{"id":66618,"date":"2025-10-11T00:19:43","date_gmt":"2025-10-10T15:19:43","guid":{"rendered":"https:\/\/monolith.law\/cs\/?p=66618"},"modified":"2025-10-20T12:32:26","modified_gmt":"2025-10-20T03:32:26","slug":"equality-disability-law-japan","status":"publish","type":"post","link":"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan","title":{"rendered":"Rovnost zam\u011bstn\u00e1n\u00ed v japonsk\u00e9m pracovn\u00edm pr\u00e1vu: Pr\u00e1vn\u00ed povinnosti firem v\u016f\u010di mu\u017e\u016fm a \u017een\u00e1m a osob\u00e1m se zdravotn\u00edm posti\u017een\u00edm"},"content":{"rendered":"\n<p>V modern\u00edm podnik\u00e1n\u00ed je dodr\u017eov\u00e1n\u00ed compliance kl\u00ed\u010dov\u00fdm prvkem pro udr\u017een\u00ed udr\u017eitelnosti podnik\u00e1n\u00ed a hodnoty spole\u010dnosti. Zvl\u00e1\u0161t\u011b pro spole\u010dnosti, kter\u00e9 p\u016fsob\u00ed glob\u00e1ln\u011b, je nezbytn\u00e9 hlubok\u00e9 porozum\u011bn\u00ed pr\u00e1vn\u00edm syst\u00e9m\u016fm jednotliv\u00fdch zem\u00ed, zejm\u00e9na v oblasti pracovn\u00edho pr\u00e1va. Japonsk\u00e9 pracovn\u00ed pr\u00e1vo klade d\u016fraz na zaji\u0161t\u011bn\u00ed rovnosti v zam\u011bstn\u00e1n\u00ed a ukl\u00e1d\u00e1 spole\u010dnostem p\u0159\u00edsn\u00e9 povinnosti. P\u0159esn\u00e9 porozum\u011bn\u00ed t\u011bmto pr\u00e1vn\u00edm povinnostem a jejich odraz ve spr\u00e1v\u011b lidsk\u00fdch zdroj\u016f je nejen kl\u00ed\u010dov\u00e9 pro vyhnut\u00ed se pr\u00e1vn\u00edm spor\u016fm, ale tak\u00e9 pro vytvo\u0159en\u00ed pracovn\u00edho prost\u0159ed\u00ed, kde se m\u016f\u017ee uplatnit rozmanit\u00fd talent, co\u017e zvy\u0161uje konkurenceschopnost spole\u010dnosti. Tento \u010dl\u00e1nek se zam\u011b\u0159uje na kl\u00ed\u010dov\u00e9 aspekty rovnosti zam\u011bstn\u00e1n\u00ed podle japonsk\u00e9ho pracovn\u00edho pr\u00e1va, konkr\u00e9tn\u011b na rovnost mezi mu\u017ei a \u017eenami a odstran\u011bn\u00ed diskriminace osob se zdravotn\u00edm posti\u017een\u00edm. Podrobn\u011b rozebereme \u010dty\u0159i hlavn\u00ed t\u00e9mata: princip stejn\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed mu\u017e\u016f a \u017een stanoven\u00fd Japonsk\u00fdm z\u00e1konem o pracovn\u00edch standardech (Japanese Labor Standards Act), \u0161irokou rovnost p\u0159\u00edle\u017eitost\u00ed definovanou Japonsk\u00fdm z\u00e1konem o rovn\u00fdch p\u0159\u00edle\u017eitostech zam\u011bstn\u00e1n\u00ed mu\u017e\u016f a \u017een (Japanese Act on Securing Equal Opportunity and Treatment between Men and Women in Employment), z\u00e1kaz diskrimina\u010dn\u00edho zach\u00e1zen\u00ed a povinnost poskytovat rozumn\u00e1 opat\u0159en\u00ed podle Japonsk\u00e9ho z\u00e1kona na podporu zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm (Japanese Act on Employment Promotion etc. of Persons with Disabilities), a to v\u0161e na z\u00e1klad\u011b souvisej\u00edc\u00edch pr\u00e1vn\u00edch p\u0159edpis\u016f a soudn\u00edch rozhodnut\u00ed. \u010cl\u00e1nek je ur\u010den pro mana\u017eery a pr\u00e1vn\u00edky spole\u010dnost\u00ed, aby porozum\u011bli pr\u00e1vn\u00edm povinnostem, kter\u00e9 mus\u00ed dodr\u017eovat.<\/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\/equality-disability-law-japan\/#Princip_rovneho_odmenovani_muzu_a_zen_podle_japonskeho_pracovniho_prava\" title=\"Princip rovn\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed mu\u017e\u016f a \u017een podle japonsk\u00e9ho pracovn\u00edho pr\u00e1va\">Princip rovn\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed mu\u017e\u016f a \u017een podle japonsk\u00e9ho pracovn\u00edho 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\/equality-disability-law-japan\/#Pravni_zaklad_Clanek_4_japonskeho_zakona_o_pracovnich_standardech\" title=\"Pr\u00e1vn\u00ed z\u00e1klad: \u010cl\u00e1nek 4 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech\">Pr\u00e1vn\u00ed z\u00e1klad: \u010cl\u00e1nek 4 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech<\/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\/equality-disability-law-japan\/#Rozsah_%E2%80%9Cdiskriminacniho_zachazeni%E2%80%9D\" title=\"Rozsah &#8220;diskrimina\u010dn\u00edho zach\u00e1zen\u00ed&#8221;\">Rozsah &#8220;diskrimina\u010dn\u00edho zach\u00e1zen\u00ed&#8221;<\/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\/equality-disability-law-japan\/#Analyza_soudniho_pripadu_Pripad_Iwate_Bank\" title=\"Anal\u00fdza soudn\u00edho p\u0159\u00edpadu: P\u0159\u00edpad Iwate Bank\">Anal\u00fdza soudn\u00edho p\u0159\u00edpadu: P\u0159\u00edpad Iwate Bank<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Zajisteni_rovnych_prilezitosti_a_zachazeni_mezi_muzi_a_zenami_podle_japonskeho_prava\" title=\"Zaji\u0161t\u011bn\u00ed rovn\u00fdch p\u0159\u00edle\u017eitost\u00ed a zach\u00e1zen\u00ed mezi mu\u017ei a \u017eenami podle japonsk\u00e9ho pr\u00e1va\">Zaji\u0161t\u011bn\u00ed rovn\u00fdch p\u0159\u00edle\u017eitost\u00ed a zach\u00e1zen\u00ed mezi mu\u017ei a \u017eenami 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-6\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Pravni_zaklad_Japonsky_zakon_o_rovnych_prilezitostech_zamestnani_pro_muze_a_zeny\" title=\"Pr\u00e1vn\u00ed z\u00e1klad: Japonsk\u00fd z\u00e1kon o rovn\u00fdch p\u0159\u00edle\u017eitostech zam\u011bstn\u00e1n\u00ed pro mu\u017ee a \u017eeny\">Pr\u00e1vn\u00ed z\u00e1klad: Japonsk\u00fd z\u00e1kon o rovn\u00fdch p\u0159\u00edle\u017eitostech zam\u011bstn\u00e1n\u00ed pro mu\u017ee a \u017eeny<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Zakaz_prime_diskriminace\" title=\"Z\u00e1kaz p\u0159\u00edm\u00e9 diskriminace\">Z\u00e1kaz p\u0159\u00edm\u00e9 diskriminace<\/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\/equality-disability-law-japan\/#Zakaz_neprime_diskriminace\" title=\"Z\u00e1kaz nep\u0159\u00edm\u00e9 diskriminace\">Z\u00e1kaz nep\u0159\u00edm\u00e9 diskriminace<\/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\/equality-disability-law-japan\/#Zakaz_neprizniveho_zachazeni_z_duvodu_manzelstvi_tehotenstvi_nebo_porodu_podle_japonskeho_prava\" title=\"Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed z d\u016fvodu man\u017eelstv\u00ed, t\u011bhotenstv\u00ed nebo porodu podle japonsk\u00e9ho pr\u00e1va\">Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed z d\u016fvodu man\u017eelstv\u00ed, t\u011bhotenstv\u00ed nebo porodu 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-10\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Zakaz_diskriminacniho_zachazeni_s_osobami_se_zdravotnim_postizenim\" title=\"Z\u00e1kaz diskrimina\u010dn\u00edho zach\u00e1zen\u00ed s osobami se zdravotn\u00edm posti\u017een\u00edm\">Z\u00e1kaz diskrimina\u010dn\u00edho zach\u00e1zen\u00ed s osobami se zdravotn\u00edm posti\u017een\u00edm<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Pravni_zaklad_Japonsky_zakon_o_podpore_zamestnavani_osob_se_zdravotnim_postizenim\" title=\"Pr\u00e1vn\u00ed z\u00e1klad: Japonsk\u00fd z\u00e1kon o podpo\u0159e zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm\">Pr\u00e1vn\u00ed z\u00e1klad: Japonsk\u00fd z\u00e1kon o podpo\u0159e zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Konkretni_priklady_zakazaneho_diskriminacniho_zachazeni\" title=\"Konkr\u00e9tn\u00ed p\u0159\u00edklady zak\u00e1zan\u00e9ho diskrimina\u010dn\u00edho zach\u00e1zen\u00ed\">Konkr\u00e9tn\u00ed p\u0159\u00edklady zak\u00e1zan\u00e9ho diskrimina\u010dn\u00edho zach\u00e1zen\u00ed<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Povinnost_poskytovat_rozumne_upravy_pro_osoby_se_zdravotnim_postizenim_podle_japonskeho_prava\" title=\"Povinnost poskytovat rozumn\u00e9 \u00fapravy pro osoby se zdravotn\u00edm posti\u017een\u00edm podle japonsk\u00e9ho pr\u00e1va\">Povinnost poskytovat rozumn\u00e9 \u00fapravy pro osoby se zdravotn\u00edm posti\u017een\u00edm 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-14\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Definice_a_povinnost_%E2%80%9Erozumneho_zohledneni%E2%80%9C_podle_japonskeho_prava\" title=\"Definice a povinnost \u201erozumn\u00e9ho zohledn\u011bn\u00ed\u201c podle japonsk\u00e9ho pr\u00e1va\">Definice a povinnost \u201erozumn\u00e9ho zohledn\u011bn\u00ed\u201c podle japonsk\u00e9ho pr\u00e1va<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Vyjimky_z_povinnosti_%E2%80%9ENadmerne_zatizeni%E2%80%9C_podle_japonskeho_prava\" title=\"V\u00fdjimky z povinnosti: \u201eNadm\u011brn\u00e9 zat\u00ed\u017een\u00ed\u201c podle japonsk\u00e9ho pr\u00e1va\">V\u00fdjimky z povinnosti: \u201eNadm\u011brn\u00e9 zat\u00ed\u017een\u00ed\u201c podle japonsk\u00e9ho pr\u00e1va<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Porovnani_zakazu_diskriminace_a_poskytovani_rozumnych_uprav\" title=\"Porovn\u00e1n\u00ed z\u00e1kazu diskriminace a poskytov\u00e1n\u00ed rozumn\u00fdch \u00faprav\">Porovn\u00e1n\u00ed z\u00e1kazu diskriminace a poskytov\u00e1n\u00ed rozumn\u00fdch \u00faprav<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/equality-disability-law-japan\/#Shrnuti\" title=\"Shrnut\u00ed\">Shrnut\u00ed<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Princip_rovneho_odmenovani_muzu_a_zen_podle_japonskeho_pracovniho_prava\"><\/span>Princip rovn\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed mu\u017e\u016f a \u017een podle japonsk\u00e9ho pracovn\u00edho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Pravni_zaklad_Clanek_4_japonskeho_zakona_o_pracovnich_standardech\"><\/span>Pr\u00e1vn\u00ed z\u00e1klad: \u010cl\u00e1nek 4 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>V r\u00e1mci japonsk\u00e9ho syst\u00e9mu pracovn\u00edho pr\u00e1va je z\u00e1kladn\u00edm p\u0159edpisem zaji\u0161\u0165uj\u00edc\u00edm rovnost odm\u011b\u0148ov\u00e1n\u00ed mezi mu\u017ei a \u017eenami \u010dl\u00e1nek 4 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech. Tento z\u00e1kon reguluje z\u00e1kladn\u00ed pracovn\u00ed podm\u00ednky zam\u011bstnanc\u016f a v jeho \u010dl\u00e1nku 4 je jasn\u011b stanoveno, \u017ee &#8220;zam\u011bstnavatel nesm\u00ed diskriminovat \u017eeny v ot\u00e1zk\u00e1ch odm\u011b\u0148ov\u00e1n\u00ed na z\u00e1klad\u011b jejich pohlav\u00ed ve srovn\u00e1n\u00ed s mu\u017ei.&#8221; Toto ustanoven\u00ed zt\u011bles\u0148uje princip &#8220;rovnosti p\u0159ed z\u00e1konem&#8221; zaru\u010den\u00fd \u010dl\u00e1nkem 14 japonsk\u00e9 \u00fastavy v oblasti zam\u011bstn\u00e1n\u00ed, zejm\u00e9na co se t\u00fd\u010de konkr\u00e9tn\u00ed pracovn\u00ed podm\u00ednky, jakou je odm\u011b\u0148ov\u00e1n\u00ed. Jeho \u00fa\u010delem je napravit historicky existuj\u00edc\u00ed rozd\u00edly v odm\u011b\u0148ov\u00e1n\u00ed mezi mu\u017ei a \u017eenami a usilovat o zlep\u0161en\u00ed ekonomick\u00e9ho postaven\u00ed \u017een na pracovn\u00edm trhu.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Rozsah_%E2%80%9Cdiskriminacniho_zachazeni%E2%80%9D\"><\/span>Rozsah &#8220;diskrimina\u010dn\u00edho zach\u00e1zen\u00ed&#8221;<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Rozsah &#8220;odm\u011b\u0148ov\u00e1n\u00ed&#8221;, kter\u00e9 je p\u0159edm\u011btem &#8220;diskrimina\u010dn\u00edho zach\u00e1zen\u00ed&#8221; zak\u00e1zan\u00e9ho \u010dl\u00e1nkem 4 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech, je \u0161irok\u00fd. Podle \u010dl\u00e1nku 11 t\u00e9ho\u017e z\u00e1kona zahrnuje nejen z\u00e1kladn\u00ed mzdu, ale tak\u00e9 pr\u00e9mie, r\u016fzn\u00e9 p\u0159\u00edplatky (nap\u0159\u00edklad rodinn\u00e9 nebo bytov\u00e9) a v\u0161echny ostatn\u00ed formy kompenzace za pr\u00e1ci, kter\u00e9 zam\u011bstnavatel vypl\u00e1c\u00ed zam\u011bstnanc\u016fm, bez ohledu na jejich n\u00e1zev. &#8220;Diskrimina\u010dn\u00ed zach\u00e1zen\u00ed&#8221; zahrnuje nejen znev\u00fdhod\u0148ov\u00e1n\u00ed \u017een ve srovn\u00e1n\u00ed s mu\u017ei, ale tak\u00e9 jejich zv\u00fdhod\u0148ov\u00e1n\u00ed. Smyslem z\u00e1kona je zak\u00e1zat jak\u00e9koli rozd\u00edly zalo\u017een\u00e9 na pohlav\u00ed. Nicm\u00e9n\u011b, tento princip nezakazuje v\u0161echny rozd\u00edly v odm\u011b\u0148ov\u00e1n\u00ed. Rozd\u00edly v odm\u011b\u0148ov\u00e1n\u00ed zalo\u017een\u00e9 na rozumn\u00fdch d\u016fvodech, jako je obsah pr\u00e1ce, dovednosti, efektivita, zku\u0161enosti nebo d\u00e9lka zam\u011bstn\u00e1n\u00ed jednotliv\u00fdch pracovn\u00edk\u016f, nep\u0159edstavuj\u00ed diskrimina\u010dn\u00ed zach\u00e1zen\u00ed zak\u00e1zan\u00e9 \u010dl\u00e1nkem 4. Zak\u00e1z\u00e1no je pouze stanovov\u00e1n\u00ed rozd\u00edl\u016f v odm\u011b\u0148ov\u00e1n\u00ed v\u00fdhradn\u011b nebo rozhoduj\u00edc\u00edm zp\u016fsobem na z\u00e1klad\u011b toho, \u017ee pracovn\u00edk je \u017eena.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Analyza_soudniho_pripadu_Pripad_Iwate_Bank\"><\/span>Anal\u00fdza soudn\u00edho p\u0159\u00edpadu: P\u0159\u00edpad Iwate Bank<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Pro pochopen\u00ed, jak se princip rovn\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed mu\u017e\u016f a \u017een skute\u010dn\u011b uplat\u0148uje, je d\u016fle\u017eit\u00fdm soudn\u00edm p\u0159\u00edpadem p\u0159\u00edpad Iwate Bank (rozsudek Sendai High Court ze dne 10. ledna 1992). V tomto p\u0159\u00edpad\u011b byla zpochybn\u011bna platov\u00e1 regulace banky. Banka vypl\u00e1cela rodinn\u00e9 p\u0159\u00edplatky &#8220;hlav\u00e1m dom\u00e1cnost\u00ed&#8221; mezi zam\u011bstnanci, ale pokud pracovali man\u017eel\u00e9 spole\u010dn\u011b, byl man\u017eel pova\u017eov\u00e1n za hlavu dom\u00e1cnosti bez ohledu na jeho p\u0159\u00edjem a \u017een\u011b, kter\u00e1 byla zam\u011bstnankyn\u00ed banky, nebyl p\u0159\u00edplatek vypl\u00e1cen. Banka tvrdila, \u017ee se \u0159\u00edd\u00ed pohlav\u00edm neutr\u00e1ln\u00edm krit\u00e9riem, zda je n\u011bkdo hlavou dom\u00e1cnosti \u010di nikoli. Soud v\u0161ak dosp\u011bl k z\u00e1v\u011bru, \u017ee aplikace tohoto krit\u00e9ria &#8220;hlavy dom\u00e1cnosti&#8221; ve skute\u010dnosti vede k znev\u00fdhodn\u011bn\u00ed \u017een na z\u00e1klad\u011b pohlav\u00ed a poru\u0161uje \u010dl\u00e1nek 4 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech.<\/p>\n\n\n\n<p>Tento p\u0159\u00edpad poskytuje d\u016fle\u017eit\u00e9 n\u00e1hledy pro podniky p\u0159i \u0159\u00edzen\u00ed person\u00e1ln\u00edch a pracovn\u00edch z\u00e1le\u017eitost\u00ed. Ukazuje, \u017ee i kdy\u017e se intern\u00ed p\u0159edpisy nebo politiky firmy mohou zd\u00e1t na prvn\u00ed pohled pohlavn\u011b neutr\u00e1ln\u00ed, pokud jejich uplat\u0148ov\u00e1n\u00ed nebo skute\u010dn\u00fd dopad znev\u00fdhod\u0148uje ur\u010dit\u00e9 pohlav\u00ed, m\u016f\u017ee b\u00fdt takov\u00e9 jedn\u00e1n\u00ed pova\u017eov\u00e1no za nez\u00e1konnou diskriminaci. Firmy by m\u011bly p\u0159i n\u00e1vrhu a prov\u00e1d\u011bn\u00ed syst\u00e9m\u016f odm\u011b\u0148ov\u00e1n\u00ed a krit\u00e9ri\u00ed pro vypl\u00e1cen\u00ed p\u0159\u00edplatk\u016f pe\u010dliv\u011b zv\u00e1\u017eit nejen jejich formulaci, ale tak\u00e9 skute\u010dn\u00fd dopad, aby se vyhnuly ne\u00famysln\u00e9 diskriminaci.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zajisteni_rovnych_prilezitosti_a_zachazeni_mezi_muzi_a_zenami_podle_japonskeho_prava\"><\/span>Zaji\u0161t\u011bn\u00ed rovn\u00fdch p\u0159\u00edle\u017eitost\u00ed a zach\u00e1zen\u00ed mezi mu\u017ei a \u017eenami podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Pravni_zaklad_Japonsky_zakon_o_rovnych_prilezitostech_zamestnani_pro_muze_a_zeny\"><\/span>Pr\u00e1vn\u00ed z\u00e1klad: Japonsk\u00fd z\u00e1kon o rovn\u00fdch p\u0159\u00edle\u017eitostech zam\u011bstn\u00e1n\u00ed pro mu\u017ee a \u017eeny<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Centr\u00e1ln\u00edm pr\u00e1vn\u00edm p\u0159edpisem, kter\u00fd zaji\u0161\u0165uje rovnost mu\u017e\u016f a \u017een ve v\u0161ech f\u00e1z\u00edch \u0159\u00edzen\u00ed zam\u011bstn\u00e1n\u00ed mimo mzdov\u00e9 podm\u00ednky, je &#8220;Z\u00e1kon o zaji\u0161t\u011bn\u00ed rovn\u00fdch p\u0159\u00edle\u017eitost\u00ed a zach\u00e1zen\u00ed mu\u017e\u016f a \u017een v oblasti zam\u011bstn\u00e1n\u00ed&#8221;, zn\u00e1m\u00fd jako Japonsk\u00fd z\u00e1kon o rovn\u00fdch p\u0159\u00edle\u017eitostech zam\u011bstn\u00e1n\u00ed pro mu\u017ee a \u017eeny. Tento z\u00e1kon zakazuje diskriminaci na z\u00e1klad\u011b pohlav\u00ed ve v\u0161ech aspektech zam\u011bstn\u00e1n\u00ed, od n\u00e1boru a p\u0159ij\u00edm\u00e1n\u00ed pracovn\u00edk\u016f a\u017e po jejich odchod nebo propu\u0161t\u011bn\u00ed. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zakaz_prime_diskriminace\"><\/span>Z\u00e1kaz p\u0159\u00edm\u00e9 diskriminace<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Z\u00e1kony Japonska o rovn\u00fdch p\u0159\u00edle\u017eitostech zam\u011bstn\u00e1n\u00ed pro mu\u017ee a \u017eeny, konkr\u00e9tn\u011b \u010dl\u00e1nky 5 a 6, jasn\u011b zakazuj\u00ed diskrimina\u010dn\u00ed zach\u00e1zen\u00ed na z\u00e1klad\u011b pohlav\u00ed. Konkr\u00e9tn\u00ed zak\u00e1zan\u00e9 \u010diny jsou podrobn\u011b ilustrov\u00e1ny v pokynech Ministerstva zdravotnictv\u00ed, pr\u00e1ce a soci\u00e1ln\u00edch v\u011bc\u00ed, a spole\u010dnosti mus\u00ed t\u011bmto \u010din\u016fm pe\u010dliv\u011b zabr\u00e1nit.<\/p>\n\n\n\n<p>P\u0159i n\u00e1boru a p\u0159ij\u00edm\u00e1n\u00ed zam\u011bstnanc\u016f je zak\u00e1z\u00e1no vylu\u010dovat jedno pohlav\u00ed z c\u00edlov\u00e9 skupiny kandid\u00e1t\u016f (nap\u0159\u00edklad: &#8220;Hled\u00e1me pouze mu\u017ee pro obchodn\u00ed pozice&#8221;), stanovit rozd\u00edln\u00e9 podm\u00ednky pro mu\u017ee a \u017eeny (nap\u0159\u00edklad: po\u017eadovat od \u017een, aby byly svobodn\u00e9), nebo se na pohovorech pt\u00e1t pouze \u017een na pl\u00e1ny t\u00fdkaj\u00edc\u00ed se man\u017eelstv\u00ed nebo mate\u0159stv\u00ed.<\/p>\n\n\n\n<p>V oblasti um\u00edst\u011bn\u00ed, pov\u00fd\u0161en\u00ed a vzd\u011bl\u00e1vac\u00edch program\u016f jsou typick\u00fdmi p\u0159\u00edklady poru\u0161en\u00ed omezen\u00ed um\u00edst\u011bn\u00ed \u017een pouze do podp\u016frn\u00fdch rol\u00ed a mu\u017e\u016f do kl\u00ed\u010dov\u00fdch pozic, zm\u011bna krit\u00e9ri\u00ed pro pov\u00fd\u0161en\u00ed na z\u00e1klad\u011b pohlav\u00ed nebo neposkytnut\u00ed p\u0159\u00edle\u017eitost\u00ed pro \u00fa\u010dast na \u0161kolen\u00edch pro rozvoj mana\u017eersk\u00fdch dovednost\u00ed pouze jednomu pohlav\u00ed.<\/p>\n\n\n\n<p>Stejn\u011b tak v oblasti zam\u011bstnaneck\u00fdch v\u00fdhod nen\u00ed povoleno stanovovat rozd\u00edln\u00e9 podm\u00ednky pro mu\u017ee a \u017eeny, nap\u0159\u00edklad p\u0159i poskytov\u00e1n\u00ed bydlen\u00ed nebo p\u016fj\u010dek na \u017eivobyt\u00ed.<\/p>\n\n\n\n<p>D\u00e1le je p\u0159\u00edsn\u011b zak\u00e1z\u00e1na diskriminace na z\u00e1klad\u011b pohlav\u00ed i v situac\u00edch souvisej\u00edc\u00edch s ukon\u010den\u00edm pracovn\u00edho pom\u011bru, jako jsou nab\u00eddky k odchodu do d\u016fchodu, stanoven\u00ed v\u011bku pro odchod do d\u016fchodu, propou\u0161t\u011bn\u00ed nebo obnoven\u00ed pracovn\u00edch smluv. Nap\u0159\u00edklad, c\u00edlen\u00ed pouze \u017een pro odchod do d\u016fchodu v r\u00e1mci racionalizace podnik\u00e1n\u00ed nebo stanoven\u00ed rozd\u00edln\u00e9ho v\u011bku odchodu do d\u016fchodu pro mu\u017ee a \u017eeny je nez\u00e1konn\u00e9. V minulosti existovaly praktiky, kter\u00e9 stanovovaly rozd\u00edln\u00fd v\u011bk odchodu do d\u016fchodu pro mu\u017ee a \u017eeny, ale soudy rozhodly, \u017ee takov\u00e1 diskriminace je v rozporu s ve\u0159ejn\u00fdm po\u0159\u00e1dkem a dobr\u00fdmi mravy podle \u010dl\u00e1nku 90 japonsk\u00e9ho ob\u010dansk\u00e9ho z\u00e1kon\u00edku a je neplatn\u00e1 (nap\u0159\u00edklad rozhodnut\u00ed Nejvy\u0161\u0161\u00edho soudu z 12. b\u0159ezna 1979).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zakaz_neprime_diskriminace\"><\/span>Z\u00e1kaz nep\u0159\u00edm\u00e9 diskriminace<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japonsk\u00fd z\u00e1kon o rovn\u00fdch p\u0159\u00edle\u017eitostech pro mu\u017ee a \u017eeny v zam\u011bstn\u00e1n\u00ed zakazuje nejen p\u0159\u00edmou diskriminaci, ale tak\u00e9 sofistikovan\u011bj\u0161\u00ed formu diskriminace zn\u00e1mou jako &#8220;nep\u0159\u00edm\u00e1 diskriminace&#8221;. Nep\u0159\u00edm\u00e1 diskriminace, jak je definov\u00e1na v \u010dl\u00e1nku 7 japonsk\u00e9ho z\u00e1kona o rovn\u00fdch p\u0159\u00edle\u017eitostech pro mu\u017ee a \u017eeny, je opat\u0159en\u00ed, kter\u00e9 sice nevy\u017eaduje pohlav\u00ed jako podm\u00ednku, ale v\u00fdsledkem je zna\u010dn\u00e1 nev\u00fdhoda pro jedno pohlav\u00ed a z\u00e1rove\u0148 neexistuje rozumn\u00fd d\u016fvod pro takov\u00e9 opat\u0159en\u00ed. Tato ustanoven\u00ed se vyzna\u010duj\u00ed t\u00edm, \u017ee se zam\u011b\u0159uj\u00ed na &#8220;dopad&#8221; politiky spole\u010dnosti bez ohledu na to, zda byl jej\u00ed z\u00e1m\u011br diskrimina\u010dn\u00ed.<\/p>\n\n\n\n<p>V sou\u010dasn\u00e9 dob\u011b jsou podle na\u0159\u00edzen\u00ed ministerstva zdravotnictv\u00ed, pr\u00e1ce a soci\u00e1ln\u00edch v\u011bc\u00ed konkr\u00e9tn\u011b stanoveny n\u00e1sleduj\u00edc\u00ed t\u0159i opat\u0159en\u00ed, kter\u00e1 mohou b\u00fdt pova\u017eov\u00e1na za nep\u0159\u00edmou diskriminaci:<\/p>\n\n\n\n<ol type=\"1\" start=\"1\">\n<li>P\u0159i n\u00e1boru a p\u0159ij\u00edm\u00e1n\u00ed pracovn\u00edk\u016f po\u017eadovat ur\u010ditou v\u00fd\u0161ku, v\u00e1hu nebo fyzickou s\u00edlu.<\/li>\n\n\n\n<li>P\u0159i n\u00e1boru a p\u0159ij\u00edm\u00e1n\u00ed pracovn\u00edk\u016f, pov\u00fd\u0161en\u00ed nebo zm\u011bn\u011b pracovn\u00ed pozice po\u017eadovat ochotu podstoupit p\u0159esun spojen\u00fd se zm\u011bnou bydli\u0161t\u011b.<\/li>\n\n\n\n<li>P\u0159i pov\u00fd\u0161en\u00ed pracovn\u00edk\u016f po\u017eadovat zku\u0161enost s p\u0159esunem.<\/li>\n<\/ol>\n\n\n\n<p>Vezm\u011bme si nap\u0159\u00edklad spole\u010dnost p\u016fsob\u00edc\u00ed po cel\u00e9m Japonsku, kter\u00e1 jako podm\u00ednku pro pov\u00fd\u0161en\u00ed do \u0159\u00edd\u00edc\u00edch pozic stanov\u00ed &#8220;zku\u0161enost s p\u0159esunem spojen\u00fdm se zm\u011bnou bydli\u0161t\u011b&#8221;. Tato po\u017eadavek form\u00e1ln\u011b nesouvis\u00ed s pohlav\u00edm. Nicm\u00e9n\u011b, vzhledem k tomu, \u017ee \u017eeny \u010dasto nesou v\u011bt\u0161\u00ed zodpov\u011bdnost za p\u00e9\u010di o d\u011bti a star\u0161\u00ed \u010dleny rodiny doma, m\u016f\u017ee b\u00fdt pro n\u011b spln\u011bn\u00ed t\u00e9to podm\u00ednky obt\u00ed\u017en\u011bj\u0161\u00ed ne\u017e pro mu\u017ee. Pokud spole\u010dnost nem\u016f\u017ee prok\u00e1zat, \u017ee zku\u0161enost s p\u0159esunem je z objektivn\u00edho hlediska skute\u010dn\u011b nezbytn\u00e1 pro v\u00fdkon pr\u00e1ce na t\u00e9to \u0159\u00edd\u00edc\u00ed pozici, m\u016f\u017ee b\u00fdt tento po\u017eadavek pova\u017eov\u00e1n za nez\u00e1konnou nep\u0159\u00edmou diskriminaci. Takto jsou spole\u010dnosti vyz\u00fdv\u00e1ny, aby neust\u00e1le p\u0159ehodnocovaly racionalitu a nerovnov\u00e1hu zp\u016fsobenou pohlav\u00edm ve sv\u00fdch tradi\u010dn\u011b samoz\u0159ejm\u00fdch person\u00e1ln\u00edch politik\u00e1ch.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zakaz_neprizniveho_zachazeni_z_duvodu_manzelstvi_tehotenstvi_nebo_porodu_podle_japonskeho_prava\"><\/span>Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed z d\u016fvodu man\u017eelstv\u00ed, t\u011bhotenstv\u00ed nebo porodu podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japonsk\u00fd z\u00e1kon o rovn\u00fdch p\u0159\u00edle\u017eitostech zam\u011bstn\u00e1n\u00ed pro mu\u017ee a \u017eeny poskytuje v \u010dl\u00e1nku 9 silnou ochranu proti nep\u0159\u00edzniv\u00e9mu zach\u00e1zen\u00ed, kter\u00e9mu jsou zejm\u00e9na \u017eeny v pracovn\u00edm procesu vystaveny z d\u016fvodu man\u017eelstv\u00ed, t\u011bhotenstv\u00ed nebo porodu. Konkr\u00e9tn\u011b je zak\u00e1z\u00e1no propou\u0161t\u011bt nebo jinak nep\u0159\u00edzniv\u011b zach\u00e1zet s \u017eenami pracovnicemi z d\u016fvodu, \u017ee se provdaly, ot\u011bhotn\u011bly, porodily nebo vyu\u017eily z\u00e1konn\u011b stanovenou mate\u0159skou dovolenou p\u0159ed a po porodu.<\/p>\n\n\n\n<p>Term\u00edn &#8220;nep\u0159\u00edzniv\u00e9 zach\u00e1zen\u00ed&#8221; zahrnuje nejen propou\u0161t\u011bn\u00ed, ale tak\u00e9 degradaci, sn\u00ed\u017een\u00ed platu, nep\u0159\u00edzniv\u00e9 zm\u011bny pracovn\u00ed pozice nebo neobnoven\u00ed pracovn\u00ed smlouvy (ukon\u010den\u00ed zam\u011bstn\u00e1n\u00ed).<\/p>\n\n\n\n<p>Zvl\u00e1\u0161tn\u00ed pozornost si zaslou\u017e\u00ed ustanoven\u00ed t\u00fdkaj\u00edc\u00ed se propou\u0161t\u011bn\u00ed t\u011bhotn\u00fdch pracovnic a pracovnic, kter\u00e9 nepro\u0161ly v\u00edce ne\u017e rok po porodu. Takov\u00e9 propou\u0161t\u011bn\u00ed je pova\u017eov\u00e1no za neplatn\u00e9, pokud zam\u011bstnavatel s\u00e1m neprok\u00e1\u017ee, \u017ee d\u016fvodem propu\u0161t\u011bn\u00ed nebylo t\u011bhotenstv\u00ed nebo porod. Toto p\u0159edstavuje p\u0159esun d\u016fkazn\u00edho b\u0159emene na stranu zam\u011bstnavatele a jedn\u00e1 se o velmi p\u0159\u00edsnou regulaci. P\u0159i propou\u0161t\u011bn\u00ed \u017eeny pracovnice v tomto obdob\u00ed je od zam\u011bstnavatele vy\u017eadov\u00e1n mimo\u0159\u00e1dn\u011b opatrn\u00fd p\u0159\u00edstup a schopnost objektivn\u011b dok\u00e1zat, \u017ee d\u016fvod propu\u0161t\u011bn\u00ed nesouvis\u00ed s t\u011bhotenstv\u00edm nebo porodem.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zakaz_diskriminacniho_zachazeni_s_osobami_se_zdravotnim_postizenim\"><\/span>Z\u00e1kaz diskrimina\u010dn\u00edho zach\u00e1zen\u00ed s osobami se zdravotn\u00edm posti\u017een\u00edm<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Pravni_zaklad_Japonsky_zakon_o_podpore_zamestnavani_osob_se_zdravotnim_postizenim\"><\/span>Pr\u00e1vn\u00ed z\u00e1klad: Japonsk\u00fd z\u00e1kon o podpo\u0159e zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Z\u00e1kladn\u00edm pr\u00e1vn\u00edm p\u0159edpisem, kter\u00fd zaji\u0161\u0165uje rovnost osob se zdravotn\u00edm posti\u017een\u00edm v oblasti zam\u011bstn\u00e1n\u00ed, je &#8220;Z\u00e1kon o podpo\u0159e zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm&#8221;, neboli Japonsk\u00fd z\u00e1kon o podpo\u0159e zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm. Po novelizaci z\u00e1kona v roce 2013 se od 1. dubna 2016 (rok Heisei 28) stalo z\u00e1konnou povinnost\u00ed zam\u011bstnavatel\u016f zakazovat diskriminaci na z\u00e1klad\u011b zdravotn\u00edho posti\u017een\u00ed v oblasti zam\u011bstn\u00e1n\u00ed.<\/p>\n\n\n\n<p>Tento z\u00e1kon zakazuje diskriminaci v procesu n\u00e1boru a p\u0159ij\u00edm\u00e1n\u00ed pracovn\u00edk\u016f podle \u010dl\u00e1nku 34 a diskriminaci ve stanoven\u00ed mzdy, prov\u00e1d\u011bn\u00ed \u0161kolen\u00ed a vzd\u011bl\u00e1v\u00e1n\u00ed, vyu\u017e\u00edv\u00e1n\u00ed soci\u00e1ln\u00edch za\u0159\u00edzen\u00ed a dal\u0161\u00edch pracovn\u00edch podm\u00ednek podle \u010dl\u00e1nku 35. Tato ustanoven\u00ed se vztahuj\u00ed na v\u0161echny zam\u011bstnavatele bez ohledu na velikost nebo odv\u011btv\u00ed podnik\u00e1n\u00ed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Konkretni_priklady_zakazaneho_diskriminacniho_zachazeni\"><\/span>Konkr\u00e9tn\u00ed p\u0159\u00edklady zak\u00e1zan\u00e9ho diskrimina\u010dn\u00edho zach\u00e1zen\u00ed<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Pr\u00e1vn\u011b zak\u00e1zan\u00e9 &#8220;diskrimina\u010dn\u00ed zach\u00e1zen\u00ed&#8221; znamen\u00e1 odn\u00edm\u00e1n\u00ed p\u0159\u00edle\u017eitost\u00ed k zam\u011bstn\u00e1n\u00ed nebo nastavov\u00e1n\u00ed nep\u0159\u00edzniv\u00fdch pracovn\u00edch podm\u00ednek pouze na z\u00e1klad\u011b zdravotn\u00edho posti\u017een\u00ed bez opr\u00e1vn\u011bn\u00e9ho d\u016fvodu. Konkr\u00e9tn\u011b jsou zak\u00e1z\u00e1ny nap\u0159\u00edklad tyto praktiky:<\/p>\n\n\n\n<p>V procesu n\u00e1boru a p\u0159ij\u00edm\u00e1n\u00ed je zak\u00e1z\u00e1no odm\u00edtat uchaze\u010de pouze na z\u00e1klad\u011b zdravotn\u00edho posti\u017een\u00ed nebo vy\u017eadovat schopnosti, kter\u00e9 nejsou pro v\u00fdkon pr\u00e1ce nezbytn\u00e9 (nap\u0159\u00edklad po\u017eadovat \u0159idi\u010dsk\u00fd pr\u016fkaz od uchaze\u010de na pozici administrativn\u00edho pracovn\u00edka, kter\u00fd pou\u017e\u00edv\u00e1 voz\u00edk).<\/p>\n\n\n\n<p>Po p\u0159ijet\u00ed do zam\u011bstn\u00e1n\u00ed je zak\u00e1z\u00e1no nastavovat ni\u017e\u0161\u00ed mzdu pouze na z\u00e1klad\u011b zdravotn\u00edho posti\u017een\u00ed ve srovn\u00e1n\u00ed s pracovn\u00edky bez posti\u017een\u00ed, kte\u0159\u00ed vykon\u00e1vaj\u00ed stejnou pr\u00e1ci, nebo jednostrann\u011b vylu\u010dovat z mo\u017enost\u00ed zv\u00fd\u0161en\u00ed platu nebo postupu v kari\u00e9\u0159e. Rovn\u011b\u017e je zak\u00e1z\u00e1no umis\u0165ovat osobu se zdravotn\u00edm posti\u017een\u00edm pouze na pomocn\u00e9 pozice bez zohledn\u011bn\u00ed jej\u00edch schopnost\u00ed a p\u0159edpoklad\u016f nebo neposkytovat p\u0159\u00edle\u017eitosti pro \u0161kolen\u00ed a vzd\u011bl\u00e1v\u00e1n\u00ed, kter\u00e9 jsou dostupn\u00e9 ostatn\u00edm zam\u011bstnanc\u016fm.<\/p>\n\n\n\n<p>Av\u0161ak opat\u0159en\u00ed zam\u011b\u0159en\u00e1 na aktivn\u00ed zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm, jako je nap\u0159\u00edklad vytv\u00e1\u0159en\u00ed pracovn\u00edch m\u00edst speci\u00e1ln\u011b pro osoby se zdravotn\u00edm posti\u017een\u00edm, jsou povolena jako &#8220;pozitivn\u00ed opat\u0159en\u00ed k n\u00e1prav\u011b diskriminace&#8221; a nejsou pova\u017eov\u00e1na za diskriminaci zak\u00e1zanou z\u00e1konem.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Povinnost_poskytovat_rozumne_upravy_pro_osoby_se_zdravotnim_postizenim_podle_japonskeho_prava\"><\/span>Povinnost poskytovat rozumn\u00e9 \u00fapravy pro osoby se zdravotn\u00edm posti\u017een\u00edm podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Definice_a_povinnost_%E2%80%9Erozumneho_zohledneni%E2%80%9C_podle_japonskeho_prava\"><\/span>Definice a povinnost \u201erozumn\u00e9ho zohledn\u011bn\u00ed\u201c podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japonsk\u00fd z\u00e1kon na podporu zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm neukl\u00e1d\u00e1 pouze pasivn\u00ed povinnost (povinnost ne\u010dinnosti) neb\u00fdt diskrimina\u010dn\u00ed, ale tak\u00e9 aktivn\u00ed povinnost (povinnost jedn\u00e1n\u00ed), kterou je povinnost poskytovat \u201erozumn\u00e9 zohledn\u011bn\u00ed\u201c podle \u010dl\u00e1nku 36 odstavec 2. &nbsp;<\/p>\n\n\n\n<p>\u201eRozumn\u00e9 zohledn\u011bn\u00ed\u201c znamen\u00e1, \u017ee zam\u011bstnavatel mus\u00ed prov\u00e9st nezbytn\u00e9 a rozumn\u00e9 zm\u011bny nebo \u00fapravy vzhledem k charakteristik\u00e1m a situaci jednotliv\u00fdch zdravotn\u00edch posti\u017een\u00ed, aby pracovn\u00edci se zdravotn\u00edm posti\u017een\u00edm mohli z\u00edskat stejn\u00e9 p\u0159\u00edle\u017eitosti jako pracovn\u00edci bez zdravotn\u00edho posti\u017een\u00ed a mohli efektivn\u011b uplatnit sv\u00e9 schopnosti. Jedn\u00e1 se o konkr\u00e9tn\u00ed opat\u0159en\u00ed k odstran\u011bn\u00ed bari\u00e9r (p\u0159ek\u00e1\u017eek) na pracovi\u0161ti, kter\u00e9 vznikaj\u00ed v d\u016fsledku zdravotn\u00edho posti\u017een\u00ed.<\/p>\n\n\n\n<p>Obsah poskytovan\u00e9ho zohledn\u011bn\u00ed m\u016f\u017ee b\u00fdt velmi rozmanit\u00fd. Mezi p\u0159\u00edklady pat\u0159\u00ed: &nbsp;<\/p>\n\n\n\n<ul>\n<li>Zohledn\u011bn\u00ed fyzick\u00e9ho prost\u0159ed\u00ed: upravit v\u00fd\u0161ku stolu pro u\u017eivatele voz\u00ed\u010dk\u016f, odstranit p\u0159ek\u00e1\u017eky na chodb\u00e1ch, instalovat rampy. &nbsp;<\/li>\n\n\n\n<li>Zohledn\u011bn\u00ed komunikace: zav\u00e9st \u010dte\u010dky obrazovky pro pracovn\u00edky se zrakov\u00fdm posti\u017een\u00edm, pou\u017e\u00edvat psanou komunikaci nebo tlumo\u010den\u00ed znakov\u00e9ho jazyka b\u011bhem sch\u016fzek s pracovn\u00edky se sluchov\u00fdm posti\u017een\u00edm. &nbsp;<\/li>\n\n\n\n<li>Flexibiln\u00ed zm\u011bny pravidel a zvyklost\u00ed: vytvo\u0159it snadno pochopiteln\u00e9 pracovn\u00ed manu\u00e1ly s obr\u00e1zky a ilustracemi pro pracovn\u00edky s psychick\u00fdmi nebo v\u00fdvojov\u00fdmi poruchami, umo\u017enit flexibiln\u00ed pracovn\u00ed dobu pro n\u00e1v\u0161t\u011bvy l\u00e9ka\u0159e, poskytnout tich\u00e9 odpo\u010dinkov\u00e9 m\u00edsto pro zm\u00edrn\u011bn\u00ed senzorick\u00e9 p\u0159ecitliv\u011blosti. &nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Vyjimky_z_povinnosti_%E2%80%9ENadmerne_zatizeni%E2%80%9C_podle_japonskeho_prava\"><\/span>V\u00fdjimky z povinnosti: \u201eNadm\u011brn\u00e9 zat\u00ed\u017een\u00ed\u201c podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Povinnost poskytovat rozumn\u00e9 \u00fapravy nen\u00ed neomezen\u00e1. Japonsk\u00e9 pr\u00e1vo stanov\u00ed, \u017ee pokud by poskytnut\u00ed takov\u00fdch \u00faprav p\u0159edstavovalo pro zam\u011bstnavatele \u201enadm\u011brn\u00e9 zat\u00ed\u017een\u00ed\u201c, nen\u00ed povinnost\u00ed je poskytovat. &nbsp;<\/p>\n\n\n\n<p>To, co se pova\u017euje za \u201enadm\u011brn\u00e9 zat\u00ed\u017een\u00ed\u201c, se objektivn\u011b posuzuje na z\u00e1klad\u011b individu\u00e1ln\u00edho p\u0159\u00edpadu s celkov\u00fdm zohledn\u011bn\u00edm n\u00e1sleduj\u00edc\u00edch faktor\u016f: &nbsp;<\/p>\n\n\n\n<ul>\n<li>M\u00edra dopadu na podnik\u00e1n\u00ed (zda nedojde k v\u00fdrazn\u00e9mu po\u0161kozen\u00ed v\u00fdrobn\u00edch aktivit nebo poskytov\u00e1n\u00ed slu\u017eeb)<\/li>\n\n\n\n<li>M\u00edra proveditelnosti (fyzick\u00e1 a technick\u00e1 omezen\u00ed, person\u00e1ln\u00ed a organiza\u010dn\u00ed omezen\u00ed)<\/li>\n\n\n\n<li>M\u00edra n\u00e1klad\u016f a zat\u00ed\u017een\u00ed ve vztahu k finan\u010dn\u00ed situaci spole\u010dnosti<\/li>\n\n\n\n<li>Velikost podniku<\/li>\n\n\n\n<li>Dostupnost ve\u0159ejn\u00e9 podpory (dotace atd.) pro realizaci opat\u0159en\u00ed<\/li>\n<\/ul>\n\n\n\n<p>Velmi d\u016fle\u017eit\u00e9 je, \u017ee i kdy\u017e se ur\u010dit\u00e9 po\u017eadovan\u00e9 \u00fapravy od zam\u011bstnance se zdravotn\u00edm posti\u017een\u00edm posoud\u00ed jako \u201enadm\u011brn\u00e9 zat\u00ed\u017een\u00ed\u201c, povinnost spole\u010dnosti t\u00edmto nekon\u010d\u00ed. V takov\u00e9m p\u0159\u00edpad\u011b mus\u00ed spole\u010dnost vysv\u011btlit doty\u010dn\u00e9 osob\u011b, pro\u010d nem\u016f\u017ee po\u017eadovan\u00e9 \u00fapravy poskytnout, a mus\u00ed s n\u00ed d\u016fkladn\u011b probrat, zda neexistuj\u00ed jin\u00e9 alternativn\u00ed \u00fapravy (opat\u0159en\u00ed s men\u0161\u00edm zat\u00ed\u017een\u00edm). Tento proces \u201ekonstruktivn\u00edho dialogu\u201c je s\u00e1m o sob\u011b \u010d\u00e1st\u00ed povinnosti vy\u017eadovan\u00e9 z\u00e1konem. Pokud spole\u010dnost jednostrann\u011b odm\u00edtne poskytnout \u00fapravy a zanedb\u00e1 tento proces dialogu, m\u016f\u017ee to b\u00fdt samo o sob\u011b hodnoceno jako nespln\u011bn\u00ed pr\u00e1vn\u00edch povinnost\u00ed. Proto je nezbytn\u00e9, aby spole\u010dnosti, kdy\u017e dostanou \u017e\u00e1dost o \u00fapravy, up\u0159\u00edmn\u011b dialogovaly a hledaly \u0159e\u0161en\u00ed prost\u0159ednictv\u00edm intern\u00edho procesu ve spole\u010dnosti. &nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Porovnani_zakazu_diskriminace_a_poskytovani_rozumnych_uprav\"><\/span>Porovn\u00e1n\u00ed z\u00e1kazu diskriminace a poskytov\u00e1n\u00ed rozumn\u00fdch \u00faprav<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Dv\u011b hlavn\u00ed pr\u00e1vn\u00ed povinnosti firem v souvislosti s zam\u011bstn\u00e1v\u00e1n\u00edm osob se zdravotn\u00edm posti\u017een\u00edm v Japonsku, &#8220;z\u00e1kaz diskrimina\u010dn\u00edho zach\u00e1zen\u00ed&#8221; a &#8220;povinnost poskytov\u00e1n\u00ed rozumn\u00fdch \u00faprav&#8221;, jsou \u00fazce spojen\u00e9, ale maj\u00ed odli\u0161nou povahu. Spr\u00e1vn\u00e9 porozum\u011bn\u00ed t\u011bmto rozd\u00edl\u016fm je nezbytn\u00e9 pro vytvo\u0159en\u00ed adekv\u00e1tn\u00edho syst\u00e9mu dodr\u017eov\u00e1n\u00ed p\u0159edpis\u016f.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><td>Charakteristika<\/td><td>Z\u00e1kaz diskrimina\u010dn\u00edho zach\u00e1zen\u00ed<\/td><td>Povinnost poskytov\u00e1n\u00ed rozumn\u00fdch \u00faprav<\/td><\/tr><\/thead><tbody><tr><td>Pr\u00e1vn\u00ed z\u00e1klad<\/td><td>Japonsk\u00fd z\u00e1kon o podpo\u0159e zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm, \u010dl\u00e1nky 34 a 35<\/td><td>Japonsk\u00fd z\u00e1kon o podpo\u0159e zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm, \u010dl\u00e1nek 36-2<\/td><\/tr><tr><td>Povaha povinnosti<\/td><td>Povinnost ne\u010dinnosti: Pasivn\u00ed povinnost neznev\u00fdhod\u0148ovat na z\u00e1klad\u011b posti\u017een\u00ed.<\/td><td>Povinnost \u010dinnosti: Aktivn\u00ed povinnost jednat za \u00fa\u010delem odstran\u011bn\u00ed bari\u00e9r.<\/td><\/tr><tr><td>Z\u00e1kladn\u00ed princip<\/td><td>Rovn\u00e9 zach\u00e1zen\u00ed: Stejn\u00e1 situace vy\u017eaduje stejn\u00e9 zach\u00e1zen\u00ed.<\/td><td>Rovnost p\u0159\u00edle\u017eitost\u00ed: C\u00edlem je dos\u00e1hnout podstatn\u011b rovn\u00fdch v\u00fdsledk\u016f prost\u0159ednictv\u00edm odli\u0161n\u00e9ho zach\u00e1zen\u00ed.<\/td><\/tr><tr><td>Akce firmy<\/td><td>Zajistit, \u017ee v\u0161echny politiky a akce jsou neutr\u00e1ln\u00ed a nep\u0159in\u00e1\u0161ej\u00ed nev\u00fdhody na z\u00e1klad\u011b posti\u017een\u00ed.<\/td><td>Dialog s pracovn\u00edky a identifikace a proveden\u00ed pot\u0159ebn\u00fdch \u00faprav v rozsahu, kter\u00fd nep\u0159edstavuje nadm\u011brnou z\u00e1t\u011b\u017e.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Jak ukazuje tato tabulka, &#8220;z\u00e1kaz diskriminace&#8221; vy\u017eaduje, aby v\u0161ichni lid\u00e9, bez ohledu na p\u0159\u00edtomnost posti\u017een\u00ed, byli postaveni na stejnou startovn\u00ed \u010d\u00e1ru. Na druh\u00e9 stran\u011b, &#8220;poskytov\u00e1n\u00ed rozumn\u00fdch \u00faprav&#8221; vy\u017eaduje, aby byla poskytnuta individu\u00e1ln\u00ed podpora, jako je instalace rampy, pokud je samotn\u00e9 postaven\u00ed na startovn\u00ed \u010d\u00e1ru obt\u00ed\u017en\u00e9, aby se umo\u017enilo \u00fa\u010dastnit se sout\u011b\u017ee. Firmy mohou dos\u00e1hnout skute\u010dn\u00e9 rovnosti v zam\u011bstn\u00e1n\u00ed, jak ji vy\u017eaduje z\u00e1kon, pouze spln\u011bn\u00edm obou t\u011bchto povinnost\u00ed.<\/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, japonsk\u00e9 pracovn\u00ed pr\u00e1vo klade na spole\u010dnosti \u0159adu pr\u00e1vn\u00edch povinnost\u00ed, aby zajistilo rovnost v zam\u011bstn\u00e1n\u00ed. P\u0159\u00edsn\u00fd princip rovn\u00e9ho odm\u011b\u0148ov\u00e1n\u00ed mu\u017e\u016f a \u017een podle Japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech, komplexn\u00ed z\u00e1kaz p\u0159\u00edm\u00e9 a nep\u0159\u00edm\u00e9 diskriminace stanoven\u00fd Japonsk\u00fdm z\u00e1konem o rovn\u00fdch p\u0159\u00edle\u017eitostech pro mu\u017ee a \u017eeny v zam\u011bstn\u00e1n\u00ed a dvoj\u00ed povinnost zakazuj\u00edc\u00ed diskriminaci a poskytuj\u00edc\u00ed rozumn\u00e1 opat\u0159en\u00ed podle Japonsk\u00e9ho z\u00e1kona na podporu zam\u011bstn\u00e1v\u00e1n\u00ed osob se zdravotn\u00edm posti\u017een\u00edm jsou v\u0161echny kl\u00ed\u010dov\u00e9 aspekty compliance, kter\u00e9 nelze v modern\u00edm podnik\u00e1n\u00ed ignorovat. Dodr\u017eov\u00e1n\u00ed t\u011bchto pr\u00e1vn\u00edch p\u0159edpis\u016f nen\u00ed jen o spr\u00e1v\u011b pr\u00e1vn\u00edch rizik, ale tak\u00e9 o vytv\u00e1\u0159en\u00ed spravedliv\u00e9ho a produktivn\u00edho pracovn\u00edho prost\u0159ed\u00ed, kde mohou lid\u00e9 s r\u016fzn\u00fdmi z\u00e1zem\u00edmi pln\u011b vyu\u017e\u00edt sv\u00e9 schopnosti.<\/p>\n\n\n\n<p>Na\u0161e pr\u00e1vn\u00ed kancel\u00e1\u0159 Monolith m\u00e1 bohat\u00e9 zku\u0161enosti s poskytov\u00e1n\u00edm poradenstv\u00ed vnitrost\u00e1tn\u00edm i mezin\u00e1rodn\u00edm klient\u016fm ohledn\u011b slo\u017eit\u00fdch pr\u00e1vn\u00edch ot\u00e1zek, jako jsou ty, kter\u00e9 jsme popsali v tomto \u010dl\u00e1nku. V na\u0161\u00ed kancel\u00e1\u0159i pracuj\u00ed pr\u00e1vn\u00edci, kte\u0159\u00ed hovo\u0159\u00ed anglicky a n\u011bkte\u0159\u00ed z nich maj\u00ed i zahrani\u010dn\u00ed pr\u00e1vnick\u00e9 kvalifikace, co\u017e n\u00e1m umo\u017e\u0148uje poskytovat hladkou a odbornou podporu glob\u00e1ln\u00edm spole\u010dnostem p\u0159i \u0159e\u0161en\u00ed slo\u017eit\u00fdch po\u017eadavk\u016f japonsk\u00e9ho pracovn\u00edho pr\u00e1va. A\u0165 u\u017e jde o ov\u011b\u0159en\u00ed z\u00e1konnosti va\u0161\u00ed person\u00e1ln\u00ed politiky, \u0159e\u0161en\u00ed individu\u00e1ln\u00edch pracovn\u00edch probl\u00e9m\u016f nebo sni\u017eov\u00e1n\u00ed pr\u00e1vn\u00edch rizik v Japonsku, jsme p\u0159ipraveni v\u00e1m poskytnout komplexn\u00ed podporu.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>V modern\u00edm podnik\u00e1n\u00ed je dodr\u017eov\u00e1n\u00ed compliance kl\u00ed\u010dov\u00fdm prvkem pro udr\u017een\u00ed udr\u017eitelnosti podnik\u00e1n\u00ed a hodnoty spole\u010dnosti. Zvl\u00e1\u0161t\u011b pro spole\u010dnosti, kter\u00e9 p\u016fsob\u00ed glob\u00e1ln\u011b, je nezbytn\u00e9 hlubok\u00e9 porozum\u011bn\u00ed  [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":66619,"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\/66618"}],"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=66618"}],"version-history":[{"count":2,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66618\/revisions"}],"predecessor-version":[{"id":66765,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66618\/revisions\/66765"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/media\/66619"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/media?parent=66618"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/categories?post=66618"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/tags?post=66618"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}