The national government and local government organizations, and the head or other officials of these organizations specified by Cabinet Order (hereinafter referred to as the "specified employers") must establish a specified employer action plan (meaning a plan concerning initiatives for the promotion of women's active engagement in professional life implemented by specified employers; hereinafter the same applies in this Article) in line with the guidelines on the formulation of the employer action plan pursuant to the provisions of Cabinet Order.
国及び地方公共団体の機関、それらの長又はそれらの職員で政令で定めるもの（以下「特定事業主」という。）は、政令で定めるところにより、事業主行動計画策定指針に即して、特定事業主行動計画（特定事業主が実施する女性の職業生活における活躍の推進に関する取組に関する計画をいう。以下この条において同じ。）を定めなければならない。
The specified employer action plan is to prescribe the following particulars:
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 planning period;
計画期間
the goals to be achieved by implementing initiatives for the promotion of women's active engagement in professional life;
女性の職業生活における活躍の推進に関する取組の実施により達成しようとする目標
the contents of the initiatives for the promotion of women's active engagement in professional life planned to be implemented and their implementation period.
実施しようとする女性の職業生活における活躍の推進に関する取組の内容及びその実施時期
When intending to establish the specified employer action plan or modify it (excluding minor modifications specified by Cabinet Office Order), specified employers must, pursuant to the provisions of Cabinet Office Order, ascertain the ratio of women employees to the total number of employees they have hired, gender differences in the number of years of continuous employment, the state of working hours, the ratio of women employees in managerial positions, and other factors in relation to women's active engagement in professional life in their administrative duties and business, analyze what can be changed to improve the promotion of women's active engagement in professional life, and then establish the plan taking the results into account. In this case, the goals set forth in item (ii) of the preceding paragraph must be quantitatively prescribed using the ratio of women employees to the total number of employees they hire, the ratio of reduction of difference in the number of years of continuous employment based on gender, working hours, the ratio of women employees in managerial positions and other figures.
特定事業主は、特定事業主行動計画を定め、又はその変更（内閣府令で定める軽微な変更を除く。）をしようとするときは、内閣府令で定めるところにより、採用した職員に占める女性職員の割合、男女の継続勤務年数の差異、勤務時間の状況、管理的地位にある職員に占める女性職員の割合その他のその事務及び事業における女性の職業生活における活躍に関する状況を把握し、女性の職業生活における活躍を推進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、前項第二号の目標については、採用する職員に占める女性職員の割合、男女の継続勤務年数の差異の縮小の割合、勤務時間、管理的地位にある職員に占める女性職員の割合その他の数値を用いて定量的に定めなければならない。
When a specified employer establishes the specified employer action plan or modifies it (excluding minor modifications specified by the Cabinet Office Order referred to in the preceding paragraph), the specified employer must take measures to publicize this among its employees without delay.
If a specified employer establishes the specified employer action plan or modifies it, the specified employer must publicize this without delay.
A specified employer must publicize the status of implementation of initiatives based on the specified employer action plan at least once every year.
A specified employer must implement initiatives based on the specified employer action plan and endeavor to achieve the goals prescribed in the specified employer action plan.
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