The national and local government bodies, and the heads or other officials of these bodies specified by Cabinet Order (referred to below as "specified employer") must formulate a specified employer action plan (meaning a plan related to the measures to support raising next-generation children implemented by a specified employer; the same applies below in this Article) in line with the guidelines for the formulation of an action plan pursuant to the provisions of Cabinet Order.
A specified employer action plan is to prescribe the following matters:
特定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 specified employer intends to formulate or change a specified employer action plan, the specified employer, pursuant to the provisions of Cabinet Office Order, must ascertain the status of the employee’s use of childcare leave, etc. (meaning the childcare leave under Article 3, paragraph (1) of the Act on Childcare Leave of Diet Officials (Act No. 108 of 1991), Article 3, paragraph (1) of the Childcare Leave Act of National Public Employees (Act No. 109 of 1991) (including as applied mutatis mutandis pursuant to Article 27, paragraph (1) of the same Act and the Act on Temporary Measures concerning Court Officials (Act No. 299 of 1951)), or Article 2, paragraph (1) of the Act on Childcare Leave of Local Public Employees (Act No. 110 of 1991), the childcare leave prescribed in Article 2, paragraph (1) of the Act on Childcare Leave of Judges (Act No. 111 of 1991), or any other leave specified by Cabinet Office Order as being equivalent to that childcare 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 employee, and formulate the plan by taking into consideration the results of the analysis. In this case, the specified employer must quantitatively determine the goals stated in item (ii) of the preceding paragraph by using the figures indicating the status of the employee’s use of childcare leave and the status of their working hours.
特定事業主は、特定事業主行動計画を策定し、又は変更しようとするときは、内閣府令で定めるところにより、職員の育児休業等（国会職員の育児休業等に関する法律（平成三年法律第百八号）第三条第一項、国家公務員の育児休業等に関する法律（平成三年法律第百九号）第三条第一項（同法第二十七条第一項及び裁判所職員臨時措置法（昭和二十六年法律第二百九十九号）において準用する場合を含む。）若しくは地方公務員の育児休業等に関する法律（平成三年法律第百十号）第二条第一項の規定による育児休業又は裁判官の育児休業に関する法律（平成三年法律第百十一号）第二条第一項に規定する育児休業その他これらに準ずるものとして内閣府令で定めるものをいう。以下この項において同じ。）の取得の状況及び勤務時間の状況を把握し、職員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、職員の育児休業等の取得の状況及び勤務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 specified employer formulates or changes a specified employer action plan, the specified employer must make that fact public without delay.
If a specified employer formulates or changes a specified employer action plan, the specified employer must take measures to notify their employees of that fact without delay.
A specified employer must make public the status of the implementation of any measures based on a specified employer action plan at least once every year.
A specified employer must implement measures based on a specified employer action plan and endeavor to achieve the goals provided for in the specified employer action plan.
Read this with the articles around it