at the commencement of leave by the duration of benefits, notwithstanding the provisions of the same paragraph, the basic childcare leave benefits shall not be paid for the payment unit period for which said wages were paid.
- 育児休業基本給付金の額は、一支給単位期間について、育児休業基本給付金の支給を受けることができる被保険者を受給資格者と、当該被保険者が当該育児休業基本給付金の支給に係る休業を開始した日の前日を受給資格に係る離職の日とみなして第十七条の規定を適用した場合に算定されることとなる賃金日額に相当する額(以下この款において「休業開始時賃金日額」という。)に次の各号に掲げる支給単位期間の区分に応じて当該各号に定める日数(次項及び次条第二項において「支給日数」という。)を乗じて得た額の百分の三十に相当する額とする。この場合における同条の規定の適用については、同条第三項中「困難であるとき」とあるのは「できないとき若しくは困難であるとき」と、同条第四項中「第二号」とあるのは「第二号ハ」とする。
- The amount of the basic childcare leave benefits for a single payment unit period shall be an amount equivalent to 30 percent of the amount obtained by multiplying the amount equivalent to the daily amount of wages to be calculated when the provisions of Article 17 have been applied, deeming the person qualified to receive payment of the basic childcare leave benefits to be a qualified recipient and the day before the day on which said qualified recipient commenced the leave pertaining to payment of said basic childcare leave benefits as the day of separation from employment pertaining to the recipient qualification (hereinafter referred to as the "daily amount of wages at the commencement of leave" in this Subsection), by the duration of benefits prescribed in the following items in accordance with the classification of payment unit periods listed in the same items (referred to as the "duration of benefits" in this paragraph and paragraph (2) of the following Article). In this case, with regard to the application of the provisions of the same Article, the term "where it is difficult" in paragraph (3) of the same Article shall be deemed to be replaced with "when it is not possible or difficult"; the term "item (ii)" in paragraph (4) of the same Article shall be deemed to be replaced with "item (ii), (c)":
- 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。
- 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 Child Care 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 Child Care Leave Scheduled Start Date for said worker any day during the period from the changed Child Care Leave Scheduled Start Date in said application until said Period Expiry Date (in cases where the day falls after the original Child Care 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 Child Care Leave Scheduled Start Date in said application).
- 育児休業基本給付金は、被保険者(高年齢継続被保険者、短期雇用特例被保険者及び日雇労働被保険者を除く。以下この款及び次款において同じ。)が、厚生労働省令で定めるところにより、その一歳(その子が一歳に達した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にあつては、一歳六か月)に満たない子を養育するための休業をした場合において、当該休業を開始した日前二年間(当該休業を開始した日前二年間に疾病、負傷その他厚生労働省令で定める理由により引き続き三十日以上賃金の支払を受けることができなかつた被保険者については、当該理由により賃金の支払を受けることができなかつた日数を二年に加算した期間(その期間が四年を超えるときは、四年間))に、みなし被保険者期間が通算して十二箇月以上であつたときに、支給単位期間について支給する。
- The basic childcare leave benefits shall be paid for the payment unit period where an insured person (excluding continuously insured elderly persons, specially insured persons in short-term employment and insured day workers; hereinafter the same applies in this Subsection and the following Subsection) has, pursuant to the provisions of an Ordinance of the Ministry of Health, Labour and Welfare, taken leave in order to take care of his/her child under one year of age (when falling under the case specified by an Ordinance of the Ministry of Health, Labour and Welfare as the case where it is found especially necessary to take leave on or after the day on which the child reaches one year of age for the purpose of continuing employment, one and a half years of age), when the period deemed to be the insured period is a total of 12 months or more within the two-year period preceding the day on which said leave was commenced (for an insured person who was continuously unable to receive payment of wages for 30 days or more due to sickness, injury or other reasons specified by an Ordinance of the Ministry of Health, Labour and Welfare during the two-year period preceding the day on which said leave was commenced, the total of the number of days for which payment of wages could not be received due to said reason plus two years (when that total period exceeds four years; four years)).
- 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。
- 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."