使用者が就業規則の変更により労働条件を変更する場合において、変更後の就業規則を労働者に周知させ、かつ、就業規則の変更が、労働者の受ける不利益の程度、労働条件の変更の必要性、変更後の就業規則の内容の相当性、労働組合等との交渉の状況その他の就業規則の変更に係る事情に照らして合理的なものであるときは、労働契約の内容である労働条件は、当該変更後の就業規則に定めるところによるものとする。ただし、労働契約において、労働者及び使用者が就業規則の変更によっては変更されない労働条件として合意していた部分については、第十二条に該当する場合を除き、この限りでない。
When an Employer changes the working conditions by changing the rules of employment, if the Employer informs the Worker of the changed rules of employment, and if the change to the rules of employment is reasonable in light of the extent of the disadvantage to be incurred by the Worker, the need for changing the working conditions, the appropriateness of the contents of the changed rules of employment, the status of negotiations with a labor union or the like, or any other circumstances pertaining to the change to the rules of employment, the working conditions that constitute the contents of a labor contract are to be in accordance with such changed rules of employment; provided, however, that this does not apply to any portion of the labor contract which the Worker and the Employer have agreed on as being the working conditions that are not to be changed by any change to the rules of employment, except in cases that fall under Article 12.