[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"article:roukikihou-kihon":3},{"meta":4,"markdown":79,"quiz":80},{"type":5,"articleId":6,"slug":7,"title":8,"titleEn":9,"category":10,"summary":11,"publishedAt":12,"image":13,"vocabulary":14,"quizId":78},"article","law-roukikihou-kihon","roukikihou-kihon","労働基準法の基本 — 労働時間・休憩・残業規制","Fundamentals of the Labor Standards Act — Working Hours, Breaks, and Overtime Regulation","law","Comprehensive exam-prep article on the Japanese Labor Standards Act (労働基準法) covering statutory working hours (Art. 32: 8h\u002Fday, 40h\u002Fweek), mandatory breaks (Art. 34: 45min for 6h+, 1h for 8h+), statutory holidays (Art. 35: 1 day\u002Fweek or 4 days\u002F4 weeks), the 36-Agreement system for overtime (Art. 36) including the 2019 reform's binding upper limits and special clauses, premium-wage rates (Art. 37: 25% overtime, 25% late-night, 35% holiday, 50% for over 60 hours\u002Fmonth), and penalties for violations.\n","2026-04-27T00:00:00Z","https:\u002F\u002Fimages.yamiyomi.com\u002Flaw-roukikihou-kihon.png",[15,20,24,29,33,37,41,45,49,53,57,61,65,70,74],{"word":16,"reading":17,"meaning":18,"level":19},"労働基準法","ろうどうきじゅんほう","Labor Standards Act","N1",{"word":21,"reading":22,"meaning":23,"level":19},"法定労働時間","ほうていろうどうじかん","statutory working hours",{"word":25,"reading":26,"meaning":27,"level":28},"休憩時間","きゅうけいじかん","break time","N3",{"word":30,"reading":31,"meaning":32,"level":19},"法定休日","ほうていきゅうじつ","statutory holiday",{"word":34,"reading":35,"meaning":36,"level":19},"時間外労働","じかんがいろうどう","overtime work",{"word":38,"reading":39,"meaning":40,"level":19},"三六協定","さぶろくきょうてい","36-Agreement (labor-management overtime agreement)",{"word":42,"reading":43,"meaning":44,"level":19},"割増賃金","わりましちんぎん","premium wages",{"word":46,"reading":47,"meaning":48,"level":19},"深夜労働","しんやろうどう","late-night work",{"word":50,"reading":51,"meaning":52,"level":19},"上限規制","じょうげんきせい","upper-limit regulation",{"word":54,"reading":55,"meaning":56,"level":19},"特別条項","とくべつじょうこう","special clause",{"word":58,"reading":59,"meaning":60,"level":19},"罰則","ばっそく","penalty",{"word":62,"reading":63,"meaning":64,"level":19},"労使協定","ろうしきょうてい","labor-management agreement",{"word":66,"reading":67,"meaning":68,"level":69},"違反","いはん","violation","N2",{"word":71,"reading":72,"meaning":73,"level":69},"使用者","しようしゃ","employer",{"word":75,"reading":76,"meaning":77,"level":69},"従業員","じゅうぎょういん","employee","law-labor-quiz","\n::heading\n[労働基準法]{ろうどうきじゅんほう:Labor Standards Act:N1}とは\n\n#en\nWhat is the Labor Standards Act?\n::\n\n::para\n[労働基準法]{ろうどうきじゅんほう:Labor Standards Act:N1}（[略称]{りゃくしょう:abbreviation:N1}「[労基法]{ろうきほう:LSA:N1}」）は、1947[年]{ねん:year:N5}に[制定]{せいてい:enacted:N3}された[労働者]{ろうどうしゃ:worker:N3}を[保護]{ほご:protect:N1}するための[最低]{さいてい:minimum:N2}[基準]{きじゅん:standards:N1}を[定めた]{さだめた:stipulated:N3}[法律]{ほうりつ:law:N2}です。[使用者]{しようしゃ:employer:N4}が[守る]{まもる:to comply with:N3}べき[労働条件]{ろうどうじょうけん:working conditions:N1}の[最低]{さいてい:minimum:N2}[ライン]{らいん:line}を[規定]{きてい:provides:N3}し、[違反]{いはん:violation:N3}した[場合]{ばあい:case:N3}には[刑事]{けいじ:criminal:N1}[罰則]{ばっそく:penalty:N1}が[科せられます]{かせられます:is imposed:N3}。[本記事]{ほんきじ:this article:N3}では、[労働時間]{ろうどうじかん:working hours:N3}・[休憩]{きゅうけい:breaks:N1}・[休日]{きゅうじつ:holidays:N5}・[残業]{ざんぎょう:overtime:N3}に[関する]{かんする:regarding:N3}[基本]{きほん:basic:N1}[ルール]{るーる:rules}を[整理]{せいり:organize:N1}します。\n\n#en\nThe Labor Standards Act (LSA, \"Roukihou\"), enacted in 1947, is the law that establishes minimum standards for protecting workers. It defines the minimum working conditions employers must comply with, and violations carry criminal penalties. This article organizes the basic rules concerning working hours, breaks, holidays, and overtime.\n::\n\n::heading\n[法定労働時間]{ほうていろうどうじかん:statutory working hours:N3}（[第]{だい:art.:N1}32[条]{じょう:article:N1}）\n\n#en\nStatutory Working Hours (Article 32)\n::\n\n::para\n[労基法]{ろうきほう:LSA:N1}[第]{だい:art.:N1}32[条]{じょう:article:N1}は、[使用者]{しようしゃ:employer:N4}が[労働者]{ろうどうしゃ:worker:N3}に[働かせて]{はたらかせて:to make work:N3}よい[最大]{さいだい:maximum:N3}[時間]{じかん:hours:N5}を「1[日]{にち:day:N5}8[時間]{じかん:hours:N5}・1[週]{しゅう:week:N4}40[時間]{じかん:hours:N5}」と[定めて]{さだめて:stipulates:N3}います。これを[超えて]{こえて:exceeding:N2}[労働]{ろうどう:work:N3}させるには、[後述]{こうじゅつ:as described later:N2}する[三六協定]{さぶろくきょうてい:36-Agreement:N2}の[締結]{ていけつ:conclusion:N1}と[届出]{とどけで:filing:N2}が[必須]{ひっす:essential:N1}です。なお、[商業]{しょうぎょう:commercial:N3}・[映画]{えいが:film:N4}・[保健衛生]{ほけんえいせい:health and hygiene:N1}・[接客娯楽]{せっきゃくごらく:hospitality:N1}[業]{ぎょう:industry:N4}で[常時]{じょうじ:routinely:N3}10[人]{にん:people:N5}[未満]{みまん:fewer than:N3}を[使用]{しよう:employ:N4}する[事業場]{じぎょうじょう:workplace:N4}では[特例]{とくれい:special exception:N3}として[週]{しゅう:week:N4}44[時間]{じかん:hours:N5}まで[認められて]{みとめられて:is permitted:N3}います。\n\n#en\nLSA Article 32 sets the maximum hours an employer may have a worker work as \"8 hours per day and 40 hours per week.\" Exceeding these limits requires conclusion and filing of a 36-Agreement (described below). As a special exception, workplaces in commerce, film, health, or hospitality industries that routinely employ fewer than 10 people may go up to 44 hours per week.\n::\n\n::heading\n[休憩時間]{きゅうけいじかん:break time:N1}（[第]{だい:art.:N1}34[条]{じょう:article:N1}）\n\n#en\nBreak Time (Article 34)\n::\n\n::para\n[労基法]{ろうきほう:LSA:N1}[第]{だい:art.:N1}34[条]{じょう:article:N1}は[休憩]{きゅうけい:breaks:N1}について、[労働時間]{ろうどうじかん:working hours:N3}が6[時間]{じかん:hours:N5}を[超える]{こえる:exceeds:N2}[場合]{ばあい:case:N3}は[少なくとも]{すくなくとも:at least:N4}45[分]{ふん:minutes:N5}、8[時間]{じかん:hours:N5}を[超える]{こえる:exceeds:N2}[場合]{ばあい:case:N3}は[少なくとも]{すくなくとも:at least:N4}60[分]{ふん:minutes:N5}（1[時間]{じかん:hour:N5}）の[休憩]{きゅうけい:breaks:N1}を[労働時間]{ろうどうじかん:working hours:N3}の[途中]{とちゅう:middle:N3}に[与えなければ]{あたえなければ:must give:N3}ならないと[規定]{きてい:stipulates:N3}しています。[休憩]{きゅうけい:breaks:N1}は①[途中]{とちゅう:middle:N3}[付与]{ふよ:grant:N3}、②[一斉]{いっせい:simultaneous:N1}[付与]{ふよ:grant:N3}、③[自由]{じゆう:free:N3}[利用]{りよう:use:N3}の[三原則]{さんげんそく:three principles:N2}が[適用]{てきよう:applies:N3}され、[電話]{でんわ:phone:N5}[当番]{とうばん:duty:N3}など[手待ち]{てまち:on-call:N4}[時間]{じかん:time:N5}は[休憩]{きゅうけい:break:N1}に[該当]{がいとう:fall under:N1}しません。\n\n#en\nLSA Article 34 stipulates that for working hours exceeding 6 hours, employers must grant at least 45 minutes of break, and for hours exceeding 8 hours, at least 60 minutes (1 hour), given during the workday. Three principles apply to breaks: (1) granted mid-shift, (2) granted simultaneously to all workers, and (3) free to use as the worker chooses. On-call time such as phone duty does not count as a break.\n::\n\n::callout\n[暗記]{あんき:memorize:N3}[ポイント]{ぽいんと:point}：6[時間]{じかん:hours:N5}「[ちょうど]{ちょうど:exactly}」は[休憩]{きゅうけい:break:N1}[ゼロ]{ぜろ:zero}でもOK。「6[時間]{じかん:hours:N5}を[超え]{こえ:exceeding:N2}」が[条件]{じょうけん:condition:N1}なので、6[時間]{じかん:hours:N5}1[分]{ぷん:minute:N5}から45[分]{ふん:minutes:N5}の[休憩]{きゅうけい:break:N1}が[必要]{ひつよう:necessary:N3}になります。\n\n#en\nMemorize: working \"exactly\" 6 hours requires no break. The trigger is \"exceeding 6 hours\" — so from 6 hours and 1 minute onward, the 45-minute break becomes mandatory.\n::\n\n::heading\n[法定休日]{ほうていきゅうじつ:statutory holiday:N3}（[第]{だい:art.:N1}35[条]{じょう:article:N1}）\n\n#en\nStatutory Holidays (Article 35)\n::\n\n::para\n[労基法]{ろうきほう:LSA:N1}[第]{だい:art.:N1}35[条]{じょう:article:N1}は、[使用者]{しようしゃ:employer:N4}は[毎週]{まいしゅう:every week:N4}[少なくとも]{すくなくとも:at least:N4}1[日]{にち:day:N5}の[休日]{きゅうじつ:holiday:N5}を[与えなければ]{あたえなければ:must grant:N3}ならないと[定めて]{さだめて:stipulates:N3}います。これを[週休制]{しゅうきゅうせい:weekly holiday system:N3}と[いいます]{いいます:call}。ただし、4[週間]{しゅうかん:weeks:N4}を[通じ]{つうじ:through:N4}4[日]{にち:days:N5}[以上]{いじょう:or more:N4}の[休日]{きゅうじつ:holidays:N5}を[与えれば]{あたえれば:if granted:N3}よい「[変形]{へんけい:variable:N3}[週休制]{しゅうきゅうせい:weekly holiday system:N3}」も[認められて]{みとめられて:is permitted:N3}います（[第]{だい:art.:N1}35[条]{じょう:article:N1}[第]{だい:para.:N1}2[項]{こう:paragraph:N1}）。[国民]{こくみん:national:N3}の[祝日]{しゅくじつ:holidays:N2}や[年末年始]{ねんまつねんし:year-end and New Year:N3}は[法定]{ほうてい:statutory:N3}の[休日]{きゅうじつ:holiday:N5}ではなく、[就業規則]{しゅうぎょうきそく:work rules:N1}で[定める]{さだめる:set:N3}「[所定]{しょてい:designated:N3}[休日]{きゅうじつ:holiday:N5}」です。\n\n#en\nLSA Article 35 stipulates that employers must grant at least one day of holiday per week — the \"weekly holiday system.\" Alternatively, the law permits a \"variable weekly holiday system\" granting 4 or more holidays over a 4-week period (Art. 35 para. 2). National public holidays and the New Year period are not statutory holidays but \"designated holidays\" set by company work rules.\n::\n\n::heading\n[時間外労働]{じかんがいろうどう:overtime work:N3}と[三六協定]{さぶろくきょうてい:36-Agreement:N2}（[第]{だい:art.:N1}36[条]{じょう:article:N1}）\n\n#en\nOvertime Work and the 36-Agreement (Article 36)\n::\n\n::para\n[法定労働時間]{ほうていろうどうじかん:statutory working hours:N3}や[法定休日]{ほうていきゅうじつ:statutory holidays:N3}を[超える]{こえる:exceeding:N2}[労働]{ろうどう:work:N3}を[命じる]{めいじる:to order:N3}には、[使用者]{しようしゃ:employer:N4}と[労働者]{ろうどうしゃ:worker:N3}の[過半数]{かはんすう:majority:N3}を[代表]{だいひょう:represent:N3}する[者]{もの:person:N4}（[労組]{ろうそ:labor union:N3}または[従業員]{じゅうぎょういん:employee:N1}[代表]{だいひょう:representative:N3}）との[書面]{しょめん:written:N3}[協定]{きょうてい:agreement:N2}を[結び]{むすび:to conclude:N1}、[所轄]{しょかつ:competent:N1}[労働基準監督署]{ろうどうきじゅんかんとくしょ:Labor Standards Inspection Office:N1}に[届け出る]{とどけでる:to file:N2}[必要]{ひつよう:need:N3}があります。これが[労基法]{ろうきほう:LSA:N1}[第]{だい:art.:N1}36[条]{じょう:article:N1}に[基づく]{もとづく:based on:N1}ため[三六協定]{さぶろくきょうてい:36-Agreement:N2}と[呼ばれて]{よばれて:is called:N3}います。[届出]{とどけで:filing:N2}なしの[残業]{ざんぎょう:overtime:N3}は[即]{そく:immediately:N1}[違法]{いほう:illegal:N3}となります。\n\n#en\nTo order work exceeding the statutory working hours or on a statutory holiday, the employer must conclude a written agreement with a representative of the majority of workers (the labor union, or an elected employee representative) and file it with the competent Labor Standards Inspection Office. Because this is based on LSA Article 36, it is called a \"36-Agreement (Sabu-roku Kyoutei).\" Overtime without this filing is immediately illegal.\n::\n\n::heading\n2019[年]{ねん:year:N5}[改正]{かいせい:reform:N2}による[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}\n\n#en\nOvertime Upper-Limit Regulation Introduced by the 2019 Reform\n::\n\n::para\n[働き方]{はたらきかた:work-style:N3}[改革]{かいかく:reform:N2}[関連法]{かんれんほう:related laws:N3}により、2019[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2020[年]{ねん:year:N5}4[月]{がつ:month:N5}）から[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[上限]{じょうげん:upper limit:N3}が[初めて]{はじめて:for the first time:N3}[法律]{ほうりつ:law:N2}に[明記]{めいき:explicitly stated:N3}されました。[原則]{げんそく:principle:N2}：[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}が[上限]{じょうげん:limit:N3}です。これは[改正前]{かいせいぜん:before reform:N2}の[告示]{こくじ:notice:N3}による[目安]{めやす:guideline:N4}に[等しい]{ひとしい:equal to:N3}[数字]{すうじ:figure:N3}ですが、[今回]{こんかい:this time:N3}[法定]{ほうてい:statutory:N3}[化]{か:into:N3}されたことで[違反]{いはん:violation:N3}には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[科される]{かされる:is imposed:N3}ようになりました。\n\n#en\nUnder the Work-Style Reform Related Laws, from April 2019 (April 2020 for SMEs), penalty-backed upper limits on overtime were written into law for the first time. The principle: 45 hours per month and 360 hours per year. These figures match the previous administrative guideline, but with statutory force, violations now carry up to 6 months' imprisonment or a fine of up to 300,000 yen.\n::\n\n::heading\n[特別条項付き]{とくべつじょうこうつき:with special clause:N1}[三六協定]{さぶろくきょうてい:36-Agreement:N2}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 a 36-Agreement With a Special Clause\n::\n\n::para\n[臨時]{りんじ:temporary:N1}・[特別]{とくべつ:special:N4}な[事情]{じじょう:circumstances:N3}がある[場合]{ばあい:case:N3}は[特別条項]{とくべつじょうこう:special clause:N1}を[付ける]{つける:attach:N3}ことで[原則]{げんそく:principle:N2}を[超えて]{こえて:exceeding:N2}[残業]{ざんぎょう:overtime:N3}を[命じる]{めいじる:order:N3}ことができますが、[次の]{つぎの:the following:N3}[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}を[超えること]{こえること:to exceed:N2}はできません。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}、③[休日]{きゅうじつ:holiday:N5}[労働]{ろうどう:work:N3}[含み]{ふくみ:including:N2}2〜6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}を[超える]{こえる:exceed:N2}ことは[年]{ねん:year:N5}6[回]{かい:times:N3}まで。これは[いわゆる]{いわゆる:so-called}[過労死]{かろうし:death from overwork:N3}[ライン]{らいん:line}（[月]{つき:month:N5}80〜100[時間]{じかん:hours:N5}の[残業]{ざんぎょう:overtime:N3}）を[意識]{いしき:considering:N3}した[基準]{きじゅん:standards:N1}です。\n\n#en\nWith a special clause for temporary or special circumstances, employers may order overtime exceeding the principle, but cannot exceed these four absolute limits: (1) within 720 hours per year, (2) less than 100 hours per month including holiday work, (3) average within 80 hours per month over 2-6 months including holiday work, and (4) the principle of 45 hours per month may be exceeded only 6 times per year. These standards are designed around the \"karoshi line\" (80-100 monthly overtime hours associated with death from overwork).\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[正しい]{ただしい:correct:N4}[表現]{ひょうげん:wording:N3}。100[時間]{じかん:hours:N5}[ジャスト]{じゃすと:exactly}でも[違法]{いほう:illegal:N3}になります。\n\n#en\nCommon trick question: the correct wording is \"less than 100 hours\" — NOT \"100 hours or less.\" Exactly 100 hours is already illegal.\n::\n\n::heading\n[割増賃金]{わりましちんぎん:premium wages:N1}（[第]{だい:art.:N1}37[条]{じょう:article:N1}）\n\n#en\nPremium Wages (Article 37)\n::\n\n::para\n[労基法]{ろうきほう:LSA:N1}[第]{だい:art.:N1}37[条]{じょう:article:N1}は、[時間外]{じかんがい:overtime:N5}・[休日]{きゅうじつ:holiday:N5}・[深夜]{しんや:late-night:N3}[労働]{ろうどう:work:N3}に[対し]{たいし:for:N3}[通常]{つうじょう:normal:N3}の[賃金]{ちんぎん:wages:N1}に[上乗せ]{うわのせ:on top of:N3}した[割増]{わりまし:premium:N3}を[支払う]{しはらう:pay:N3}ことを[義務付けて]{ぎむづけて:obligates:N1}います。[割増率]{わりましりつ:premium rate:N1}は[次の]{つぎの:the following:N3}[通り]{とおり:as follows:N4}：[時間外]{じかんがい:overtime:N5}（[法定労働時間]{ほうていろうどうじかん:statutory hours:N3}を[超える]{こえる:exceed:N2}[部分]{ぶぶん:portion:N3}）25%[以上]{いじょう:or more:N4}、[深夜]{しんや:late-night:N3}（22[時]{じ:hours:N5}〜[翌]{よく:next:N2}5[時]{じ:hours:N5}）25%[以上]{いじょう:or more:N4}、[法定休日]{ほうていきゅうじつ:statutory holiday:N3}[労働]{ろうどう:work:N3}35%[以上]{いじょう:or more:N4}。[時間外]{じかんがい:overtime:N5}と[深夜]{しんや:late-night:N3}が[重なる]{かさなる:overlap:N4}と50%、[休日]{きゅうじつ:holiday:N5}と[深夜]{しんや:late-night:N3}は60%となります。\n\n#en\nLSA Article 37 obligates employers to pay a premium on top of normal wages for overtime, holiday, and late-night work. The rates are: overtime (portion exceeding statutory hours) 25% or more, late-night (10 PM-5 AM) 25% or more, and statutory holiday work 35% or more. When overtime overlaps with late-night, the premium becomes 50%; holiday plus late-night becomes 60%.\n::\n\n::para\n[月]{つき:month:N5}60[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}に[ついては]{については:regarding}、2010[年]{ねん:year:N5}[改正]{かいせい:amendment:N2}で[大企業]{だいきぎょう:large corporations:N1}に50%[以上]{いじょう:or more:N4}の[割増率]{わりましりつ:premium rate:N1}が[適用]{てきよう:applies:N3}されていましたが、2023[年]{ねん:year:N5}4[月]{がつ:month:N5}から[中小企業]{ちゅうしょうきぎょう:SMEs:N1}にも[同じ]{おなじ:same:N4}50%が[拡大]{かくだい:extended:N1}されました。これにより[全]{ぜん:all:N3}[企業]{きぎょう:companies:N1}で[月]{つき:month:N5}60[時間]{じかん:hours:N5}を[超える]{こえる:exceeding:N2}[残業]{ざんぎょう:overtime:N3}は[最低]{さいてい:minimum:N2}50%[割増]{わりまし:premium:N3}が[必須]{ひっす:mandatory:N1}です。\n\n#en\nFor overtime exceeding 60 hours per month, the 2010 amendment applied a 50%-or-more premium to large corporations. From April 2023, the same 50% rate was extended to SMEs as well. As a result, overtime exceeding 60 hours per month at any company carries a mandatory minimum 50% premium.\n::\n\n::heading\n[管理監督者]{かんりかんとくしゃ:managerial supervisor:N1}の[扱い]{あつかい:treatment:N1}（[第]{だい:art.:N1}41[条]{じょう:article:N1}）\n\n#en\nTreatment of Managerial Supervisors (Article 41)\n::\n\n::para\n[労基法]{ろうきほう:LSA:N1}[第]{だい:art.:N1}41[条]{じょう:article:N1}は、[監督]{かんとく:supervisory:N1}[または]{または:or}[管理]{かんり:management:N2}の[地位]{ちい:position:N3}にある[者]{もの:person:N4}（いわゆる「[管理監督者]{かんりかんとくしゃ:managerial supervisor:N1}」）について、[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}の[規定]{きてい:provisions:N3}を[適用]{てきよう:apply:N3}しないと[定めて]{さだめて:stipulates:N3}います。ただし、[深夜]{しんや:late-night:N3}[割増]{わりまし:premium:N3}は[適用]{てきよう:applies:N3}されることに[注意]{ちゅうい:caution:N4}が[必要]{ひつよう:necessary:N3}です。「[名ばかり管理職]{なばかりかんりしょく:manager in name only:N2}」[問題]{もんだい:issue:N4}として[肩書]{かたがき:title:N2}だけでは[管理監督者]{かんりかんとくしゃ:managerial supervisor:N1}に[該当]{がいとう:qualify:N1}せず、①[経営]{けいえい:management:N2}と[一体]{いったい:integrated:N4}の[立場]{たちば:position:N4}、②[出退勤]{しゅったいきん:attendance:N3}の[自由]{じゆう:freedom:N3}、③[ふさわしい]{ふさわしい:appropriate}[待遇]{たいぐう:compensation:N1}の[三要素]{さんようそ:three elements:N1}が[実態]{じったい:in practice:N1}として[必要]{ひつよう:required:N3}と[判例]{はんれい:case law:N3}は[示して]{しめして:indicates:N3}います。\n\n#en\nLSA Article 41 stipulates that for persons in supervisory or management positions (so-called \"managerial supervisors\"), the provisions on working hours, breaks, and holidays do not apply. Note, however, that the late-night premium does still apply. Regarding the \"manager in name only\" problem, case law shows that a title alone does not qualify someone as a managerial supervisor — three substantive elements are required: (1) integration with management, (2) freedom over attendance, and (3) appropriate compensation.\n::\n\n::heading\n[違反]{いはん:violations:N3}と[罰則]{ばっそく:penalties:N1}\n\n#en\nViolations and Penalties\n::\n\n::para\n[労基法]{ろうきほう:LSA:N1}[違反]{いはん:violation:N3}には[罰則]{ばっそく:penalties:N1}が[科せられ]{かせられ:are imposed:N3}、[使用者]{しようしゃ:employer:N4}（[法人]{ほうじん:legal entity:N3}と[行為者]{こういしゃ:actor:N1}の[両方]{りょうほう:both:N3}）が[処罰]{しょばつ:punishment:N1}の[対象]{たいしょう:target:N2}になります（[両罰規定]{りょうばつきてい:dual-penalty provision:N1}・[第]{だい:art.:N1}121[条]{じょう:article:N1}）。[主要]{しゅよう:main:N3}な[罰則]{ばっそく:penalties:N1}：[労働時間]{ろうどうじかん:working hours:N3}（[第]{だい:art.:N1}32[条]{じょう:article:N1}）・[休憩]{きゅうけい:break:N1}（[第]{だい:art.:N1}34[条]{じょう:article:N1}）・[休日]{きゅうじつ:holiday:N5}（[第]{だい:art.:N1}35[条]{じょう:article:N1}）・[割増賃金]{わりましちんぎん:premium wages:N1}（[第]{だい:art.:N1}37[条]{じょう:article:N1}）[違反]{いはん:violation:N3}は6か[月]{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}（[第]{だい:art.:N1}119[条]{じょう:article:N1}）。[強制]{きょうせい:forced:N3}[労働]{ろうどう:labor:N3}（[第]{だい:art.:N1}5[条]{じょう:article:N1}）[違反]{いはん:violation:N3}は1[年]{ねん:year:N5}[以上]{いじょう:or more:N4}10[年]{ねん:year:N5}[以下]{いか:or less:N4}の[懲役]{ちょうえき:imprisonment:N1}または20[万]{まん:10,000:N5}〜300[万]{まん:10,000:N5}[円]{えん:yen:N5}の[罰金]{ばっきん:fine:N1}と[最も]{もっとも:most:N3}[重い]{おもい:severe:N4}[罰則]{ばっそく:penalty:N1}になっています（[第]{だい:art.:N1}117[条]{じょう:article:N1}）。\n\n#en\nLSA violations carry penalties, with both the legal entity and the individual actor subject to punishment (dual-penalty provision, Art. 121). Main penalties: violations of working hours (Art. 32), breaks (Art. 34), holidays (Art. 35), and premium wages (Art. 37) carry up to 6 months' imprisonment or a fine of up to 300,000 yen (Art. 119). Forced labor (Art. 5) violations carry the most severe penalty: 1-10 years' imprisonment or a fine of 200,000 to 3,000,000 yen (Art. 117).\n::\n\n::heading\n[労働基準監督署]{ろうどうきじゅんかんとくしょ:Labor Standards Inspection Office:N1}の[役割]{やくわり:role:N3}\n\n#en\nRole of the Labor Standards Inspection Office\n::\n\n::para\n[労基法]{ろうきほう:LSA:N1}の[執行]{しっこう:enforcement:N1}は[厚生労働省]{こうせいろうどうしょう:Ministry of Health, Labour and Welfare:N2}の[出先]{でさき:branch:N5}[機関]{きかん:agency:N3}である[労働基準監督署]{ろうどうきじゅんかんとくしょ:Labor Standards Inspection Office:N1}（「[労基署]{ろうきしょ:Roukisho:N1}」）が[担当]{たんとう:in charge of:N2}します。[労働基準監督官]{ろうどうきじゅんかんとくかん:Labor Standards Inspector:N1}は[特別]{とくべつ:special:N4}[司法]{しほう:judicial:N1}[警察]{けいさつ:police:N3}[職員]{しょくいん:officer:N3}として[事業場]{じぎょうじょう:workplace:N4}への[立入]{たちいり:on-site:N4}[調査]{ちょうさ:inspection:N2}（[臨検]{りんけん:inspection:N1}）、[帳簿]{ちょうぼ:books:N1}・[書類]{しょるい:documents:N3}の[提出]{ていしゅつ:submission:N1}[要求]{ようきゅう:request:N3}、[使用者]{しようしゃ:employer:N4}・[労働者]{ろうどうしゃ:worker:N3}への[尋問]{じんもん:interrogation:N1}、[逮捕]{たいほ:arrest:N1}・[送検]{そうけん:referral to prosecution:N1}まで[行う]{おこなう:to perform:N5}[権限]{けんげん:authority:N3}を[持って]{もって:has:N4}います（[第]{だい:art.:N1}101[条]{じょう:article:N1}〜[第]{だい:art.:N1}102[条]{じょう:article:N1}）。\n\n#en\nEnforcement of the LSA is handled by the Labor Standards Inspection Office (\"Roukisho\"), a branch agency of the Ministry of Health, Labour and Welfare. Labor Standards Inspectors are special judicial police officers with authority to conduct on-site workplace inspections, request submission of records and documents, interrogate employers and workers, and even arrest and refer cases to prosecution (Articles 101-102).\n::\n\n::heading\n[実務]{じつむ:practical:N3}での[注意点]{ちゅういてん:cautions:N3}\n\n#en\nPractical Cautions in the Workplace\n::\n\n::para\n[企業]{きぎょう:companies:N1}が[特に]{とくに:particularly:N4}[注意]{ちゅうい:caution:N4}すべき[ポイント]{ぽいんと:points}を[整理]{せいり:organize:N1}します。①[勤怠]{きんたい:attendance:N1}[管理]{かんり:management:N2}は[客観的]{きゃっかんてき:objective:N3}な[方法]{ほうほう:method:N3}（[タイムカード]{たいむかーど:time card}・[ICカード]{あいしーかーど:IC card}・[PC]{ぴーしー:PC}[ログ]{ろぐ:logs}など）で[行う]{おこなう:perform:N5}ことが2017[年]{ねん:year:N5}[ガイドライン]{がいどらいん:guideline}で[義務化]{ぎむか:made mandatory:N1}されています。②[労働時間]{ろうどうじかん:working hours:N3}には[着替え]{きがえ:changing clothes:N2}、[朝礼]{ちょうれい:morning meeting:N3}、[研修]{けんしゅう:training:N1}、[移動]{いどう:travel:N2}[時間]{じかん:time:N5}など[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[時間]{じかん:time:N5}は[全て]{すべて:all:N3}[含まれます]{ふくまれます:included:N2}（[最高裁]{さいこうさい:Supreme Court:N1}[平成]{へいせい:Heisei:N3}12[年]{ねん:year:N5}3[月]{がつ:month:N5}9[日]{にち:day:N5}・[三菱重工長崎造船所]{みつびしじゅうこうながさきぞうせんじょ:Mitsubishi Heavy Industries Nagasaki Shipyard:N1}[判決]{はんけつ:ruling:N3}）。③[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[従来]{じゅうらい:previous:N1}の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（[当面]{とうめん:for the time being:N3}3[年]{ねん:years:N5}、[将来的]{しょうらいてき:eventually:N2}に5[年]{ねん:years:N5}に[揃える]{そろえる:align:N1}[予定]{よてい:planned:N3}）。\n\n#en\nCompanies should pay particular attention to: (1) The 2017 guideline mandates objective attendance management (time cards, IC cards, PC logs, etc.). (2) Working hours include all time under the employer's command — changing clothes, morning meetings, training, travel time, etc. (Supreme Court ruling, Mitsubishi Heavy Industries Nagasaki Shipyard, March 9, 2000). (3) The statute of limitations for unpaid overtime was extended from 2 to 3 years in the 2020 amendment (currently 3 years, scheduled to align to 5 years in the future).\n::\n\n::callout\n[試験対策]{しけんたいさく:exam preparation:N1}まとめ：①[第]{だい:art.:N1}32[条]{じょう:article:N1}＝1[日]{にち:day:N5}8h・[週]{しゅう:week:N4}40h。②[第]{だい:art.:N1}34[条]{じょう:article:N1}＝6h[超]{ちょう:over:N2}45[分]{ふん:min:N5}・8h[超]{ちょう:over:N2}1h、[途中]{とちゅう:middle:N3}・[一斉]{いっせい:simultaneous:N1}・[自由]{じゆう:free:N3}の[三原則]{さんげんそく:three principles:N2}。③[第]{だい:art.:N1}35[条]{じょう:article:N1}＝[週]{しゅう:week:N4}1[日]{にち:day:N5}or 4[週]{しゅう:weeks:N4}4[日]{にち:days:N5}。④[三六協定]{さぶろくきょうてい:36-Agreement:N2}＝[届出]{とどけで:filing:N2}[必須]{ひっす:essential:N1}・[原則]{げんそく:principle:N2}[月]{つき:month:N5}45h\u002F[年]{ねん:year:N5}360h。⑤[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:limit: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}まで。⑥[割増率]{わりましりつ:premium:N1}＝[時間外]{じかんがい:OT:N5}25%・[深夜]{しんや:late-night:N3}25%・[休日]{きゅうじつ:holiday:N5}35%・[月]{つき:month:N5}60h[超]{ちょう:over:N2}50%。⑦[管理監督者]{かんりかんとくしゃ:manager:N1}でも[深夜]{しんや:late-night:N3}[割増]{わりまし:premium:N3}は[適用]{てきよう:applies:N3}。\n\n#en\nEXAM SUMMARY: (1) Art. 32 = 8h\u002Fday, 40h\u002Fweek. (2) Art. 34 = 45min over 6h, 1h over 8h; three principles: mid-shift, simultaneous, free use. (3) Art. 35 = 1 day\u002Fweek OR 4 days\u002F4 weeks. (4) 36-Agreement = filing essential; principle 45h\u002Fmonth, 360h\u002Fyear. (5) Special-clause absolute limits = 720h\u002Fyear, less than 100h\u002Fmonth, 80h average, max 6 times\u002Fyear. (6) Premium rates = 25% OT, 25% late-night, 35% holiday, 50% over 60h\u002Fmonth. (7) Even managerial supervisors are subject to the late-night premium.\n::\n",{"id":78,"title":81,"titleEn":82,"topicPath":10,"questions":83},"労働基準法と有給休暇確認テスト","Labor Standards Act and Paid Leave Check Test",[84,111,130,153,177,200,222,239],{"id":85,"articleId":6,"question":86,"options":89,"correctLabel":91,"explanation":106,"tags":109},"law-labor-quiz-q01",{"en":87,"jp":88},"What statutory working hours does Article 32 of the Labor Standards Act stipulate?","[労働基準法]{ろうどうきじゅんほう}[第32条]{だいさんじゅうにじょう}が[定]{さだ}める[法定労働時間]{ほうていろうどうじかん}は？",[90,94,98,102],{"label":91,"jp":92,"en":93},"ア","[1日]{いちにち}[8時間]{はちじかん}・[週]{しゅう}[40時間]{よんじゅうじかん}","8 hours\u002Fday, 40 hours\u002Fweek",{"label":95,"jp":96,"en":97},"イ","[1日]{いちにち}[10時間]{じゅうじかん}・[週]{しゅう}[50時間]{ごじゅうじかん}","10 hours\u002Fday, 50 hours\u002Fweek",{"label":99,"jp":100,"en":101},"ウ","[1日]{いちにち}[6時間]{ろくじかん}・[週]{しゅう}[30時間]{さんじゅうじかん}","6 hours\u002Fday, 30 hours\u002Fweek",{"label":103,"jp":104,"en":105},"エ","[1日]{いちにち}[12時間]{じゅうにじかん}・[週]{しゅう}[60時間]{ろくじゅうじかん}","12 hours\u002Fday, 60 hours\u002Fweek",{"en":107,"jp":108},"Article 32 of the Labor Standards Act sets statutory working hours at 8 hours\u002Fday and 40 hours\u002Fweek.","[労基法]{ろうきほう}[32条]{さんじゅうにじょう}は[1日]{いちにち}[8時間]{はちじかん}・[週]{しゅう}[40時間]{よんじゅうじかん}を[法定労働時間]{ほうていろうどうじかん}と[定]{さだ}めているとされます。",[110],"working-hours",{"id":112,"articleId":6,"question":113,"options":116,"correctLabel":99,"explanation":125,"tags":128},"law-labor-quiz-q02",{"en":114,"jp":115},"What is the basic premium rate for overtime work?","[時間外労働]{じかんがいろうどう}（[残業]{ざんぎょう}）の[基本]{きほん}の[割増賃金率]{わりましちんぎんりつ}は？",[117,119,121,123],{"label":91,"jp":118,"en":118},"10%",{"label":95,"jp":120,"en":120},"15%",{"label":99,"jp":122,"en":122},"25%",{"label":103,"jp":124,"en":124},"50%",{"en":126,"jp":127},"The basic overtime premium is 25%; late-night work is also 25%; holiday work is 35%; and overtime exceeding 60 hours is 50%.","[時間外労働]{じかんがいろうどう}の[基本]{きほん}[割増]{わりまし}は[25%]{にじゅうごぱーせんと}とされ、[深夜労働]{しんやろうどう}も[25%]{にじゅうごぱーせんと}、[休日労働]{きゅうじつろうどう}は[35%]{さんじゅうごぱーせんと}、[60時間超]{ろくじゅうじかんちょう}の[残業]{ざんぎょう}は[50%]{ごじゅうぱーせんと}と[されています]{:said to be}。",[129],"overtime",{"id":131,"articleId":6,"question":132,"options":135,"correctLabel":95,"explanation":148,"tags":151},"law-labor-quiz-q03",{"en":133,"jp":134},"What agreement is required to make employees work beyond statutory hours?","[法定労働時間]{ほうていろうどうじかん}を[超]{こ}えて[労働]{ろうどう}させるために[必要]{ひつよう}な[協定]{きょうてい}は？",[136,139,142,145],{"label":91,"jp":137,"en":138},"30[協定]{きょうてい}","Article 30 agreement",{"label":95,"jp":140,"en":141},"36[協定]{きょうてい}（[サブロク協定]{さぶろくきょうてい}）","Article 36 agreement (saburoku)",{"label":99,"jp":143,"en":144},"40[協定]{きょうてい}","Article 40 agreement",{"label":103,"jp":146,"en":147},"[個別契約]{こべつけいやく}のみ","individual contracts only",{"en":149,"jp":150},"An 'Article 36 agreement' (saburoku) under Article 36 of the LSA must be concluded between labor and management and submitted to the labor standards office.","[労基法]{ろうきほう}[36条]{さんじゅうろくじょう}に[基]{もと}づく[「36協定]{さぶろくきょうてい}[」]{}を[労使間]{ろうしかん:labor-management}で[締結]{ていけつ}し[労基署]{ろうきしょ:labor standards office}に[届]{とど}け[出]{で}る[必要]{ひつよう}があるとされます。",[129,152],"agreement",{"id":154,"articleId":155,"question":156,"options":159,"correctLabel":95,"explanation":172,"tags":175},"law-labor-quiz-q04","law-yuukyuu-kyuuka",{"en":157,"jp":158},"What are the conditions for the first grant of annual paid leave?","[年次有給休暇]{ねんじゆうきゅうきゅうか}が[初]{はじ}めて[付与]{ふよ}される[条件]{じょうけん}は？",[160,163,166,169],{"label":91,"jp":161,"en":162},"[入社]{にゅうしゃ}[3か月]{さんかげつ}・[出勤率]{しゅっきんりつ}5[割以上]{わりいじょう}","3 months employment, 50%+ attendance",{"label":95,"jp":164,"en":165},"[入社]{にゅうしゃ}[6か月]{ろっかげつ}・[出勤率]{しゅっきんりつ}8[割以上]{わりいじょう}","6 months employment, 80%+ attendance",{"label":99,"jp":167,"en":168},"[入社]{にゅうしゃ}[1年]{いちねん}・[出勤率]{しゅっきんりつ}9[割以上]{わりいじょう}","1 year employment, 90%+ attendance",{"label":103,"jp":170,"en":171},"[条件]{じょうけん}なし","no conditions",{"en":173,"jp":174},"Article 39 of the LSA grants 10 days of annual leave to workers who have completed 6 months continuous service and attended 80%+ of all working days.","[労基法]{ろうきほう}[39条]{さんじゅうきゅうじょう}は[継続勤務]{けいぞくきんむ}[6か月]{ろっかげつ}＋[全労働日]{ぜんろうどうび}の[8割以上]{はちわりいじょう}[出勤]{しゅっきん}した[労働者]{ろうどうしゃ}に[10日間]{とおかかん}の[年休]{ねんきゅう}を[付与]{ふよ}するとしています。",[176],"paid-leave",{"id":178,"articleId":155,"question":179,"options":182,"correctLabel":95,"explanation":195,"tags":198},"law-labor-quiz-q05",{"en":180,"jp":181},"Following the April 2019 work-style reform, what number of days of paid leave became mandatory to take?","[2019年4月]{にせんじゅうきゅうねんしがつ}の[働]{はたら}き[方改革]{かたかいかく}で[義務化]{ぎむか}された[年休取得日数]{ねんきゅうしゅとくにっすう}は？",[183,186,189,192],{"label":91,"jp":184,"en":185},"[年]{ねん}3[日]{にち}","3 days\u002Fyear",{"label":95,"jp":187,"en":188},"[年]{ねん}5[日]{にち}","5 days\u002Fyear",{"label":99,"jp":190,"en":191},"[年]{ねん}10[日]{にち}","10 days\u002Fyear",{"label":103,"jp":193,"en":194},"[全日数]{ぜんにっすう}","all days",{"en":196,"jp":197},"Employers must ensure workers granted 10 or more days of annual leave actually take 5 of those days per year.","[年休]{ねんきゅう}が[10日以上]{とおかいじょう}[付与]{ふよ}される[労働者]{ろうどうしゃ}に[対]{たい}し、[使用者]{しようしゃ:employer}は[年]{ねん}5[日]{にち}を[取得]{しゅとく}させる[義務]{ぎむ}を[負]{お}うとされます。",[176,199],"2019-reform",{"id":201,"articleId":155,"question":202,"options":205,"correctLabel":95,"explanation":218,"tags":221},"law-labor-quiz-q06",{"en":203,"jp":204},"What is the maximum fine on an employer who violates the 5-day paid-leave-taking obligation?","[年休]{ねんきゅう}5[日取得義務]{にちしゅとくぎむ}に[違反]{いはん}した[使用者]{しようしゃ}への[罰金]{ばっきん}の[上限]{じょうげん}は？",[206,209,212,215],{"label":91,"jp":207,"en":208},"[10万円]{じゅうまんえん}","100,000 yen",{"label":95,"jp":210,"en":211},"[30万円]{さんじゅうまんえん}","300,000 yen",{"label":99,"jp":213,"en":214},"[100万円]{ひゃくまんえん}","1,000,000 yen",{"label":103,"jp":216,"en":217},"[罰則]{ばっそく}なし","no penalty",{"en":219,"jp":220},"A fine of up to 300,000 yen per person can be imposed, with significant HR-management implications for companies.","[1人]{ひとり}あたり[30万円以下]{さんじゅうまんえんいか}の[罰金]{ばっきん}が[科]{か}される[とされており]{:said to be}、[企業]{きぎょう}には[人事管理上]{じんじかんりじょう}の[影響]{えいきょう}が[大]{おお}きいと[考]{かんが}えられます。",[176,60],{"id":223,"articleId":6,"question":224,"options":227,"correctLabel":95,"explanation":234,"tags":237},"law-labor-quiz-q07",{"en":225,"jp":226},"What is the premium rate for work on a statutory holiday?","[休日労働]{きゅうじつろうどう}（[法定休日]{ほうていきゅうじつ}）の[割増賃金率]{わりましちんぎんりつ}は？",[228,229,231,232],{"label":91,"jp":122,"en":122},{"label":95,"jp":230,"en":230},"35%",{"label":99,"jp":124,"en":124},{"label":103,"jp":233,"en":233},"100%",{"en":235,"jp":236},"Statutory holiday work requires a premium of at least 35%.","[法定休日]{ほうていきゅうじつ}の[労働]{ろうどう}は[35%]{さんじゅうごぱーせんと}[以上]{いじょう}の[割増賃金]{わりましちんぎん}が[必要]{ひつよう}とされます。",[238],"holiday-work",{"id":240,"articleId":6,"question":241,"options":244,"correctLabel":99,"explanation":249,"tags":252},"law-labor-quiz-q08",{"en":242,"jp":243},"What is the premium rate for overtime exceeding 60 hours in a single month?","[1か月]{いっかげつ}に[60時間]{ろくじゅうじかん}を[超]{こ}える[時間外労働]{じかんがいろうどう}に[対]{たい}する[割増賃金率]{わりましちんぎんりつ}は？",[245,246,247,248],{"label":91,"jp":122,"en":122},{"label":95,"jp":230,"en":230},{"label":99,"jp":124,"en":124},{"label":103,"jp":233,"en":233},{"en":250,"jp":251},"From April 2023, small and medium enterprises are also required to apply a premium of at least 50% for overtime exceeding 60 hours.","[2023年]{にせんにじゅうさんねん}[4月]{しがつ}から[中小企業]{ちゅうしょうきぎょう}も[含]{ふく}め[60時間超]{ろくじゅうじかんちょう}の[残業]{ざんぎょう}には[50%以上]{ごじゅうぱーせんといじょう}の[割増]{わりまし}が[必要]{ひつよう}とされています。",[129]]