[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"article:karoushi-hatarakikata":3},{"meta":4,"markdown":70,"quiz":71},{"type":5,"articleId":6,"slug":7,"title":8,"titleEn":9,"category":10,"summary":11,"publishedAt":12,"image":13,"vocabulary":14,"quizId":69},"article","bj-karoushi-hatarakikata","karoushi-hatarakikata","過労死と働き方改革 — 残業規制の歴史と現状","Karoushi and Work-Style Reform: Overtime Regulation in Japan","business-japanese","Exam-prep article tracing Japan's overtime culture from the 1970s coining of \"karoushi\" through the watershed 2015 Dentsu\u002FTakahashi Matsuri case and the 2019 Work-Style Reform Related Laws. Covers the special-clause 36-Agreement absolute caps (100h\u002Fmonth, 720h\u002Fyear), mandatory 5-day paid leave, equal pay for equal work, the High Professional system, the 2024 application of caps to truck drivers, construction workers and physicians (after a 5-year grace period), the illegality of service zangyo (unpaid overtime), the karoushi line (80h+\u002Fmonth), and international comparisons with Germany and France.\n","2026-04-28T00:00:00Z","https:\u002F\u002Fimages.yamiyomi.com\u002Fbj-karoushi-hatarakikata.png",[15,20,24,29,33,37,41,45,49,53,57,61,65],{"word":16,"reading":17,"meaning":18,"level":19},"過労死","かろうし","death from overwork","N1",{"word":21,"reading":22,"meaning":23,"level":19},"働き方改革","はたらきかたかいかく","work-style reform",{"word":25,"reading":26,"meaning":27,"level":28},"残業","ざんぎょう","overtime","N2",{"word":30,"reading":31,"meaning":32,"level":19},"三六協定","さぶろくきょうてい","36-Agreement",{"word":34,"reading":35,"meaning":36,"level":19},"特別条項","とくべつじょうこう","special clause",{"word":38,"reading":39,"meaning":40,"level":19},"上限規制","じょうげんきせい","upper-limit regulation",{"word":42,"reading":43,"meaning":44,"level":28},"有給休暇","ゆうきゅうきゅうか","paid leave",{"word":46,"reading":47,"meaning":48,"level":19},"同一労働同一賃金","どういつろうどうどういつちんぎん","equal pay for equal work",{"word":50,"reading":51,"meaning":52,"level":19},"高度プロフェッショナル制度","こうどぷろふぇっしょなるせいど","High Professional system",{"word":54,"reading":55,"meaning":56,"level":28},"サービス残業","さーびすざんぎょう","unpaid overtime",{"word":58,"reading":59,"meaning":60,"level":19},"過労死ライン","かろうしらいん","karoushi line",{"word":62,"reading":63,"meaning":64,"level":19},"猶予期間","ゆうよきかん","grace period",{"word":66,"reading":67,"meaning":68,"level":19},"労災","ろうさい","workplace-accident insurance \u002F industrial accident","bj-karoushi-hatarakikata-quiz","\n::heading\n[過労死]{かろうし:death from overwork:N3}という[言葉]{ことば:word:N3}の[誕生]{たんじょう:birth:N1}\n\n#en\nThe Birth of the Word \"Karoushi\"\n::\n\n::para\n[過労死]{かろうし:death from overwork:N3}という[言葉]{ことば:word:N3}は1970[年代]{ねんだい:decade:N4}に[日本]{にほん:Japan:N5}で[生まれました]{うまれました:was born:N5}。[長時間]{ちょうじかん:long-hours:N5}[労働]{ろうどう:work:N3}による[脳]{のう:cerebrovascular:N2}・[心臓]{しんぞう:cardiac:N2}[疾患]{しっかん:disease:N1}での[突然死]{とつぜんし:sudden death:N3}を[指す]{さす:refers to:N3}[医学]{いがく:medical:N4}・[社会学]{しゃかいがく:sociological:N4}[用語]{ようご:term:N4}として[定着]{ていちゃく:took root:N3}し、1980[年代]{ねんだい:decade:N4}には[英語]{えいご:English:N4}でも\"karoshi\"として[国際]{こくさい:internationally:N3}[認知]{にんち:recognized:N3}されるようになりました。[日本]{にほん:Japan:N5}の[働き方]{はたらきかた:way of working:N3}が[海外]{かいがい:abroad:N4}から[特異]{とくい:peculiar:N1}な[事象]{じしょう:phenomenon:N2}として[注目]{ちゅうもく:attention:N4}を[集めた]{あつめた:attracted:N4}[象徴的]{しょうちょうてき:symbolic:N1}な[言葉]{ことば:word:N3}です。\n\n#en\nThe word \"karoushi\" was coined in 1970s Japan. It took root as a medical and sociological term referring to sudden deaths from cerebrovascular or cardiac disease caused by long-hours work, and by the 1980s \"karoshi\" had entered English as an internationally recognized term. It is the symbolic word that drew foreign attention to the peculiarity of Japan's working style.\n::\n\n::heading\n[電通事件]{でんつうじけん:Dentsu case:N3}（2015[年]{ねん:year:N5}）— [改革]{かいかく:reform:N2}の[転換点]{てんかんてん:turning point:N2}\n\n#en\nThe Dentsu Case (2015) — A Turning Point Toward Reform\n::\n\n::para\n2015[年]{ねん:year:N5}12[月]{がつ:month:N5}、[広告]{こうこく:advertising:N3}[最大手]{さいだいて:largest firm:N3}・[電通]{でんつう:Dentsu:N4}の[新入]{しんにゅう:new:N4}[社員]{しゃいん:employee:N4}・[高橋]{たかはし:Takahashi:N2}まつりさん（[当時]{とうじ:at the time:N3}24[歳]{さい:years old:N3}）が[過労]{かろう:overwork:N3}と[パワハラ]{ぱわはら:power harassment}を[苦に]{くに:driven by:N3}[自殺]{じさつ:suicide:N3}しました。[直前]{ちょくぜん:immediately before:N3}1[か月]{かげつ:month:N5}の[残業]{ざんぎょう:overtime:N3}は105[時間]{じかん:hours:N5}を[超え]{こえ:exceeded:N2}、[労災]{ろうさい:workplace-accident:N1}が[認定]{にんてい:certified:N3}されました。[母親]{ははおや:mother:N4}の[幸美]{ゆきみ:Yukimi:N3}さんによる[記者会見]{きしゃかいけん:press conference:N3}と[実名]{じつめい:real-name:N3}[公表]{こうひょう:disclosure:N3}が[社会]{しゃかい:society:N4}を[大きく]{おおきく:greatly:N5}[動かし]{うごかし:moved:N4}、[電通]{でんつう:Dentsu:N4}は[書類]{しょるい:documents:N3}[送検]{そうけん:referral to prosecution:N1}され、[当時]{とうじ:then:N3}の[社長]{しゃちょう:president:N4}が[引責]{いんせき:taking responsibility:N3}[辞任]{じにん:resigned:N3}しました。これが2019[年]{ねん:year:N5}の[働き方改革]{はたらきかたかいかく:work-style reform:N2}[関連法]{かんれんほう:related laws:N3}[成立]{せいりつ:enactment:N3}を[後押し]{あとおし:pushed forward:N3}した[転換点]{てんかんてん:turning point:N2}です。\n\n#en\nIn December 2015, Takahashi Matsuri, a 24-year-old new hire at advertising giant Dentsu, took her own life under the strain of overwork and power harassment. Her overtime in the month immediately preceding her death exceeded 105 hours, and the case was certified as a workplace accident. The press conference and real-name disclosure by her mother Yukimi moved society profoundly: Dentsu was referred to prosecution, and the company's president resigned to take responsibility. This is the turning point that propelled the 2019 enactment of the Work-Style Reform Related Laws.\n::\n\n::callout\n[暗記]{あんき:memorize:N3}[ポイント]{ぽいんと:point}：[電通]{でんつう:Dentsu:N4}[事件]{じけん:case:N3}は2015[年]{ねん:year:N5}＝[働き方改革]{はたらきかたかいかく:work-style reform:N2}（2019[年]{ねん:year:N5}[施行]{しこう:enforced:N1}）の[直接]{ちょくせつ:direct:N2}の[契機]{けいき:catalyst:N1}。「[過労死]{かろうし:karoushi:N3}は[個人]{こじん:individual:N2}の[問題]{もんだい:problem:N4}」から「[企業]{きぎょう:corporate:N1}の[責任]{せきにん:responsibility:N3}」へ[世論]{よろん:public opinion:N3}が[転換]{てんかん:shifted:N2}した[象徴]{しょうちょう:symbol:N1}[事件]{じけん:case:N3}。\n\n#en\nMemorize: the 2015 Dentsu case was the direct catalyst for the Work-Style Reform (enforced 2019). It is the symbolic case in which public opinion shifted from \"karoushi as an individual problem\" to \"karoushi as corporate responsibility.\"\n::\n\n::heading\n[働き方改革]{はたらきかたかいかく:work-style reform:N2}[関連法]{かんれんほう:related laws:N3}（2019[年]{ねん:year:N5}[施行]{しこう:enforced:N1}）\n\n#en\nThe Work-Style Reform Related Laws (Enforced 2019)\n::\n\n::para\n[働き方改革]{はたらきかたかいかく:work-style reform:N2}[関連法]{かんれんほう:related laws:N3}は、[労働基準法]{ろうどうきじゅんほう:Labor Standards Act:N1}、[労働安全衛生法]{ろうどうあんぜんえいせいほう:Industrial Safety and Health Act:N1}、[パートタイム]{ぱーとたいむ:part-time}・[有期雇用]{ゆうきこよう:fixed-term employment:N2}[労働法]{ろうどうほう:labor law:N3}など8[本]{ほん:items:N5}の[法律]{ほうりつ:laws:N2}を[一括]{いっかつ:collectively:N1}[改正]{かいせい:amended:N2}した[法案]{ほうあん:bill:N1}で、2018[年]{ねん:year:N5}6[月]{がつ:month:N5}に[成立]{せいりつ:enacted:N3}し、2019[年]{ねん:year:N5}4[月]{がつ:month:N5}から[順次]{じゅんじ:sequentially:N2}[施行]{しこう:enforced:N1}されました。[主要]{しゅよう:main:N3}な[柱]{はしら:pillars:N2}は[次の]{つぎの:the following:N3}[四つ]{よっつ:four:N5}：①[時間外]{じかんがい:overtime:N5}[労働]{ろうどう:work:N3}の[上限規制]{じょうげんきせい:upper-limit regulation:N3}、②[年]{ねん:year:N5}5[日]{にち:days:N5}の[有給休暇]{ゆうきゅうきゅうか:paid leave:N1}[取得]{しゅとく:taking:N3}[義務化]{ぎむか:made mandatory:N1}、③[同一労働同一賃金]{どういつろうどうどういつちんぎん:equal pay for equal work:N1}、④[高度プロフェッショナル制度]{こうどぷろふぇっしょなるせいど:High Professional system:N3}の[創設]{そうせつ:creation:N1}。\n\n#en\nThe Work-Style Reform Related Laws are an omnibus bill amending eight statutes including the Labor Standards Act, the Industrial Safety and Health Act, and the Part-Time \u002F Fixed-Term Employment Act. Enacted in June 2018 and rolled out sequentially from April 2019, the four main pillars are: (1) upper-limit regulation on overtime, (2) mandatory acquisition of 5 days of paid leave per year, (3) equal pay for equal work, and (4) creation of the High Professional system.\n::\n\n::heading\n[三六協定]{さぶろくきょうてい:36-Agreement:N2}[特別条項]{とくべつじょうこう:special clause:N1}の[絶対]{ぜったい:absolute:N3}[上限]{じょうげん:upper limit:N3}\n\n#en\nAbsolute Upper Limits Under the Special-Clause 36-Agreement\n::\n\n::para\n[改革]{かいかく:reform:N2}の[最]{さい:most:N3}[核心]{かくしん:core:N1}が、これまで[告示]{こくじ:administrative notice:N3}による[努力]{どりょく:effort-based:N3}[目安]{めやす:guideline:N4}に[過ぎなかった]{すぎなかった:had been merely:N3}[残業時間]{ざんぎょうじかん:overtime hours:N3}に[罰則付き]{ばっそくつき:with penalties:N1}の[法定]{ほうてい:statutory:N3}[上限]{じょうげん:limit:N3}を[初めて]{はじめて:for the first time:N3}[設けた]{もうけた:established:N2}ことです。[原則]{げんそく:principle:N2}は[月]{つき:month:N5}45[時間]{じかん:hours:N5}・[年]{ねん:year:N5}360[時間]{じかん:hours:N5}。[特別条項]{とくべつじょうこう:special clause:N1}を[締結]{ていけつ:concluded:N1}しても、①[年]{ねん:year:N5}720[時間]{じかん:hours:N5}[以内]{いない:within:N3}、②[休日]{きゅうじつ:holiday:N5}[労働]{ろうどう:work:N3}[含み]{ふくみ:including:N2}[月]{つき:month:N5}100[時間]{じかん:hours:N5}[未満]{みまん:less than:N3}、③2〜6[か月]{かげつ:months:N5}[平均]{へいきん:average:N2}80[時間]{じかん:hours:N5}[以内]{いない:within:N3}、④[原則]{げんそく:principle:N2}の[月]{つき:month:N5}45[時間]{じかん:hours:N5}[超過]{ちょうか:exceedance:N2}は[年]{ねん:year:N5}6[回]{かい:times:N3}まで、という[四つ]{よっつ:four:N5}の[絶対]{ぜったい:absolute:N3}[上限]{じょうげん:limits:N3}は[超えられません]{こえられません:cannot be exceeded:N2}。[違反]{いはん:violation:N3}は6[か月]{かげつ:months:N5}[以下]{いか:or less:N4}の[懲役]{ちょうえき:imprisonment:N1}または30[万]{まん:10,000:N5}[円]{えん:yen:N5}[以下]{いか:or less:N4}の[罰金]{ばっきん:fine:N1}が[科せられます]{かせられます:imposed:N3}。\n\n#en\nThe reform's heart was establishing — for the first time — penalty-backed statutory limits on overtime that had previously been only effort-based guidelines via administrative notice. The principle is 45 hours per month and 360 hours per year. Even with a special clause concluded, four absolute limits cannot be exceeded: (1) within 720 hours per year, (2) less than 100 hours per month including holiday work, (3) within 80 hours average over 2-6 months, and (4) the principle of 45 hours per month may be exceeded only 6 times per year. Violations carry up to 6 months' imprisonment or a fine of up to 300,000 yen.\n::\n\n::callout\n[よく出る]{よくでる:frequently appears:N5}[ひっかけ]{ひっかけ:trick question}：[月]{つき:month:N5}「100[時間]{じかん:hours:N5}[以下]{いか:or less:N4}」ではなく「100[時間]{じかん:hours:N5}[未満]{みまん:less than:N3}」が[正解]{せいかい:correct answer:N3}。100[時間]{じかん:hours:N5}[ジャスト]{じゃすと:exactly}でも[既に]{すでに:already:N1}[違法]{いほう:illegal:N3}です。これは[過労死]{かろうし:karoushi:N3}[ライン]{らいん:line}（[後述]{こうじゅつ:described later:N2}）を[意識]{いしき:considering:N3}した[基準]{きじゅん:standard:N1}。\n\n#en\nCommon trick: the correct phrasing is \"less than 100 hours\" — NOT \"100 hours or less.\" Exactly 100 hours is already illegal. This standard is set with the karoushi line (described below) in mind.\n::\n\n::heading\n[過労死]{かろうし:karoushi:N3}[ライン]{らいん:line} — [月]{つき:month:N5}80[時間]{じかん:hours:N5}[超]{ちょう:over:N2}\n\n#en\nThe Karoushi Line — Over 80 Hours per Month\n::\n\n::para\n[厚生労働省]{こうせいろうどうしょう:Ministry of Health, Labour and Welfare:N2}の[労災]{ろうさい:workplace-accident:N1}[認定]{にんてい:certification:N3}[基準]{きじゅん:criteria:N1}では、[発症]{はっしょう:onset:N1}[前]{まえ:preceding:N5}1[か月]{かげつ:month:N5}に[概ね]{おおむね:approximately:N1}100[時間]{じかん:hours:N5}、または[発症]{はっしょう:onset:N1}[前]{まえ:preceding:N5}2〜6[か月]{かげつ:months:N5}[平均]{へいきん:average:N2}で[月]{つき:month:N5}80[時間]{じかん:hours:N5}を[超える]{こえる:exceeding:N2}[時間外]{じかんがい:overtime:N5}[労働]{ろうどう:work:N3}が[認められた]{みとめられた:recognized:N3}[場合]{ばあい:case:N3}、[業務]{ぎょうむ:job:N3}と[発症]{はっしょう:onset:N1}との[関連性]{かんれんせい:correlation:N3}が[強い]{つよい:strong:N4}とされます。これがいわゆる「[過労死]{かろうし:karoushi:N3}[ライン]{らいん:line}」です。[残業]{ざんぎょう:overtime:N3}[上限]{じょうげん:limits:N3}が[月]{つき:month:N5}100[時間]{じかん:hours:N5}[未満]{みまん:less than:N3}・[平均]{へいきん:average:N2}80[時間]{じかん:hours:N5}[以内]{いない:within:N3}に[設定]{せってい:set:N2}されたのは、この[医学的]{いがくてき:medical:N4}[基準]{きじゅん:standard:N1}に[整合]{せいごう:align:N1}させるためです。\n\n#en\nUnder the Ministry of Health, Labour and Welfare's workplace-accident certification criteria, when overtime of approximately 100 hours in the month preceding onset, or an average exceeding 80 hours per month over the 2-6 months preceding onset, is recognized, the correlation between work and onset is deemed strong. This is the so-called \"karoushi line.\" The overtime caps were set at less than 100 hours per month and within an 80-hour average precisely to align with this medical criterion.\n::\n\n::heading\n[年]{ねん:year:N5}5[日]{にち:days:N5}の[有給休暇]{ゆうきゅうきゅうか:paid leave:N1}[取得]{しゅとく:taking:N3}[義務化]{ぎむか:made mandatory:N1}\n\n#en\nMandatory 5-Day Paid Leave Acquisition\n::\n\n::para\n2019[年]{ねん:year:N5}4[月]{がつ:month:N5}から、[年]{ねん:year:N5}10[日]{にち:days:N5}[以上]{いじょう:or more:N4}の[有給休暇]{ゆうきゅうきゅうか:paid leave:N1}が[付与]{ふよ:granted:N3}される[労働者]{ろうどうしゃ:worker:N3}に[対し]{たいし:for:N3}、[使用者]{しようしゃ:employer:N4}は[年]{ねん:year:N5}5[日]{にち:days:N5}は[必ず]{かならず:without fail:N3}[時季]{じき:timing:N2}を[指定]{してい:specifying:N3}して[取得]{しゅとく:take:N3}させなければならないことになりました（[労働基準法]{ろうどうきじゅんほう:LSA:N1}[第]{だい:art.:N1}39[条]{じょう:article:N1}[第]{だい:para.:N1}7[項]{こう:paragraph:N1}）。[日本]{にほん:Japan:N5}の[有給]{ゆうきゅう:paid leave:N3}[取得率]{しゅとくりつ:acquisition rate:N1}は[長年]{ながねん:for many years:N5}50%[前後]{ぜんご:around:N5}と[国際]{こくさい:internationally:N3}[最低]{さいてい:lowest:N2}[水準]{すいじゅん:level:N2}で、「[休めない]{やすめない:cannot rest:N5}[文化]{ぶんか:culture:N3}」を[制度]{せいど:system:N3}で[強制]{きょうせい:force:N3}[改善]{かいぜん:to improve:N1}する[狙い]{ねらい:aim:N2}があります。[違反]{いはん:violation:N3}は30[万]{まん:10,000:N5}[円]{えん:yen:N5}[以下]{いか:or less:N4}の[罰金]{ばっきん:fine:N1}（[第]{だい:art.:N1}120[条]{じょう:article:N1}）。\n\n#en\nFrom April 2019, for workers granted 10 or more days of paid leave per year, the employer must without fail designate timing and have them take at least 5 days (LSA Art. 39 para. 7). Japan's paid-leave acquisition rate had long sat around 50% — among the lowest internationally — and the aim is to forcibly improve the \"cannot-rest culture\" through institutional means. Violations carry a fine of up to 300,000 yen (Art. 120).\n::\n\n::heading\n[同一労働同一賃金]{どういつろうどうどういつちんぎん:equal pay for equal work:N1}\n\n#en\nEqual Pay for Equal Work\n::\n\n::para\n[正社員]{せいしゃいん:regular employee:N4}と[非正規]{ひせいき:non-regular:N3}[雇用]{こよう:employment:N2}（[パート]{ぱーと:part-time}・[アルバイト]{あるばいと:part-timer}・[契約]{けいやく:contract:N1}[社員]{しゃいん:employee:N4}・[派遣]{はけん:dispatch:N1}[社員]{しゃいん:employee:N4}）との[間]{あいだ:between:N5}で、[基本給]{きほんきゅう:base salary:N1}・[賞与]{しょうよ:bonus:N2}・[各種]{かくしゅ:various:N2}[手当]{てあて:allowances:N3}・[福利厚生]{ふくりこうせい:welfare benefits:N2}など、[不合理]{ふごうり:unreasonable:N3}な[待遇]{たいぐう:treatment:N1}[差]{さ:gap:N3}を[禁止]{きんし:prohibited:N2}するルールです。[大企業]{だいきぎょう:large corporations:N1}は2020[年]{ねん:year:N5}4[月]{がつ:month:N5}、[中小企業]{ちゅうしょうきぎょう:SMEs:N1}は2021[年]{ねん:year:N5}4[月]{がつ:month:N5}から[適用]{てきよう:applies:N3}されました。2020[年]{ねん:year:N5}10[月]{がつ:month:N5}の[最高裁]{さいこうさい:Supreme Court:N1}[判決]{はんけつ:rulings:N3}（[大阪]{おおさか:Osaka:N2}[医科大学]{いかだいがく:Medical College:N3}・[メトロコマース]{めとろこまーす:Metro Commerce}[事件]{じけん:cases:N3}など）が[実務]{じつむ:practice:N3}の[判断]{はんだん:judgment:N3}[基準]{きじゅん:standards:N1}を[示しました]{しめしました:set forth:N3}。\n\n#en\nThis rule prohibits unreasonable disparities in treatment — base salary, bonuses, various allowances, welfare benefits, etc. — between regular employees and non-regular employment (part-timers, casual workers, contract employees, dispatch workers). It applied to large corporations from April 2020 and to SMEs from April 2021. Supreme Court rulings in October 2020 (Osaka Medical College, Metro Commerce, etc.) set the practical judgment standards.\n::\n\n::heading\n[高度プロフェッショナル制度]{こうどぷろふぇっしょなるせいど:High Professional system:N3}（「[高プロ]{こうぷろ:Kou-Pro:N5}」）\n\n#en\nThe High Professional System (\"Kou-Pro\")\n::\n\n::para\n[年収]{ねんしゅう:annual income:N3}1075[万]{まん:10,000:N5}[円]{えん:yen:N5}[以上]{いじょう:or more:N4}で[高度]{こうど:highly:N4}な[専門]{せんもん:specialized:N2}[業務]{ぎょうむ:work:N3}（[金融]{きんゆう:finance:N1}[ディーラー]{でぃーらー:dealers}、[コンサルタント]{こんさるたんと:consultants}、[アナリスト]{あなりすと:analysts}、[研究]{けんきゅう:research:N4}[開発]{かいはつ:development:N4}など）に[従事]{じゅうじ:engaged in:N1}する[労働者]{ろうどうしゃ:workers:N3}を[対象]{たいしょう:target:N2}に、[本人]{ほんにん:the person's:N5}[同意]{どうい:consent:N4}を[条件]{じょうけん:condition:N1}として[労働時間]{ろうどうじかん:working hours:N3}・[休憩]{きゅうけい:break:N1}・[休日]{きゅうじつ:holiday:N5}・[割増賃金]{わりましちんぎん:premium wages:N1}の[規制]{きせい:regulations:N3}を[適用]{てきよう:apply:N3}[除外]{じょがい:exclude:N3}する[制度]{せいど:system:N3}です。「[残業代]{ざんぎょうだい:overtime pay:N3}ゼロ[法案]{ほうあん:bill:N1}」と[批判]{ひはん:criticized:N1}されつつ2019[年]{ねん:year:N5}4[月]{がつ:month:N5}に[創設]{そうせつ:created:N1}されました。[健康]{けんこう:health:N1}[確保]{かくほ:safeguard:N1}[措置]{そち:measures:N1}（[年]{ねん:year:N5}104[日]{にち:days:N5}[以上]{いじょう:or more:N4}の[休日]{きゅうじつ:holidays:N5}など）と[労使委員会]{ろうしいいんかい:labor-management committee:N2}[決議]{けつぎ:resolution:N3}が[必須]{ひっす:required:N1}で、[適用]{てきよう:applied:N3}[人数]{にんずう:headcount:N3}は[全国]{ぜんこく:nationwide:N3}でも[千人]{せんにん:1,000 people:N5}[規模]{きぼ:scale:N1}と[限定的]{げんていてき:limited:N3}です。\n\n#en\nThe High Professional system targets workers earning 1,075,000 yen or more per year and engaged in highly specialized work (financial dealers, consultants, analysts, R&D, etc.). Conditional on the worker's consent, it excludes them from regulations on working hours, breaks, holidays, and premium wages. Created in April 2019 amid criticism as a \"zero-overtime-pay bill,\" it requires health-safeguard measures (such as 104 or more holidays per year) and a labor-management committee resolution. The number of workers actually covered nationwide is limited to roughly the low thousands.\n::\n\n::heading\n2024[年]{ねん:year:N5}[問題]{もんだい:issue:N4} — [トラック]{とらっく:truck}[運転手]{うんてんしゅ:drivers:N4}・[建設]{けんせつ:construction:N2}・[医師]{いし:physicians:N3}への[適用]{てきよう:application:N3}[開始]{かいし:start:N4}\n\n#en\nThe \"2024 Problem\" — Caps Apply to Truck Drivers, Construction, and Physicians\n::\n\n::para\n[残業]{ざんぎょう:overtime:N3}[上限規制]{じょうげんきせい:upper-limit regulation:N3}は2019[年]{ねん:year:N5}に[原則]{げんそく:principle:N2}[適用]{てきよう:applied:N3}されましたが、[業界]{ぎょうかい:industry:N4}[特性]{とくせい:characteristics:N3}を[理由]{りゆう:reason:N3}に[自動車]{じどうしゃ:automobile:N4}[運転]{うんてん:driving:N4}[業務]{ぎょうむ:work:N3}（[トラック]{とらっく:truck}・[バス]{ばす:bus}・[タクシー]{たくしー:taxi}）、[建設]{けんせつ:construction:N2}[事業]{じぎょう:industry:N4}、[医師]{いし:physicians:N3}には5[年間]{ねんかん:years:N5}の[猶予期間]{ゆうよきかん:grace period:N1}が[設けられました]{もうけられました:was provided:N2}。[期間]{きかん:period:N3}[終了]{しゅうりょう:end:N2}に[伴い]{ともない:accompanying:N1}、2024[年]{ねん:year:N5}4[月]{がつ:month:N5}から[適用]{てきよう:application:N3}が[始まりました]{はじまりました:began:N4}。[トラック]{とらっく:truck}[運転手]{うんてんしゅ:drivers:N4}は[年]{ねん:year:N5}960[時間]{じかん:hours:N5}（[一般]{いっぱん:general:N2}より[緩和]{かんわ:relaxed:N1}）、[建設]{けんせつ:construction:N2}は[一般]{いっぱん:general:N2}と[同じ]{おなじ:same:N4}[年]{ねん:year:N5}720[時間]{じかん:hours:N5}、[医師]{いし:physicians:N3}は[年]{ねん:year:N5}960〜1860[時間]{じかん:hours:N5}（A〜C[水準]{すいじゅん:tier:N2}）など[業界]{ぎょうかい:industry:N4}[別]{べつ:specific:N4}の[特例]{とくれい:special exceptions:N3}が[設定]{せってい:set:N2}されています。\n\n#en\nThe overtime upper-limit regulation applied in principle from 2019, but a 5-year grace period was provided for automobile-driving work (trucks, buses, taxis), the construction industry, and physicians on grounds of industry characteristics. With the period ending, application began in April 2024. Industry-specific exceptions are set: 960 hours per year for truck drivers (relaxed from the general standard), 720 hours per year for construction (same as general), and 960-1,860 hours per year for physicians (tiers A-C).\n::\n\n::callout\n「2024[年]{ねん:year:N5}[問題]{もんだい:issue:N4}」とは、[物流]{ぶつりゅう:logistics:N3}[業界]{ぎょうかい:industry:N4}で[トラック]{とらっく:truck}[運転手]{うんてんしゅ:drivers:N4}の[労働時間]{ろうどうじかん:working hours:N3}が[制限]{せいげん:restricted:N3}されることで[輸送]{ゆそう:transport:N2}[力]{りょく:capacity:N4}が[不足]{ふそく:shortfall:N4}し、[再配達]{さいはいたつ:redelivery:N2}や[長距離]{ちょうきょり:long-distance:N1}[輸送]{ゆそう:transport:N2}に[影響]{えいきょう:impact:N1}が[出る]{でる:emerges:N5}と[懸念]{けねん:concern:N1}される[社会]{しゃかい:social:N4}[問題]{もんだい:issue:N4}。[一説]{いっせつ:one estimate:N3}では2030[年]{ねん:year:N5}までに[輸送]{ゆそう:transport:N2}[力]{りょく:capacity:N4}が35%[不足]{ふそく:shortfall:N4}するとされる。\n\n#en\nThe \"2024 problem\" is the social concern that, with truck drivers' hours restricted in the logistics industry, transport capacity will fall short, affecting redelivery and long-distance shipping. One estimate suggests transport capacity will be 35% short by 2030.\n::\n\n::heading\n[サービス残業]{さーびすざんぎょう:service zangyo (unpaid overtime):N3}の[違法性]{いほうせい:illegality:N3}\n\n#en\nThe Illegality of \"Service Zangyo\" (Unpaid Overtime)\n::\n\n::para\n[サービス残業]{さーびすざんぎょう:service zangyo:N3}とは、[賃金]{ちんぎん:wages:N1}が[支払われない]{しはらわれない:not paid:N3}[時間外]{じかんがい:overtime:N5}[労働]{ろうどう:work:N3}を[指す]{さす:refers to:N3}[和製]{わせい:Japanese-coined:N1}[英語]{えいご:English:N4}です。[労働基準法]{ろうどうきじゅんほう:LSA:N1}[第]{だい:art.:N1}37[条]{じょう:article:N1}に[定める]{さだめる:stipulated:N3}[割増賃金]{わりましちんぎん:premium wages:N1}の[支払い]{しはらい:payment:N3}を[怠る]{おこたる:neglecting:N1}[完全]{かんぜん:fully:N3}な[違法]{いほう:illegal:N3}[行為]{こうい:act:N1}であり、6[か月]{かげつ:months:N5}[以下]{いか:or less:N4}の[懲役]{ちょうえき:imprisonment:N1}または30[万]{まん:10,000:N5}[円]{えん:yen:N5}[以下]{いか:or less:N4}の[罰金]{ばっきん:fine:N1}が[科せられます]{かせられます:imposed:N3}。「[自主的]{じしゅてき:voluntary:N4}な[残業]{ざんぎょう:overtime:N3}」「[管理職]{かんりしょく:management position:N2}だから」「[みなし残業]{みなしざんぎょう:fixed-amount overtime:N3}に[含む]{ふくむ:included:N2}」など[企業]{きぎょう:companies:N1}[側]{がわ:side:N3}の[弁明]{べんめい:excuses:N1}は、[実態]{じったい:actual reality:N1}が[使用者]{しようしゃ:employer:N4}の[指揮]{しき:direction:N1}[命令下]{めいれいか:under command:N2}にある[労働時間]{ろうどうじかん:working hours:N3}であれば[通用]{つうよう:hold:N4}しません。[未払い]{みばらい:unpaid:N3}[残業代]{ざんぎょうだい:overtime pay:N3}の[消滅時効]{しょうめつじこう:statute of limitations:N1}は2020[年]{ねん:year:N5}[改正]{かいせい:amendment:N2}で2[年]{ねん:years:N5}から3[年]{ねん:years:N5}に[延長]{えんちょう:extended:N2}されました。\n\n#en\n\"Service zangyo\" is a Japanese-coined English term for overtime worked without wages. It is a fully illegal act of neglecting payment of premium wages stipulated in LSA Art. 37, carrying up to 6 months' imprisonment or a fine of up to 300,000 yen. Employer excuses such as \"voluntary overtime,\" \"they are management,\" or \"covered by fixed-amount overtime pay\" do not hold if the actual reality is working hours under the employer's direction and command. The statute of limitations on unpaid overtime was extended from 2 to 3 years in the 2020 amendment.\n::\n\n::heading\n[海外]{かいがい:overseas:N4}[比較]{ひかく:comparison:N1} — [ドイツ]{どいつ:Germany}・[フランス]{ふらんす:France}との[差]{さ:gap:N3}\n\n#en\nInternational Comparison — The Gap with Germany and France\n::\n\n::para\nOECD[統計]{とうけい:statistics:N1}では、[日本]{にほん:Japan:N5}の[年間]{ねんかん:annual:N5}[労働時間]{ろうどうじかん:working hours:N3}は[長らく]{ながらく:long:N5}[先進]{せんしん:developed:N3}[国]{こく:countries:N5}で[最長]{さいちょう:longest:N3}[クラス]{くらす:class}でしたが、[働き方改革]{はたらきかたかいかく:work-style reform:N2}と[非正規]{ひせいき:non-regular:N3}[雇用]{こよう:employment:N2}[増加]{ぞうか:increase:N3}[等]{など:etc.:N3}により[平均]{へいきん:average:N2}は1600[時間]{じかん:hours:N5}[台]{だい:range:N4}まで[低下]{ていか:declined:N2}しました。それでも[ドイツ]{どいつ:Germany}（[年間]{ねんかん:annual:N5}1340[時間]{じかん:hours:N5}[前後]{ぜんご:around:N5}）・[フランス]{ふらんす:France}（[年間]{ねんかん:annual:N5}1500[時間]{じかん:hours:N5}[前後]{ぜんご:around:N5}）と[比べる]{くらべる:compared with:N2}と[依然]{いぜん:still:N2}[長い]{ながい:long:N5}[水準]{すいじゅん:level:N2}です。[ドイツ]{どいつ:Germany}は[労働時間]{ろうどうじかん:working hours:N3}[法]{ほう:Act:N3}（ArbZG）で[1日]{いちにち:per day:N5}[原則]{げんそく:principle:N2}8[時間]{じかん:hours:N5}・[最大]{さいだい:maximum:N3}10[時間]{じかん:hours:N5}、[フランス]{ふらんす:France}は1998[年]{ねん:year:N5}[オブリ]{おぶり:Aubry}[法]{ほう:Act:N3}で[週]{しゅう:week:N4}35[時間]{じかん:hours:N5}[制]{せい:system:N3}を[導入]{どうにゅう:introduced:N2}しています。[正社員]{せいしゃいん:regular employees:N4}に[限れば]{かぎれば:limited to:N3}[日本]{にほん:Japan:N5}は[依然]{いぜん:still:N2}2000[時間]{じかん:hours:N5}[超え]{こえ:over:N2}で[ギャップ]{ぎゃっぷ:gap}が[残る]{のこる:remains:N3}と[指摘]{してき:pointed out:N1}されています。\n\n#en\nOECD statistics long ranked Japan's annual working hours among the longest in developed countries; the average has fallen to the 1,600-hour range thanks to work-style reform and the rise of non-regular employment, among other factors. Even so, this remains long compared with Germany (around 1,340 hours per year) and France (around 1,500 hours per year). Germany's Working Hours Act (ArbZG) sets 8 hours per day in principle \u002F 10 hours maximum, while France introduced a 35-hour week under the 1998 Aubry Act. Limited to regular employees, Japan still exceeds 2,000 hours, and the gap is noted as persistent.\n::\n\n::heading\n[企業]{きぎょう:corporate:N1}[側]{がわ:side:N3}の[実務]{じつむ:practical:N3}[対応]{たいおう:response:N1}\n\n#en\nCorporate Practical Responses\n::\n\n::para\n[改革]{かいかく:reform:N2}を[受けて]{うけて:in response to:N3}[企業]{きぎょう:companies:N1}が[取り組んで]{とりくんで:undertake:N3}いる[施策]{しさく:measures:N1}には[次の]{つぎの:the following:N3}ようなものがあります。①[勤怠]{きんたい:attendance:N1}[管理]{かんり:management:N2}[システム]{しすてむ:system}による[客観的]{きゃっかんてき:objective:N3}な[労働時間]{ろうどうじかん:working hours:N3}[把握]{はあく:tracking:N1}、②[PC]{ぴーしー:PC}[強制]{きょうせい:forced:N3}[シャットダウン]{しゃっとだうん:shutdown}や[消灯]{しょうとう:lights-out:N2}[時刻]{じこく:time:N3}の[設定]{せってい:set:N2}、③[インターバル]{いんたーばる:interval}[規制]{きせい:regulation:N3}（[勤務]{きんむ:work:N3}[終了]{しゅうりょう:end:N2}から[次の]{つぎの:next:N3}[勤務]{きんむ:work:N3}[開始]{かいし:start:N4}まで11[時間]{じかん:hours:N5}[空ける]{あける:keep open:N4}）の[努力]{どりょく:effort:N3}[義務化]{ぎむか:obligation:N1}（2019[年]{ねん:year:N5}）、④[テレワーク]{てれわーく:telework}・[フレックスタイム]{ふれっくすたいむ:flextime}の[導入]{どうにゅう:introduction:N2}、⑤[産業医]{さんぎょうい:occupational physician:N3}による[長時間]{ちょうじかん:long-hours:N5}[労働者]{ろうどうしゃ:worker:N3}[面接]{めんせつ:interview:N2}（[月]{つき:month:N5}80[時間]{じかん:hours:N5}[超]{ちょう:over:N2}は[本人]{ほんにん:the person's:N5}[申出]{もうしで:request:N3}で[必須]{ひっす:mandatory:N1}）。\n\n#en\nMeasures companies have undertaken in response to the reform include: (1) objective tracking of working hours via attendance management systems, (2) forced PC shutdowns and lights-out times, (3) the effort obligation (introduced in 2019) for an \"interval\" rule keeping 11 hours open between the end of one shift and the start of the next, (4) introduction of telework and flextime, and (5) occupational-physician interviews for long-hours workers (mandatory upon the worker's request when overtime exceeds 80 hours per month).\n::\n\n::heading\n[残された]{のこされた:remaining:N3}[課題]{かだい:challenges:N2}\n\n#en\nRemaining Challenges\n::\n\n::para\n[制度]{せいど:institutional:N3}[整備]{せいび:framework:N1}は[進んだ]{すすんだ:has progressed:N3}ものの、[実態]{じったい:reality:N1}としては[依然]{いぜん:still:N2}[多く]{おおく:many:N4}の[課題]{かだい:challenges:N2}が[残されて]{のこされて:remain:N3}います。[一つ目]{ひとつめ:first:N4}は[サービス残業]{さーびすざんぎょう:service zangyo:N3}の[巧妙化]{こうみょうか:sophistication:N1}：[勤怠]{きんたい:attendance:N1}[システム]{しすてむ:system}を[一旦]{いったん:once:N1}[退勤]{たいきん:clock-out:N3}[打刻]{だこく:punching:N3}してから[働く]{はたらく:work:N3}「[隠れ]{かくれ:hidden:N1}[残業]{ざんぎょう:overtime:N3}」の[増加]{ぞうか:increase:N3}。[二つ目]{ふたつめ:second:N4}は[業務量]{ぎょうむりょう:workload:N2}そのものの[見直し]{みなおし:reexamination:N3}[不足]{ふそく:lack:N4}：[時間]{じかん:hours:N5}だけ[制限]{せいげん:restricted:N3}しても[仕事]{しごと:work:N4}が[減らなければ]{へらなければ:does not decrease:N2}[管理職]{かんりしょく:management:N2}にしわ[寄せ]{よせ:burden shifted:N3}が[集中]{しゅうちゅう:concentrates:N4}します。[三つ目]{みっつめ:third:N4}は[非正規]{ひせいき:non-regular:N3}[雇用]{こよう:employment:N2}との[賃金]{ちんぎん:wage:N1}[格差]{かくさ:gap:N3}：[同一労働同一賃金]{どういつろうどうどういつちんぎん:equal pay for equal work:N1}が[施行]{しこう:enforced:N1}されたものの、[賞与]{しょうよ:bonus:N2}や[退職金]{たいしょくきん:retirement allowance:N3}の[扱い]{あつかい:treatment:N1}は[判例]{はんれい:case law:N3}でも[個別]{こべつ:case-by-case:N2}[判断]{はんだん:judgment:N3}が[続いて]{つづいて:continues:N3}います。\n\n#en\nAlthough the institutional framework has progressed, in reality many challenges remain. First is the sophistication of service zangyo: a rise in \"hidden overtime\" where workers punch out on the attendance system and then continue working. Second is the lack of a workload review itself: if hours are restricted but work does not decrease, the burden concentrates on management. Third is the wage gap with non-regular employment: even though equal pay for equal work has been enforced, the treatment of bonuses and retirement allowances continues to be judged case-by-case in case law.\n::\n\n::callout\n[試験対策]{しけんたいさく:exam preparation:N1}まとめ：①[過労死]{かろうし:karoushi:N3}＝1970[年代]{ねんだい:decade:N4}に[誕生]{たんじょう:coined:N1}・[英語]{えいご:English:N4}にも[輸出]{ゆしゅつ:exported:N2}。②[電通]{でんつう:Dentsu:N4}[事件]{じけん:case:N3}（2015、[高橋]{たかはし:Takahashi:N2}まつりさん）＝[改革]{かいかく:reform:N2}の[直接]{ちょくせつ:direct:N2}[契機]{けいき:catalyst:N1}。③[働き方改革]{はたらきかたかいかく:reform:N2}[関連法]{かんれんほう:related laws:N3}＝2018[年]{ねん:year:N5}[成立]{せいりつ:enacted:N3}・2019[年]{ねん:year:N5}[施行]{しこう:enforced:N1}。④[残業]{ざんぎょう:OT:N3}[原則]{げんそく:principle:N2}＝[月]{つき:month:N5}45h・[年]{ねん:year:N5}360h、[特別条項]{とくべつじょうこう:special clause:N1}[絶対]{ぜったい:absolute:N3}[上限]{じょうげん:limits:N3}＝[年]{ねん:year:N5}720h・[月]{つき:month:N5}100h[未満]{みまん:less than:N3}・[平均]{へいきん:avg:N2}80h・[年]{ねん:year:N5}6[回]{かい:times:N3}。⑤[過労死]{かろうし:karoushi:N3}[ライン]{らいん:line}＝[月]{つき:month:N5}80h[超]{ちょう:over:N2}（[平均]{へいきん:avg:N2}）or 100h（[単月]{たんげつ:single month:N3}）。⑥[有給]{ゆうきゅう:paid leave:N3}＝[年]{ねん:year:N5}5[日]{にち:days:N5}[取得]{しゅとく:taking:N3}[義務]{ぎむ:mandatory:N1}。⑦2024[年]{ねん:year:N5}＝[トラック]{とらっく:truck}・[建設]{けんせつ:construction:N2}・[医師]{いし:physicians:N3}に[適用]{てきよう:applied:N3}（5[年]{ねん:year:N5}[猶予]{ゆうよ:grace:N1}[終了]{しゅうりょう:ended:N2}）。⑧[高プロ]{こうぷろ:Kou-Pro:N5}＝[年収]{ねんしゅう:annual income:N3}1075[万]{まん:10,000:N5}[円]{えん:yen:N5}[以上]{いじょう:or more:N4}・[同意]{どうい:consent:N4}[必要]{ひつよう:required:N3}。\n\n#en\nEXAM SUMMARY: (1) Karoushi = coined 1970s, exported into English. (2) Dentsu case (2015, Takahashi Matsuri) = direct catalyst for reform. (3) Work-Style Reform Related Laws = enacted 2018, enforced 2019. (4) Overtime principle = 45h\u002Fmonth, 360h\u002Fyear; special-clause absolute limits = 720h\u002Fyear, less than 100h\u002Fmonth, 80h average, 6 times\u002Fyear. (5) Karoushi line = over 80h\u002Fmonth (avg) or 100h (single month). (6) Paid leave = 5 days\u002Fyear mandatory taking. (7) 2024 = applied to truck drivers, construction, physicians (5-year grace period ended). (8) Kou-Pro = annual income 10,750,000 yen or more, consent required.\n::\n",{"id":69,"title":72,"titleEn":73,"topicPath":10,"questions":74},"過労死と働き方改革 確認テスト","Karoushi & Work-Style Reform Quiz",[75,102,125,148,171],{"id":76,"articleId":6,"question":77,"options":80,"correctLabel":90,"explanation":97,"tags":100},"bj-karoushi-hatarakikata-quiz-q01",{"en":78,"jp":79},"What is the annual overtime cap under the special clause of the 36-Agreement post-2019 reform?","[働き方改革]{はたらきかたかいかく:work-style reform}[関連]{かんれん:related}[法]{ほう:laws}（2019[年]{ねん:year}[施行]{しこう:enforced}）における36[協定]{きょうてい:agreement}[特別]{とくべつ:special}[条項]{じょうこう:clause}の[残業]{ざんぎょう:overtime}[年間]{ねんかん:annual}[上限]{じょうげん:cap}はどれか。",[81,85,89,93],{"label":82,"jp":83,"en":84},"ア","[年]{ねん:year}360[時間]{じかん:hours}","360 hours\u002Fyear",{"label":86,"jp":87,"en":88},"イ","[年]{ねん:year}540[時間]{じかん:hours}","540 hours\u002Fyear",{"label":90,"jp":91,"en":92},"ウ","[年]{ねん:year}720[時間]{じかん:hours}","720 hours\u002Fyear",{"label":94,"jp":95,"en":96},"エ","[年]{ねん:year}1000[時間]{じかん:hours}","1,000 hours\u002Fyear",{"en":98,"jp":99},"Post-2019, the 36-Agreement special clause caps annual overtime at 720 hours (with sub-100 hours\u002Fmonth also a condition).","2019[年]{ねん:year}[施行]{しこう:enforced}の[改正]{かいせい:revision}で36[協定]{きょうてい:agreement}[特別]{とくべつ:special}[条項]{じょうこう:clause}の[年間]{ねんかん:annual}[上限]{じょうげん:cap}は720[時間]{じかん:hours}（[月]{つき:month}100[時間]{じかん:hours}[未満]{みまん:under}も[条件]{じょうけん:condition}）と[法定]{ほうてい:by-law}[化]{か:codified}された。",[101],"36-agreement",{"id":103,"articleId":6,"question":104,"options":107,"correctLabel":90,"explanation":120,"tags":123},"bj-karoushi-hatarakikata-quiz-q02",{"en":105,"jp":106},"What's the monthly-overtime threshold for the karoushi line?","[過労死]{かろうし:karoushi}ラインの[月間]{げっかん:monthly}[残業]{ざんぎょう:overtime}[時間]{じかん:hours}[目安]{めやす:rough estimate}はいくらか。",[108,111,114,117],{"label":82,"jp":109,"en":110},"[月]{つき:month}40[時間]{じかん:hours}[超]{ちょう:over}","Over 40 hrs\u002Fmonth",{"label":86,"jp":112,"en":113},"[月]{つき:month}60[時間]{じかん:hours}[超]{ちょう:over}","Over 60 hrs\u002Fmonth",{"label":90,"jp":115,"en":116},"[月]{つき:month}80[時間]{じかん:hours}[超]{ちょう:over}","Over 80 hrs\u002Fmonth",{"label":94,"jp":118,"en":119},"[月]{つき:month}120[時間]{じかん:hours}[超]{ちょう:over}","Over 120 hrs\u002Fmonth",{"en":121,"jp":122},"Karoushi line = if overtime exceeds 80 hours\u002Fmonth for 2-6 consecutive months, the causal link to health damage becomes easier to establish.","[過労死]{かろうし:karoushi}ライン = [月]{つき:month}80[時間]{じかん:hours}[超]{ちょう:over}の[時間外]{じかんがい:overtime}[労働]{ろうどう:work}が2-6[ヶ月]{かげつ:months}[継続]{けいぞく:continued}した[場合]{ばあい:case}に[健康]{けんこう:health}[障害]{しょうがい:harm}との[因果]{いんが:causal}[関係]{かんけい:relation}が[認]{みと:recognized}められやすくなる[基準]{きじゅん:standard}。",[124],"karoushi-line",{"id":126,"articleId":6,"question":127,"options":130,"correctLabel":86,"explanation":143,"tags":146},"bj-karoushi-hatarakikata-quiz-q03",{"en":128,"jp":129},"Which industry had the overtime cap applied starting April 2024?","2024[年]{ねん:year}4[月]{がつ:April}から[残業]{ざんぎょう:overtime}[上限]{じょうげん:cap}[規制]{きせい:regulation}が[適用]{てきよう:applied}された[業種]{ぎょうしゅ:industry}はどれか。",[131,134,137,140],{"label":82,"jp":132,"en":133},"[IT]{アイティー:IT}・[金融]{きんゆう:finance}","IT and finance",{"label":86,"jp":135,"en":136},"[トラック]{トラック:truck}[運転]{うんてん:drivers}・[建設]{けんせつ:construction}・[医師]{いし:doctors}","Truckers, construction, doctors",{"label":90,"jp":138,"en":139},"[製造]{せいぞう:manufacturing}[業]{ぎょう:industry}","Manufacturing",{"label":94,"jp":141,"en":142},"[小売]{こうり:retail}・[飲食]{いんしょく:food service}","Retail and food service",{"en":144,"jp":145},"Truckers, construction, and doctors — 3 sectors granted a 5-year grace period at 2019 enforcement — became subject from April 2024, dubbed the '2024 problem.'","2019[年]{ねん:year}[施行]{しこう:enforcement}[時]{じ:at the time}に5[年]{ねん:year}[猶予]{ゆうよ:grace}されていたトラック[運転]{うんてん:drivers}・[建設]{けんせつ:construction}・[医師]{いし:doctors}の3[業種]{ぎょうしゅ:sectors}に2024[年]{ねん:year}4[月]{がつ:April}より[適用]{てきよう:applied}が[始]{はじ:started}まり、[いわゆる]{いわゆる:so-called}「2024[年]{ねん:year}[問題]{もんだい:problem}」と[呼]{よ:called}ばれた。",[147],"2024-problem",{"id":149,"articleId":6,"question":150,"options":153,"correctLabel":82,"explanation":166,"tags":169},"bj-karoushi-hatarakikata-quiz-q04",{"en":151,"jp":152},"Which corporate incident is considered a turning point that drove work-style reform?","[働き方改革]{はたらきかたかいかく:work-style reform}に[影響]{えいきょう:influence}を[与]{あた:gave}えた[転換点]{てんかんてん:turning point}と[されている]{されている:considered}[企業]{きぎょう:corporate}[事件]{じけん:incident}はどれか。",[154,157,160,163],{"label":82,"jp":155,"en":156},"[電通]{でんつう:Dentsu}[事件]{じけん:incident}（2015[年]{ねん:year} [高橋]{たかはし:Takahashi}まつりさん[過労]{かろう:overwork}[自殺]{じさつ:suicide}）","Dentsu incident (2015 Matsuri Takahashi karoushi suicide)",{"label":86,"jp":158,"en":159},"[東芝]{とうしば:Toshiba}[粉飾]{ふんしょく:accounting}[決算]{けっさん:fraud}","Toshiba accounting fraud",{"label":90,"jp":161,"en":162},"[日産]{にっさん:Nissan}[ゴーン]{ゴーン:Ghosn}[事件]{じけん:incident}","Nissan Ghosn incident",{"label":94,"jp":164,"en":165},"[オリンパス]{オリンパス:Olympus}[損失]{そんしつ:loss}[隠]{かく:hiding}し","Olympus loss-hiding",{"en":167,"jp":168},"The 2015 suicide of Dentsu new hire Matsuri Takahashi over overwork became a social issue and accelerated the work-style reform debate, marking a turning point.","2015[年]{ねん:year}[電通]{でんつう:Dentsu}[新入]{しんにゅう:new}[社員]{しゃいん:employee}[高橋]{たかはし:Takahashi}まつりさんの[過労]{かろう:overwork}[自殺]{じさつ:suicide}が[社会]{しゃかい:social}[問題]{もんだい:problem}[化]{か:became}し、[働き方改革]{はたらきかたかいかく:work-style reform}[議論]{ぎろん:debate}を[加速]{かそく:accelerated}させた[転換点]{てんかんてん:turning point}となった。",[170],"dentsu",{"id":172,"articleId":6,"question":173,"options":176,"correctLabel":86,"explanation":189,"tags":192},"bj-karoushi-hatarakikata-quiz-q05",{"en":174,"jp":175},"Which is correct about the Highly-Professional system (kōpro)?","[高度]{こうど:advanced}プロフェッショナル[制度]{せいど:system}（[高プロ]{こうぷろ:HP}）の[特徴]{とくちょう:trait}として[正]{ただ:correct}しいのはどれか。",[177,180,183,186],{"label":82,"jp":178,"en":179},"[全]{すべ:all}ての[労働]{ろうどう:workers}[者]{しゃ:workers}に[適用]{てきよう:applied}される","Applies to all workers",{"label":86,"jp":181,"en":182},"[年収]{ねんしゅう:annual income}1075[万円]{まんえん:10k yen}[以上]{いじょう:or more}など[要件]{ようけん:conditions}を[満]{み:meeting}たす[専門]{せんもん:specialized}[業務]{ぎょうむ:work}[従事]{じゅうじ:engagement}[者]{しゃ:workers}を[時間]{じかん:time}[規制]{きせい:regulation}の[対象外]{たいしょうがい:exempt}とする[制度]{せいど:system}","An exemption-from-time-regulation system for specialized workers meeting conditions like ¥10.75M+ annual income",{"label":90,"jp":184,"en":185},"[最低]{さいてい:minimum}[賃金]{ちんぎん:wage}を[引]{ひ:raise}き[上]{あ:raise}げる[制度]{せいど:system}","A system to raise minimum wage",{"label":94,"jp":187,"en":188},"[新卒]{しんそつ:new graduate}[採用]{さいよう:hiring}を[増]{ふ:increase}やす[制度]{せいど:system}","A system to increase new-graduate hiring",{"en":190,"jp":191},"Created in 2019, kōpro is limited to specialized roles (finance dealing, consulting, research, etc.) at ¥10.75M+ income; these workers are exempt from time regulations and don't receive overtime pay.","[高プロ]{こうぷろ:HP}は2019[年]{ねん:year}[創設]{そうせつ:created}、[年収]{ねんしゅう:income}1075[万円]{まんえん:10k yen}[以上]{いじょう:or more}+[特定]{とくてい:specific}[専門]{せんもん:specialized}[業務]{ぎょうむ:work}（[金融]{きんゆう:finance}ディーリング・コンサル・[研究]{けんきゅう:research}など）に[限定]{げんてい:limited}し、[時間]{じかん:time}[規制]{きせい:regulation}の[対象外]{たいしょうがい:exempt}とする。[残業]{ざんぎょう:overtime}[代]{だい:pay}も[支払]{しはら:paid}われない。",[193],"koupuro"]