[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"article:yuukyuu-kyuuka":3},{"meta":4,"markdown":78,"quiz":79},{"type":5,"articleId":6,"slug":7,"title":8,"titleEn":9,"category":10,"summary":11,"publishedAt":12,"image":13,"vocabulary":14,"quizId":77},"article","law-yuukyuu-kyuuka","yuukyuu-kyuuka","有給休暇の取得ルールと最新改正","Annual Paid Leave — Rules of Entitlement and Recent Reforms","law","Comprehensive coverage of Japanese annual paid leave (年次有給休暇 \u002F yuukyuu) under LSA Article 39 — including the entitlement criteria (6 months of continuous service plus 80% attendance triggering 10 initial days, capped at 20 days from year 6.5), the worker's right to designate timing (時季指定権) versus the employer's right to change timing (時季変更権), the 2019 amendment's mandatory 5-day-per-year usage rule (with a fine of up to 300,000 yen per worker), the planned-leave system (計画的付与), pro-rated allocation for part-timers and fixed-term workers, and the 2-year statute of limitations.\n","2026-04-27T00:00:00Z","https:\u002F\u002Fimages.yamiyomi.com\u002Flaw-yuukyuu-kyuuka.png",[15,20,24,28,32,36,40,44,48,52,56,60,64,68,73],{"word":16,"reading":17,"meaning":18,"level":19},"年次有給休暇","ねんじゆうきゅうきゅうか","annual paid leave","N1",{"word":21,"reading":22,"meaning":23,"level":19},"付与","ふよ","granting",{"word":25,"reading":26,"meaning":27,"level":19},"時季指定権","じきしていけん","right to designate timing",{"word":29,"reading":30,"meaning":31,"level":19},"時季変更権","じきへんこうけん","right to change timing",{"word":33,"reading":34,"meaning":35,"level":19},"取得義務","しゅとくぎむ","obligation to take (leave)",{"word":37,"reading":38,"meaning":39,"level":19},"計画的付与","けいかくてきふよ","planned allocation",{"word":41,"reading":42,"meaning":43,"level":19},"出勤率","しゅっきんりつ","attendance rate",{"word":45,"reading":46,"meaning":47,"level":19},"比例付与","ひれいふよ","pro-rated allocation",{"word":49,"reading":50,"meaning":51,"level":19},"継続勤務","けいぞくきんむ","continuous service",{"word":53,"reading":54,"meaning":55,"level":19},"消滅時効","しょうめつじこう","statute of limitations",{"word":57,"reading":58,"meaning":59,"level":19},"賃金台帳","ちんぎんだいちょう","wage ledger",{"word":61,"reading":62,"meaning":63,"level":19},"労働者名簿","ろうどうしゃめいぼ","worker register",{"word":65,"reading":66,"meaning":67,"level":19},"年5日","ねんいつか","five days per year",{"word":69,"reading":70,"meaning":71,"level":72},"罰金","ばっきん","fine","N2",{"word":74,"reading":75,"meaning":76,"level":19},"短時間労働者","たんじかんろうどうしゃ","part-time worker","law-labor-quiz","\n::heading\n[年次有給休暇]{ねんじゆうきゅうきゅうか:annual paid leave:N1}とは\n\n#en\nWhat is Annual Paid Leave?\n::\n\n::para\n[年次有給休暇]{ねんじゆうきゅうきゅうか:annual paid leave:N1}（[略称]{りゃくしょう:abbreviation:N1}「[年休]{ねんきゅう:nenkyuu:N5}」「[有休]{ゆうきゅう:yuukyuu:N4}」）は[労働基準法]{ろうどうきじゅんほう:Labor Standards Act:N1}[第]{だい:art.:N1}39[条]{じょう:article:N1}に[基づく]{もとづく:based on:N1}、[一定]{いってい:certain:N3}[期間]{きかん:period:N3}[勤続]{きんぞく:service:N3}した[労働者]{ろうどうしゃ:worker:N3}に[賃金]{ちんぎん:wages:N1}が[支払われる]{しはらわれる:is paid:N3}[休暇]{きゅうか:leave:N1}を[与える]{あたえる:to grant:N3}[制度]{せいど:system:N3}です。[心身]{しんしん:mind and body:N4}の[疲労]{ひろう:fatigue:N3}を[回復]{かいふく:recover:N2}し、[ゆとりある]{ゆとりある:relaxed}[生活]{せいかつ:life:N3}を[保障]{ほしょう:guarantee:N1}するための[労働者]{ろうどうしゃ:worker:N3}の[権利]{けんり:right:N3}と[位置付けられて]{いちづけられて:positioned:N3}います。[使用者]{しようしゃ:employer:N4}は[要件]{ようけん:requirements:N3}を[満たした]{みたした:fulfilled:N3}[労働者]{ろうどうしゃ:worker:N3}に[対して]{たいして:to:N3}[当然]{とうぜん:automatically:N3}[付与]{ふよ:grants:N3}しなければならず、[拒否]{きょひ:refuse:N1}することは[できません]{できません:cannot}。\n\n#en\nAnnual paid leave (commonly \"nenkyuu\" or \"yuukyuu\") is the system under LSA Article 39 that grants paid time off to workers who have served for a certain period. It is positioned as the worker's right to recover from physical and mental fatigue and to guarantee a life with breathing room. Employers must automatically grant it once the eligibility requirements are met, and cannot refuse.\n::\n\n::heading\n[付与]{ふよ:granting:N3}の[要件]{ようけん:requirements:N3}（[継続]{けいぞく:continuous:N1}[勤務]{きんむ:service:N3}＋[出勤率]{しゅっきんりつ:attendance rate:N1}）\n\n#en\nGranting Requirements (Continuous Service + Attendance Rate)\n::\n\n::para\n[年休]{ねんきゅう:annual leave:N5}が[発生]{はっせい:arises:N4}する[要件]{ようけん:requirements:N3}は[二つ]{ふたつ:two:N5}です。①[雇入れ]{やといいれ:from hiring:N2}の[日]{ひ:date:N5}から[起算]{きさん:counted from:N2}して6か[月間]{かげつかん:months:N5}[継続]{けいぞく:continuously:N1}[勤務]{きんむ:served:N3}していること、②その[期間]{きかん:period:N3}の[全]{ぜん:all:N3}[労働日]{ろうどうび:working days:N3}の8[割]{わり:0%:N3}[以上]{いじょう:or more:N4}[出勤]{しゅっきん:attended:N3}していること。この[二つ]{ふたつ:two:N5}を[満たした]{みたした:fulfilled:N3}[労働者]{ろうどうしゃ:worker:N3}には[最初]{さいしょ:initially:N3}に10[日]{にち:days:N5}が[付与]{ふよ:granted:N3}されます。[出勤率]{しゅっきんりつ:attendance rate:N1}の[計算]{けいさん:calculation:N2}では、[業務]{ぎょうむ:work:N3}[上の]{じょうの:related:N5}[負傷]{ふしょう:injury:N1}・[疾病]{しっぺい:illness:N1}による[休業]{きゅうぎょう:leave of absence:N4}、[産前産後]{さんぜんさんご:maternity:N3}[休業]{きゅうぎょう:leave:N4}、[育児]{いくじ:childcare:N2}・[介護]{かいご:nursing care:N1}[休業]{きゅうぎょう:leave:N4}、[年休]{ねんきゅう:annual leave:N5}そのものは「[出勤]{しゅっきん:attended:N3}したもの」と[みなされます]{みなされます:are deemed}（[第]{だい:art.:N1}39[条]{じょう:article:N1}[第]{だい:para.:N1}10[項]{こう:paragraph:N1}）。\n\n#en\nTwo requirements trigger annual leave: (1) continuous service for 6 months from the hire date, and (2) attendance on 80% or more of all working days during that period. Workers fulfilling both receive an initial 10 days. In calculating the attendance rate, leave for work-related injury or illness, maternity leave, childcare\u002Fnursing-care leave, and the annual leave itself are deemed \"attended\" (Art. 39 para. 10).\n::\n\n::heading\n[勤続年数]{きんぞくねんすう:years of service:N3}に[応じた]{おうじた:based on:N1}[付与]{ふよ:granting:N3}[日数]{にっすう:days:N3}\n\n#en\nDays Granted Based on Years of Service\n::\n\n::para\n[勤続年数]{きんぞくねんすう:years of service:N3}が[長く]{ながく:long:N5}なるほど[付与]{ふよ:granted:N3}[日数]{にっすう:days:N3}が[増加]{ぞうか:increases:N3}します。[フルタイム]{ふるたいむ:full-time}[労働者]{ろうどうしゃ:worker:N3}（[週]{しゅう:week:N4}30[時間]{じかん:hours:N5}[以上]{いじょう:or more:N4}または[週]{しゅう:week:N4}5[日]{にち:days:N5}[以上]{いじょう:or more:N4}[勤務]{きんむ:work:N3}）の[付与]{ふよ:granting:N3}[日数]{にっすう:days:N3}は[次の]{つぎの:as follows:N3}[通り]{とおり:the following:N4}：[勤続]{きんぞく:service:N3}6か[月]{げつ:months:N5}＝10[日]{にち:days:N5}、1[年]{ねん:year:N5}6か[月]{げつ:months:N5}＝11[日]{にち:days:N5}、2[年]{ねん:year:N5}6か[月]{げつ:months:N5}＝12[日]{にち:days:N5}、3[年]{ねん:year:N5}6か[月]{げつ:months:N5}＝14[日]{にち:days:N5}、4[年]{ねん:year:N5}6か[月]{げつ:months:N5}＝16[日]{にち:days:N5}、5[年]{ねん:year:N5}6か[月]{げつ:months:N5}＝18[日]{にち:days:N5}、6[年]{ねん:year:N5}6か[月]{げつ:months:N5}[以降]{いこう:and after:N3}＝20[日]{にち:days:N5}（[上限]{じょうげん:cap:N3}）。6[年]{ねん:year:N5}6か[月]{げつ:months:N5}を[超える]{こえる:exceeding:N2}と[毎年]{まいとし:annually:N5}20[日]{にち:days:N5}が[付与]{ふよ:granted:N3}され、これ[以上]{いじょう:beyond:N4}は[増えません]{ふえません:does not increase:N3}。\n\n#en\nThe number of days granted increases with years of service. For full-time workers (30+ hours\u002Fweek or 5+ days\u002Fweek), the schedule is: 6 months → 10 days, 1.5 years → 11 days, 2.5 years → 12 days, 3.5 years → 14 days, 4.5 years → 16 days, 5.5 years → 18 days, 6.5 years and beyond → 20 days (cap). After 6.5 years, 20 days are granted annually, with no further increase.\n::\n\n::callout\n[暗記]{あんき:memorize:N3}[ポイント]{ぽいんと:point}：「6か[月]{げつ:months:N5}10[日]{にち:days:N5}」と「6[年]{ねん:year:N5}6か[月]{げつ:months:N5}20[日]{にち:days:N5}」の[二つ]{ふたつ:two:N5}を[まず]{まず:first}[覚え]{おぼえ:memorize:N3}、[間]{あいだ:between:N5}は[最初]{さいしょ:first:N3}+1[日]{にち:day:N5}、[途中]{とちゅう:middle:N3}から+2[日]{にち:days:N5}と[考える]{かんがえる:think:N4}と[暗記]{あんき:memorize:N3}しやすいです。\n\n#en\nMemorize: First lock in \"6 months → 10 days\" and \"6.5 years → 20 days.\" In between, the increase is +1 day initially, then +2 days from year 3.5 — a useful pattern to remember.\n::\n\n::heading\n[パート]{ぱーと:part-time}・[アルバイト]{あるばいと:part-timer}の[比例付与]{ひれいふよ:pro-rated allocation:N2}\n\n#en\nPro-Rated Allocation for Part-Timers\n::\n\n::para\n[週]{しゅう:week:N4}の[所定]{しょてい:scheduled:N3}[労働日数]{ろうどうにっすう:working days:N3}が4[日]{にち:days:N5}[以下]{いか:or less:N4}かつ[週]{しゅう:week:N4}の[所定]{しょてい:scheduled:N3}[労働時間]{ろうどうじかん:working hours:N3}が30[時間]{じかん:hours:N5}[未満]{みまん:less than:N3}の[労働者]{ろうどうしゃ:worker:N3}には[比例付与]{ひれいふよ:pro-rated allocation:N2}が[適用]{てきよう:applies:N3}されます（[第]{だい:art.:N1}39[条]{じょう:article:N1}[第]{だい:para.:N1}3[項]{こう:paragraph:N1}）。[例えば]{たとえば:for example:N3}[週]{しゅう:week:N4}3[日]{にち:days:N5}[勤務]{きんむ:work:N3}なら[勤続]{きんぞく:service:N3}6か[月]{げつ:months:N5}で5[日]{にち:days:N5}、[週]{しゅう:week:N4}2[日]{にち:days:N5}なら3[日]{にち:days:N5}、[週]{しゅう:week:N4}1[日]{にち:day:N5}なら1[日]{にち:day:N5}の[付与]{ふよ:grant:N3}となります。[重要]{じゅうよう:important:N3}な[点]{てん:point:N3}は、[パート]{ぱーと:part-timer}や[アルバイト]{あるばいと:part-time worker}でも[年休]{ねんきゅう:annual leave:N5}は[必ず]{かならず:certainly:N3}[付与]{ふよ:granted:N3}されることです。「[非正規]{ひせいき:non-regular:N3}だから[なし]{なし:none}」は[完全]{かんぜん:completely:N3}な[誤解]{ごかい:misunderstanding:N3}です。\n\n#en\nPro-rated allocation applies to workers with 4 or fewer scheduled working days per week AND less than 30 scheduled working hours per week (Art. 39 para. 3). For example: working 3 days\u002Fweek → 5 days at 6 months of service, 2 days\u002Fweek → 3 days, 1 day\u002Fweek → 1 day. The crucial point: part-timers and part-time workers ALWAYS receive annual leave. \"Non-regular employee, so none\" is a complete misunderstanding.\n::\n\n::heading\n[時季指定権]{じきしていけん:right to designate timing:N2}と[時季変更権]{じきへんこうけん:right to change timing:N2}\n\n#en\nThe Worker's Right to Designate vs. the Employer's Right to Change Timing\n::\n\n::para\n[年休]{ねんきゅう:annual leave:N5}を[いつ]{いつ:when}[取得]{しゅとく:take:N3}するかは[労働者]{ろうどうしゃ:worker:N3}が[指定]{してい:designate:N3}します。これを[時季指定権]{じきしていけん:right to designate timing:N2}と[いいます]{いいます:call}（[第]{だい:art.:N1}39[条]{じょう:article:N1}[第]{だい:para.:N1}5[項]{こう:paragraph:N1}）。[使用者]{しようしゃ:employer:N4}は[原則]{げんそく:in principle:N2}として[労働者]{ろうどうしゃ:worker:N3}の[請求]{せいきゅう:request:N1}した[時季]{じき:timing:N2}に[年休]{ねんきゅう:annual leave:N5}を[与えなければ]{あたえなければ:must grant:N3}なりません。ただし「[請求された]{せいきゅうされた:requested:N1}[時季]{じき:timing:N2}に[休暇]{きゅうか:leave:N1}を[与える]{あたえる:to grant:N3}ことが[事業]{じぎょう:business:N4}の[正常]{せいじょう:normal:N3}な[運営]{うんえい:operation:N2}を[妨げる]{さまたげる:hinder:N1}[場合]{ばあい:case:N3}」に[限り]{かぎり:only:N3}、[使用者]{しようしゃ:employer:N4}は[他]{ほか:other:N3}の[時季]{じき:timing:N2}に[変更]{へんこう:change:N3}できます。これが[時季変更権]{じきへんこうけん:right to change timing:N2}（[第]{だい:art.:N1}39[条]{じょう:article:N1}[第]{だい:para.:N1}5[項]{こう:paragraph:N1}[但書]{ただしがき:proviso:N1}）です。\n\n#en\nThe worker designates when to take annual leave — this is the \"right to designate timing\" (Art. 39 para. 5). In principle, the employer must grant the leave at the time the worker requested. However, ONLY if \"granting leave at the requested timing would hinder the normal operation of business,\" the employer may change it to another time. This is the \"right to change timing\" (Art. 39 para. 5 proviso).\n::\n\n::para\n[判例]{はんけつ:case law:N3}では「[事業]{じぎょう:business:N4}の[正常]{せいじょう:normal:N3}な[運営]{うんえい:operation:N2}を[妨げる]{さまたげる:hinder:N1}[場合]{ばあい:case:N3}」は[厳格]{げんかく:strictly:N1}に[解釈]{かいしゃく:interpreted:N1}されます。[単に]{たんに:merely:N3}[忙しい]{いそがしい:busy:N3}・[人手]{ひとで:hands:N4}が[足りない]{たりない:insufficient:N4}という[抽象的]{ちゅうしょうてき:abstract:N1}な[理由]{りゆう:reason:N3}では[認められません]{みとめられません:not accepted:N3}。[代替]{だいたい:substitute:N2}[要員]{よういん:personnel:N3}の[確保]{かくほ:securing:N1}に[努力]{どりょく:efforts:N3}したか、[事前]{じぜん:in advance:N4}に[配慮]{はいりょ:consideration:N1}したかが[争点]{そうてん:point of contention:N3}になります（[時事通信社]{じじつうしんしゃ:Jiji Press:N3}[事件]{じけん:case:N3}・[最高裁]{さいこうさい:Supreme Court:N1}[平成]{へいせい:Heisei:N3}4[年]{ねん:year:N5}6[月]{がつ:month:N5}23[日]{にち:day:N5}）。\n\n#en\nCase law strictly interprets \"hindering normal operation of business.\" Abstract reasons such as \"merely busy\" or \"short-handed\" are not accepted. The points of contention are whether the employer made efforts to secure substitute personnel and showed advance consideration (Jiji Press case, Supreme Court ruling of June 23, 1992).\n::\n\n::heading\n2019[年]{ねん:year:N5}[改正]{かいせい:amendment:N2}：[年]{ねん:year:N5}5[日]{にち:days:N5}の[時季]{じき:timing:N2}[指定]{してい:designation:N3}[義務]{ぎむ:obligation:N1}\n\n#en\nThe 2019 Amendment: Mandatory 5-Day Annual Leave Designation\n::\n\n::para\n2019[年]{ねん:year:N5}4[月]{がつ:month:N5}から[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、[年]{ねん:year:N5}10[日]{にち:days:N5}[以上]{いじょう:or more:N4}の[年休]{ねんきゅう:annual leave:N5}が[付与]{ふよ:granted:N3}される[全て]{すべて:all:N3}の[労働者]{ろうどうしゃ:worker:N3}に[対して]{たいして:to: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:certainly:N3}[時季]{じき:timing:N2}を[指定]{してい:designate:N3}して[取得]{しゅとく:take:N3}させなければならないという[義務]{ぎむ:obligation:N1}が[新設]{しんせつ:newly established:N2}されました（[第]{だい:art.:N1}39[条]{じょう:article:N1}[第]{だい:para.:N1}7[項]{こう:paragraph:N1}）。これは[管理監督者]{かんりかんとくしゃ:managerial supervisors:N1}や[有期]{ゆうき:fixed-term:N3}[契約]{けいやく:contract:N1}[労働者]{ろうどうしゃ:worker:N3}にも[適用]{てきよう:applies:N3}されます。\n\n#en\nFrom April 2019, under the Work-Style Reform Related Laws, employers became newly obligated to ensure that any worker granted 10 or more days of annual leave per year actually takes 5 days, with the employer designating the timing if necessary (Art. 39 para. 7). This applies even to managerial supervisors and fixed-term contract workers.\n::\n\n::para\n[義務]{ぎむ:obligation:N1}の[履行]{りこう:fulfillment:N1}[方法]{ほうほう:method:N3}は[次の]{つぎの:the following:N3}3[つ]{つ:three}：①[労働者]{ろうどうしゃ:worker:N3}が[自ら]{みずから:by oneself:N4}[時季]{じき:timing:N2}[指定]{してい:designation:N3}して[取得]{しゅとく:taken:N3}した[日数]{にっすう:days:N3}、②[使用者]{しようしゃ:employer:N4}が[時季]{じき:timing:N2}を[指定]{してい:designate:N3}して[取得]{しゅとく:take:N3}させた[日数]{にっすう:days:N3}、③[計画的付与]{けいかくてきふよ:planned allocation:N3}で[取得]{しゅとく:taken:N3}した[日数]{にっすう:days:N3}、を[合算]{がっさん:total:N2}して[年]{ねん:year:N5}5[日]{にち:days:N5}に[達する]{たっする:reach:N3}ようにします。[違反]{いはん:violation:N3}した[場合]{ばあい:case:N3}は[労働者]{ろうどうしゃ:worker:N3}1[人]{ひとり:per person:N5}に[つき]{つき:per}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]{かせられ:imposed:N3}ます（[第]{だい:art.:N1}120[条]{じょう:article:N1}）。100[人]{にん:people:N5}の[企業]{きぎょう:company:N1}で[全員]{ぜんいん:all employees:N3}[未取得]{みしゅとく:unclaimed:N3}なら[最大]{さいだい:maximum:N3}3,000[万]{まん:10,000:N5}[円]{えん:yen:N5}の[罰金]{ばっきん:fine:N1}になり[得ます]{えます:can become:N3}。\n\n#en\nThe obligation can be fulfilled by combining: (1) days the worker designated and took on their own, (2) days the employer designated, and (3) days taken via planned allocation — totaling 5 days. Violations carry a fine of up to 300,000 yen PER WORKER (Art. 120). At a 100-employee company where no one took leave, the maximum fine could reach 30,000,000 yen.\n::\n\n::callout\n[実務]{じつむ:practical:N3}[ポイント]{ぽいんと:point}：[年]{ねん:year:N5}5[日]{にち:days:N5}[義務]{ぎむ:obligation:N1}の[判定]{はんてい:judgment:N3}[期間]{きかん:period:N3}は「[基準日]{きじゅんび:base date:N1}（[付与]{ふよ:grant date:N3}した[日]{ひ:day:N5}）から1[年間]{ねんかん:year:N5}」です。[年度]{ねんど:fiscal year:N4}（4[月]{がつ:month:N5}〜3[月]{がつ:month:N5}）ではなく、[各]{かく:each:N2}[労働者]{ろうどうしゃ:worker:N3}の[基準日]{きじゅんび:base date:N1}ベースで[管理]{かんり:manage:N2}する[必要]{ひつよう:need:N3}があります。\n\n#en\nPractical point: the assessment window for the 5-day obligation is \"1 year from the base date (the day leave was granted).\" This must be tracked PER WORKER's base date — NOT by fiscal year (April-March).\n::\n\n::heading\n[計画的付与]{けいかくてきふよ:planned allocation:N3}[制度]{せいど:system:N3}（[計画年休]{けいかくねんきゅう:planned annual leave:N4}）\n\n#en\nThe Planned Allocation System (Planned Annual Leave)\n::\n\n::para\n[労使協定]{ろうしきょうてい:labor-management agreement:N2}を[締結]{ていけつ:conclude:N1}することで、[年休]{ねんきゅう:annual leave:N5}のうち5[日]{にち:days:N5}を[超える]{こえる:exceeding:N2}[部分]{ぶぶん:portion:N3}（[例]{れい:e.g.:N3}：10[日]{にち:days:N5}[付与]{ふよ:grant:N3}なら5[日]{にち:days:N5}まで）について、[会社]{かいしゃ:company:N4}が[計画的]{けいかくてき:planned:N4}に[取得日]{しゅとくび:take-day:N3}を[指定]{してい:designate:N3}できる[制度]{せいど:system:N3}が[計画的付与]{けいかくてきふよ:planned allocation:N3}（[第]{だい:art.:N1}39[条]{じょう:article:N1}[第]{だい:para.:N1}6[項]{こう:paragraph:N1}）です。[ゴールデンウィーク]{ごーるでんうぃーく:Golden Week}や[年末年始]{ねんまつねんし:year-end and New Year:N3}の[前後]{ぜんご:before and after:N5}に[一斉]{いっせい:simultaneous:N1}[休暇]{きゅうか:leave:N1}を[設定]{せってい:set up:N2}するなど、[長期]{ちょうき:extended:N3}[休暇]{きゅうか:leave:N1}の[実現]{じつげん:realization:N3}に[活用]{かつよう:utilized:N3}されます。[必ず]{かならず:always:N3}5[日]{にち:days:N5}は[労働者]{ろうどうしゃ:worker:N3}の[自由]{じゆう:free:N3}[取得]{しゅとく:taking:N3}[分]{ぶん:portion:N5}として[残さ]{のこさ:leave:N3}なければなりません。\n\n#en\nBy concluding a labor-management agreement, the planned allocation system (Art. 39 para. 6) allows the company to designate take-days for the portion of annual leave EXCEEDING 5 days (e.g., for a 10-day grant, up to 5 days). It is used to create simultaneous leave around Golden Week or the New Year. Importantly, 5 days must always remain for the worker to take freely.\n::\n\n::heading\n[消滅時効]{しょうめつじこう:statute of limitations:N1}と[繰越し]{くりこし:carry-over:N1}\n\n#en\nStatute of Limitations and Carry-Over\n::\n\n::para\n[年休]{ねんきゅう:annual leave:N5}の[請求権]{せいきゅうけん:right to claim:N1}は[発生]{はっせい:arises:N4}から2[年]{ねん:years:N5}で[時効]{じこう:expires:N2}により[消滅]{しょうめつ:lapses:N1}します（[第]{だい:art.:N1}115[条]{じょう:article:N1}）。つまり、[今年]{ことし:this year:N5}[付与]{ふよ:granted:N3}された[年休]{ねんきゅう:annual leave:N5}を[使い切らなかった]{つかいきらなかった:not used up:N4}[場合]{ばあい:case:N3}、[翌年]{よくねん:next year:N2}に[繰越し]{くりこし:carried over:N1}できますが、2[年目]{ねんめ:second year:N4}の[終了]{しゅうりょう:end:N2}を[過ぎる]{すぎる:passes:N3}と[消滅]{しょうめつ:lapses:N1}します。[最大]{さいだい:maximum:N3}[保有]{ほゆう:held:N1}[日数]{にっすう:days:N3}は[当年度]{とうねんど:current year:N3}20[日]{にち:days:N5}＋[前年度]{ぜんねんど:previous year:N4}[繰越]{くりこし:carried over:N1}20[日]{にち:days:N5}＝40[日]{にち:days:N5}が[理論]{りろん:theoretical:N3}[上限]{じょうげん:limit:N3}です。[なお]{なお:moreover}、[退職時]{たいしょくじ:upon retirement:N3}の[未消化]{みしょうか:unused:N3}[年休]{ねんきゅう:annual leave:N5}を[買取]{かいとり:buy out:N3}することは[原則]{げんそく:in principle:N2}[禁止]{きんし:prohibited:N2}（[年休]{ねんきゅう:annual leave:N5}[制度]{せいど:system:N3}の[趣旨]{しゅし:purpose:N1}に[反する]{はんする:contrary to:N3}ため）ですが、[退職]{たいしょく:retirement:N3}・[時効]{じこう:expiration:N2}・[法定]{ほうてい:statutory:N3}を[超える]{こえる:exceeding:N2}[特別]{とくべつ:special:N4}[付与]{ふよ:grant:N3}[分]{ぶん:portion:N5}は[例外的]{れいがいてき:exceptionally:N3}に[認められて]{みとめられて:permitted:N3}います。\n\n#en\nThe right to claim annual leave lapses by limitation 2 years after it arises (Art. 115). In other words, leave granted this year that goes unused can be carried into next year, but lapses at the end of year two. The theoretical maximum holding is 20 days (current year) + 20 days (carried over) = 40 days. While buying out unused leave at retirement is in principle prohibited (contrary to the leave system's purpose), exceptions are permitted for retirement, expired leave, and special grants exceeding the statutory minimum.\n::\n\n::heading\n[年休]{ねんきゅう:annual leave:N5}[取得]{しゅとく:taking:N3}の[賃金]{ちんぎん:wages:N1}\n\n#en\nWages During Annual Leave\n::\n\n::para\n[年休]{ねんきゅう:annual leave:N5}[取得]{しゅとく:taken:N3}[日]{ひ:day:N5}に[支払う]{しはらう:pay:N3}[賃金]{ちんぎん:wages:N1}は[次の]{つぎの:the following:N3}3[つ]{つ:three}から[選択]{せんたく:choose:N1}できます（[第]{だい:art.:N1}39[条]{じょう:article:N1}[第]{だい:para.:N1}9[項]{こう:paragraph:N1}）：①[平均]{へいきん:average:N2}[賃金]{ちんぎん:wages:N1}（[過去]{かこ:past:N3}3か[月]{げつ:months:N5}）、②[所定]{しょてい:scheduled:N3}[労働時間]{ろうどうじかん:working hours:N3}[労働]{ろうどう:work:N3}した[場合]{ばあい:case:N3}に[支払われる]{しはらわれる:paid:N3}[通常]{つうじょう:normal:N3}の[賃金]{ちんぎん:wages:N1}、③[健康保険法]{けんこうほけんほう:Health Insurance Act:N1}に[定める]{さだめる:defined:N3}[標準]{ひょうじゅん:standard:N1}[報酬]{ほうしゅう:remuneration:N1}[日額]{にちがく:daily amount:N2}（[労使協定]{ろうしきょうてい:labor-management agreement:N2}が[必要]{ひつよう:required:N3}）。[多く]{おおく:most:N4}の[企業]{きぎょう:companies:N1}は②を[採用]{さいよう:adopt:N2}しており、[就業規則]{しゅうぎょうきそく:work rules:N1}に[明記]{めいき:clearly stated:N3}して[全]{ぜん:all:N3}[従業員]{じゅうぎょういん:employees:N1}に[統一]{とういつ:uniformly:N1}[適用]{てきよう:apply:N3}します。\n\n#en\nWages paid for annual leave days can be chosen from three options (Art. 39 para. 9): (1) average wages (past 3 months), (2) the normal wage that would be paid for the scheduled working hours, or (3) the standard remuneration daily amount under the Health Insurance Act (requires a labor-management agreement). Most companies choose option (2), state it in their work rules, and apply it uniformly to all employees.\n::\n\n::heading\n[時季指定]{じきしてい:timing designation:N2}[義務]{ぎむ:obligation:N1}と[就業規則]{しゅうぎょうきそく:work rules:N1}[改訂]{かいてい:revision:N1}\n\n#en\nThe Timing Designation Obligation and Work-Rule Revisions\n::\n\n::para\n2019[年]{ねん:year:N5}[改正]{かいせい:amendment:N2}に[伴い]{ともない:accompanying:N1}、[使用者]{しようしゃ:employer:N4}が[時季]{じき:timing:N2}[指定]{してい:designate:N3}を[行う]{おこなう:perform:N5}[場合]{ばあい:case:N3}には[就業規則]{しゅうぎょうきそく:work rules:N1}に「[使用者]{しようしゃ:employer:N4}が[時季]{じき:timing:N2}[指定]{してい:designate:N3}できる[旨]{むね:that:N1}」を[明記]{めいき:clearly state:N3}する[必要]{ひつよう:need:N3}があります（[第]{だい:art.:N1}89[条]{じょう:article:N1}）。[未]{み:not yet:N3}[整備]{せいび:maintained:N1}の[企業]{きぎょう:companies:N1}は[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[指導]{しどう:guidance:N2}[対象]{たいしょう:target:N2}になり[得ます]{えます:may become:N3}。さらに、[使用者]{しようしゃ:employer:N4}は[年休]{ねんきゅう:annual leave:N5}[管理簿]{かんりぼ:management ledger:N1}（[時季]{じき:timing:N2}・[日数]{にっすう:days:N3}・[基準日]{きじゅんび:base date:N1}を[記載]{きさい:record:N1}）を[作成]{さくせい:create:N3}し、3[年間]{ねんかん:years:N5}[保存]{ほぞん:retain:N1}することが[義務付け]{ぎむづけ:obligated:N1}られました（[労基法]{ろうきほう:LSA:N1}[施行規則]{しこうきそく:enforcement regulations:N1}[第]{だい:art.:N1}24[条]{じょう:article:N1}の7）。\n\n#en\nWith the 2019 amendment, when employers exercise the timing designation right, they must clearly state in their work rules \"that the employer may designate timing\" (Art. 89). Companies that have not updated their rules may face guidance from the Labor Standards Inspection Office. Further, employers are now obligated to create an annual-leave management ledger (recording timing, days, and base date) and retain it for 3 years (LSA Enforcement Regulations Art. 24-7).\n::\n\n::callout\n[試験対策]{しけんたいさく:exam preparation:N1}まとめ：①[要件]{ようけん:requirements:N3}＝[継続勤務]{けいぞくきんむ:continuous service:N1}6か[月]{げつ:months:N5}＋[出勤率]{しゅっきんりつ:attendance rate:N1}8[割]{わり:0%:N3}。②[初回]{しょかい:first:N3}10[日]{にち:days:N5}・[最大]{さいだい:max:N3}20[日]{にち:days:N5}（6[年]{ねん:year:N5}6か[月]{げつ:months:N5}）。③[パート]{ぱーと:part-timer}は[週]{しゅう:week:N4}4[日]{にち:days:N5}[以下]{いか:or less:N4}＆30[時間]{じかん:h:N5}[未満]{みまん:under:N3}で[比例付与]{ひれいふよ:pro-rated:N2}。④[時季]{じき:timing:N2}[指定権]{していけん:designation right:N3}＝[労働者]{ろうどうしゃ:worker:N3}、[時季]{じき:timing:N2}[変更権]{へんこうけん:change right:N3}＝[使用者]{しようしゃ:employer:N4}（[正常]{せいじょう:normal:N3}な[運営]{うんえい:operation:N2}を[妨げる]{さまたげる:hinder:N1}[時]{とき:when:N5}のみ）。⑤2019[年]{ねん:year:N5}[改正]{かいせい:amendment:N2}＝[年]{ねん:year:N5}10[日]{にち:days:N5}[以上]{いじょう:or more:N4}[付与]{ふよ:grant:N3}[者]{しゃ:person:N4}は[年]{ねん:year:N5}5[日]{にち:days:N5}[取得]{しゅとく:take:N3}[義務]{ぎむ:obligation:N1}、[違反]{いはん:violation:N3}は1[人]{ひとり:per person:N5}30[万]{まん:10,000:N5}[円]{えん:yen:N5}[以下]{いか:or less:N4}[罰金]{ばっきん:fine:N1}。⑥[計画的付与]{けいかくてきふよ:planned allocation:N3}は5[日]{にち:days:N5}を[超える]{こえる:exceeding:N2}[分]{ぶん:portion:N5}のみ。⑦[時効]{じこう:limitation:N2}は2[年]{ねん:years:N5}（[最大]{さいだい:max:N3}40[日]{にち:days:N5}[保有]{ほゆう:hold:N1}）。⑧[年休]{ねんきゅう:annual leave:N5}[管理簿]{かんりぼ:management ledger:N1}は3[年]{ねん:years:N5}[保存]{ほぞん:retain:N1}[義務]{ぎむ:obligation:N1}。\n\n#en\nEXAM SUMMARY: (1) Requirements = 6 months continuous service + 80% attendance. (2) Initial 10 days, max 20 days (at 6.5 years). (3) Part-timers (≤4 days\u002Fweek AND \u003C30h\u002Fweek) get pro-rated allocation. (4) Designation right = worker; change right = employer (only when normal business operation would be hindered). (5) 2019 amendment = workers granted ≥10 days\u002Fyear must take 5 days; violation fine ≤300,000 yen PER WORKER. (6) Planned allocation only covers the portion EXCEEDING 5 days. (7) Statute of limitations = 2 years (max 40 days held). (8) Annual leave management ledger must be retained for 3 years.\n::\n",{"id":77,"title":80,"titleEn":81,"topicPath":10,"questions":82},"労働基準法と有給休暇確認テスト","Labor Standards Act and Paid Leave Check Test",[83,111,130,153,176,199,222,239],{"id":84,"articleId":85,"question":86,"options":89,"correctLabel":91,"explanation":106,"tags":109},"law-labor-quiz-q01","law-roukikihou-kihon",{"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":85,"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":85,"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":6,"question":155,"options":158,"correctLabel":95,"explanation":171,"tags":174},"law-labor-quiz-q04",{"en":156,"jp":157},"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？",[159,162,165,168],{"label":91,"jp":160,"en":161},"[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":163,"en":164},"[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":166,"en":167},"[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":169,"en":170},"[条件]{じょうけん}なし","no conditions",{"en":172,"jp":173},"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。",[175],"paid-leave",{"id":177,"articleId":6,"question":178,"options":181,"correctLabel":95,"explanation":194,"tags":197},"law-labor-quiz-q05",{"en":179,"jp":180},"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？",[182,185,188,191],{"label":91,"jp":183,"en":184},"[年]{ねん}3[日]{にち}","3 days\u002Fyear",{"label":95,"jp":186,"en":187},"[年]{ねん}5[日]{にち}","5 days\u002Fyear",{"label":99,"jp":189,"en":190},"[年]{ねん}10[日]{にち}","10 days\u002Fyear",{"label":103,"jp":192,"en":193},"[全日数]{ぜんにっすう}","all days",{"en":195,"jp":196},"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。",[175,198],"2019-reform",{"id":200,"articleId":6,"question":201,"options":204,"correctLabel":95,"explanation":217,"tags":220},"law-labor-quiz-q06",{"en":202,"jp":203},"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？",[205,208,211,214],{"label":91,"jp":206,"en":207},"[10万円]{じゅうまんえん}","100,000 yen",{"label":95,"jp":209,"en":210},"[30万円]{さんじゅうまんえん}","300,000 yen",{"label":99,"jp":212,"en":213},"[100万円]{ひゃくまんえん}","1,000,000 yen",{"label":103,"jp":215,"en":216},"[罰則]{ばっそく}なし","no penalty",{"en":218,"jp":219},"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。",[175,221],"penalty",{"id":223,"articleId":85,"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":85,"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]]