An employer other than the national government or a local government (referred to below as the "general employer") with over 100 regularly employed workers must formulate a general employer action plan (meaning a plan concerning measures to support raising next-generation children implemented by a general employer; the same applies below) in line with the guidelines for the formulation of an action plan, and notify the Minister of Health, Labour and Welfare of that plan pursuant to the provisions of Order of the Ministry of Health, Labour and Welfare. The same applies when an employer makes any changes to the plan.
A general employer action plan is to prescribe the following matters:
一般事業主行動計画においては、次に掲げる事項を定めるものとする。
the implementation period of the plan;
計画期間
the goals to be achieved by implementing the measures to support raising next-generation children;
次世代育成支援対策の実施により達成しようとする目標
the details of the measures to support raising next-generation children to be implemented and the implementation period.
実施しようとする次世代育成支援対策の内容及びその実施時期
When a general employer prescribed in paragraph (1) intends to formulate or change the general employer action plan, the general employer, pursuant to the provisions of Order of the Ministry of Health, Labour and Welfare, must ascertain the status of the use of childcare leave, etc. taken by a worker employed by that employer (meaning childcare leave prescribed in Article 2, item (i) of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Act No. 76 of 1991), absence from work due to measures equivalent to the childcare leave system stated in Article 23, paragraph (2) of that Act, or absence from work due to measures taken pursuant to the provisions of Article 24, paragraph (1) of that Act (limited to the part related to item (ii)) in accordance with the childcare leave system prescribed in item (ii) of that paragraph, or any other leave specified by Order of the Ministry of Health, Labour and Welfare as being equivalent to that leave; the same applies below in this paragraph) and the status of their working hours, analyze the circumstances to be improved to achieve the balance between the professional and domestic lives of the worker, and formulate the plan by taking into consideration the results of the analysis. In this case, the general employer must quantitatively determine the goals stated in item (ii) of the preceding paragraph by using the figures indicating the status of the use of childcare leave, etc. taken by the worker employed by that employer and the status of their working hours.
第一項に規定する一般事業主は、一般事業主行動計画を策定し、又は変更しようとするときは、厚生労働省令で定めるところにより、その雇用する労働者の育児休業等（育児休業、介護休業等育児又は家族介護を行う労働者の福祉に関する法律（平成三年法律第七十六号）第二条第一号に規定する育児休業、同法第二十三条第二項の育児休業に関する制度に準ずる措置又は同法第二十四条第一項（第二号に係る部分に限る。）の規定により同項第二号に規定する育児休業に関する制度に準じて講ずる措置による休業その他これらに準ずるものとして厚生労働省令で定めるものをいう。以下この項において同じ。）の取得の状況及び労働時間の状況を把握し、労働者の職業生活と家庭生活との両立が図られるようにするために改善すべき事情について分析した上で、その結果を勘案して、これを定めなければならない。この場合において、前項第二号に掲げる目標については、その雇用する労働者の育児休業等の取得の状況及び労働時間の状況に係る数値を用いて定量的に定めなければならない。
When a general employer prescribed in paragraph (1) has formulated or changed a general employer action plan, the general employer must make that fact public pursuant to the provisions of Order of the Ministry of Health, Labour and Welfare.
A general employer with 100 or less regularly employed workers must endeavor to formulate a general employer action plan in line with the guidelines for the formulation of an action plan and notify the Minister of Health, Labour and Welfare of that plan pursuant to the provisions of Order of the Ministry of Health, Labour and Welfare. The same applies when the general employer makes any changes to the plan.
The provisions of paragraph (3) apply mutatis mutandis to cases where a general employer prescribed in the preceding paragraph intends to formulate or change a general employer action plan, and the provisions of paragraph (4) apply mutatis mutandis to cases where the general employer has formulated or changed a general employer action plan. In this case, the term "must formulate" in paragraph (3) is deemed to be replaced with "must endeavor to formulate" and the term "must make public" in paragraph (4) is deemed to be replaced with "must endeavor to make public".
If a general employer prescribed in paragraph (1) does not make a notification pursuant to the provisions of that paragraph or make the relevant facts public pursuant to the provisions of paragraph (4), the Minister of Health, Labour and Welfare may recommend the general employer to make the notification or to make the relevant facts public within a reasonable period of time.
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