The career advancement grant consists of the grant for the Regular Employee Conversion Course, the grant for the Wage Regulations, etc. Revision Course, the grant for the Wage Regulations, etc. Commonization Course, the grant for the Bonus and Retirement Allowance System Introduction Course, the grant for the Part-Time Worker Working Hours Extension Course, and the grant for the Regular Employee Conversion of Persons with Disabilities Course.
キャリアアップ助成金は、正社員化コース助成金、賃金規定等改定コース助成金、賃金規定等共通化コース助成金、賞与・退職金制度導入コース助成金、短時間労働者労働時間延長コース助成金及び障害者正社員化コース助成金とする。
an employer that takes measures for the career advancement (meaning that, through opportunities for the development of vocational ability such as work experience or vocational training, etc., vocational ability is improved and treatment, including future position in duties and wages, is thereby improved; the same applies hereinafter) of fixed-term contract workers or workers who conclude labor contracts with no fixed term (excluding workers with a standard employment status (excluding dispatched workers; the same applies hereinafter in this Article, Article 125 and Article 34 of the Supplementary Provisions), regular employees with a limited work location (meaning workers who have concluded labor contracts with no fixed term, whose work location is limited compared with that of workers with a standard employment status employed at the same place of business, and who receive treatment equivalent to that of workers with a standard employment status, excluding dispatched workers; the same applies hereinafter in this Article and Article 125), job-limited regular employees (meaning workers who have concluded labor contracts with no fixed term, whose duties are limited compared with those of workers with a standard employment status employed at the same place of business, and who receive treatment equivalent to that of workers with a standard employment status, excluding dispatched workers; the same applies hereinafter in this Article and Article 125) and short-time regular employees (meaning workers who have concluded labor contracts with no fixed term, whose prescribed weekly working hours are shorter than the prescribed weekly working hours of workers with a standard employment status employed at the same place of business, and who receive treatment equivalent to that of workers with a standard employment status, excluding dispatched workers; the same applies hereinafter in this Article and Article 125); hereinafter referred to as "no-fixed-term contract workers" in this Article and Article 125) (hereinafter referred to as "fixed-term contract workers, etc."), and that falls under all of the following:
有期契約労働者又は期間の定めのない労働契約を締結する労働者（通常の労働者（派遣労働者を除く。以下この条、第百二十五条及び附則第三十四条において同じ。）、勤務地限定正社員（期間の定めのない労働契約を締結している労働者であつて、勤務地が同一の事業所に雇用される通常の労働者の勤務地に比し限定され、かつ、通常の労働者と同等の待遇を受けるものをいい、派遣労働者を除く。以下この条及び第百二十五条において同じ。）、職務限定正社員（期間の定めのない労働契約を締結している労働者であつて、職務が同一の事業所に雇用される通常の労働者の職務に比し限定され、かつ、通常の労働者と同等の待遇を受けるものをいい、派遣労働者を除く。以下この条及び第百二十五条において同じ。）及び短時間正社員（期間の定めのない労働契約を締結している労働者であつて、一週間の所定労働時間が同一の事業所に雇用される通常の労働者の一週間の所定労働時間に比し短く、かつ、通常の労働者と同等の待遇を受けるものをいい、派遣労働者を除く。以下この条及び第百二十五条において同じ。）を除く。以下この条及び第百二十五条において「無期契約労働者」という。）（以下「有期契約労働者等」という。）について、そのキャリアアップ（職務経験又は職業訓練等の職業能力の開発の機会を通じ、職業能力の向上並びにこれによる将来の職務上の地位及び賃金をはじめとする処遇の改善が図られることをいう。以下同じ。）を図るための措置を講ずる事業主であつて、次のいずれにも該当するもの。
an employer that, for each place of business, has assigned a person who manages matters concerning the career advancement of fixed-term contract workers, etc. as a career advancement manager, and has made that assignment known by posting at the place of business or otherwise;
an employer that has submitted to the Director of the Prefectural Labor Bureau a career advancement plan (meaning a plan stating the measures to be taken by the employer for the career advancement of fixed-term contract workers, etc.; the same applies hereinafter in this Article) prepared after hearing the opinions of the labor union, etc. of that employer's place of business;
an employer that has taken any of the following measures, based on a system established as provided in collective agreements or rules of employment or other equivalent instruments:
労働協約又は就業規則その他これに準ずるものに定めるところにより設けられた制度に基づき、次のいずれかに該当する措置を講じた事業主
the conversion of a fixed-term contract worker it employs (limited to a person whose total period of employment by that employer is less than three years, and who does not fall under at least one of (2) and (3) of Article 110, paragraph (9), item (i), (a), or who falls under neither (2) nor (3) of (a) of that item) (for a new graduate, excluding one for whom the period determined by the Director-General of the Employment Environment and Equal Employment Bureau has not elapsed counting from the day on which that graduate was hired by that employer after graduation; the same applies in (2) through (4)) to a worker with a standard employment status, a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee (limited to the case where the wage of that worker after the conversion is increased, compared with the wage before the conversion, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau);
the conversion of a fixed-term contract worker it employs (limited to a person whose total period of employment by that employer is less than three years, and who falls under both (2) and (3) of Article 110, paragraph (9), item (i), (a)) to a worker with a standard employment status, a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee (limited to the case where the wage of that worker after the conversion is increased, compared with the wage before the conversion, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau);
the conversion of a fixed-term contract worker it employs (limited to a person whose total period of employment by that employer is three years or more and five years or less) to a worker with a standard employment status, a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee (limited to the case where the wage of that worker after the conversion is increased, compared with the wage before the conversion, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau);
the conversion of a fixed-term contract worker it employs (limited to a person whose total period of employment by that employer exceeds five years) to a worker with a standard employment status, a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee (limited to the case where the wage of that worker after the conversion is increased, compared with the wage before the conversion, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau);
the conversion of a no-fixed-term contract worker it employs (for a new graduate, excluding one for whom the period determined by the Director-General of the Employment Environment and Equal Employment Bureau has not elapsed counting from the day on which that graduate was hired by that employer after graduation) to a worker with a standard employment status, a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee (limited to the case where the wage of that worker after the conversion is increased, compared with the wage before the conversion, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau);
the hiring of a dispatched worker working under its directions and orders (limited to a person who has concluded a labor contract with a fixed term with a staffing provider and whose total period of employment by that staffing provider is five years or less) as a worker with a standard employment status, a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee (limited to the case where the wage of that worker after the hiring is increased, compared with the wage before the hiring, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau);
the hiring of a dispatched worker working under its directions and orders (limited to a person who has concluded a labor contract with a fixed term with a staffing provider and whose total period of employment by that staffing provider exceeds five years) as a worker with a standard employment status, a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee (limited to the case where the wage of that worker after the hiring is increased, compared with the wage before the hiring, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau);
the hiring of a dispatched worker working under its directions and orders (limited to a person who has concluded a labor contract with no fixed term with a staffing provider) as a worker with a standard employment status, a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee (limited to the case where the wage of that worker after the hiring is increased, compared with the wage before the hiring, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau);
an employer other than an employer that dismissed workers of the place of business pertaining to that measure during the period from the day six months before the day preceding the day on which the measure under (c) was implemented, until the day on which one year has passed from that day six months before (referred to as the "reference period" in (e)) (excluding an employer that dismissed workers because it became impossible to continue business due to a natural disaster or other unavoidable reason, or for reasons attributable to the workers; the same applies in paragraph (11), item (i), (d));
an employer that is found to be conducting appropriate employment management, judging from the number, etc. of those, among persons who had been employed at the place of business pertaining to the measure under (c) and separated from service during the reference period, for whom determination of recipient qualification as specific qualified recipients was made during that reference period;
an employer that maintains documents clarifying the status of separation from service of workers at the place of business pertaining to the measure under (c) and the status of payment of wages, etc. to persons pertaining to the measure under (c);
ハの措置に係る事業所の労働者の離職状況及びハの措置に係る者に対する賃金の支払の状況等を明らかにする書類を整備している事業主
the amount specified in the relevant provision according to the categories of employers set out in (a) through (d) below (where, for one place of business, the number of workers who are subject to that measure in one fiscal year exceeds 20, payment is limited to 20 workers per place of business).
次のイからニまでに掲げる事業主の区分に応じて、それぞれ当該規定に定める額（一の事業所につき、一の年度における当該措置の対象となる労働者の数が二十人を超える場合は、当該事業所につき二十人までの支給に限る。）
an employer that has taken the measure under (c), (1) of the preceding item: per eligible person, 300,000 yen (in the case of a small and medium-sized enterprise employer, 400,000 yen);
an employer that has taken the measure under (c), (2), (3) or (6) of the preceding item: per eligible person, 600,000 yen (in the case of a small and medium-sized enterprise employer, 800,000 yen);
an employer that has taken the measure under (c), (4) or (5) of the preceding item: per eligible person, 150,000 yen (in the case of a small and medium-sized enterprise employer, 200,000 yen);
an employer that has taken the measure under (c), (7) or (8) of the preceding item: per eligible person, 300,000 yen (in the case of a small and medium-sized enterprise employer, 400,000 yen).
In the case where a person who has been converted or hired by the measure under item (i), (c) of the preceding paragraph is a single mother, etc. or a single father, with regard to the application of item (ii) of that paragraph, the phrase "per eligible person, 300,000 yen (in the case of a small and medium-sized enterprise employer, 400,000 yen)" in (a) of that item is deemed to be replaced with "per worker who is a single mother, etc. or a single father (hereinafter in this (a) and (c) referred to as a 'worker who is a single mother, etc.'), 600,000 yen; per other worker, 300,000 yen (in the case of a small and medium-sized enterprise employer, per worker who is a single mother, etc., 800,000 yen; per other worker, 400,000 yen)", and the phrase "per eligible person, 150,000 yen (in the case of a small and medium-sized enterprise employer, 200,000 yen)" in (c) of that item is deemed to be replaced with "per worker who is a single mother, etc., 300,000 yen; per other worker, 150,000 yen (in the case of a small and medium-sized enterprise employer, per worker who is a single mother, etc., 400,000 yen; per other worker, 200,000 yen)".
前項第一号ハの措置により転換し、又は雇い入れられた者が母子家庭の母等又は父子家庭の父に該当する場合における同項第二号の規定の適用については、同号イ中「対象者一人につき三十万円（中小企業事業主にあつては、四十万円）」とあるのは「母子家庭の母等又は父子家庭の父である労働者（以下このイ及びハにおいて「母子家庭の母等である労働者」という。）一人につき六十万円、その他の労働者一人につき三十万円（中小企業事業主にあつては、母子家庭の母等である労働者一人につき八十万円、その他の労働者一人につき四十万円）」と、同号ハ中「対象者一人につき十五万円（中小企業事業主にあつては、二十万円）」とあるのは「母子家庭の母等である労働者一人につき三十万円、その他の労働者一人につき十五万円（中小企業事業主にあつては、母子家庭の母等である労働者一人につき四十万円、その他の労働者一人につき二十万円）」とする。
Where the measure under paragraph (2), item (i), (c) (limited to conversion to a worker with a standard employment status or hiring as a worker with a standard employment status) is carried out by developing, as provided in collective agreements or rules of employment or other equivalent instruments, a system for implementing the conversion of fixed-term contract workers, etc. it employs to workers with a standard employment status, or the hiring, as workers with a standard employment status, of dispatched workers working under its directions and orders, with regard to the application of item (ii) of that paragraph, the phrase "per eligible person, 300,000 yen (in the case of a small and medium-sized enterprise employer, 400,000 yen)" in (a) of that item is deemed to be replaced with "per eligible person who is a single mother, etc. or a single father (hereinafter in this (a) and (c) referred to as an 'eligible person who is a single mother, etc.'), 600,000 yen; per other eligible person, 300,000 yen; and per place of business at which that measure was implemented, 150,000 yen (in the case of a small and medium-sized enterprise employer, per eligible person who is a single mother, etc., 800,000 yen; per other eligible person, 400,000 yen; and per place of business at which that measure was implemented, 200,000 yen)", the phrase "yen (in the case of a small and medium-sized enterprise employer, 800,000 yen)" in (b) of that item is deemed to be replaced with "yen and 150,000 yen per place of business at which that measure was implemented (in the case of a small and medium-sized enterprise employer, 800,000 yen per eligible person and 200,000 yen per place of business at which that measure was implemented)", the phrase "per eligible person, 150,000 yen (in the case of a small and medium-sized enterprise employer, 200,000 yen)" in (c) of that item is deemed to be replaced with "per eligible person who is a single mother, etc., 300,000 yen; per other eligible person, 150,000 yen; and per place of business at which that measure was implemented, 150,000 yen (in the case of a small and medium-sized enterprise employer, per eligible person who is a single mother, etc., 400,000 yen; per other eligible person, 200,000 yen; and per place of business at which that measure was implemented, 200,000 yen)", and the phrase "yen (in the case of a small and medium-sized enterprise employer, 400,000 yen)" in (d) of that item is deemed to be replaced with "yen and 150,000 yen per place of business at which that measure was implemented (in the case of a small and medium-sized enterprise employer, 400,000 yen per eligible person and 200,000 yen per place of business at which that measure was implemented)".
第二項第一号ハの措置（通常の労働者への転換又は通常の労働者としての雇入れに限る。）が、労働協約又は就業規則その他これに準ずるものに定めるところにより、その雇用する有期契約労働者等の通常の労働者への転換又はその指揮命令の下に労働させる派遣労働者の通常の労働者としての雇入れを実施するための制度を整備することによつて行われた場合における同項第二号の規定の適用については、同号イ中「対象者一人につき三十万円（中小企業事業主にあつては、四十万円）」とあるのは「母子家庭の母等又は父子家庭の父である対象者（以下このイ及びハにおいて「母子家庭の母等である対象者」という。）一人につき六十万円、その他の対象者一人につき三十万円及び当該措置が実施された一の事業所につき十五万円（中小企業事業主にあつては、母子家庭の母等である対象者一人につき八十万円、その他の対象者一人につき四十万円及び当該措置が実施された一の事業所につき二十万円）」と、同号ロ中「円（中小企業事業主にあつては、八十万円）」とあるのは「円及び当該措置が実施された一の事業所につき十五万円（中小企業事業主にあつては、対象者一人につき八十万円及び当該措置が実施された一の事業所につき二十万円）」と、同号ハ中「対象者一人につき十五万円（中小企業事業主にあつては、二十万円）」とあるのは「母子家庭の母等である対象者一人につき三十万円、その他の対象者一人につき十五万円及び当該措置が実施された一の事業所につき十五万円（中小企業事業主にあつては、母子家庭の母等である対象者一人につき四十万円、その他の対象者一人につき二十万円及び当該措置が実施された一の事業所につき二十万円）」と、同号ニ中「円（中小企業事業主にあつては、四十万円）」とあるのは「円及び当該措置が実施された一の事業所につき十五万円（中小企業事業主にあつては、対象者一人につき四十万円及び当該措置が実施された一の事業所につき二十万円）」とする。
Where the measure under paragraph (2), item (i), (c) (limited to conversion to a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee, or hiring as a regular employee with a limited work location, a job-limited regular employee or a short-time regular employee) is carried out by developing, as provided in collective agreements or rules of employment or other equivalent instruments, a system for implementing the conversion of fixed-term contract workers, etc. it employs to regular employees with a limited work location, job-limited regular employees or short-time regular employees, or the hiring, as regular employees with a limited work location, job-limited regular employees or short-time regular employees, of dispatched workers working under its directions and orders, with regard to the application of item (ii) of that paragraph, the phrase "per eligible person, 300,000 yen (in the case of a small and medium-sized enterprise employer, 400,000 yen)" in (a) of that item is deemed to be replaced with "per eligible person who is a single mother, etc. or a single father (hereinafter in this (a) and (c) referred to as an 'eligible person who is a single mother, etc.'), 600,000 yen; per other eligible person, 300,000 yen; and per place of business at which that measure was implemented, 300,000 yen (in the case of a small and medium-sized enterprise employer, per eligible person who is a single mother, etc., 800,000 yen; per other eligible person, 400,000 yen; and per place of business at which that measure was implemented, 400,000 yen)", the phrase "yen (in the case of a small and medium-sized enterprise employer, 800,000 yen)" in (b) of that item is deemed to be replaced with "yen and 300,000 yen per place of business at which that measure was implemented (in the case of a small and medium-sized enterprise employer, 800,000 yen per eligible person and 400,000 yen per place of business at which that measure was implemented)", the phrase "per eligible person, 150,000 yen (in the case of a small and medium-sized enterprise employer, 200,000 yen)" in (c) of that item is deemed to be replaced with "per eligible person who is a single mother, etc., 300,000 yen; per other eligible person, 150,000 yen; and per place of business at which that measure was implemented, 300,000 yen (in the case of a small and medium-sized enterprise employer, per eligible person who is a single mother, etc., 400,000 yen; per other eligible person, 200,000 yen; and per place of business at which that measure was implemented, 400,000 yen)", and the phrase "yen (in the case of a small and medium-sized enterprise employer, 400,000 yen)" in (d) of that item is deemed to be replaced with "yen and 300,000 yen per place of business at which that measure was implemented (in the case of a small and medium-sized enterprise employer, 400,000 yen per eligible person and 400,000 yen per place of business at which that measure was implemented)".
第二項第一号ハの措置（勤務地限定正社員、職務限定正社員若しくは短時間正社員への転換又は勤務地限定正社員、職務限定正社員若しくは短時間正社員としての雇入れに限る。）が、労働協約又は就業規則その他これに準ずるものに定めるところにより、その雇用する有期契約労働者等の勤務地限定正社員、職務限定正社員若しくは短時間正社員への転換又はその指揮命令の下に労働させる派遣労働者の勤務地限定正社員、職務限定正社員若しくは短時間正社員としての雇入れを実施するための制度を整備することによつて行われた場合における同項第二号の規定の適用については、同号イ中「対象者一人につき三十万円（中小企業事業主にあつては、四十万円）」とあるのは「母子家庭の母等又は父子家庭の父である対象者（以下このイ及びハにおいて「母子家庭の母等である対象者」という。）一人につき六十万円、その他の対象者一人につき三十万円及び当該措置が実施された一の事業所につき三十万円（中小企業事業主にあつては、母子家庭の母等である対象者一人につき八十万円、その他の対象者一人につき四十万円及び当該措置が実施された一の事業所につき四十万円）」と、同号ロ中「円（中小企業事業主にあつては、八十万円）」とあるのは「円及び当該措置が実施された一の事業所につき三十万円（中小企業事業主にあつては、対象者一人につき八十万円及び当該措置が実施された一の事業所につき四十万円）」と、同号ハ中「対象者一人につき十五万円（中小企業事業主にあつては、二十万円）」とあるのは「母子家庭の母等である対象者一人につき三十万円、その他の対象者一人につき十五万円及び当該措置が実施された一の事業所につき三十万円（中小企業事業主にあつては、母子家庭の母等である対象者一人につき四十万円、その他の対象者一人につき二十万円及び当該措置が実施された一の事業所につき四十万円）」と、同号ニ中「円（中小企業事業主にあつては、四十万円）」とあるのは「円及び当該措置が実施された一の事業所につき三十万円（中小企業事業主にあつては、対象者一人につき四十万円及び当該措置が実施された一の事業所につき四十万円）」とする。
Where an employer that has taken the measure under paragraph (2), item (i), (c) has received the grant for the Regular Employee Conversion Course by falling under that item, and has published the matters set out in each of the following items on a website that it manages itself or on the website of the Ministry of Health, Labour and Welfare, 150,000 yen per place of business (200,000 yen in the case of a small and medium-sized enterprise employer) is to be paid to that employer, in addition to the amount specified in paragraph (2), item (ii), (a) through (d) (including the case where it is read and applied pursuant to the provisions of the preceding three paragraphs); provided, however, that this does not apply to an employer that has already received payment under the provisions of this paragraph.
the outline of a system for implementing the conversion of fixed-term contract workers, etc. it employs to workers with a standard employment status, regular employees with a limited work location, job-limited regular employees or short-time regular employees (hereinafter in this paragraph referred to as "workers with a standard employment status, etc."), or their hiring as workers with a standard employment status, etc.;
the number of fixed-term contract workers, etc. who, at that employer's place of business in the most recent three business years, were converted to workers with a standard employment status, etc. or hired as workers with a standard employment status, etc.;
the average period and the shortest period required, at that employer's place of business in the most recent three business years, for the conversion of fixed-term contract workers, etc. to workers with a standard employment status, etc. or for their hiring as workers with a standard employment status, etc.
an employer that takes measures for the career advancement of fixed-term contract workers, etc., and that falls under all of the following:
an employer that, for each place of business, has assigned a person who manages matters concerning the career advancement of fixed-term contract workers, etc. as a career advancement manager, and has made that assignment known by posting at the place of business or otherwise;
an employer that has submitted to the Director of the Prefectural Labor Bureau a career advancement plan prepared after hearing the opinions of the labor union, etc. of that employer's place of business;
an employer that has taken, as provided in collective agreements or rules of employment, a measure to increase wages, at or above the rate determined by the Director-General of the Employment Environment and Equal Employment Bureau, for all of the fixed-term contract workers, etc. it employs or a reasonably delimited category of them;
an employer that maintains documents clarifying the status of payment of wages, etc. to persons pertaining to the measure under (c);
ハの措置に係る者に対する賃金の支払の状況等を明らかにする書類を整備している事業主
the amount specified in the relevant provision according to the categories of cases set out in (a) through (d) below (where, for one place of business, the number of workers who are subject to the measure under (c) of the preceding item in one fiscal year exceeds 100, payment is limited to 100 workers per place of business).
次のイからニまでに掲げる場合の区分に応じて、それぞれ当該規定に定める額（一の事業所につき、一の年度における前号ハの措置の対象となる労働者の数が百人を超える場合は、当該事業所につき百人までの支給に限る。）
where, in implementing the measure prescribed in (c) of the preceding item, those wages are increased by 3 percent or more but less than 4 percent: per eligible person, 26,000 yen (in the case of a small and medium-sized enterprise employer, 40,000 yen);
where, in implementing the measure prescribed in (c) of the preceding item, those wages are increased by 4 percent or more but less than 5 percent: per eligible person, 33,000 yen (in the case of a small and medium-sized enterprise employer, 50,000 yen);
where, in implementing the measure prescribed in (c) of the preceding item, those wages are increased by 5 percent or more but less than 6 percent: per eligible person, 43,000 yen (in the case of a small and medium-sized enterprise employer, 65,000 yen);
where, in implementing the measure prescribed in (c) of the preceding item, those wages are increased by 6 percent or more: per eligible person, 46,000 yen (in the case of a small and medium-sized enterprise employer, 70,000 yen).
Where an employer that falls under item (i) of the preceding paragraph has carried out the measure prescribed in (c) of that item using a method for relatively comparing duties, 150,000 yen per place of business (200,000 yen in the case of a small and medium-sized enterprise employer) is to be paid to that employer, in addition to the amount specified in item (ii), (a) through (d) of that paragraph; provided, however, that this does not apply to an employer that has already received payment under the provisions of this paragraph.
Where an employer that falls under paragraph (6), item (i) has, as provided in collective agreements or rules of employment, taken a measure to develop a pay raise system for the fixed-term contract workers, etc. pertaining to the measure under (c) of that item, 150,000 yen per place of business (200,000 yen in the case of a small and medium-sized enterprise employer) is to be paid to that employer, in addition to the amount specified in item (ii), (a) through (d) of that paragraph; provided, however, that this does not apply to an employer that has already received payment under the provisions of this paragraph.
an employer that takes measures for the career advancement of fixed-term contract workers, etc., and that falls under all of the following:
an employer that, for each place of business, has assigned a person who manages matters concerning the career advancement of fixed-term contract workers, etc. as a career advancement manager, and has made that assignment known by posting at the place of business or otherwise;
an employer that has submitted to the Director of the Prefectural Labor Bureau a career advancement plan prepared after hearing the opinions of the labor union, etc. of that employer's place of business;
an employer that has, as provided in collective agreements or rules of employment, taken a measure to develop, for the fixed-term contract workers, etc. it employs, a system for determining wages according to their duties, etc. that is common with that for workers with a standard employment status, and has paid wages to fixed-term contract workers, etc. based on that system;
an employer that maintains documents clarifying the status of payment of wages, etc. to persons pertaining to the measure under (c);
ハの措置に係る者に対する賃金の支払の状況等を明らかにする書類を整備している事業主
per place of business, 450,000 yen (in the case of a small and medium-sized enterprise employer, 600,000 yen).
一の事業所につき四十五万円（中小企業事業主にあつては、六十万円）
The grant for the Bonus and Retirement Allowance System Introduction Course is to be paid, to an employer that falls under item (i), in the amount specified in item (ii); provided, however, that this does not apply to an employer that has already received payment under the provisions of this paragraph.
an employer that takes measures for the career advancement of fixed-term contract workers, etc., and that falls under all of the following:
an employer that, for each place of business, has assigned a person who manages matters concerning the career advancement of fixed-term contract workers, etc. as a career advancement manager, and has made that assignment known by posting at the place of business or otherwise;
an employer that has submitted to the Director of the Prefectural Labor Bureau a career advancement plan prepared after hearing the opinions of the labor union, etc. of that employer's place of business;
an employer that has, as provided in collective agreements or rules of employment, taken a measure to develop a bonus or retirement allowance system, or both, for the fixed-term contract workers, etc. it employs, and has taken, based on that system, a measure of paying bonuses or accumulating retirement allowances, or both, for fixed-term contract workers, etc.;
an employer that maintains documents clarifying the status of payment of wages, etc. to persons pertaining to the measure under (c);
ハの措置に係る者に対する賃金の支払の状況等を明らかにする書類を整備している事業主
the amount specified in the relevant provision according to the categories of employers set out in (a) or (b) below.
次のイ又はロに掲げる事業主の区分に応じて、それぞれ当該規定に定める額
an employer that has taken the measure under (c) of the preceding item (pertaining to either a bonus or a retirement allowance system): per place of business, 300,000 yen (in the case of a small and medium-sized enterprise employer, 400,000 yen);
an employer that has taken the measure under (c) of the preceding item (pertaining to both a bonus and a retirement allowance system): per place of business, 426,000 yen (in the case of a small and medium-sized enterprise employer, 568,000 yen).
an employer that takes measures for the career advancement of fixed-term contract workers, etc., and that falls under all of the following:
an employer that, for each place of business, has assigned a person who manages matters concerning the career advancement of fixed-term contract workers, etc. as a career advancement manager, and has made that assignment known by posting at the place of business or otherwise;
an employer that has submitted to the Director of the Prefectural Labor Bureau a career advancement plan prepared after hearing the opinions of the labor union, etc. of that employer's place of business;
an employer that has taken a measure to extend by three hours or more the prescribed weekly working hours of the fixed-term contract workers, etc. it employs (limited to those who are not insured persons of health insurance under the Health Insurance Act or insured persons of employees' pension insurance under the Employees' Pension Insurance Act (Act No. 115 of 1954) (hereinafter in this (c) referred to as "insured persons")) (such an employer being limited to one whose measure makes those fixed-term contract workers, etc. insured persons);
その雇用する有期契約労働者等（健康保険法による健康保険の被保険者又は厚生年金保険法（昭和二十九年法律第百十五号）による厚生年金保険の被保険者（以下このハにおいて「被保険者」という。）でないものに限る。）に対し、一週間の所定労働時間を三時間以上延長する措置を講じた事業主（当該措置により当該有期契約労働者等が被保険者となる場合に限る。）
an employer that maintains documents clarifying the status of payment of wages, etc. to persons pertaining to the measure under (c);
ハの措置に係る者に対する賃金の支払の状況等を明らかにする書類を整備している事業主
per eligible person, 75,000 yen (in the case of a small and medium-sized enterprise employer, 100,000 yen) (where, for one place of business, the number of workers who are subject to that measure in one fiscal year exceeds 10, payment is limited to 10 workers per place of business).
対象者一人につき七万五千円（中小企業事業主にあつては、十万円）（一の事業所につき、一の年度における当該措置の対象となる労働者の数が十人を超える場合は、当該事業所につき十人までの支給に限る。）
an employer that takes measures for the retention in the workplace of persons with a disability it employs (limited to, among persons with a disability prescribed in Article 2, item (i) of the Disability Employment Promotion Act, persons with a physical disability, persons with an intellectual disability or persons with a mental disability, or persons with a developmental disability, persons with higher brain dysfunction prescribed in Article 2, paragraph (2) of the Act on Support for Persons with Higher Brain Dysfunction (Act No. 96 of 2025), or persons with an intractable disease (excluding persons with a physical disability, persons with an intellectual disability or persons with a mental disability); the same applies hereinafter in this item), and that falls under all of the following:
an employer that, for each place of business, has assigned a person who manages matters concerning the career advancement of fixed-term contract workers, etc. as a career advancement manager, and has made that assignment known by posting at the place of business or otherwise;
an employer that has submitted to the Director of the Prefectural Labor Bureau a career advancement plan prepared after hearing the opinions of the labor union, etc. of that employer's place of business;
the conversion of persons with a disability it employs (limited to fixed-term contract workers; the same applies in (2)) to workers with a standard employment status, regular employees with a limited work location, job-limited regular employees or short-time regular employees;
the conversion of persons with a disability it employs to no-fixed-term contract workers (limited to where the prescribed weekly working hours of the worker after the conversion are 20 hours or more);
その雇用する障害者の無期契約労働者への転換（当該労働者に係る転換後の一週間の所定労働時間が二十時間以上であるものに限る。）
the conversion of persons with a disability it employs (limited to no-fixed-term contract workers) to workers with a standard employment status, regular employees with a limited work location, job-limited regular employees or short-time regular employees;
an employer other than an employer that, during the period from the day six months before the day preceding the day on which the measure under (c) was implemented, until the day on which one year has passed from that day six months before (referred to as the "reference period" in (e)), has dismissed workers at the place of business pertaining to that measure;
ハの措置を実施した日の前日から起算して六箇月前の日から一年を経過した日までの間（ホにおいて「基準期間」という。）において、当該措置に係る事業所の労働者を解雇した事業主以外の事業主
an employer that is found to be carrying out appropriate employment management, judging from the number, etc. of persons who were employed at the place of business pertaining to the measure under (c) and separated from service during the reference period, for whom a determination of recipient qualification was made as a specific qualified recipient during that reference period;
an employer that maintains documents clarifying the status of separation from service of workers at the place of business pertaining to the measure under (c) and the status of payment of wages, etc. to persons pertaining to that measure;
ハの措置に係る事業所の労働者の離職状況及び当該措置に係る者に対する賃金の支払の状況等を明らかにする書類を整備している事業主
the amount specified in the relevant provision according to the categories of employers set out in (a) and (b) below (where it falls short of the standard determined by the Director-General of the Employment Security Bureau, the amount calculated by the method determined by the Director-General of the Employment Security Bureau).
an employer that has taken the measure under (c), (1) of the preceding item: per eligible person, 675,000 yen (in the case of a small and medium-sized enterprise employer, 900,000 yen);
an employer that has taken the measure under (c), (2) or (3) of the preceding item: per eligible person, 330,000 yen (in the case of a small and medium-sized enterprise employer, 450,000 yen).
Where the measure under item (i), (c) of the preceding paragraph is taken for the following persons, in the application of item (ii) of that paragraph, the phrase "675,000 yen (in the case of a small and medium-sized enterprise employer, 900,000 yen)" in (a) of that item is deemed to be replaced with "900,000 yen (in the case of a small and medium-sized enterprise employer, 1,200,000 yen)", and the phrase "330,000 yen (in the case of a small and medium-sized enterprise employer, 450,000 yen)" in (b) of that item is deemed to be replaced with "450,000 yen (in the case of a small and medium-sized enterprise employer, 600,000 yen)":
略称規定第一条第五項第一号
法第十四条第二項第一号に規定する受給資格（以下「受給資格」という。）を有する者（以下「受給資格者」という。）、法第三十七条の三第二項に規定する高年齢受給資格（以下「高年齢受給資格」という。）を有する者（以下「高年齢受給資格者」という。）及…
わかりやすく言うと
基本手当の支給を受けることができる資格のことです（雇用保険法第十四条第二項第一号）。被保険者が失業し、原則として離職の日以前二年間に被保険者期間が通算して十二箇月以上あるときに得られます。
略称規定第一条第五項第四号
第十条第三項に基づく事務及び日雇労働被保険者について行う法第四十五条の規定による日雇労働求職者給付金の支給に関する事務 その者の選択する公共職業安定所の長（厚生労働省職業安定局長（以下「職業安定局長」という。）が定める者にあつては、職業安…
わかりやすく言うと
厚生労働省の職業安定局長のことです。
略称規定第三条第一項・この規定以降に適用（第百三十条を除く）
適用事業の事業主（第百三十条を除き、以下「事業主」という。）は、別段の定めがある場合のほか、法の規定により行うべき法第四条第一項に規定する被保険者（第百十八条の二第十二項第一号ハ及び附則第十七条の二の七を除き、以下「被保険者」という。）に…
わかりやすく言うと
雇用保険の適用事業、つまり労働者が雇用される事業の事業主のことです。
略称規定第十四条の四第一項
…当該被保険者が離職し、法第十三条第三項に規定する特定理由離職者又は法第二十三条第二項に規定する特定受給資格者（以下「特定受給資格者」という。）として受給資格の決定を受けることとなるときは、法第七条の規定により…
わかりやすく言うと
倒産や事業の縮小・廃止に伴って離職した人、または解雇（自分の責任による重大な理由のものを除く）など厚生労働省令で定める理由で離職した受給資格者のことです。雇用保険法第二十二条第二項の受給資格者は除きます（雇用保険法第二十三条第二項）。
略称規定第三十二条第一項第一号
障害者の雇用の促進等に関する法律（昭和三十五年法律第百二十三号。以下「障害者雇用促進法」という。）第二条第二号に規定する身体障害者（以下「身体障害者」という。）
わかりやすく言うと
障害のため長期にわたり職業生活に相当の制限を受け、又は職業生活を営むことが著しく困難な人のうち、身体障害がある人で、障害者の雇用の促進等に関する法律の別表に掲げる障害があるもののことです（同じ法律の第二条第二号）。
略称規定第三十二条第一項第一号
障害者の雇用の促進等に関する法律（昭和三十五年法律第百二十三号。以下「障害者雇用促進法」という。）第二条第二号に規定する身体障害者（以下「身体障害者」という。）
わかりやすく言うと
障害者の雇用の促進等に関する法律（昭和三十五年法律第百二十三号）の略称です。
略称規定第三十二条第一項第二号
障害者雇用促進法第二条第四号に規定する知的障害者（以下「知的障害者」という。）
わかりやすく言うと
障害のため長期にわたり職業生活に相当の制限を受け、又は職業生活を営むことが著しく困難な人のうち、知的障害がある人で厚生労働省令で定めるもののことです（障害者の雇用の促進等に関する法律第二条第四号）。
略称規定第三十二条第一項第三号
障害者雇用促進法第二条第六号に規定する精神障害者（以下「精神障害者」という。）
わかりやすく言うと
障害のため長期にわたり職業生活に相当の制限を受け、又は職業生活を営むことが著しく困難な人のうち、精神障害（発達障害を含みます）がある人で厚生労働省令で定めるもののことです（障害者の雇用の促進等に関する法律第二条第六号）。
略称規定第三十八条の四第一項第二号
発達障害者支援法（平成十六年法律第百六十七号）第二条第二項に規定する発達障害者（以下「発達障害者」という。）であること。
わかりやすく言うと
自閉症、学習障害、注意欠陥多動性障害その他の脳機能の障害で政令で定める発達障害がある人で、発達障害と社会的障壁により日常生活や社会生活に制限を受ける人のことです（発達障害者支援法第二条第二項）。
略称規定第百二条の三第一項第二号イ（４）
…手当又は賃金の支払の基準その他休業等の実施に関する事項について、あらかじめ当該事業所の労働者の過半数で組織する労働組合（労働者の過半数で組織する労働組合がないときは、労働者の過半数を代表する者。以下「労働組合等」という。）との間に書面に…
わかりやすく言うと
事業所の労働者の過半数で組織する労働組合のことで、そのような労働組合がないときは、労働者の過半数を代表する者をいいます。
定義第百二条の三第一項第二号イ（５）
その資本金の額又は出資の総額が三億円（小売業又はサービス業を主たる事業とする事業主については五千万円、卸売業を主たる事業とする事業主については一億円）を超えない事業主及びその常時雇用する労働者の数が三百人（小売業を主たる事業とする事業主については五十人、卸売業又はサービス業を主たる事業とする事業主については百人）を超えない事業主
わかりやすく言うと
資本金又は出資の総額が三億円以下（主な事業が小売業・サービス業なら五千万円、卸売業なら一億円以下）の事業主と、常時雇用する労働者が三百人以下（小売業なら五十人、卸売業・サービス業なら百人以下）の事業主のことです。
定義第百二条の五第八項第一号イ・この規定及び第百十二条第四項及び第百十八条の二第二項第一号ハの中だけ
職業安定法施行規則第三十五条第二項に規定する新規学卒者
わかりやすく言うと
学校（小学校・幼稚園とこれらに当たる課程を除く）、専修学校、職業能力開発促進法第十五条の七第一項に掲げる施設、職業能力開発総合大学校を、新たに卒業しようとする人のことです（職業安定法施行規則第三十五条第二項）。
略称規定第百十条第二項第一号イ（５）
母子及び父子並びに寡婦福祉法（昭和三十九年法律第百二十九号）第六条第一項に規定する配偶者のない女子であつて、二十歳未満の子若しくは別表第二に定める障害がある状態にある子又は同項第五号の精神若しくは身体の障害により長期にわたつて労働の能力を…
わかりやすく言うと
配偶者と死別・離婚した女子などの配偶者のない女子で、二十歳未満の子、別表第二の障害がある子、または心身の障害で長く労働能力を失っている配偶者（事実婚を含む）を扶養している人のことです。
略称規定第百十条第二項第一号イ（６）
児童扶養手当法（昭和三十六年法律第二百三十八号）第四条第一項に規定する児童扶養手当を受けている同項に規定する児童の父である者（以下「父子家庭の父」という。）
わかりやすく言うと
児童扶養手当法に基づく児童扶養手当を受けている、その対象となる児童の父のことです。
略称規定第百十条第六項第一号
障害者雇用促進法第二条第三号に規定する重度身体障害者（以下単に「重度身体障害者」という。）
わかりやすく言うと
障害者の雇用の促進等に関する法律で、身体障害者のうち身体障害の程度が重い人のことです。細かな範囲は厚生労働省令で定められています（障害者の雇用の促進等に関する法律第二条第三号）。
略称規定第百十条第六項第二号
障害者雇用促進法第二条第五号に規定する重度知的障害者（以下単に「重度知的障害者」という。）
わかりやすく言うと
障害者の雇用の促進等に関する法律で、知的障害者のうち知的障害の程度が重い人のことです。細かな範囲は厚生労働省令で定められています（障害者の雇用の促進等に関する法律第二条第五号）。
略称規定第百十二条第二項第二号ハ
この場合において、当該継続して雇用する労働者のうち少なくとも一人は、期間の定めのある労働契約を締結する労働者（以下「有期契約労働者」という。）又は派遣労働者（労働者派遣法第二条第二号に規定する派遣労働者をいう。以下同じ。）でない者であつて…
わかりやすく言うと
期間の定めのある労働契約を結んで働く労働者のことです。
定義第百十二条第二項第二号ハ
労働者派遣法第二条第二号に規定する派遣労働者
わかりやすく言うと
事業主が雇う労働者で、労働者派遣（自分が雇う労働者を、雇用関係はそのままに他人の指揮命令を受けてその他人のために働かせること）の対象となる人のことです（労働者派遣法第二条第二号）。
略称規定第百十六条第六項第一号ロ
…次に掲げるもののうちいずれかの制度を設け、又は措置を講じ、当該被保険者による当該制度又は措置の利用状況及び当該制度又は措置の利用後における継続雇用の状況が、厚生労働省雇用環境・均等局長（以下「雇用環境・均等局長」という。）の定める要件に…
わかりやすく言うと
厚生労働省の雇用環境・均等局の局長のことです。
定義第百十六条第六項第一号ハ（１）
労働者派遣法第二条第四号に規定する派遣元事業主
わかりやすく言うと
労働者派遣事業を行うために厚生労働大臣の許可を受けた者のことです（労働者派遣法第二条第四号、第五条第一項）。
定義第百十八条の二第二項第一号
職務経験又は職業訓練等の職業能力の開発の機会を通じ、職業能力の向上並びにこれによる将来の職務上の地位及び賃金をはじめとする処遇の改善が図られること
定義第百十八条の二第二項第一号・この条及び第百二十五条の中だけ
期間の定めのない労働契約を締結している労働者であつて、勤務地が同一の事業所に雇用される通常の労働者の勤務地に比し限定され、かつ、通常の労働者と同等の待遇を受けるものをいい、派遣労働者を除く
略称規定第百十八条の二第二項第一号
有期契約労働者又は期間の定めのない労働契約を締結する労働者（通常の労働者（派遣労働者を除く。以下この条、第百二十五条及び附則第三十四条において同じ。）、勤務地限定正社員（期間の定めのない労働契約を締結している労働者であつて、勤務地が同一の…
わかりやすく言うと
期間の定めのある労働契約を結ぶ有期契約労働者と、期間の定めのない労働契約を結ぶ労働者のうち通常の労働者、勤務地限定正社員、職務限定正社員、短時間正社員を除いた無期契約労働者を、合わせた呼び名です。
略称規定第百十八条の二第二項第一号・この条及び第百二十五条の中だけ
有期契約労働者又は期間の定めのない労働契約を締結する労働者（通常の労働者（派遣労働者を除く。以下この条、第百二十五条及び附則第三十四条において同じ。）、勤務地限定正社員（期間の定めのない労働契約を締結している労働者であつて、勤務地が同一の…
わかりやすく言うと
期間の定めのない労働契約を結ぶ労働者のうち、通常の労働者と、勤務地・職務・労働時間のいずれかが通常の労働者より限られ同等の待遇を受ける勤務地限定正社員、職務限定正社員、短時間正社員を除いた人のことです。
定義第百十八条の二第二項第一号・この条及び第百二十五条の中だけ
期間の定めのない労働契約を締結している労働者であつて、一週間の所定労働時間が同一の事業所に雇用される通常の労働者の一週間の所定労働時間に比し短く、かつ、通常の労働者と同等の待遇を受けるものをいい、派遣労働者を除く
わかりやすく言うと
期間の定めのない労働契約を結び、一週間の所定労働時間が同じ事業所の通常の労働者より短く、かつ、通常の労働者と同等の待遇を受ける労働者のことです。派遣労働者は除きます。
定義第百十八条の二第二項第一号・この条及び第百二十五条の中だけ
期間の定めのない労働契約を締結している労働者であつて、職務が同一の事業所に雇用される通常の労働者の職務に比し限定され、かつ、通常の労働者と同等の待遇を受けるものをいい、派遣労働者を除く
略称規定第百十八条の二第二項第一号ニ・この規定及び第百十八条の二第二項第一号ホの中だけ
ハの措置を実施した日の前日から起算して六箇月前の日から一年を経過した日までの間（ホにおいて「基準期間」という。）において、当該措置に係る事業所の労働者を解雇した事業主（天災その他やむを得ない理由のために事業の継続が不可能となつたこと又は労…
わかりやすく言うと
正社員化コース助成金で、有期契約の労働者などを通常の労働者などに転換し、又は派遣労働者を通常の労働者などとして雇い入れる措置を実施した日の前日から数えて六箇月前の日から、一年を経過した日までの期間のことです。
略称規定第百十八条の二第三項
…同号イ中「対象者一人につき三十万円（中小企業事業主にあつては、四十万円）」とあるのは「母子家庭の母等又は父子家庭の父である労働者（以下このイ及びハにおいて「母子家庭の母等である労働者」という。）一人につき六十万円、その他の労働者一人につ…
わかりやすく言うと
有期契約労働者等の通常の労働者などへの転換や派遣労働者の雇入れの措置（第百十八条の二第二項第一号ハ）で転換し、または雇い入れられた人のうち、母子家庭の母等または児童扶養手当を受けている父子家庭の父である労働者のことです。
略称規定第百十八条の二第四項
…同号イ中「対象者一人につき三十万円（中小企業事業主にあつては、四十万円）」とあるのは「母子家庭の母等又は父子家庭の父である対象者（以下このイ及びハにおいて「母子家庭の母等である対象者」という。）一人につき六十万円、その他の対象者一人につ…
わかりやすく言うと
有期契約労働者等の通常の労働者への転換や派遣労働者の通常の労働者としての雇入れを、制度を整えて行った措置の対象者のうち、母子家庭の母等または児童扶養手当を受けている父子家庭の父である人のことです。
略称規定第百十八条の二第五項
…同号イ中「対象者一人につき三十万円（中小企業事業主にあつては、四十万円）」とあるのは「母子家庭の母等又は父子家庭の父である対象者（以下このイ及びハにおいて「母子家庭の母等である対象者」という。）一人につき六十万円、その他の対象者一人につ…
わかりやすく言うと
有期契約労働者等の勤務地限定正社員、職務限定正社員、短時間正社員への転換や派遣労働者のそれらとしての雇入れを、制度を整えて行った措置の対象者のうち、母子家庭の母等または児童扶養手当を受けている父子家庭の父である人のことです。
略称規定第百十八条の二第六項第一号・この項の中だけ
その雇用する有期契約労働者等の通常の労働者、勤務地限定正社員、職務限定正社員若しくは短時間正社員（以下この項において「通常の労働者等」という。）への転換又は通常の労働者等としての雇入れを実施するための制度の概要
わかりやすく言うと
通常の労働者と、勤務地、職務又は所定労働時間が通常の労働者より限られ、通常の労働者と同等の待遇を受ける期間の定めのない労働者である勤務地限定正社員、職務限定正社員及び短時間正社員をまとめた呼び名です。
略称規定第百十八条の二第十二項第一号ハ
その雇用する有期契約労働者等（健康保険法による健康保険の被保険者又は厚生年金保険法（昭和二十九年法律第百十五号）による厚生年金保険の被保険者（以下このハにおいて「被保険者」という。）でないものに限る。）に対し…
わかりやすく言うと
健康保険法による健康保険の被保険者又は厚生年金保険法による厚生年金保険の被保険者のことで、ここでは雇用保険の被保険者ではありません。
略称規定第百十八条の二第十三項第一号ニ・この規定及び第百十八条の二第十三項第一号ホの中だけ
ハの措置を実施した日の前日から起算して六箇月前の日から一年を経過した日までの間（ホにおいて「基準期間」という。）において、当該措置に係る事業所の労働者を解雇した事業主以外の事業主
都道府県労働局長
厚生労働省の地方支分部局である都道府県労働局の長で、都道府県ではなく国の機関の長です（厚生労働省設置法第十七条、国家行政組織法第九条）。労働基準監督官が充てられます（労働基準法第九十七条第二項）。労働基準法では、労働基準主管局長の指揮監督を受けて、管内の労働基準監督署長を指揮監督し、監督方法の調整その他労働基準法の施行に関する事務を行い、所属の職員を指揮監督します。下級官庁の権限を自ら行い、または所属の労働基準監督官に行わせることもできます（労働基準法第九十七条第一項・第九十九条第二項・第四項）。公共職業安定所長は、都道府県労働局長の指揮監督を受けて仕事を行います（職業安定法第八条第二項）。
厚生労働省設置法第17条、国家行政組織法第9条、労働基準法第97条・第99条、職業安定法第8条を参考にAIが作成。