Article 36Reasons Specified by Order of the Ministry of Health, Labour and Welfare under Article 23, Paragraph (2), Item (ii) of the Act

一dismissal (excluding dismissal for a serious reason attributable to the person);

二that the labor conditions expressly indicated at the time of conclusion of the labor contract were significantly different from the facts;

三that an amount exceeding the amount obtained by dividing the amount of wages (excluding retirement allowances) by three was not paid by the payment due date;

四that the person has unforeseeably come to fall under either of the following:

イthat it has come to be expected that the amount of wages (meaning wages prescribed in Article 2, item (iii) of the Minimum Wage Act (excluding the wages listed in Article 4, paragraph (3), items (i) and (ii) of that Act and wages paid on a commission basis); hereinafter the same in this item) paid in any of the six months on or after the month containing the day of separation from service will fall below the amount obtained by multiplying by 85/100 the amount of wages in any of the six months preceding that month;

ロthat the amount of wages in any month from the month six months before the month containing the day of separation from service to the month containing the day of separation from service has fallen below the amount obtained by multiplying by 85/100 the amount of wages in any of the six months preceding that month;

五that the person has come to fall under any of the following:

イthat overtime work and work on days off was performed, in any period of three or more consecutive months within the six months preceding the month containing the day of separation from service, exceeding the number of hours equivalent to the maximum of overtime prescribed in Article 36, paragraph (3) of the Labor Standards Act (or, where the qualified recipient is a worker raising a child who has not yet reached the start of elementary school as prescribed in Article 17, paragraph (1) of the Childcare and Caregiver Leave Act and does not fall under any of the items of that paragraph, the number of hours equivalent to the limit on overtime prescribed in Article 17, paragraph (1) of that Act, and where the qualified recipient is a worker who takes care of an applicable family member requiring caregiving as prescribed in Article 18, paragraph (1) of that Act and does not fall under any of the items of Article 17, paragraph (1) of that Act as applied mutatis mutandis pursuant to Article 18, paragraph (1) of that Act, the number of hours equivalent to the limit on overtime prescribed in Article 17, paragraph (1) of that Act);

ロthat overtime work and work on days off was performed for 100 hours or more per month in any of the six months preceding the month containing the day of separation from service;

ハthat overtime work and work on days off was performed in excess of 80 hours per month when the hours of overtime work and hours of work on days off in any period of two or more consecutive months within the six months preceding the month containing the day of separation from service are averaged;

ニthat, although an administrative organ had pointed out to the employer that there was a risk of danger or health impairment arising, the employer did not take at the place of business the measures necessary to prevent that danger or health impairment;

ホthat the employer, in violation of laws and regulations, made a worker who is pregnant or after childbirth, or a worker who is raising a child or caring for a family member, work, or unjustly restricted the use of systems for ensuring the continuation of employment, etc. of those persons, or engaged in disadvantageous treatment on the grounds of having become pregnant, having given birth, or having applied to use or used those systems, etc.;

六that the employer, upon a change of job category, etc. of a worker, has not given the consideration necessary for the continuation of that worker's vocational life;

七that, in the case where a person has come to be employed continuously for three years or more through renewal of a labor contract with a fixed term, that labor contract is not to be renewed;

七の二that, in the case where it was expressly indicated at the conclusion of a labor contract with a fixed term that the labor contract would be renewed, that labor contract is not to be renewed;

八that the person has been subjected by the employer or a worker employed by that employer to words or conduct that significantly harm the working environment;

九that the person has been encouraged by the employer to retire;

十that an absence from work at the place of business for reasons attributable to the employer has continued for three months or more;

十一that the operations of the place of business have violated laws and regulations.