先日のブログで「働き方改革の目的」を書きました。今日は今国会に提出された「働き方改革法案」の概要を見ていきます。

 かなり大がかりな改正でいくつもの法律が対象になっていますが、大きく分けると

 

1.労働時間の削減を目指す取り組み

2.高度プロフェッショナル制度

3.同一労働同一賃金を目指す取り組み

 

の3つに分けられます。

 

 

 

1.労働時間の削減を目指す取り組み

 

①残業時間の上限を規制

 残業時間の上限について、今は36協定の「特別条項」を使えば年6ヶ月までは無制限に残業させられるのを、「年720時間、単月100時間未満(休日労働含む)、複数月平均80時間(休日労働含む)」を限度にすることを法律に明記する。

 

②中小企業における月60時間超の残業に対する割増賃金猶予の解除

 「月60時間を超える残業には50%以上の割増率で残業手当を支払わなければならない」との規制が、現在は大企業のみが対象になっていますが、中小企業も対象となる(平成35年施行予定)。

 

③年次有給休暇の年5日の計画付与

 10日以上の年次有給休暇が付与される労働者に対し、5日について、毎年時季を指定して取得させなければならない

 

④労働時間の状況の把握義務

 日々の労働者の勤務時間について、タイムカード等の客観的方法か使用者の現認により把握しなければならない(ガイドラインだったものが法律に明記されます)。

 

⑤勤務間インターバル制度

 事業主は、前日の終業時刻と翌日の始業時刻の間に一定時間の休息の確保に努めなければならない(努力義務)。

 

 

 

2.高度プロフェッショナル制度

 

 「特定高度専門業務・成果型労働制」といいます。職務の範囲が明確で年収1075万円以上の労働者が、高度の専門的知識を必とする業務に従事する場合に、年間104日の休日を確実に取得させるなどの健康確保措置を講じること、本人の同意や委員会の決議等を要件として、労働時間・休日・深夜の割増賃金の規定を除外する

 

 

 

3.同一労働同一賃金を目指す取り組み

 

①正規雇用労働者と非正規労働者との不合理な待遇格差の解消

 短時間労働者(いわゆるパートタイマー)や有期雇用労働者(いわゆる契約社員)と正社員との不合理な待遇の禁止に関し、個々の待遇ごとに見て「当該待遇の性質・目的に照らして適切とされる事情を考慮して判断されるべき」ことが明確化。また有期雇用労働者について「正社員と ①職務内容、②職務内容・配置の変更範囲 が同一である場合の均等待遇の確保」を義務化。

 派遣労働者については「①派遣先の労働者との均等・均衡待遇、②一定の要件(同種業務の一般の労働者の平均的な賃金と同等以上であること等)を満たす労使協定による待遇」のいずれかの確保を義務化。

 

②説明義務の強化

 短時間労働者・有期雇用労働者・派遣労働者より、正規雇用労働者との待遇差の内容・理由等について聞かれた場合に事業主は説明することが義務化。

 

③行政による履行確保措置および裁判外紛争解決手続(行政ADR)の整備

 上記①の義務や②の説明義務に関し、行政による助言や指導、行政ADRの対象となるよう整備される。

 

 

 

 主な内容としてはこういったところです。「1」「3」は労働者にメリットがある内容で、「2」は使用者にメリットがあると言えます。(使用者にメリットがあるもう一つの「裁量労働制拡大」はご存知の通り見送りになりました)

 どちらにしても、結局のところ労働力人口の増加や生産性の向上による日本の国力を上げる取り組みであり国には全てメリットのある制度と言えるでしょう。

 時期を前後して行われた社会保険の適用拡大や所得税法の103万の扶養のカベの引上げなども、労働力人口の増加を目指すものであり国力アップの取り組みの一つと言えます。

 働き方改革法の今国会での成立は微妙な情勢と言われていますが、成立した場合は企業の労務管理に非常に大きな影響を及ぼすため、動向を見守っていく必要がありそうです。

 

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