{"id":66457,"date":"2025-10-08T16:08:33","date_gmt":"2025-10-08T07:08:33","guid":{"rendered":"https:\/\/monolith.law\/cs\/?p=66457"},"modified":"2025-10-15T05:49:12","modified_gmt":"2025-10-14T20:49:12","slug":"wage-overtime-annual-leave-japan","status":"publish","type":"post","link":"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan","title":{"rendered":"Vysv\u011btlen\u00ed d\u016fle\u017eit\u00fdch p\u0159edpis\u016f t\u00fdkaj\u00edc\u00edch se mzdy, pracovn\u00ed doby a dovolen\u00e9 v japonsk\u00e9m pracovn\u00edm pr\u00e1vu"},"content":{"rendered":"\n<p>V provozov\u00e1n\u00ed podnik\u00e1n\u00ed v Japonsku je hlubok\u00e9 porozum\u011bn\u00ed pracovn\u00edmu pr\u00e1vu, zejm\u00e9na regulac\u00edm t\u00fdkaj\u00edc\u00edm se v\u00fdplaty mezd, pracovn\u00ed doby a dovolen\u00e9, nejen ot\u00e1zkou person\u00e1ln\u00edho a pracovn\u011bpr\u00e1vn\u00edho \u0159\u00edzen\u00ed, ale z\u00e1kladn\u00edm prvkem pr\u00e1vn\u00edho \u0159\u00edzen\u00ed rizik spole\u010dnosti. Tyto regulace jsou navr\u017eeny tak, aby chr\u00e1nily stabilitu a zdrav\u00ed pracovn\u00edk\u016f, a jejich dodr\u017eov\u00e1n\u00ed je pr\u00e1vn\u00ed povinnost\u00ed ulo\u017eenou spole\u010dnostem. Japonsk\u00fd z\u00e1kon o pracovn\u00edch standardech (Japanese Labor Standards Act) stanovuje \u0161irokou \u0161k\u00e1lu podrobn\u00fdch pravidel, od p\u0159\u00edsn\u00fdch z\u00e1sad t\u00fdkaj\u00edc\u00edch se zp\u016fsobu v\u00fdplaty mezd, p\u0159es slo\u017eit\u00e9 regulace maxim\u00e1ln\u00edho po\u010dtu p\u0159es\u010dasov\u00fdch hodin s komplexn\u00ed hierarchickou strukturou, a\u017e po povinnosti zam\u011bstnavatel\u016f zaji\u0161\u0165uj\u00edc\u00ed n\u00e1rok na ro\u010dn\u00ed placenou dovolenou a speci\u00e1ln\u00ed ustanoven\u00ed chr\u00e1n\u00edc\u00ed ur\u010dit\u00e9 skupiny pracovn\u00edk\u016f, jako jsou \u017eeny a nezletil\u00ed. Tato pravidla maj\u00ed p\u0159\u00edm\u00fd dopad na ka\u017edodenn\u00ed provoz spole\u010dnosti, n\u00e1vrh syst\u00e9mu odm\u011b\u0148ov\u00e1n\u00ed a obsah pracovn\u00edch smluv. V tomto \u010dl\u00e1nku vysv\u011btl\u00edme tyto d\u016fle\u017eit\u00e9 t\u00e9maty z odborn\u00e9ho a praktick\u00e9ho hlediska na z\u00e1klad\u011b japonsk\u00fdch pr\u00e1vn\u00edch p\u0159edpis\u016f a hlavn\u00edch soudn\u00edch rozhodnut\u00ed.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_53 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Zakladni_principy_platby_mezd_podle_japonskeho_prava\" title=\"Z\u00e1kladn\u00ed principy platby mezd podle japonsk\u00e9ho pr\u00e1va\">Z\u00e1kladn\u00ed principy platby mezd podle japonsk\u00e9ho pr\u00e1va<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Princip_platby_v_mene\" title=\"Princip platby v m\u011bn\u011b\">Princip platby v m\u011bn\u011b<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Princip_prime_platby\" title=\"Princip p\u0159\u00edm\u00e9 platby\">Princip p\u0159\u00edm\u00e9 platby<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Princip_platby_cele_castky\" title=\"Princip platby cel\u00e9 \u010d\u00e1stky\">Princip platby cel\u00e9 \u010d\u00e1stky<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Principy_platby_alespon_jednou_mesicne_a_platby_ve_stanoveny_den\" title=\"Principy platby alespo\u0148 jednou m\u011bs\u00ed\u010dn\u011b a platby ve stanoven\u00fd den\">Principy platby alespo\u0148 jednou m\u011bs\u00ed\u010dn\u011b a platby ve stanoven\u00fd den<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Prescasy_prace_o_svatcich_a_nocni_prace_a_priplatky_za_praci\" title=\"P\u0159es\u010dasy, pr\u00e1ce o sv\u00e1tc\u00edch a no\u010dn\u00ed pr\u00e1ce a p\u0159\u00edplatky za pr\u00e1ci\">P\u0159es\u010dasy, pr\u00e1ce o sv\u00e1tc\u00edch a no\u010dn\u00ed pr\u00e1ce a p\u0159\u00edplatky za pr\u00e1ci<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Predpoklady_pro_prescasovou_praci_podle_%E2%80%98Dohody_c_36%E2%80%99_v_Japonsku\" title=\"P\u0159edpoklady pro p\u0159es\u010dasovou pr\u00e1ci podle &#8216;Dohody \u010d. 36&#8217; v Japonsku\">P\u0159edpoklady pro p\u0159es\u010dasovou pr\u00e1ci podle &#8216;Dohody \u010d. 36&#8217; v Japonsku<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Regulace_maximalniho_poctu_prescasovych_hodin\" title=\"Regulace maxim\u00e1ln\u00edho po\u010dtu p\u0159es\u010dasov\u00fdch hodin\">Regulace maxim\u00e1ln\u00edho po\u010dtu p\u0159es\u010dasov\u00fdch hodin<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Sazby_priplatku_za_praci\" title=\"Sazby p\u0159\u00edplatk\u016f za pr\u00e1ci\">Sazby p\u0159\u00edplatk\u016f za pr\u00e1ci<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Pravni_pozadavky_na_system_fixnich_prescasovych_platu_v_Japonsku\" title=\"Pr\u00e1vn\u00ed po\u017eadavky na syst\u00e9m fixn\u00edch p\u0159es\u010dasov\u00fdch plat\u016f v Japonsku\">Pr\u00e1vn\u00ed po\u017eadavky na syst\u00e9m fixn\u00edch p\u0159es\u010dasov\u00fdch plat\u016f v Japonsku<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Pravni_ramec_rocni_placene_dovolene_podle_japonskeho_prava\" title=\"Pr\u00e1vn\u00ed r\u00e1mec ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va\">Pr\u00e1vn\u00ed r\u00e1mec ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Podminky_udeleni_a_pocet_dni\" title=\"Podm\u00ednky ud\u011blen\u00ed a po\u010det dn\u00ed\">Podm\u00ednky ud\u011blen\u00ed a po\u010det dn\u00ed<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Povinnost_urceni_doby_pro_cerpani_rocni_dovolene\" title=\"Povinnost ur\u010den\u00ed doby pro \u010derp\u00e1n\u00ed ro\u010dn\u00ed dovolen\u00e9\">Povinnost ur\u010den\u00ed doby pro \u010derp\u00e1n\u00ed ro\u010dn\u00ed dovolen\u00e9<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Pravo_zamestnancu_na_urceni_doby_dovolene_a_pravo_zamestnavatelu_na_zmenu_teto_doby_podle_japonskeho_prava\" title=\"Pr\u00e1vo zam\u011bstnanc\u016f na ur\u010den\u00ed doby dovolen\u00e9 a pr\u00e1vo zam\u011bstnavatel\u016f na zm\u011bnu t\u00e9to doby podle japonsk\u00e9ho pr\u00e1va\">Pr\u00e1vo zam\u011bstnanc\u016f na ur\u010den\u00ed doby dovolen\u00e9 a pr\u00e1vo zam\u011bstnavatel\u016f na zm\u011bnu t\u00e9to doby podle japonsk\u00e9ho pr\u00e1va<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Odstavka_z_duvodu_zamestnavatele_a_odstavkove_davky_podle_japonskeho_prava\" title=\"Odst\u00e1vka z d\u016fvodu zam\u011bstnavatele a odst\u00e1vkov\u00e9 d\u00e1vky podle japonsk\u00e9ho pr\u00e1va\">Odst\u00e1vka z d\u016fvodu zam\u011bstnavatele a odst\u00e1vkov\u00e9 d\u00e1vky podle japonsk\u00e9ho pr\u00e1va<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Ochranna_ustanoveni_pro_zeny_a_nezletile\" title=\"Ochrann\u00e1 ustanoven\u00ed pro \u017eeny a nezletil\u00e9\">Ochrann\u00e1 ustanoven\u00ed pro \u017eeny a nezletil\u00e9<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Ochrana_materstvi_pracovnic\" title=\"Ochrana mate\u0159stv\u00ed pracovnic\">Ochrana mate\u0159stv\u00ed pracovnic<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Ochrana_nezletilych\" title=\"Ochrana nezletil\u00fdch\">Ochrana nezletil\u00fdch<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/wage-overtime-annual-leave-japan\/#Shrnuti\" title=\"Shrnut\u00ed\">Shrnut\u00ed<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zakladni_principy_platby_mezd_podle_japonskeho_prava\"><\/span>Z\u00e1kladn\u00ed principy platby mezd podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>\u010cl\u00e1nek 24 Japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech stanov\u00ed p\u011bt z\u00e1kladn\u00edch princip\u016f platby mezd s c\u00edlem zajistit stabilitu \u017eivota pracovn\u00edk\u016f. Tyto principy jsou zn\u00e1m\u00e9 jako &#8220;P\u011bt princip\u016f platby mezd&#8221; a tvo\u0159\u00ed z\u00e1klad pro praxi platby mezd v Japonsku. Jsou to p\u0159\u00edsn\u00e9 pr\u00e1vn\u00ed po\u017eadavky, ale existuj\u00ed i v\u00fdjimky, kter\u00e9 umo\u017e\u0148uj\u00ed adaptaci na modern\u00ed obchodn\u00ed zvyklosti. Nicm\u00e9n\u011b, pro uplatn\u011bn\u00ed t\u011bchto v\u00fdjimek je nezbytn\u00e9 dodr\u017eet p\u0159\u00edsn\u00e9 postupy stanoven\u00e9 z\u00e1konem, nikoli se spol\u00e9hat pouze na \u00fastn\u00ed dohody.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Princip_platby_v_mene\"><\/span>Princip platby v m\u011bn\u011b<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Zaprv\u00e9, mzdy mus\u00ed b\u00fdt vypl\u00e1ceny v z\u00e1konn\u00e9 m\u011bn\u011b Japonska, tedy v hotovosti. T\u00edm se zabra\u0148uje platb\u00e1m v natur\u00e1li\u00edch (nap\u0159\u00edklad ve v\u00fdrobc\u00edch spole\u010dnosti), kter\u00e9 mohou m\u00edt nestabiln\u00ed hodnotu nebo mohou b\u00fdt obt\u00ed\u017en\u011b sm\u011bniteln\u00e9, a zaji\u0161\u0165uje se, aby pracovn\u00edci obdr\u017eeli stabiln\u00ed hodnotu za svou pr\u00e1ci.<\/p>\n\n\n\n<p>Existuje d\u016fle\u017eit\u00e1 v\u00fdjimka z tohoto principu. Nejb\u011b\u017en\u011bj\u0161\u00ed je p\u0159evod na bankovn\u00ed \u00fa\u010det pracovn\u00edka s jeho individu\u00e1ln\u00edm souhlasem. V takov\u00e9m p\u0159\u00edpad\u011b mus\u00ed zam\u011bstnavatel zajistit, aby pracovn\u00edk mohl vybrat hotovost v den stanoven\u00fd pro platbu. D\u00edky ned\u00e1vn\u00fdm zm\u011bn\u00e1m z\u00e1kona je nyn\u00ed mo\u017en\u00e9 s p\u0159edchoz\u00edm souhlasem pracovn\u00edka platit mzdy na \u00fa\u010det u poskytovatele platebn\u00edch slu\u017eeb, kter\u00fd je schv\u00e1len\u00fd ministerstvem zdravotnictv\u00ed, pr\u00e1ce a soci\u00e1ln\u00edch v\u011bc\u00ed, co\u017e se naz\u00fdv\u00e1 &#8220;digit\u00e1ln\u00ed platba&#8221;. V obou p\u0159\u00edpadech je nezbytn\u00fd jasn\u00fd souhlas ka\u017ed\u00e9ho jednotliv\u00e9ho pracovn\u00edka a zam\u011bstnavatel nem\u016f\u017ee jednostrann\u011b ur\u010dovat zp\u016fsob platby.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Princip_prime_platby\"><\/span>Princip p\u0159\u00edm\u00e9 platby<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Zadruh\u00e9, mzdy mus\u00ed b\u00fdt vypl\u00e1ceny p\u0159\u00edmo pracovn\u00edkovi bez zprost\u0159edkovatel\u016f. Tento princip m\u00e1 zabr\u00e1nit t\u0159et\u00edm stran\u00e1m v mezilehl\u00e9m od\u010derp\u00e1v\u00e1n\u00ed mezd. Proto i kdy\u017e se jedn\u00e1 o z\u00e1konn\u00e9 z\u00e1stupce nebo rodi\u010de pracovn\u00edka, nen\u00ed obvykle povoleno, aby mzdu p\u0159ij\u00edmali m\u00edsto pracovn\u00edka. V\u00fdjimkou m\u016f\u017ee b\u00fdt, pokud pracovn\u00edk nem\u016f\u017ee kv\u016fli nemoci nebo jin\u00fdm d\u016fvod\u016fm mzdu p\u0159ijmout a jeho rodina nebo jin\u00e1 osoba p\u0159ed\u00e1 jeho v\u016fli jako &#8220;posel&#8221;.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Princip_platby_cele_castky\"><\/span>Princip platby cel\u00e9 \u010d\u00e1stky<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Zat\u0159et\u00ed, mzda mus\u00ed b\u00fdt vyplacena v pln\u00e9 v\u00fd\u0161i. Zam\u011bstnavatel\u00e9 nesm\u00ed jednostrann\u011b odpo\u010d\u00edt\u00e1vat \u0161kody nebo jin\u00e9 kompenzace z mezd (saldov\u00e1n\u00ed), co\u017e je zak\u00e1z\u00e1no t\u00edmto principem.<\/p>\n\n\n\n<p>I zde existuj\u00ed v\u00fdjimky. Odpo\u010dty jako jsou da\u0148 z p\u0159\u00edjmu, obecn\u00ed da\u0148 nebo soci\u00e1ln\u00ed poji\u0161t\u011bn\u00ed, kter\u00e9 jsou stanoveny jin\u00fdmi z\u00e1kony, mohou b\u00fdt leg\u00e1ln\u011b prov\u00e1d\u011bny. Pokud se maj\u00ed odpo\u010d\u00edt\u00e1vat polo\u017eky, kter\u00e9 nejsou zalo\u017eeny na z\u00e1konech, jako jsou n\u00e1jemn\u00e9 za firemn\u00ed byty nebo odborov\u00e9 p\u0159\u00edsp\u011bvky, je nutn\u00e9 uzav\u0159\u00edt p\u00edsemnou dohodu (tzv. kolektivn\u00ed smlouvu) s odborov\u00fdm svazem reprezentuj\u00edc\u00edm v\u011bt\u0161inu pracovn\u00edk\u016f nebo s osobou reprezentuj\u00edc\u00ed v\u011bt\u0161inu pracovn\u00edk\u016f. Ned\u00e1vn\u00e9 soudn\u00ed p\u0159\u00edpady uk\u00e1zaly, \u017ee krom\u011b kolektivn\u00ed smlouvy je tak\u00e9 nutn\u00e9 m\u00edt v pracovn\u00edm \u0159\u00e1du z\u00e1kladn\u00ed ustanoven\u00ed o odpo\u010dtech, co\u017e zd\u016fraz\u0148uje pot\u0159ebu p\u0159\u00edsn\u00e9ho postupu.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Principy_platby_alespon_jednou_mesicne_a_platby_ve_stanoveny_den\"><\/span>Principy platby alespo\u0148 jednou m\u011bs\u00ed\u010dn\u011b a platby ve stanoven\u00fd den<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u010ctvrt\u00fd a p\u00e1t\u00fd princip stanov\u00ed, \u017ee mzdy mus\u00ed b\u00fdt vypl\u00e1ceny &#8220;alespo\u0148 jednou m\u011bs\u00ed\u010dn\u011b&#8221; a &#8220;v ur\u010den\u00fd den&#8221;. Tyto dva principy maj\u00ed za c\u00edl zajistit pracovn\u00edk\u016fm pravideln\u00fd a p\u0159edv\u00eddateln\u00fd p\u0159\u00edjem a stabilizovat jejich \u017eivotn\u00ed podm\u00ednky. &#8220;Ur\u010den\u00fd den&#8221; mus\u00ed b\u00fdt konkr\u00e9tn\u011b specifikov\u00e1n, jako nap\u0159\u00edklad &#8220;ka\u017ed\u00fd 25. den v m\u011bs\u00edci&#8221;, a nesm\u00ed b\u00fdt ur\u010den flexibiln\u011b, jako &#8220;mezi 20. a 25. dnem v m\u011bs\u00edci&#8221; nebo &#8220;ka\u017ed\u00fd t\u0159et\u00ed p\u00e1tek v m\u011bs\u00edci&#8221;, kdy se datum m\u016f\u017ee m\u011bnit.<\/p>\n\n\n\n<p>Tyto principy se nevztahuj\u00ed na mimo\u0159\u00e1dn\u00e9 platby, jako jsou pr\u00e9mie nebo odstupn\u00e9.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Prescasy_prace_o_svatcich_a_nocni_prace_a_priplatky_za_praci\"><\/span>P\u0159es\u010dasy, pr\u00e1ce o sv\u00e1tc\u00edch a no\u010dn\u00ed pr\u00e1ce a p\u0159\u00edplatky za pr\u00e1ci<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Podle japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech (Japanese Labor Standards Act) je stanoven p\u0159\u00edsn\u00fd limit pracovn\u00ed doby za \u00fa\u010delem ochrany zdrav\u00ed pracovn\u00edk\u016f. Z\u00e1sadn\u011b je pracovn\u00ed doba omezena na 8 hodin denn\u011b a 40 hodin t\u00fddn\u011b (\u010dl\u00e1nek 32 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech). Pr\u00e1ce p\u0159es\u010das nebo pr\u00e1ce o sv\u00e1tc\u00edch, kter\u00e9 p\u0159ekra\u010duj\u00ed tuto z\u00e1konnou pracovn\u00ed dobu, jsou pr\u00e1vn\u011b pova\u017eov\u00e1ny za v\u00fdjime\u010dn\u00e1 opat\u0159en\u00ed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Predpoklady_pro_prescasovou_praci_podle_%E2%80%98Dohody_c_36%E2%80%99_v_Japonsku\"><\/span>P\u0159edpoklady pro p\u0159es\u010dasovou pr\u00e1ci podle &#8216;Dohody \u010d. 36&#8217; v Japonsku<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Chce-li zam\u011bstnavatel v Japonsku povolit zam\u011bstnanc\u016fm pracovat p\u0159es\u010das (nad r\u00e1mec z\u00e1konn\u00e9 pracovn\u00ed doby) nebo na z\u00e1konn\u00e9 sv\u00e1tky, mus\u00ed uzav\u0159\u00edt p\u00edsemnou dohodu s odborov\u00fdm svazem, kter\u00fd reprezentuje v\u011bt\u0161inu pracovn\u00edk\u016f v dan\u00e9m pracovi\u0161ti, nebo pokud takov\u00fd svaz neexistuje, s osobou reprezentuj\u00edc\u00ed v\u011bt\u0161inu zam\u011bstnanc\u016f. Tuto dohodu je n\u00e1sledn\u011b nutn\u00e9 ozn\u00e1mit p\u0159\u00edslu\u0161n\u00e9mu \u00fa\u0159adu pro dohled nad pracovn\u00edmi normami. Tato dohoda je pojmenov\u00e1na podle \u010dl\u00e1nku 36 japonsk\u00e9ho Z\u00e1kon\u00edku pr\u00e1ce a b\u011b\u017en\u011b se j\u00ed \u0159\u00edk\u00e1 &#8216;Dohoda \u010d. 36&#8217; (\u30b5\u30d6\u30ed\u30af\u304d\u3087\u3046\u3066\u3044). V posledn\u00edch letech je doporu\u010dov\u00e1no, aby se toto ozn\u00e1men\u00ed pod\u00e1valo online prost\u0159ednictv\u00edm vl\u00e1dn\u00edho elektronick\u00e9ho syst\u00e9mu &#8216;e-Gov&#8217;, co\u017e umo\u017e\u0148uje centr\u00e1ln\u00ed pod\u00e1n\u00ed ozn\u00e1men\u00ed pro v\u00edce pracovi\u0161\u0165 ze strany mate\u0159sk\u00e9 spole\u010dnosti.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Regulace_maximalniho_poctu_prescasovych_hodin\"><\/span>Regulace maxim\u00e1ln\u00edho po\u010dtu p\u0159es\u010dasov\u00fdch hodin<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>V roce 2019 (Reiwa 1) byla provedena zm\u011bna z\u00e1kona, kter\u00e1 stanovila p\u0159\u00edsn\u00e9 maxim\u00e1ln\u00ed limity pro p\u0159es\u010dasovou pr\u00e1ci, kter\u00e9 lze roz\u0161\u00ed\u0159it na z\u00e1klad\u011b dohody \u010d. 36, v\u010detn\u011b sankc\u00ed za jejich p\u0159ekro\u010den\u00ed. Tato regulace je d\u016fle\u017eit\u00fdm opat\u0159en\u00edm k prevenci v\u00e1\u017en\u00fdch probl\u00e9m\u016f, jako je smrt z p\u0159epracov\u00e1n\u00ed. Regulace m\u00e1 dvoustup\u0148ovou strukturu. Za prv\u00e9, z\u00e1sadn\u011b je maxim\u00e1ln\u00ed limit p\u0159es\u010dasov\u00e9 pr\u00e1ce stanoven na 45 hodin m\u011bs\u00ed\u010dn\u011b a 360 hodin ro\u010dn\u011b.<\/p>\n\n\n\n<p>D\u00e1le, pouze v p\u0159\u00edpad\u011b mimo\u0159\u00e1dn\u00fdch okolnost\u00ed, jako je n\u00e1hl\u00fd n\u00e1r\u016fst pracovn\u00edho objemu, m\u016f\u017ee b\u00fdt dohoda \u010d. 36 dopln\u011bna o &#8220;zvl\u00e1\u0161tn\u00ed ustanoven\u00ed&#8221;, kter\u00e9 umo\u017e\u0148uje p\u0159ekro\u010dit tento z\u00e1kladn\u00ed limit. I kdy\u017e se vyu\u017e\u00edv\u00e1 zvl\u00e1\u0161tn\u00ed ustanoven\u00ed, z\u00e1kon stanovuje n\u00e1sleduj\u00edc\u00ed absolutn\u00ed limity, kter\u00e9 nelze p\u0159ekro\u010dit:<\/p>\n\n\n\n<ul>\n<li>P\u0159es\u010dasov\u00e1 pr\u00e1ce mus\u00ed b\u00fdt omezena na maxim\u00e1ln\u011b 720 hodin ro\u010dn\u011b.<\/li>\n\n\n\n<li>Sou\u010det p\u0159es\u010dasov\u00e9 a sv\u00e1te\u010dn\u00ed pr\u00e1ce nesm\u00ed p\u0159es\u00e1hnout 100 hodin m\u011bs\u00ed\u010dn\u011b.<\/li>\n\n\n\n<li>Pr\u016fm\u011brn\u00fd sou\u010det p\u0159es\u010dasov\u00e9 a sv\u00e1te\u010dn\u00ed pr\u00e1ce za jak\u00e9koli obdob\u00ed dvou, t\u0159\u00ed, \u010dty\u0159, p\u011bti nebo \u0161esti po sob\u011b jdouc\u00edch m\u011bs\u00edc\u016f nesm\u00ed p\u0159ekro\u010dit 80 hodin m\u011bs\u00ed\u010dn\u011b.<\/li>\n\n\n\n<li>P\u0159es\u010dasov\u00e1 pr\u00e1ce p\u0159esahuj\u00edc\u00ed 45 hodin m\u011bs\u00ed\u010dn\u011b je povolena pouze \u0161estkr\u00e1t do roka.<\/li>\n<\/ul>\n\n\n\n<p>Tyto limity se vztahuj\u00ed na v\u0161echny podniky bez ohledu na velikost. Krom\u011b toho, od dubna 2024 (Reiwa 6) budou tyto limity platit i pro odv\u011btv\u00ed, kter\u00e1 byla dosud v\u00fdjimkou, jako je stavebnictv\u00ed, \u0159\u00edzen\u00ed automobil\u016f a l\u00e9ka\u0159sk\u00e1 profese, a\u010dkoliv pro n\u011b budou platit \u010d\u00e1ste\u010dn\u011b odli\u0161n\u00e9 standardy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Sazby_priplatku_za_praci\"><\/span>Sazby p\u0159\u00edplatk\u016f za pr\u00e1ci<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Podle \u010dl\u00e1nku 37 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce (Labor Standards Act) jsou zam\u011bstnavatel\u00e9 povinni platit zam\u011bstnanc\u016fm p\u0159\u00edplatky k b\u011b\u017en\u00e9 mzd\u011b za pr\u00e1ci p\u0159es\u010das, pr\u00e1ci o sv\u00e1tc\u00edch a no\u010dn\u00ed pr\u00e1ci. Z\u00e1konn\u00e9 minim\u00e1ln\u00ed sazby p\u0159\u00edplatk\u016f jsou n\u00e1sleduj\u00edc\u00ed:<\/p>\n\n\n\n<ul>\n<li>Pr\u00e1ce p\u0159es\u010das (pr\u00e1ce p\u0159esahuj\u00edc\u00ed z\u00e1konnou pracovn\u00ed dobu): nejm\u00e9n\u011b 25%<\/li>\n\n\n\n<li>Pr\u00e1ce o sv\u00e1tc\u00edch (pr\u00e1ce v z\u00e1konn\u00e9 sv\u00e1te\u010dn\u00ed dny): nejm\u00e9n\u011b 35%<\/li>\n\n\n\n<li>No\u010dn\u00ed pr\u00e1ce (v z\u00e1sad\u011b pr\u00e1ce od 22:00 do 5:00): nejm\u00e9n\u011b 25%<\/li>\n\n\n\n<li>Pr\u00e1ce p\u0159es\u010das p\u0159esahuj\u00edc\u00ed 60 hodin m\u011bs\u00ed\u010dn\u011b: nejm\u00e9n\u011b 50%<\/li>\n<\/ul>\n\n\n\n<p>Vysok\u00e9 sazby p\u0159\u00edplatk\u016f za pr\u00e1ci p\u0159es\u010das p\u0159esahuj\u00edc\u00ed 60 hodin m\u011bs\u00ed\u010dn\u011b funguj\u00ed jako finan\u010dn\u00ed pob\u00eddka k omezen\u00ed dlouhodob\u00e9ho p\u0159es\u010dasu. Tyto regulace bychom nem\u011bli ch\u00e1pat pouze jako soubor jednotliv\u00fdch \u010d\u00edsel, ale jako systematick\u00fd syst\u00e9m navr\u017een\u00fd k mnohostrann\u00e9mu omezen\u00ed nadm\u011brn\u00e9 pracovn\u00ed doby. Regulace maxim\u00e1ln\u00ed pracovn\u00ed doby omezuje fyzick\u00fd \u010das str\u00e1ven\u00fd prac\u00ed, zat\u00edmco sazby p\u0159\u00edplatk\u016f ukl\u00e1daj\u00ed ekonomickou z\u00e1t\u011b\u017e, co\u017e celkov\u011b podporuje sni\u017eov\u00e1n\u00ed pracovn\u00ed doby.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Pravni_pozadavky_na_system_fixnich_prescasovych_platu_v_Japonsku\"><\/span>Pr\u00e1vn\u00ed po\u017eadavky na syst\u00e9m fixn\u00edch p\u0159es\u010dasov\u00fdch plat\u016f v Japonsku<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Mnoho spole\u010dnost\u00ed v Japonsku zav\u00e1d\u00ed syst\u00e9m, kdy je sou\u010d\u00e1st\u00ed mzdy p\u0159edem ur\u010dena \u010d\u00e1stka za fixn\u00ed po\u010det p\u0159es\u010dasov\u00fdch hodin, zn\u00e1m\u00e1 jako &#8216;fixn\u00ed p\u0159es\u010dasov\u00fd plat&#8217;. Aby byl tento syst\u00e9m pr\u00e1vn\u011b uzn\u00e1n, mus\u00ed spl\u0148ovat velmi striktn\u00ed po\u017eadavky. Soudy konzistentn\u011b vy\u017eaduj\u00ed spln\u011bn\u00ed krit\u00e9ria &#8216;jasn\u00e9ho rozli\u0161en\u00ed&#8217;. To znamen\u00e1, \u017ee mus\u00ed b\u00fdt mo\u017en\u00e9 jasn\u011b rozli\u0161it, kter\u00e1 \u010d\u00e1st mzdy je odm\u011bnou za b\u011b\u017enou pracovn\u00ed dobu a kter\u00e1 \u010d\u00e1st p\u0159edstavuje p\u0159\u00edplatek za p\u0159es\u010dasovou pr\u00e1ci \u010di jinou pr\u00e1ci mimo b\u011b\u017enou pracovn\u00ed dobu.<\/p>\n\n\n\n<p>P\u0159\u00edpadov\u00e1 studie, kter\u00e1 se stala vod\u00edtkem v t\u00e9to oblasti, je p\u0159\u00edpad International Automobile Incident (rozsudek Nejvy\u0161\u0161\u00edho soudu Japonska ze dne 30. b\u0159ezna 2020). V tomto p\u0159\u00edpad\u011b Nejvy\u0161\u0161\u00ed soud jasn\u011b stanovil, \u017ee nen\u00ed dostate\u010dn\u00e9, pokud jsou n\u00e1zvy na v\u00fdplatn\u00ed p\u00e1sce pouze odd\u011blen\u00e9, ale je t\u0159eba posoudit, zda platby skute\u010dn\u011b maj\u00ed charakter p\u0159es\u010dasov\u00e9ho p\u0159\u00edplatku. Sporn\u00fd mzdov\u00fd syst\u00e9m po\u010d\u00edtal s odpo\u010dtem \u010d\u00e1stky vyplacen\u00e9 jako p\u0159es\u010dasov\u00fd p\u0159\u00edplatek (odpov\u00eddaj\u00edc\u00ed fixn\u00edmu p\u0159es\u010dasov\u00e9mu platu) p\u0159i v\u00fdpo\u010dtu provizn\u00ed mzdy. Nejvy\u0161\u0161\u00ed soud rozhodl, \u017ee takov\u00fd syst\u00e9m ve skute\u010dnosti pouze m\u011bn\u00ed n\u00e1zev \u010d\u00e1sti mzdy, kter\u00e1 by m\u011bla b\u00fdt vyplacena jako provize, a postr\u00e1d\u00e1 podstatu p\u0159es\u010dasov\u00e9ho p\u0159\u00edplatku. V d\u016fsledku toho byl tento syst\u00e9m shled\u00e1n nespl\u0148uj\u00edc\u00edm po\u017eadavky na jasn\u00e9 rozli\u0161en\u00ed a byl prohl\u00e1\u0161en za neplatn\u00fd.<\/p>\n\n\n\n<p>Tento p\u0159\u00edpad ukazuje silnou v\u016fli soudnictv\u00ed neumo\u017enit zam\u011bstnavatel\u016fm navrhovat form\u00e1ln\u00ed a um\u011bl\u00e9 mzdov\u00e9 syst\u00e9my, aby se vyhnuli povinnosti platit p\u0159es\u010dasov\u00e9 p\u0159\u00edplatky. Aby byl syst\u00e9m fixn\u00edch p\u0159es\u010dasov\u00fdch plat\u016f \u00fa\u010dinn\u011b uplat\u0148ov\u00e1n, je nezbytn\u00e9, aby tyto p\u0159\u00edplatky byly nez\u00e1visl\u00e9 na ostatn\u00edch mzdov\u00fdch polo\u017ek\u00e1ch a fungovaly \u010dist\u011b jako odm\u011bna za pr\u00e1ci mimo b\u011b\u017enou pracovn\u00ed dobu.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><td>Charakteristika<\/td><td>Platn\u00e9 p\u0159\u00edklady<\/td><td>P\u0159\u00edklady s vysokou pravd\u011bpodobnost\u00ed neplatnosti<\/td><td>Pr\u00e1vn\u00ed z\u00e1klad &amp; vysv\u011btlen\u00ed<\/td><\/tr><\/thead><tbody><tr><td>Zobrazen\u00ed na v\u00fdplatn\u00ed p\u00e1sce<\/td><td>Z\u00e1kladn\u00ed mzda: 300,000 jen\u016f Fixn\u00ed p\u0159es\u010dasov\u00fd plat (za 20 hodin): 50,000 jen\u016f<\/td><td>M\u011bs\u00ed\u010dn\u00ed mzda: 350,000 jen\u016f (v\u010detn\u011b fixn\u00edho p\u0159es\u010dasov\u00e9ho platu za 20 hodin)<\/td><td>U platn\u00fdch p\u0159\u00edklad\u016f je z\u00e1kladn\u00ed mzda a p\u0159\u00edplatek jasn\u011b finan\u010dn\u011b rozli\u0161en. U neplatn\u00fdch p\u0159\u00edklad\u016f nelze rozli\u0161it, kter\u00e1 \u010d\u00e1st je z\u00e1kladn\u00ed mzda a kter\u00e1 p\u0159\u00edplatek.<\/td><\/tr><tr><td>V\u00fdpo\u010detn\u00ed metoda<\/td><td>Po\u010det hodin a \u010d\u00e1stka pro fixn\u00ed p\u0159es\u010dasov\u00fd plat jsou jasn\u011b uvedeny v pracovn\u00ed smlouv\u011b nebo v pracovn\u00edm \u0159\u00e1du.<\/td><td>Provize se vypo\u010d\u00edt\u00e1v\u00e1 jako &#8216;\u010d\u00e1stka komise odpov\u00eddaj\u00edc\u00ed prodejn\u00edm v\u00fdsledk\u016fm minus vyplacen\u00e1 \u010d\u00e1stka fixn\u00edho p\u0159es\u010dasov\u00e9ho platu&#8217;.<\/td><td>Neplatn\u00fd p\u0159\u00edklad zahrnuje situaci, kdy je fixn\u00ed p\u0159es\u010dasov\u00fd plat odpo\u010d\u00edt\u00e1n od jin\u00e9 mzdy (provize), \u010d\u00edm\u017e postr\u00e1d\u00e1 podstatu p\u0159es\u010dasov\u00e9ho p\u0159\u00edplatku. Toto odpov\u00edd\u00e1 logice, kter\u00e1 byla shled\u00e1na neplatnou v rozsudku p\u0159\u00edpadu International Automobile.<\/td><\/tr><tr><td>Vztah k skute\u010dn\u00e9mu po\u010dtu p\u0159es\u010das\u016f<\/td><td>Pokud skute\u010dn\u00fd po\u010det p\u0159es\u010das\u016f p\u0159ekro\u010d\u00ed hodiny ur\u010den\u00e9 pro fixn\u00ed p\u0159es\u010dasov\u00fd plat, je rozd\u00edl vyplacen zvl\u00e1\u0161\u0165.<\/td><td>Bez ohledu na skute\u010dn\u00fd po\u010det p\u0159es\u010das\u016f je v\u017edy vyplacena stejn\u00e1 \u010d\u00e1stka mzdy a nejsou vyrovn\u00e1ny p\u0159es\u010dasy nad r\u00e1mec t\u00e9to \u010d\u00e1stky.<\/td><td>Fixn\u00ed p\u0159es\u010dasov\u00fd plat je pouze p\u0159edplacen\u00edm p\u0159es\u010dasov\u00e9ho p\u0159\u00edplatku. Nevyplacen\u00ed rozd\u00edlu, pokud skute\u010dn\u00e1 v\u00fd\u0161e p\u0159es\u010das\u016f p\u0159ekro\u010d\u00ed fixn\u00ed \u010d\u00e1stku, je v rozporu s principem pln\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Pravni_ramec_rocni_placene_dovolene_podle_japonskeho_prava\"><\/span>Pr\u00e1vn\u00ed r\u00e1mec ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Ro\u010dn\u00ed placen\u00e1 dovolen\u00e1 je syst\u00e9m placen\u00e9ho volna, kter\u00fd je stanoven \u010dl\u00e1nkem 39 Japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech (Japanese Labor Standards Act) za \u00fa\u010delem obnovy fyzick\u00e9ho a psychick\u00e9ho zdrav\u00ed pracovn\u00edk\u016f a zaji\u0161t\u011bn\u00ed dostate\u010dn\u00e9ho voln\u00e9ho \u010dasu pro jejich \u017eivot.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Podminky_udeleni_a_pocet_dni\"><\/span>Podm\u00ednky ud\u011blen\u00ed a po\u010det dn\u00ed<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Pr\u00e1vo na \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 vznik\u00e1 v\u0161em pracovn\u00edk\u016fm, kte\u0159\u00ed spln\u00ed n\u00e1sleduj\u00edc\u00ed dv\u011b podm\u00ednky<sup><\/sup>:<\/p>\n\n\n\n<ol start=\"1\">\n<li>Pracovat nep\u0159etr\u017eit\u011b po dobu 6 m\u011bs\u00edc\u016f od data n\u00e1stupu do zam\u011bstn\u00e1n\u00ed.<\/li>\n\n\n\n<li>M\u00edt \u00fa\u010dast na pracovi\u0161ti alespo\u0148 80 % v\u0161ech pracovn\u00edch dn\u016f b\u011bhem t\u011bchto 6 m\u011bs\u00edc\u016f.<\/li>\n<\/ol>\n\n\n\n<p>Pokud jsou tyto podm\u00ednky spln\u011bny, pracovn\u00edkovi je ud\u011bleno 10 pracovn\u00edch dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9. S ka\u017ed\u00fdm dal\u0161\u00edm rokem nep\u0159etr\u017eit\u00e9ho zam\u011bstn\u00e1n\u00ed se po\u010det dn\u016f dovolen\u00e9 zvy\u0161uje a po 6 letech a 6 m\u011bs\u00edc\u00edch pr\u00e1ce dosahuje maxim\u00e1ln\u00edho po\u010dtu 20 dn\u016f<sup><\/sup>. Pr\u00e1vo na \u010derp\u00e1n\u00ed ud\u011blen\u00e9 dovolen\u00e9 je platn\u00e9 po dobu 2 let<sup><\/sup>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Povinnost_urceni_doby_pro_cerpani_rocni_dovolene\"><\/span>Povinnost ur\u010den\u00ed doby pro \u010derp\u00e1n\u00ed ro\u010dn\u00ed dovolen\u00e9<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Novela z\u00e1kona z roku 2019 (Heisei 31 \/ 2019) uvalila na zam\u011bstnavatele novou povinnost. Jde o povinnost zajistit, aby pracovn\u00edci, kter\u00fdm bylo p\u0159izn\u00e1no v\u00edce ne\u017e 10 dn\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9, \u010derpali nejm\u00e9n\u011b 5 dn\u00ed t\u00e9to dovolen\u00e9 do jednoho roku od jej\u00edho p\u0159izn\u00e1n\u00ed. Pokud pracovn\u00edk \u010derp\u00e1 dovolenou dobrovoln\u011b a p\u0159es\u00e1hne 5 dn\u00ed, nen\u00ed probl\u00e9m. Av\u0161ak v p\u0159\u00edpad\u011b, \u017ee pracovn\u00edk ne\u010derp\u00e1 alespo\u0148 5 dn\u00ed, je zam\u011bstnavatel povinen po konzultaci s pracovn\u00edkem ur\u010dit dobu pro \u010derp\u00e1n\u00ed dovolen\u00e9. Toto opat\u0159en\u00ed m\u00e1 za c\u00edl odstranit v\u00e1h\u00e1n\u00ed p\u0159i \u010derp\u00e1n\u00ed dovolen\u00e9 a podpo\u0159it jej\u00ed vyu\u017e\u00edv\u00e1n\u00ed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Pravo_zamestnancu_na_urceni_doby_dovolene_a_pravo_zamestnavatelu_na_zmenu_teto_doby_podle_japonskeho_prava\"><\/span>Pr\u00e1vo zam\u011bstnanc\u016f na ur\u010den\u00ed doby dovolen\u00e9 a pr\u00e1vo zam\u011bstnavatel\u016f na zm\u011bnu t\u00e9to doby podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Pr\u00e1vn\u00ed j\u00e1dro provozov\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 spo\u010d\u00edv\u00e1 ve vztahu mezi dv\u011bma pr\u00e1vy: &#8220;pr\u00e1vem zam\u011bstnanc\u016f na ur\u010den\u00ed doby dovolen\u00e9&#8221; a &#8220;pr\u00e1vem zam\u011bstnavatel\u016f na zm\u011bnu t\u00e9to doby&#8221;. Z\u00e1sadou je &#8220;pr\u00e1vo na ur\u010den\u00ed doby&#8221;, kter\u00e9 umo\u017e\u0148uje zam\u011bstnanc\u016fm rozhodnout o dob\u011b sv\u00e9 dovolen\u00e9. Jakmile zam\u011bstnanec specifikuje den, kdy si p\u0159eje vz\u00edt volno, pr\u00e1vn\u011b se dovolen\u00e1 st\u00e1v\u00e1 \u00fa\u010dinnou.<\/p>\n\n\n\n<p>Na druh\u00e9 stran\u011b mohou zam\u011bstnavatel\u00e9 vyu\u017e\u00edt &#8220;pr\u00e1vo na zm\u011bnu doby&#8221; pouze v extr\u00e9mn\u011b omezen\u00fdch situac\u00edch. Toto pr\u00e1vo umo\u017e\u0148uje zam\u011bstnavatel\u016fm po\u017eadovat zm\u011bnu doby dovolen\u00e9 na jin\u00fd term\u00edn pouze v p\u0159\u00edpad\u011b, \u017ee poskytnut\u00ed dovolen\u00e9 ve stanoven\u00e9 dob\u011b by &#8220;naru\u0161ilo norm\u00e1ln\u00ed provoz podniku&#8221;.<\/p>\n\n\n\n<p>Charakter tohoto pr\u00e1va byl definov\u00e1n v p\u0159\u00edpadu B\u00edl\u00fd k\u00e1men lesn\u00ed spr\u00e1va (rozhodnut\u00ed Nejvy\u0161\u0161\u00edho soudu z 2. b\u0159ezna 1973 (1973)). V tomto rozhodnut\u00ed Nejvy\u0161\u0161\u00ed soud uvedl, \u017ee ro\u010dn\u00ed placen\u00e1 dovolen\u00e1 nen\u00ed &#8220;\u017e\u00e1dost\u00ed&#8221;, kter\u00e1 vy\u017eaduje &#8220;souhlas&#8221; zam\u011bstnavatele, ale je &#8220;konstitutivn\u00edm pr\u00e1vem&#8221;, kter\u00e9 vznik\u00e1 jednostrann\u00fdm prohl\u00e1\u0161en\u00edm zam\u011bstnance (ur\u010den\u00ed doby). Proto, pokud zam\u011bstnavatel nevyu\u017eije pr\u00e1vo na zm\u011bnu doby, dovolen\u00e1 ve stanoven\u00fd den je potvrzena. Rozhodnut\u00ed tak\u00e9 stanovilo d\u016fle\u017eit\u00fd princip, \u017ee \u00fa\u010del vyu\u017eit\u00ed dovolen\u00e9 je na svobod\u011b zam\u011bstnance a zam\u011bstnavatel nem\u016f\u017ee odm\u00edtnout ud\u011blen\u00ed dovolen\u00e9 nebo vyu\u017e\u00edt pr\u00e1vo na zm\u011bnu doby na z\u00e1klad\u011b tohoto \u00fa\u010delu.<\/p>\n\n\n\n<p>Tento pr\u00e1vn\u00ed vztah je z\u00e1m\u011brn\u011b navr\u017een jako asymetrick\u00fd. Zam\u011bstnanc\u016fm je poskytnuto siln\u00e9 pr\u00e1vo, zat\u00edmco zam\u011bstnavatel\u00e9 maj\u00ed pouze omezen\u00e9 obrann\u00e9 pr\u00e1vo. Proto je z pr\u00e1vn\u00edho hlediska nevhodn\u00e9, pokud intern\u00ed p\u0159edpisy vy\u017eaduj\u00ed &#8220;souhlas&#8221; nad\u0159\u00edzen\u00e9ho pro \u010derp\u00e1n\u00ed dovolen\u00e9 nebo pokud se vy\u017eaduje uv\u00e9st &#8220;d\u016fvod&#8221; dovolen\u00e9, co\u017e p\u0159in\u00e1\u0161\u00ed rizika z hlediska dodr\u017eov\u00e1n\u00ed p\u0159edpis\u016f. V podnikov\u00e9m managementu se o\u010dek\u00e1v\u00e1, \u017ee m\u00edsto hled\u00e1n\u00ed d\u016fvod\u016f pro odm\u00edtnut\u00ed dovolen\u00e9, bude zam\u011bstnavatel pl\u00e1novat pracovn\u00ed syst\u00e9m tak, aby zam\u011bstnanci mohli hladce \u010derpat dovolenou, nap\u0159\u00edklad zaji\u0161t\u011bn\u00edm n\u00e1hradn\u00edho person\u00e1lu.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><td>Pr\u00e1vo<\/td><td>Dr\u017eitel pr\u00e1va<\/td><td>Povaha pr\u00e1va<\/td><td>Po\u017eadavky pro v\u00fdkon<\/td><\/tr><\/thead><tbody><tr><td>Pr\u00e1vo zam\u011bstnanc\u016f na ur\u010den\u00ed doby dovolen\u00e9<\/td><td>Zam\u011bstnanci<\/td><td>Konstitutivn\u00ed pr\u00e1vo, kter\u00e9 umo\u017e\u0148uje vznik dovolen\u00e9 jednostrann\u00fdm ur\u010den\u00edm dne<\/td><td>Existence nevy\u010derpan\u00fdch dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9<\/td><\/tr><tr><td>Pr\u00e1vo zam\u011bstnavatel\u016f na zm\u011bnu doby<\/td><td>Zam\u011bstnavatel\u00e9<\/td><td>V\u00fdjime\u010dn\u00e9 pr\u00e1vo po\u017eadovat zm\u011bnu stanoven\u00e9 doby<\/td><td>Zam\u011bstnavatel mus\u00ed prok\u00e1zat, \u017ee poskytnut\u00ed dovolen\u00e9 ve stanoven\u00e9 dob\u011b by &#8220;naru\u0161ilo norm\u00e1ln\u00ed provoz podniku&#8221;<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Odstavka_z_duvodu_zamestnavatele_a_odstavkove_davky_podle_japonskeho_prava\"><\/span>Odst\u00e1vka z d\u016fvodu zam\u011bstnavatele a odst\u00e1vkov\u00e9 d\u00e1vky podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Kdy\u017e firma z d\u016fvod\u016f souvisej\u00edc\u00edch s veden\u00edm podniku p\u0159eru\u0161\u00ed \u010dinnost a zam\u011bstnanci nemohou pracovat, existuje syst\u00e9m na ochranu jejich \u017eivobyt\u00ed. \u010cl\u00e1nek 26 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce stanov\u00ed, \u017ee pokud zam\u011bstnavatel zp\u016fsob\u00ed odst\u00e1vku z d\u016fvod\u016f na jeho stran\u011b, mus\u00ed zam\u011bstnanc\u016fm vyplatit odst\u00e1vkovou d\u00e1vku ve v\u00fd\u0161i nejm\u00e9n\u011b 60 % jejich pr\u016fm\u011brn\u00e9 mzdy.<\/p>\n\n\n\n<p>Nejd\u016fle\u017eit\u011bj\u0161\u00ed p\u0159i rozhodov\u00e1n\u00ed o vzniku t\u00e9to povinnosti je interpretace fr\u00e1ze &#8220;d\u016fvody, za kter\u00e9 m\u016f\u017ee zam\u011bstnavatel&#8221;. Tento koncept je v oblasti pracovn\u00edho pr\u00e1va interpretov\u00e1n velmi \u0161iroce. Zahrnuje nejen \u00famysl nebo nedbalost ze strany zam\u011bstnavatele, ale tak\u00e9 odst\u00e1vky zp\u016fsoben\u00e9 obt\u00ed\u017eemi v managementu a provozu na stran\u011b zam\u011bstnavatele. Nap\u0159\u00edklad nedostatek surovin, sn\u00ed\u017een\u00ed objedn\u00e1vek kv\u016fli finan\u010dn\u00edm pot\u00ed\u017e\u00edm mate\u0159sk\u00e9 spole\u010dnosti nebo porucha stroj\u016f mohou b\u00fdt pova\u017eov\u00e1ny za &#8220;d\u016fvody, za kter\u00e9 m\u016f\u017ee zam\u011bstnavatel&#8221;, i kdy\u017e zam\u011bstnavatel s\u00e1m nem\u00e1 p\u0159\u00edmou vinu.<\/p>\n\n\n\n<p>Jako d\u016fle\u017eit\u00fd precedens, kter\u00fd podporuje tuto \u0161irokou interpretaci, slou\u017e\u00ed p\u0159\u00edpad Northwest Airlines (rozsudek Nejvy\u0161\u0161\u00edho soudu z 17. \u010dervence 1987). Tento rozsudek se t\u00fdkal odst\u00e1vky v d\u016fsledku st\u00e1vky, ale ve sv\u00e9m rozhodnut\u00ed uvedl, \u017ee \u00fa\u010del \u010dl\u00e1nku 26 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce je \u0161ir\u0161\u00ed ne\u017e p\u0159\u00ed\u010diny odpov\u011bdnosti podle ob\u010dansk\u00e9ho pr\u00e1va a zahrnuje v\u0161eobecn\u00e9 obt\u00ed\u017ee v managementu zam\u011bstnavatele. Pr\u00e1vn\u00ed osvobozen\u00ed od povinnosti platby nast\u00e1v\u00e1 pouze v p\u0159\u00edpad\u011b skute\u010dn\u00e9 vy\u0161\u0161\u00ed moci (force majeure), jako jsou zem\u011bt\u0159esen\u00ed nebo tajfuny, kter\u00e9 nastanou mimo podnik a kter\u00fdm se zam\u011bstnavatel nem\u016f\u017ee vyhnout i p\u0159i maxim\u00e1ln\u00ed mo\u017en\u00e9 p\u00e9\u010di.<\/p>\n\n\n\n<p>Za touto pr\u00e1vn\u00ed interpretac\u00ed stoj\u00ed koncepce rozd\u011blen\u00ed rizik spojen\u00fdch s podnik\u00e1n\u00edm. Rizika jako jsou tr\u017en\u00ed fluktuace nebo z\u00e1le\u017eitosti obchodn\u00edch partner\u016f, kter\u00e1 jsou vlastn\u00ed podnik\u00e1n\u00ed, by m\u011bl v z\u00e1sad\u011b n\u00e9st zam\u011bstnavatel. Proto, pokud d\u016fvod odst\u00e1vky vznikne v r\u00e1mci &#8220;sf\u00e9ry kontroly&#8221; zam\u011bstnavatele, je na n\u011bm povinnost vyplatit zam\u011bstnanc\u016fm minim\u00e1ln\u00ed odst\u00e1vkovou d\u00e1vku za \u00fa\u010delem zaji\u0161t\u011bn\u00ed jejich \u017eivobyt\u00ed, i kdy\u017e byla odst\u00e1vka zp\u016fsobena vn\u011bj\u0161\u00edmi faktory.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ochranna_ustanoveni_pro_zeny_a_nezletile\"><\/span>Ochrann\u00e1 ustanoven\u00ed pro \u017eeny a nezletil\u00e9<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Japonsk\u00fd z\u00e1kon o pracovn\u00edch standardech (\u52b4\u50cd\u57fa\u6e96\u6cd5) zohled\u0148uje historick\u00e9 pozad\u00ed a fyzick\u00e9 charakteristiky a poskytuje speci\u00e1ln\u00ed ochrann\u00e1 ustanoven\u00ed pro pracovnice a nezletil\u00e9 pracovn\u00edky, kte\u0159\u00ed vy\u017eaduj\u00ed zvl\u00e1\u0161tn\u00ed ochranu.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ochrana_materstvi_pracovnic\"><\/span>Ochrana mate\u0159stv\u00ed pracovnic<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Pro ochranu zdrav\u00ed \u017een b\u011bhem t\u011bhotenstv\u00ed a po porodu (v pr\u00e1vn\u00edch term\u00ednech ozna\u010dovan\u00fdch jako &#8220;\u598a\u7523\u5a66&#8221; &#8211; t\u011bhotn\u00e9 a porod\u00edc\u00ed \u017eeny) jsou stanovena n\u00e1sleduj\u00edc\u00ed ustanoven\u00ed. Nejprve je zaru\u010dena mate\u0159sk\u00e1 dovolen\u00e1 p\u0159ed a po porodu (podle \u010dl\u00e1nku 65 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech). P\u0159edporodn\u00ed dovolen\u00e1 m\u016f\u017ee b\u00fdt vy\u017e\u00e1d\u00e1na pracovnic\u00ed \u0161est t\u00fddn\u016f p\u0159ed p\u0159edpokl\u00e1dan\u00fdm datem porodu (v p\u0159\u00edpad\u011b v\u00edce\u010detn\u00fdch t\u011bhotenstv\u00ed \u010dtrn\u00e1ct t\u00fddn\u016f p\u0159ed), zat\u00edmco po porodu je stanovena osmit\u00fddenn\u00ed doba, kdy zam\u011bstnavatel nesm\u00ed zam\u011bstnankyni zam\u011bstnat bez ohledu na jej\u00ed po\u017eadavek. Zejm\u00e9na prvn\u00edch \u0161est t\u00fddn\u016f po porodu je pova\u017eov\u00e1no za absolutn\u00ed dobu odpo\u010dinku pro zotaven\u00ed matky a zam\u011bstnavatel nesm\u00ed \u017eenu zam\u011bstnat, i kdyby si to sama p\u0159\u00e1la. Nicm\u00e9n\u011b, po uplynut\u00ed \u0161esti t\u00fddn\u016f po porodu m\u016f\u017ee pracovnice, pokud to sama po\u017eaduje a l\u00e9ka\u0159 uzn\u00e1, \u017ee to nezp\u016fsob\u00ed \u017e\u00e1dn\u00e9 komplikace, nastoupit zp\u011bt do pr\u00e1ce na pozice, kter\u00e9 jsou pro ni vhodn\u00e9.<\/p>\n\n\n\n<p>D\u00e1le jsou na pr\u00e1ci t\u011bhotn\u00fdch a porod\u00edc\u00edch \u017een kladena r\u016fzn\u00e1 omezen\u00ed. Zam\u011bstnavatel nesm\u00ed tyto \u017eeny zam\u011bstn\u00e1vat na pracovn\u00edch pozic\u00edch, kde se manipuluje s t\u011b\u017ek\u00fdmi b\u0159emeny nebo kde jsou vystaveny \u0161kodliv\u00fdm plyn\u016fm (podle \u010dl\u00e1nku 64 odstavec 3 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech). Pokud t\u011bhotn\u00e1 nebo porod\u00edc\u00ed \u017eena po\u017e\u00e1d\u00e1, zam\u011bstnavatel nesm\u00ed na\u0159\u00eddit p\u0159es\u010dasovou pr\u00e1ci, pr\u00e1ci o sv\u00e1tc\u00edch ani no\u010dn\u00ed pr\u00e1ci (podle \u010dl\u00e1nku 66 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech). Tyto ochrann\u00e1 ustanoven\u00ed se d\u011bl\u00ed na povinnosti, kter\u00e9 vznikaj\u00ed na z\u00e1klad\u011b po\u017eadavku (nap\u0159\u00edklad v\u00fdjimka z p\u0159es\u010dasov\u00e9 pr\u00e1ce) a na absolutn\u00ed povinnosti, kter\u00e9 mus\u00ed zam\u011bstnavatel dodr\u017eovat bez ohledu na po\u017eadavek (nap\u0159\u00edklad \u0161estit\u00fddenn\u00ed dovolen\u00e1 po porodu). Firmy mus\u00ed tyto rozd\u00edly p\u0159esn\u011b ch\u00e1pat a vybudovat odpov\u00eddaj\u00edc\u00ed syst\u00e9m \u0159\u00edzen\u00ed pracovn\u00edch sil.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ochrana_nezletilych\"><\/span>Ochrana nezletil\u00fdch<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Pracovn\u00edci mlad\u0161\u00ed 18 let (v pr\u00e1vn\u00edch term\u00ednech ozna\u010dovan\u00ed jako &#8220;\u5e74\u5c11\u8005&#8221; &#8211; nezletil\u00ed) jsou p\u0159edm\u011btem zvl\u00e1\u0161t\u011b p\u0159\u00edsn\u00fdch regulac\u00ed za \u00fa\u010delem ochrany jejich zdrav\u00e9ho fyzick\u00e9ho a psychick\u00e9ho v\u00fdvoje.<\/p>\n\n\n\n<p>Z\u00e1sadn\u011b je zak\u00e1z\u00e1no nezletil\u00fdm na\u0159izovat p\u0159es\u010dasovou pr\u00e1ci nebo pr\u00e1ci o sv\u00e1tc\u00edch a je tak\u00e9 zak\u00e1z\u00e1no je zam\u011bstn\u00e1vat v noci (od 22:00 do 5:00) (podle \u010dl\u00e1nk\u016f 60 a 61 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech). D\u00e1le je zcela zak\u00e1z\u00e1no zam\u011bstn\u00e1vat nezletil\u00e9 na pracovn\u00edch pozic\u00edch, jako je obsluha je\u0159\u00e1b\u016f nebo pr\u00e1ce ve v\u00fd\u0161k\u00e1ch, stejn\u011b jako pr\u00e1ce v dolech (podle \u010dl\u00e1nk\u016f 62 a 63 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech).<\/p>\n\n\n\n<p>Existuj\u00ed tak\u00e9 speci\u00e1ln\u00ed pravidla t\u00fdkaj\u00edc\u00ed se smluv. Z\u00e1konn\u00ed z\u00e1stupci nebo opatrovn\u00edci nemohou uzav\u00edrat pracovn\u00ed smlouvy za nezletil\u00e9, smlouva mus\u00ed b\u00fdt v\u017edy uzav\u0159ena p\u0159\u00edmo s osobou (podle \u010dl\u00e1nku 58 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech). Nav\u00edc mus\u00ed b\u00fdt mzda vyplacena p\u0159\u00edmo a v pln\u00e9 v\u00fd\u0161i nezletil\u00e9mu, a je zak\u00e1z\u00e1no, aby ji m\u00edsto n\u011bj p\u0159ij\u00edmal z\u00e1konn\u00fd z\u00e1stupce nebo jin\u00e1 osoba (podle \u010dl\u00e1nku 59 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech). Tyto ustanoven\u00ed jsou d\u016fle\u017eit\u00fdmi ochrann\u00fdmi opat\u0159en\u00edmi, kter\u00e1 maj\u00ed zabr\u00e1nit ekonomick\u00e9mu vyko\u0159is\u0165ov\u00e1n\u00ed nezletil\u00fdch a nucen\u00ed k necht\u011bn\u00e9 pr\u00e1ci.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Shrnuti\"><\/span>Shrnut\u00ed<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Jak jsme si v tomto \u010dl\u00e1nku p\u0159ehledn\u011b uk\u00e1zali, regulace t\u00fdkaj\u00edc\u00ed se mzdy, pracovn\u00ed doby, dovolen\u00e9 a ochrany ur\u010dit\u00fdch skupin pracovn\u00edk\u016f podle japonsk\u00e9ho pracovn\u00edho pr\u00e1va jsou velmi podrobn\u00e9 a v\u00edce\u00farov\u0148ov\u00e9. Tyto pravidla nejsou pouh\u00fdmi sm\u011brnicemi, ale p\u0159i jejich poru\u0161en\u00ed se jedn\u00e1 o p\u0159\u00edsn\u00e9 pr\u00e1vn\u00ed povinnosti, kter\u00e9 mohou m\u00edt za n\u00e1sledek sankce nebo civiln\u00ed odpov\u011bdnost. Zvl\u00e1\u0161t\u011b ned\u00e1vn\u00e9 zm\u011bny z\u00e1kon\u016f, jako jsou regulace maxim\u00e1ln\u00edho po\u010dtu p\u0159es\u010dasov\u00fdch hodin nebo povinnost \u010derp\u00e1n\u00ed placen\u00e9 ro\u010dn\u00ed dovolen\u00e9, vy\u017eaduj\u00ed od zam\u011bstnavatel\u016f aktivn\u011bj\u0161\u00ed \u0159\u00edzen\u00ed pracovn\u00edch z\u00e1le\u017eitost\u00ed ne\u017e kdy d\u0159\u00edve. Trendy v soudn\u00ed praxi t\u00fdkaj\u00edc\u00ed se fixn\u00edch p\u0159es\u010dasov\u00fdch plateb nebo od\u0161kodn\u011bn\u00ed za nepracovn\u00ed obdob\u00ed nazna\u010duj\u00ed, \u017ee form\u00e1ln\u00ed p\u0159\u00edstup ji\u017e nesta\u010d\u00ed a je t\u0159eba se zam\u011b\u0159it na skute\u010dnou podstatu syst\u00e9mu. P\u0159esn\u00e9 porozum\u011bn\u00ed a dodr\u017eov\u00e1n\u00ed t\u011bchto slo\u017eit\u00fdch p\u0159edpis\u016f je nezbytn\u00fdm z\u00e1kladem pro budov\u00e1n\u00ed zdrav\u00fdch pracovn\u00edch vztah\u016f a zaji\u0161t\u011bn\u00ed udr\u017eiteln\u00e9ho r\u016fstu podniku.<\/p>\n\n\n\n<p>Pr\u00e1vn\u00ed kancel\u00e1\u0159 Monolith m\u00e1 bohat\u00e9 zku\u0161enosti s poskytov\u00e1n\u00edm poradenstv\u00ed a podpory v oblasti japonsk\u00e9ho pracovn\u00edho pr\u00e1va, v\u010detn\u011b t\u00e9mat, kter\u00e1 jsme zde prob\u00edrali, pro mnoho dom\u00e1c\u00edch i zahrani\u010dn\u00edch klient\u016f. V na\u0161\u00ed kancel\u00e1\u0159i p\u016fsob\u00ed tak\u00e9 n\u011bkolik advok\u00e1t\u016f, kte\u0159\u00ed jsou kvalifikovan\u00ed v zahrani\u010d\u00ed a hovo\u0159\u00ed anglicky, co\u017e n\u00e1m umo\u017e\u0148uje p\u0159eklenout propast mezi mezin\u00e1rodn\u00edmi obchodn\u00edmi zvyklostmi a japonsk\u00fdmi pr\u00e1vn\u00edmi p\u0159edpisy a nab\u00eddnout p\u0159esn\u00e9 a praktick\u00e9 \u0159e\u0161en\u00ed pro konkr\u00e9tn\u00ed v\u00fdzvy, kter\u00fdm na\u0161i klienti \u010del\u00ed. Poskytneme v\u00e1m odbornou pr\u00e1vn\u00ed podporu, kter\u00e1 v\u00e1m pom\u016f\u017ee zvl\u00e1dnout toto komplexn\u00ed regula\u010dn\u00ed prost\u0159ed\u00ed.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>V provozov\u00e1n\u00ed podnik\u00e1n\u00ed v Japonsku je hlubok\u00e9 porozum\u011bn\u00ed pracovn\u00edmu pr\u00e1vu, zejm\u00e9na regulac\u00edm t\u00fdkaj\u00edc\u00edm se v\u00fdplaty mezd, pracovn\u00ed doby a dovolen\u00e9, nejen ot\u00e1zkou person\u00e1ln\u00edho a pracovn\u011bpr\u00e1vn\u00edho \u0159\u00edzen\u00ed,  [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":66458,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18],"tags":[24,90],"acf":[],"_links":{"self":[{"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66457"}],"collection":[{"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/users\/32"}],"replies":[{"embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/comments?post=66457"}],"version-history":[{"count":2,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66457\/revisions"}],"predecessor-version":[{"id":66751,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66457\/revisions\/66751"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/media\/66458"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/media?parent=66457"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/categories?post=66457"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/tags?post=66457"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}