Article 6Obligation of Employers when an Application for Childcare Leave is Filed
第六条（育児休業申出があった場合における事業主の義務等）
Employers may not, when an application for childcare leave is filed by a worker, refuse the application for childcare leave; provided, however, that this does not apply to cases where an application for childcare leave is filed by a worker who falls under any of the following items and who is set forth as a person who may not take childcare leave under a written agreement between their employer and either a labor union, if any, organized by a majority of workers at the place of business where the worker is employed or between the employer and a person who represents the majority of workers when there is no labor union organized by the majority of workers at the place of business where the worker is employed:
a worker employed by an employer for a continued period of less than one year; or
当該事業主に引き続き雇用された期間が一年に満たない労働者
beyond what is set forth in the preceding item, a person specified by Order of the Ministry of Health, Labour and Welfare as a worker for whom there are reasonable grounds not to grant childcare leave.
In the case referred to in the proviso of the preceding paragraph, a worker whose application for childcare leave has been refused by an employer may not take childcare leave, notwithstanding the provisions of paragraphs (1), (3), and (4) of the preceding Article.
An employer may, as prescribed by Order of the Ministry of Health, Labour and Welfare, in cases where a worker files an application for childcare leave, when the scheduled start date for childcare leave in the application falls before the date on which one month (or two weeks when an application is filed pursuant to the provisions of paragraph (3) of the preceding Article (limited to the date of the application occurring on or prior to the date on which a child in the application reaches one year of age) or when an application is filed pursuant to the provisions of paragraph (4) of the preceding Article (limited to the date of the application occurring on or prior to the date on which a child in the application reaches one year and six months of age) from the day following the date of the relevant application for childcare leave) elapses (referred to as "one month expiry date" hereinafter in this paragraph), designate as the scheduled start date for childcare leave any day during the period between the scheduled start date for childcare leave and the one month expiry date (or a day which falls before the one month expiry date and which is specified by Order of the Ministry of Health, Labour and Welfare in cases where there are reasons specified by Order of the Ministry of Health, Labour and Welfare, such as the birth of a child before the expected date, before the day of the application for childcare leave).
事業主は、労働者からの育児休業申出があった場合において、当該育児休業申出に係る育児休業開始予定日とされた日が当該育児休業申出があった日の翌日から起算して一月（前条第三項の規定による申出（当該申出があった日が当該申出に係る子の一歳到達日以前の日であるものに限る。）又は同条第四項の規定による申出（当該申出があった日が当該申出に係る子の一歳六か月到達日以前の日であるものに限る。）にあっては二週間）を経過する日（以下この項において「一月等経過日」という。）前の日であるときは、厚生労働省令で定めるところにより、当該育児休業開始予定日とされた日から当該一月等経過日（当該育児休業申出があった日までに、出産予定日前に子が出生したことその他の厚生労働省令で定める事由が生じた場合にあっては、当該一月等経過日前の日で厚生労働省令で定める日）までの間のいずれかの日を当該育児休業開始予定日として指定することができる。
The provisions of the proviso of paragraph (1) and the preceding paragraph do not apply to cases where a worker files an application for childcare leave prescribed in paragraph (7) of the preceding Article.