{"id":66632,"date":"2025-10-11T00:19:47","date_gmt":"2025-10-10T15:19:47","guid":{"rendered":"https:\/\/monolith.law\/cs\/?p=66632"},"modified":"2025-10-20T12:26:35","modified_gmt":"2025-10-20T03:26:35","slug":"employee-protection-law-japan","status":"publish","type":"post","link":"https:\/\/monolith.law\/cs\/general-corporate\/employee-protection-law-japan","title":{"rendered":"Ochrana \u017een a mladistv\u00fdch v japonsk\u00e9m pracovn\u00edm pr\u00e1vu a podpora zam\u011bstnanosti ve st\u00e1rnouc\u00ed spole\u010dnosti s n\u00edzkou porodnost\u00ed"},"content":{"rendered":"\n<p>Rozum\u011bn\u00ed specifik\u016fm japonsk\u00e9ho pracovn\u00edho pr\u00e1va p\u0159i rozv\u00edjen\u00ed podnik\u00e1n\u00ed v Japonsku p\u0159esahuje pouhou ot\u00e1zku dodr\u017eov\u00e1n\u00ed z\u00e1kon\u016f a st\u00e1v\u00e1 se kl\u00ed\u010dovou sou\u010d\u00e1st\u00ed strategie pro udr\u017eiteln\u00fd r\u016fst firmy a \u0159\u00edzen\u00ed lidsk\u00fdch zdroj\u016f. Zvl\u00e1\u0161t\u011b demografick\u00e9 trendy Japonska, jako je v\u00e1\u017en\u00fd probl\u00e9m st\u00e1rnut\u00ed populace a n\u00edzk\u00e9 porodnosti, maj\u00ed v\u00fdznamn\u00fd dopad na charakter pracovn\u00edho pr\u00e1va. V kontextu struktur\u00e1ln\u00ed v\u00fdzvy klesaj\u00edc\u00ed pracovn\u00ed s\u00edly se japonsk\u00e9 pr\u00e1vn\u00ed syst\u00e9my sna\u017e\u00ed chr\u00e1nit budouc\u00ed pracovn\u00ed s\u00edlu a vytv\u00e1\u0159et prost\u0159ed\u00ed, kde r\u016fznorod\u00e9 talenty mohou pln\u011b vyu\u017e\u00edvat sv\u00e9 schopnosti. Porozum\u011bn\u00ed japonsk\u00e9mu pracovn\u00edmu pr\u00e1vu z tohoto pohledu je nezbytn\u00e9 pro efektivn\u00ed \u0159\u00edzen\u00ed lidsk\u00fdch zdroj\u016f a risk management. V tomto \u010dl\u00e1nku se zam\u011b\u0159\u00edme na t\u0159i kl\u00ed\u010dov\u00e1 t\u00e9mata, kter\u00e1 jsou um\u00edst\u011bna v tomto \u0161ir\u0161\u00edm kontextu, a to na &#8216;pracovn\u00ed smlouvy s nezletil\u00fdmi&#8217;, &#8216;ochranu \u017eensk\u00fdch pracovn\u00edk\u016f&#8217; a &#8216;podporu zam\u011bstn\u00e1n\u00ed prost\u0159ednictv\u00edm z\u00e1kona o p\u00e9\u010di a rodi\u010dovsk\u00e9 dovolen\u00e9&#8217;, a poskytneme odborn\u00fd v\u00fdklad na z\u00e1klad\u011b konkr\u00e9tn\u00edch z\u00e1konn\u00fdch ustanoven\u00ed a soudn\u00edch rozhodnut\u00ed. Tyto t\u0159i t\u00e9mata se na prvn\u00ed pohled mohou zd\u00e1t m\u00e1lo souvisej\u00edc\u00ed, ale ve skute\u010dnosti jsou sou\u010d\u00e1st\u00ed souboru pr\u00e1vn\u00edch politik, kter\u00e9 jsou vz\u00e1jemn\u011b propojen\u00e9 a sm\u011b\u0159uj\u00ed k celospole\u010densk\u00e9mu c\u00edli &#8216;zaji\u0161t\u011bn\u00ed a maxim\u00e1ln\u00ed vyu\u017eit\u00ed pracovn\u00ed s\u00edly&#8217; v Japonsku. Pravidla na ochranu mladistv\u00fdch tvo\u0159\u00ed z\u00e1klad pro v\u00fdchovu zdrav\u00fdch budouc\u00edch pracovn\u00edk\u016f, zat\u00edmco ustanoven\u00ed chr\u00e1n\u00edc\u00ed mate\u0159stv\u00ed \u017een pom\u00e1haj\u00ed \u017een\u00e1m z\u016fstat na pracovn\u00edm trhu bez p\u0159eru\u0161en\u00ed kari\u00e9ry kv\u016fli porodu nebo p\u00e9\u010di o d\u00edt\u011b. Z\u00e1kon o rodi\u010dovsk\u00e9 a p\u00e9\u010di o d\u011bti dovolen\u00e9 pak funguje jako bezpe\u010dnostn\u00ed s\u00ed\u0165, kter\u00e1 umo\u017e\u0148uje pracovn\u00edk\u016fm v obdob\u00ed p\u00e9\u010de o d\u011bti nebo rodinn\u00e9 p\u00e9\u010de pokra\u010dovat v pr\u00e1ci bez nutnosti rezignace. Hlubok\u00e9 porozum\u011bn\u00ed t\u011bmto syst\u00e9m\u016fm poskytne cenn\u00e9 n\u00e1hledy pro formulaci strategi\u00ed z\u00edsk\u00e1v\u00e1n\u00ed, udr\u017een\u00ed a rozvoje talent\u016f v Japonsku.<\/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\/employee-protection-law-japan\/#Specialni_ustanoveni_pro_uzavirani_pracovnich_smluv_s_nezletilymi_v_Japonsku\" title=\"Speci\u00e1ln\u00ed ustanoven\u00ed pro uzav\u00edr\u00e1n\u00ed pracovn\u00edch smluv s nezletil\u00fdmi v Japonsku\">Speci\u00e1ln\u00ed ustanoven\u00ed pro uzav\u00edr\u00e1n\u00ed pracovn\u00edch smluv s nezletil\u00fdmi v Japonsku<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/employee-protection-law-japan\/#Ochranna_ustanoveni_pro_zeny_podle_Japonskeho_zakoniku_prace\" title=\"Ochrann\u00e1 ustanoven\u00ed pro \u017eeny podle Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce\">Ochrann\u00e1 ustanoven\u00ed pro \u017eeny podle Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/employee-protection-law-japan\/#Zakon_o_rodicovske_a_pecovatelske_dovolene_System_podporujici_kontinuitu_zamestnani_rozmanitych_talentu\" title=\"Z\u00e1kon o rodi\u010dovsk\u00e9 a pe\u010dovatelsk\u00e9 dovolen\u00e9: Syst\u00e9m podporuj\u00edc\u00ed kontinuitu zam\u011bstn\u00e1n\u00ed rozmanit\u00fdch talent\u016f\">Z\u00e1kon o rodi\u010dovsk\u00e9 a pe\u010dovatelsk\u00e9 dovolen\u00e9: Syst\u00e9m podporuj\u00edc\u00ed kontinuitu zam\u011bstn\u00e1n\u00ed rozmanit\u00fdch talent\u016f<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/employee-protection-law-japan\/#Porovnani_hlavnich_systemu_dovolene_a_volna_pro_rodicovskou_a_pecovatelskou_peci_podle_japonskeho_prava\" title=\"Porovn\u00e1n\u00ed hlavn\u00edch syst\u00e9m\u016f dovolen\u00e9 a volna pro rodi\u010dovskou a pe\u010dovatelskou p\u00e9\u010di podle japonsk\u00e9ho pr\u00e1va\">Porovn\u00e1n\u00ed hlavn\u00edch syst\u00e9m\u016f dovolen\u00e9 a volna pro rodi\u010dovskou a pe\u010dovatelskou p\u00e9\u010di 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-5\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/employee-protection-law-japan\/#Zakaz_neprizniveho_zachazeni_a_judikatura_v_Japonsku\" title=\"Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed a judikatura v Japonsku\">Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed a judikatura v Japonsku<\/a><\/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\/employee-protection-law-japan\/#Nastup_zmen_v_zakone_v_roce_2025_2025%E5%B9%B4%E6%94%B9%E6%AD%A3%E6%B3%95%E3%81%AE%E6%96%BD%E8%A1%8C_Adaptace_na_menici_se_spolecnost\" title=\"N\u00e1stup zm\u011bn v z\u00e1kon\u011b v roce 2025 (2025\u5e74\u6539\u6b63\u6cd5\u306e\u65bd\u884c): Adaptace na m\u011bn\u00edc\u00ed se spole\u010dnost\">N\u00e1stup zm\u011bn v z\u00e1kon\u011b v roce 2025 (2025\u5e74\u6539\u6b63\u6cd5\u306e\u65bd\u884c): Adaptace na m\u011bn\u00edc\u00ed se spole\u010dnost<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/employee-protection-law-japan\/#Zaver\" title=\"Z\u00e1v\u011br\">Z\u00e1v\u011br<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Specialni_ustanoveni_pro_uzavirani_pracovnich_smluv_s_nezletilymi_v_Japonsku\"><\/span>Speci\u00e1ln\u00ed ustanoven\u00ed pro uzav\u00edr\u00e1n\u00ed pracovn\u00edch smluv s nezletil\u00fdmi v Japonsku<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Pr\u00e1vn\u00ed regulace zam\u011bstn\u00e1v\u00e1n\u00ed nezletil\u00fdch v Japonsku vy\u017eaduje zvl\u00e1\u0161tn\u00ed z\u0159etel na ochranu jejich zdrav\u00e9ho v\u00fdvoje, co\u017e vy\u00fastilo ve vytvo\u0159en\u00ed specifick\u00e9ho r\u00e1mce odli\u0161n\u00e9ho od toho pro dosp\u011bl\u00e9 pracovn\u00edky. Japonsk\u00fd pr\u00e1vn\u00ed syst\u00e9m kombinuje Japonsk\u00fd ob\u010dansk\u00fd z\u00e1kon\u00edk a Japonsk\u00fd z\u00e1kon\u00edk pr\u00e1ce, kter\u00e9 spole\u010dn\u011b tvo\u0159\u00ed jedine\u010dnou strukturu. Tento r\u00e1mec je zam\u011b\u0159en nejen na ochranu nezletil\u00fdch p\u0159ed zam\u011bstnavateli, ale v n\u011bkter\u00fdch p\u0159\u00edpadech i p\u0159ed vyko\u0159is\u0165ov\u00e1n\u00edm ze strany jejich z\u00e1konn\u00fdch z\u00e1stupc\u016f, a ukl\u00e1d\u00e1 zam\u011bstnavatel\u016fm specifick\u00e9 povinnosti.<\/p>\n\n\n\n<p>Nejprve, co se t\u00fd\u010de subjektu smlouvy, \u010dl\u00e1nek 5 Japonsk\u00e9ho ob\u010dansk\u00e9ho z\u00e1kon\u00edku stanov\u00ed, \u017ee nezletil\u00ed mus\u00ed z\u00edskat souhlas sv\u00e9ho z\u00e1konn\u00e9ho z\u00e1stupce (obvykle rodi\u010d\u016f) pro jak\u00fdkoliv pr\u00e1vn\u00ed \u00fakon, v\u010detn\u011b uzav\u0159en\u00ed smlouvy. Tento princip ob\u010dansk\u00e9ho pr\u00e1va se vztahuje i na pracovn\u00ed smlouvy, co\u017e znamen\u00e1, \u017ee zam\u011bstnavatel\u00e9 mus\u00ed z\u00edskat souhlas z\u00e1konn\u00e9ho z\u00e1stupce nebo opatrovn\u00edka, kdy\u017e uzav\u00edraj\u00ed pracovn\u00ed smlouvu s nezletil\u00fdm. Nicm\u00e9n\u011b, Japonsk\u00fd z\u00e1kon\u00edk pr\u00e1ce p\u0159in\u00e1\u0161\u00ed d\u016fle\u017eitou modifikaci tohoto principu. \u010cl\u00e1nek 58 odstavec 1 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce v\u00fdslovn\u011b zakazuje z\u00e1konn\u00fdm z\u00e1stupc\u016fm nebo opatrovn\u00edk\u016fm uzav\u00edrat pracovn\u00ed smlouvu za nezletil\u00e9ho. Toto ustanoven\u00ed m\u00e1 zabr\u00e1nit situac\u00edm, kdy by rodi\u010dovsk\u00fd z\u00e1stupce mohl nezletil\u00e9ho nutit pracovat za nep\u0159\u00edzniv\u00fdch pracovn\u00edch podm\u00ednek nebo proti jeho v\u016fli. Pracovn\u00ed smlouva mus\u00ed b\u00fdt proto v\u017edy uzav\u0159ena p\u0159\u00edmo s nezletil\u00fdm.<\/p>\n\n\n\n<p>Podobn\u00e1 ochrann\u00e1 ustanoven\u00ed plat\u00ed i pro v\u00fdplatu mzdy. \u010cl\u00e1nek 59 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce stanov\u00ed, \u017ee nezletil\u00ed maj\u00ed pr\u00e1vo samostatn\u011b po\u017eadovat mzdu a zakazuje z\u00e1konn\u00fdm z\u00e1stupc\u016fm nebo opatrovn\u00edk\u016fm p\u0159ij\u00edmat mzdu za nezletil\u00e9ho. Toto ustanoven\u00ed m\u00e1 zabr\u00e1nit situac\u00edm, kdy by rodi\u010de spravovali mzdu sv\u00fdch d\u011bt\u00ed a utr\u00e1celi ji bez jejich v\u011bdom\u00ed. Zam\u011bstnavatel\u00e9 mus\u00ed proto mzdu v\u017edy vypl\u00e1cet p\u0159\u00edmo nezletil\u00e9mu, i kdyby o to po\u017e\u00e1dal z\u00e1konn\u00fd z\u00e1stupce.<\/p>\n\n\n\n<p>Tyto ustanoven\u00ed vy\u017eaduj\u00ed od zam\u011bstnavatel\u016f dvojn\u00e1sobnou pozornost p\u0159i postupech t\u00fdkaj\u00edc\u00edch se zam\u011bstn\u00e1v\u00e1n\u00ed nezletil\u00fdch. To znamen\u00e1, \u017ee zam\u011bstnavatel\u00e9 mus\u00ed z\u00edskat &#8216;souhlas&#8217; z\u00e1konn\u00e9ho z\u00e1stupce p\u0159i uzav\u00edr\u00e1n\u00ed smlouvy, ale samotn\u00fd pr\u00e1vn\u00ed \u00fakon a p\u0159\u00edjem mzdy mus\u00ed b\u00fdt provedeny p\u0159\u00edmo s nezletil\u00fdm &#8216;osobn\u011b&#8217;. Tato odd\u011blen\u00e1 struktura pr\u00e1vn\u011b zavazuje zam\u011bstnavatele k roli kone\u010dn\u00e9ho ochr\u00e1nce nezletil\u00fdch pracovn\u00edk\u016f.<\/p>\n\n\n\n<p>D\u00e1le Japonsk\u00fd z\u00e1kon\u00edk pr\u00e1ce stanov\u00ed konkr\u00e9tn\u00ed ochrann\u00e1 ustanoven\u00ed pro mladistv\u00e9 (osoby mlad\u0161\u00ed 18 let). Nejprve, minim\u00e1ln\u00ed v\u011bk pro zam\u011bstn\u00e1n\u00ed je stanoven na dobu po dosa\u017een\u00ed 15 let v\u011bku a\u017e do konce prvn\u00edho 31. b\u0159ezna, tedy do doby dokon\u010den\u00ed povinn\u00e9 \u0161koln\u00ed doch\u00e1zky, co\u017e znamen\u00e1, \u017ee d\u011bti nesm\u00ed b\u00fdt zam\u011bstn\u00e1v\u00e1ny jako pracovn\u00edci (\u010dl\u00e1nek 56 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce). Zam\u011bstnavatel\u00e9 jsou povinni m\u00edt v pracovi\u0161ti k dispozici ofici\u00e1ln\u00ed dokumenty prokazuj\u00edc\u00ed v\u011bk, jako je v\u00fdpis z registru obyvatel (\u010dl\u00e1nek 57 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce).<\/p>\n\n\n\n<p>Co se t\u00fd\u010de pracovn\u00ed doby, mladistv\u00ed nesm\u00ed pracovat p\u0159es\u010das ani o sv\u00e1tc\u00edch a jejich pracovn\u00ed doba nesm\u00ed p\u0159ekro\u010dit z\u00e1konn\u00fd limit 40 hodin t\u00fddn\u011b a 8 hodin denn\u011b. No\u010dn\u00ed pr\u00e1ce (od 22:00 do 5:00) je tak\u00e9 v z\u00e1sad\u011b zak\u00e1z\u00e1na (\u010dl\u00e1nek 61 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce). D\u00e1le jsou omezeny pr\u00e1ce s t\u011b\u017ek\u00fdmi b\u0159emeny nebo obsluha ur\u010dit\u00fdch nebezpe\u010dn\u00fdch stroj\u016f, kter\u00e9 by mohly b\u00fdt \u0161kodliv\u00e9 pro fyzick\u00fd a psychick\u00fd v\u00fdvoj (\u010dl\u00e1nek 62 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce). V p\u0159\u00edpad\u011b, \u017ee mladistv\u00fd do 18 let je propu\u0161t\u011bn a do 14 dn\u016f od propu\u0161t\u011bn\u00ed si p\u0159eje vr\u00e1tit se dom\u016f, zam\u011bstnavatel je povinen n\u00e9st n\u00e1klady na cestu (\u010dl\u00e1nek 64 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce).<\/p>\n\n\n\n<p>Tyto p\u0159\u00edsn\u00e9 p\u0159edpisy jsou ur\u010deny k zaji\u0161t\u011bn\u00ed, \u017ee nezletil\u00ed maj\u00ed mo\u017enost vzd\u011bl\u00e1vat se a zdrav\u011b se rozv\u00edjet, zat\u00edmco z\u00edsk\u00e1vaj\u00ed pracovn\u00ed zku\u0161enosti v bezpe\u010dn\u00e9m prost\u0159ed\u00ed. Pro podniky to znamen\u00e1, \u017ee je nezbytn\u00e9 zav\u00e9st speci\u00e1ln\u00ed \u0159\u00edd\u00edc\u00ed syst\u00e9my pro dodr\u017eov\u00e1n\u00ed t\u011bchto p\u0159edpis\u016f, jako je d\u016fkladn\u00e1 kontrola v\u011bku, nastaven\u00ed syst\u00e9mu spr\u00e1vy pracovn\u00ed doby pro mladistv\u00e9 a kontrola procesu v\u00fdplaty mezd.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ochranna_ustanoveni_pro_zeny_podle_Japonskeho_zakoniku_prace\"><\/span>Ochrann\u00e1 ustanoven\u00ed pro \u017eeny podle Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Ochrann\u00e1 ustanoven\u00ed pro pracuj\u00edc\u00ed \u017eeny v r\u00e1mci Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce (Labor Standards Act) pro\u0161la v pr\u016fb\u011bhu \u010dasu v\u00fdznamn\u00fdmi zm\u011bnami. V minulosti existovaly \u201eochrann\u00e1 ustanoven\u00ed pro \u017eeny\u201c, kter\u00e1 omezovala p\u0159es\u010dasy a zakazovala no\u010dn\u00ed pr\u00e1ci pro v\u0161echny \u017eeny, ale tyto byly v roce 1999 (Heisei 11) zru\u0161eny v r\u00e1mci pr\u00e1vn\u00edch reforem, kter\u00e9 m\u011bly podporovat rovn\u00e9 p\u0159\u00edle\u017eitosti a zach\u00e1zen\u00ed pro ob\u011b pohlav\u00ed. Sou\u010dasn\u00e1 ochrann\u00e1 ustanoven\u00ed pro \u017eeny v Japonsk\u00e9m z\u00e1kon\u00edku pr\u00e1ce se prim\u00e1rn\u011b zam\u011b\u0159uj\u00ed na \u201eochranu mate\u0159stv\u00ed\u201c, tedy na t\u011bhotenstv\u00ed, porod a p\u00e9\u010di o d\u011bti. C\u00edlem t\u011bchto ustanoven\u00ed je zajistit, aby pracuj\u00edc\u00ed \u017eeny mohly pokra\u010dovat v pr\u00e1ci bez obav a p\u0159itom udr\u017eet zdrav\u00ed mate\u0159stv\u00ed. &nbsp;<\/p>\n\n\n\n<p>Nejd\u016fle\u017eit\u011bj\u0161\u00ed sou\u010d\u00e1st\u00ed je p\u0159edporodn\u00ed a poporodn\u00ed dovolen\u00e1, kter\u00e1 je stanovena v \u010dl\u00e1nku 65 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce. P\u0159edporodn\u00ed dovolenou m\u016f\u017ee pracuj\u00edc\u00ed \u017eena po\u017eadovat od \u0161esti t\u00fddn\u016f p\u0159ed p\u0159edpokl\u00e1dan\u00fdm datem porodu (v p\u0159\u00edpad\u011b v\u00edce\u010detn\u00e9ho t\u011bhotenstv\u00ed od \u010dtrn\u00e1cti t\u00fddn\u016f), zat\u00edmco poporodn\u00ed dovolen\u00e1 za\u010d\u00edn\u00e1 den po porodu a trv\u00e1 osm t\u00fddn\u016f, b\u011bhem kter\u00fdch je zam\u011bstn\u00e1n\u00ed \u017eeny z\u00e1sadn\u011b zak\u00e1z\u00e1no. Toto je povinn\u00e9 obdob\u00ed volna bez ohledu na \u017e\u00e1dost pracuj\u00edc\u00ed \u017eeny. Nicm\u00e9n\u011b, po \u0161esti t\u00fddnech po porodu m\u016f\u017ee \u017eena po\u017e\u00e1dat o n\u00e1vrat do pr\u00e1ce, pokud l\u00e9ka\u0159 uzn\u00e1, \u017ee to nezp\u016fsob\u00ed \u017e\u00e1dn\u00e9 komplikace. &nbsp;<\/p>\n\n\n\n<p>D\u016fle\u017eit\u00e9 je, \u017ee zat\u00edmco p\u0159edporodn\u00ed dovolen\u00e1 je zalo\u017eena na \u201e\u017e\u00e1dosti\u201c, poporodn\u00ed dovolen\u00e1 je v z\u00e1sad\u011b \u201epovinn\u00e1\u201c. To znamen\u00e1, \u017ee pokud t\u011bhotn\u00e1 pracuj\u00edc\u00ed \u017eena nepo\u017e\u00e1d\u00e1 o p\u0159edporodn\u00ed dovolenou, m\u016f\u017ee pokra\u010dovat v pr\u00e1ci v r\u00e1mci z\u00e1konn\u00e9 pracovn\u00ed doby, co\u017e samo o sob\u011b nen\u00ed nez\u00e1konn\u00e9. Av\u0161ak pokud zam\u011bstnanec pod\u00e1 \u017e\u00e1dost, zam\u011bstnavatel ji nem\u016f\u017ee odm\u00edtnout. V okam\u017eiku pod\u00e1n\u00ed \u201e\u017e\u00e1dosti\u201c se povinnost zam\u011bstnavatele st\u00e1v\u00e1 absolutn\u00ed. Proto je pro mana\u017eersk\u00e9 pozice nesm\u00edrn\u011b d\u016fle\u017eit\u00e9 pochopit pr\u00e1vn\u00ed v\u00e1hu t\u011bchto \u017e\u00e1dost\u00ed a vybudovat syst\u00e9m, kter\u00fd umo\u017en\u00ed okam\u017eit\u011b a spr\u00e1vn\u011b reagovat, aby se p\u0159ede\u0161lo rizik\u016fm v oblasti dodr\u017eov\u00e1n\u00ed p\u0159edpis\u016f.<\/p>\n\n\n\n<p>Pro ochranu zdrav\u00ed t\u011bhotn\u00fdch pracuj\u00edc\u00edch \u017een Japonsk\u00fd z\u00e1kon\u00edk pr\u00e1ce stanovuje dal\u0161\u00ed opat\u0159en\u00ed. \u010cl\u00e1nek 65 odstavec 3 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce ukl\u00e1d\u00e1 zam\u011bstnavatel\u016fm povinnost, pokud o to t\u011bhotn\u00e1 \u017eena po\u017e\u00e1d\u00e1, p\u0159e\u0159adit ji na jinou, m\u00e9n\u011b n\u00e1ro\u010dnou pr\u00e1ci. D\u00e1le podle \u010dl\u00e1nku 66 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce nesm\u00ed zam\u011bstnavatel\u00e9 povolit t\u011bhotn\u00fdm \u017een\u00e1m a \u017een\u00e1m do jednoho roku po porodu (d\u00e1le jen \u201et\u011bhotn\u00e9 a koj\u00edc\u00ed \u017eeny\u201c) pracovat p\u0159es\u010das, o sv\u00e1tc\u00edch nebo v noci, pokud o to po\u017e\u00e1daj\u00ed. V\u0161echna tato ustanoven\u00ed vy\u017eaduj\u00ed, aby povinnosti zam\u011bstnavatele vznikly na z\u00e1klad\u011b \u201e\u017e\u00e1dosti\u201c. &nbsp;<\/p>\n\n\n\n<p>Ochrana p\u0159ed nebezpe\u010dn\u00fdmi a \u0161kodliv\u00fdmi pracemi je tak\u00e9 kl\u00ed\u010dov\u00fdm prvkem. \u010cl\u00e1nek 64 odstavec 3 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce zakazuje zam\u011bstn\u00e1vat t\u011bhotn\u00e9 a koj\u00edc\u00ed \u017eeny v prac\u00edch, kter\u00e9 jsou \u0161kodliv\u00e9 pro t\u011bhotenstv\u00ed, porod nebo kojen\u00ed. To zahrnuje manipulaci s t\u011b\u017ek\u00fdmi p\u0159edm\u011bty nebo pr\u00e1ci v prost\u0159ed\u00ed s nebezpe\u010dn\u00fdmi chemick\u00fdmi l\u00e1tkami. Nav\u00edc jsou omezeny i ur\u010dit\u00e9 pr\u00e1ce pro ostatn\u00ed \u017eeny, kter\u00e9 by mohly b\u00fdt \u0161kodliv\u00e9 pro t\u011bhotenstv\u00ed nebo porod. &nbsp;<\/p>\n\n\n\n<p>Existuj\u00ed tak\u00e9 ustanoven\u00ed podporuj\u00edc\u00ed p\u00e9\u010di o d\u011bti po porodu. \u010cl\u00e1nek 67 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce d\u00e1v\u00e1 \u017een\u00e1m, kter\u00e9 pe\u010duj\u00ed o d\u00edt\u011b mlad\u0161\u00ed jednoho roku, pr\u00e1vo na dv\u011b pauzy na p\u00e9\u010di o d\u00edt\u011b b\u011bhem dne, ka\u017ed\u00e1 alespo\u0148 30 minut, krom\u011b b\u011b\u017en\u00fdch p\u0159est\u00e1vek. &nbsp;<\/p>\n\n\n\n<p>Krom\u011b ustanoven\u00ed Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce, \u201eZ\u00e1kon o zaji\u0161t\u011bn\u00ed rovn\u00fdch p\u0159\u00edle\u017eitost\u00ed a zach\u00e1zen\u00ed mu\u017e\u016f a \u017een v zam\u011bstn\u00e1n\u00ed\u201c (Equal Employment Opportunity Law) tak\u00e9 stanovuje d\u016fle\u017eit\u00e1 opat\u0159en\u00ed pro spr\u00e1vu zdrav\u00ed mate\u0159stv\u00ed. \u010cl\u00e1nek 12 tohoto z\u00e1kona ukl\u00e1d\u00e1 zam\u011bstnavatel\u016fm povinnost zajistit pracuj\u00edc\u00edm \u017een\u00e1m dostatek \u010dasu na zdravotn\u00ed prohl\u00eddky a dal\u0161\u00ed p\u00e9\u010di pot\u0159ebnou pro t\u011bhotn\u00e9 a koj\u00edc\u00ed \u017eeny. \u010cl\u00e1nek 13 zase stanovuje, \u017ee pokud zam\u011bstnanec obdr\u017e\u00ed l\u00e9ka\u0159sk\u00e9 pokyny na z\u00e1klad\u011b zdravotn\u00ed prohl\u00eddky, mus\u00ed zam\u011bstnavatel p\u0159ijmout pot\u0159ebn\u00e9 opat\u0159en\u00ed, jako je zm\u011bna pracovn\u00ed doby nebo sn\u00ed\u017een\u00ed pracovn\u00ed z\u00e1t\u011b\u017ee, aby bylo mo\u017en\u00e9 t\u011bmto pokyn\u016fm vyhov\u011bt. Z\u00e1kon tak\u00e9 striktn\u011b zakazuje jak\u00e9koli nev\u00fdhodn\u00e9 zach\u00e1zen\u00ed nebo propu\u0161t\u011bn\u00ed na z\u00e1klad\u011b t\u011bchto po\u017eadavk\u016f podle \u010dl\u00e1nku 9. &nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zakon_o_rodicovske_a_pecovatelske_dovolene_System_podporujici_kontinuitu_zamestnani_rozmanitych_talentu\"><\/span>Z\u00e1kon o rodi\u010dovsk\u00e9 a pe\u010dovatelsk\u00e9 dovolen\u00e9: Syst\u00e9m podporuj\u00edc\u00ed kontinuitu zam\u011bstn\u00e1n\u00ed rozmanit\u00fdch talent\u016f<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>V kontextu pokra\u010duj\u00edc\u00edho poklesu pracovn\u00ed s\u00edly v Japonsku je prevence odchodu z pr\u00e1ce z d\u016fvod\u016f p\u00e9\u010de o d\u011bti nebo rodinn\u00e9 p\u00e9\u010de a udr\u017een\u00ed zam\u011bstnanosti zku\u0161en\u00fdch pracovn\u00edk\u016f nal\u00e9hav\u00fdm \u00fakolem jak pro spole\u010dnosti, tak pro spole\u010dnost jako celek. Japonsk\u00fd &#8220;Z\u00e1kon o rodi\u010dovsk\u00e9 dovolen\u00e9, pe\u010dovatelsk\u00e9 dovolen\u00e9 a dal\u0161\u00edch opat\u0159en\u00edch pro zam\u011bstnance pe\u010duj\u00edc\u00ed o d\u011bti nebo rodinn\u00e9 p\u0159\u00edslu\u0161n\u00edky&#8221; (d\u00e1le jen Z\u00e1kon o rodi\u010dovsk\u00e9 a pe\u010dovatelsk\u00e9 dovolen\u00e9) poskytuje komplexn\u00ed pr\u00e1vn\u00ed r\u00e1mec pro \u0159e\u0161en\u00ed tohoto probl\u00e9mu. Tento z\u00e1kon stanovuje r\u016fzn\u00e9 syst\u00e9my podpory, kter\u00e9 umo\u017e\u0148uj\u00ed zam\u011bstnanc\u016fm pokra\u010dovat v kari\u00e9\u0159e s jistotou, zat\u00edmco skloub\u00ed pracovn\u00ed a rodinn\u00fd \u017eivot.<\/p>\n\n\n\n<p>Jedn\u00edm z kl\u00ed\u010dov\u00fdch syst\u00e9m\u016f je &#8220;rodi\u010dovsk\u00e1 dovolen\u00e1&#8221;. Jedn\u00e1 se o dovolenou, kterou mohou z\u00edskat zam\u011bstnanci pe\u010duj\u00edc\u00ed o d\u00edt\u011b mlad\u0161\u00ed jednoho roku, bez ohledu na pohlav\u00ed (podle \u010dl\u00e1nku 5 japonsk\u00e9ho Z\u00e1kona o rodi\u010dovsk\u00e9 a pe\u010dovatelsk\u00e9 dovolen\u00e9). I zam\u011bstnanci s do\u010dasn\u00fdm pracovn\u00edm pom\u011brem mohou b\u00fdt za ur\u010dit\u00fdch podm\u00ednek zahrnuti. Doba dovolen\u00e9 je obvykle do doby, ne\u017e d\u00edt\u011b dos\u00e1hne jednoho roku, ale v p\u0159\u00edpad\u011b specifick\u00fdch okolnost\u00ed, jako je nap\u0159\u00edklad nemo\u017enost um\u00edst\u011bn\u00ed do jesl\u00ed, je mo\u017en\u00e9 dovolenou prodlou\u017eit a\u017e do doby, ne\u017e d\u00edt\u011b dos\u00e1hne v\u011bku jednoho a p\u016fl roku, nebo dokonce dvou let. Existuj\u00ed tak\u00e9 speci\u00e1ln\u00ed syst\u00e9my, jako je &#8220;Papa &amp; Mama Plus rodi\u010dovsk\u00e1 dovolen\u00e1&#8221; (umo\u017e\u0148uje ob\u011bma rodi\u010d\u016fm vz\u00edt si rodi\u010dovskou dovolenou a\u017e do doby, kdy d\u00edt\u011b dos\u00e1hne v\u011bku jednoho roku a dvou m\u011bs\u00edc\u016f) nebo &#8220;Otcovsk\u00e1 dovolen\u00e1 po porodu&#8221; (rodi\u010dovsk\u00e1 dovolen\u00e1 v dob\u011b narozen\u00ed d\u00edt\u011bte), kter\u00e1 m\u016f\u017ee b\u00fdt \u010derp\u00e1na do \u010dty\u0159 t\u00fddn\u016f po narozen\u00ed d\u00edt\u011bte.<\/p>\n\n\n\n<p>Dal\u0161\u00edm pil\u00ed\u0159em je &#8220;pe\u010dovatelsk\u00e1 dovolen\u00e1&#8221;. Tato dovolen\u00e1 je ur\u010dena pro zam\u011bstnance, jejich\u017e man\u017eel\u00e9, rodi\u010de, d\u011bti nebo rodi\u010de man\u017eela jsou v d\u016fsledku \u00farazu, nemoci nebo fyzick\u00e9ho \u010di psychick\u00e9ho posti\u017een\u00ed ve stavu, kdy pot\u0159ebuj\u00ed st\u00e1lou p\u00e9\u010di po dobu del\u0161\u00ed ne\u017e dva t\u00fddny (stav vy\u017eaduj\u00edc\u00ed p\u00e9\u010di). Zam\u011bstnanci mohou \u010derpat pe\u010dovatelskou dovolenou a\u017e 93 dn\u00ed na jednoho \u010dlena rodiny, a to a\u017e ve t\u0159ech \u010d\u00e1stech. Tento syst\u00e9m je zam\u011b\u0159en na poskytov\u00e1n\u00ed intenzivn\u00ed podpory v po\u010d\u00e1te\u010dn\u00ed f\u00e1zi, kdy se buduje p\u00e9\u010dovatelsk\u00fd syst\u00e9m, nap\u0159\u00edklad p\u0159i vy\u0159izov\u00e1n\u00ed vyu\u017eit\u00ed pe\u010dovatelsk\u00fdch slu\u017eeb nebo p\u0159i sestavov\u00e1n\u00ed pl\u00e1nu p\u00e9\u010de.<\/p>\n\n\n\n<p>Z\u00e1kon o rodi\u010dovsk\u00e9 a pe\u010dovatelsk\u00e9 dovolen\u00e9 neukl\u00e1d\u00e1 pouze dlouhodob\u00e9 dovolen\u00e9, ale tak\u00e9 zavazuje k r\u016fzn\u00fdm opat\u0159en\u00edm podporuj\u00edc\u00edm ka\u017edodenn\u00ed sklouben\u00ed pr\u00e1ce a rodinn\u00e9ho \u017eivota. Nap\u0159\u00edklad zam\u011bstnavatel\u00e9 mus\u00ed pro zam\u011bstnance pe\u010duj\u00edc\u00ed o d\u011bti mlad\u0161\u00ed t\u0159\u00ed let zav\u00e9st syst\u00e9m zkr\u00e1cen\u00e9 pracovn\u00ed doby. D\u00e1le existuj\u00ed omezen\u00ed, jako je z\u00e1kaz nadm\u011brn\u00e9 pr\u00e1ce nad r\u00e1mec stanoven\u00e9ho limitu (24 hodin m\u011bs\u00ed\u010dn\u011b, 150 hodin ro\u010dn\u011b) pro zam\u011bstnance pe\u010duj\u00edc\u00ed o d\u011bti p\u0159ed n\u00e1stupem do z\u00e1kladn\u00ed \u0161koly nebo o rodinn\u00e9 p\u0159\u00edslu\u0161n\u00edky vy\u017eaduj\u00edc\u00ed p\u00e9\u010di, a povinnost osvobodit je od no\u010dn\u00ed pr\u00e1ce (od 22:00 do 5:00).<\/p>\n\n\n\n<p>Krom\u011b toho existuj\u00ed syst\u00e9my dovolen\u00e9 pro kr\u00e1tkodob\u00e9 pot\u0159eby, jako je &#8220;dovolen\u00e1 pro o\u0161et\u0159en\u00ed d\u00edt\u011bte&#8221; a &#8220;pe\u010dovatelsk\u00e1 dovolen\u00e1&#8221;. Dovolen\u00e1 pro o\u0161et\u0159en\u00ed d\u00edt\u011bte m\u016f\u017ee b\u00fdt \u010derp\u00e1na pro p\u00e9\u010di o d\u00edt\u011b p\u0159ed\u0161koln\u00edho v\u011bku v p\u0159\u00edpad\u011b nemoci nebo \u00farazu, nebo pro doprovod p\u0159i o\u010dkov\u00e1n\u00ed a zdravotn\u00edch prohl\u00eddk\u00e1ch. Pe\u010dovatelsk\u00e1 dovolen\u00e1 je k dispozici pro doprovod rodinn\u00e9ho p\u0159\u00edslu\u0161n\u00edka vy\u017eaduj\u00edc\u00edho p\u00e9\u010di k l\u00e9ka\u0159i nebo pro vy\u0159izov\u00e1n\u00ed procedur pe\u010dovatelsk\u00fdch slu\u017eeb. Ka\u017ed\u00fd z t\u011bchto typ\u016f dovolen\u00e9 m\u016f\u017ee b\u00fdt \u010derp\u00e1n a\u017e 5 dn\u00ed ro\u010dn\u011b pro jednoho \u010dlena rodiny nebo 10 dn\u00ed, pokud je jich v\u00edce, a je mo\u017en\u00e9 je \u010derpat flexibiln\u011b po cel\u00fdch nebo p\u016fldnech, nebo dokonce po hodin\u00e1ch.<\/p>\n\n\n\n<p>A\u010dkoliv se n\u00e1zvy t\u011bchto syst\u00e9m\u016f mohou zd\u00e1t podobn\u00e9 a snadno zam\u011bniteln\u00e9, jejich \u00fa\u010del, c\u00edlov\u00e1 skupina, doba trv\u00e1n\u00ed a jednotky \u010derp\u00e1n\u00ed jsou jasn\u011b odli\u0161n\u00e9. Spr\u00e1vn\u00e9 porozum\u011bn\u00ed t\u011bmto rozd\u00edl\u016fm a poskytov\u00e1n\u00ed p\u0159esn\u00fdch informac\u00ed zam\u011bstnanc\u016fm je velmi d\u016fle\u017eit\u00e9 pro spr\u00e1vu lidsk\u00fdch zdroj\u016f a pracovn\u00edch vztah\u016f. N\u00ed\u017ee je uvedeno srovn\u00e1n\u00ed \u010dty\u0159 hlavn\u00edch syst\u00e9m\u016f.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Porovnani_hlavnich_systemu_dovolene_a_volna_pro_rodicovskou_a_pecovatelskou_peci_podle_japonskeho_prava\"><\/span>Porovn\u00e1n\u00ed hlavn\u00edch syst\u00e9m\u016f dovolen\u00e9 a volna pro rodi\u010dovskou a pe\u010dovatelskou p\u00e9\u010di podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><td>Syst\u00e9m<\/td><td>\u00da\u010del<\/td><td>C\u00edlov\u00ed pracovn\u00edci<\/td><td>Doba trv\u00e1n\u00ed \/ Po\u010det dn\u00ed<\/td><td>Jednotka \u010derp\u00e1n\u00ed<\/td><\/tr><\/thead><tbody><tr><td>Rodi\u010dovsk\u00e1 dovolen\u00e1<\/td><td>Dlouhodob\u00e1 p\u00e9\u010de o d\u00edt\u011b mlad\u0161\u00ed jednoho roku<\/td><td>Z\u00e1sadn\u011b pracovn\u00edci pe\u010duj\u00edc\u00ed o d\u00edt\u011b mlad\u0161\u00ed jednoho roku, mu\u017ei i \u017eeny<\/td><td>Z\u00e1sadn\u011b do doby, ne\u017e d\u00edt\u011b dos\u00e1hne v\u011bku jednoho roku (mo\u017en\u00e9 prodlou\u017een\u00ed a\u017e do dvou let)<\/td><td>Obdob\u00ed<\/td><\/tr><tr><td>Pe\u010dovatelsk\u00e1 dovolen\u00e1<\/td><td>Vytvo\u0159en\u00ed p\u00e9\u010dovatelsk\u00e9ho syst\u00e9mu pro rodinn\u00e9ho p\u0159\u00edslu\u0161n\u00edka v pot\u0159eb\u011b p\u00e9\u010de<\/td><td>Pracovn\u00edci, mu\u017ei i \u017eeny, pe\u010duj\u00edc\u00ed o rodinn\u00e9ho p\u0159\u00edslu\u0161n\u00edka v pot\u0159eb\u011b p\u00e9\u010de<\/td><td>Celkem a\u017e 93 dn\u00ed na jednoho rodinn\u00e9ho p\u0159\u00edslu\u0161n\u00edka (mo\u017en\u00e9 rozd\u011blit do t\u0159\u00ed \u010d\u00e1st\u00ed)<\/td><td>Obdob\u00ed<\/td><\/tr><tr><td>Dovolen\u00e1 pro o\u0161et\u0159en\u00ed d\u00edt\u011bte<\/td><td>P\u00e9\u010de o d\u00edt\u011b p\u0159ed n\u00e1stupem do z\u00e1kladn\u00ed \u0161koly v p\u0159\u00edpad\u011b nemoci nebo \u00farazu<\/td><td>Pracovn\u00edci, mu\u017ei i \u017eeny, pe\u010duj\u00edc\u00ed o d\u00edt\u011b p\u0159ed n\u00e1stupem do z\u00e1kladn\u00ed \u0161koly<\/td><td>Na jedno d\u00edt\u011b: 5 dn\u00ed ro\u010dn\u011b, na dv\u011b a v\u00edce d\u011bt\u00ed: 10 dn\u00ed ro\u010dn\u011b<\/td><td>1 den, p\u016flden, hodinov\u00e9 jednotky<\/td><\/tr><tr><td>Pe\u010dovatelsk\u00e1 dovolen\u00e1<\/td><td>Doprovod rodinn\u00e9ho p\u0159\u00edslu\u0161n\u00edka v pot\u0159eb\u011b p\u00e9\u010de na l\u00e9ka\u0159sk\u00e1 vy\u0161et\u0159en\u00ed apod.<\/td><td>Pracovn\u00edci, mu\u017ei i \u017eeny, pe\u010duj\u00edc\u00ed o rodinn\u00e9ho p\u0159\u00edslu\u0161n\u00edka v pot\u0159eb\u011b p\u00e9\u010de<\/td><td>Na jednoho rodinn\u00e9ho p\u0159\u00edslu\u0161n\u00edka: 5 dn\u00ed ro\u010dn\u011b, na dva a v\u00edce p\u0159\u00edslu\u0161n\u00edk\u016f: 10 dn\u00ed ro\u010dn\u011b<\/td><td>1 den, p\u016flden, hodinov\u00e9 jednotky<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zakaz_neprizniveho_zachazeni_a_judikatura_v_Japonsku\"><\/span>Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed a judikatura v Japonsku<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Pro zaji\u0161t\u011bn\u00ed \u00fa\u010dinnosti r\u016fzn\u00fdch syst\u00e9m\u016f stanoven\u00fdch z\u00e1konem o p\u00e9\u010di o d\u011bti a o\u0161et\u0159ovatelsk\u00e9 p\u00e9\u010di a z\u00e1konem o rovn\u00fdch p\u0159\u00edle\u017eitostech pro mu\u017ee a \u017eeny, japonsk\u00e9 pr\u00e1vo p\u0159\u00edsn\u011b zakazuje zam\u011bstnavatel\u016fm prov\u00e1d\u011bt jak\u00e9koli nep\u0159\u00edzniv\u00e9 zach\u00e1zen\u00ed, jako je propu\u0161t\u011bn\u00ed, degradace, sn\u00ed\u017een\u00ed platu nebo jin\u00e9 nep\u0159\u00edzniv\u00e9 opat\u0159en\u00ed, na z\u00e1klad\u011b vyu\u017eit\u00ed t\u011bchto syst\u00e9m\u016f zam\u011bstnanci. Konkr\u00e9tn\u011b \u010dl\u00e1nek 10 z\u00e1kona o p\u00e9\u010di o d\u011bti a o\u0161et\u0159ovatelsk\u00e9 p\u00e9\u010di a \u010dl\u00e1nek 9 z\u00e1kona o rovn\u00fdch p\u0159\u00edle\u017eitostech pro mu\u017ee a \u017eeny slou\u017e\u00ed jako pr\u00e1vn\u00ed z\u00e1klad pro tyto p\u0159edpisy. Nep\u0159\u00edzniv\u00e9 zach\u00e1zen\u00ed zahrnuje propu\u0161t\u011bn\u00ed nebo odm\u00edtnut\u00ed obnoven\u00ed smlouvy, degradaci, nep\u0159\u00edzniv\u00e9 zm\u011bny pozice, sn\u00ed\u017een\u00ed platu, nev\u00fdhodn\u00e9 hodnocen\u00ed p\u0159i rozhodov\u00e1n\u00ed o bonusech nebo pov\u00fd\u0161en\u00ed.<\/p>\n\n\n\n<p>Av\u0161ak hranice toho, co je pr\u00e1vn\u011b zak\u00e1z\u00e1no jako &#8220;nep\u0159\u00edzniv\u00e9 zach\u00e1zen\u00ed&#8221;, nejsou v\u017edy zcela jasn\u00e9. Zvl\u00e1\u0161t\u011b ot\u00e1zka, jak odr\u00e1\u017eet obdob\u00ed nepracov\u00e1n\u00ed b\u011bhem doby p\u00e9\u010de v odm\u011b\u0148ov\u00e1n\u00ed a hodnocen\u00ed zam\u011bstnanc\u016f, je praktick\u00fdm probl\u00e9mem, se kter\u00fdm se mnoho spole\u010dnost\u00ed pot\u00fdk\u00e1. D\u016fle\u017eit\u00fdm m\u011b\u0159\u00edtkem pro tento probl\u00e9m byl p\u0159\u00edpad &#8220;\u0160kolsk\u00e1 korporace Kinki University&#8221; (rozsudek Okresn\u00edho soudu v \u00d3sace ze dne 24. dubna 2019).<\/p>\n\n\n\n<p>V tomto p\u0159\u00edpad\u011b byla zpochybn\u011bna z\u00e1konnost rozhodnut\u00ed univerzity, kter\u00e1 na z\u00e1klad\u011b pracovn\u00edho \u0159\u00e1du neud\u011blila \u017e\u00e1dn\u00e9 pravideln\u00e9 zv\u00fd\u0161en\u00ed platu v akademick\u00e9m roce, kdy si \u017ealobce vzal rodi\u010dovskou dovolenou. Univerzita tvrdila, \u017ee obdob\u00ed rodi\u010dovsk\u00e9 dovolen\u00e9 bylo obdob\u00edm, kdy nebylo mo\u017en\u00e9 z\u00edskat pracovn\u00ed zku\u0161enosti a do\u0161lo k \u017e\u00e1dn\u00e9mu zlep\u0161en\u00ed pracovn\u00edch schopnost\u00ed, a proto bylo vylou\u010den\u00ed z pov\u00fd\u0161en\u00ed rozumn\u00fdm opat\u0159en\u00edm.<\/p>\n\n\n\n<p>Soud v\u0161ak nejprve uznal, \u017ee syst\u00e9m pravideln\u00e9ho zvy\u0161ov\u00e1n\u00ed platu na t\u00e9to univerzit\u011b m\u00e1 siln\u00fd &#8220;v\u011bkem podm\u00edn\u011bn\u00fd&#8221; charakter, kter\u00fd se prov\u00e1d\u00ed jednotn\u011b podle d\u00e9lky slu\u017eby, sp\u00ed\u0161e ne\u017e individu\u00e1ln\u00edho hodnocen\u00ed v\u00fdkonu. Na z\u00e1klad\u011b toho soud rozhodl, \u017ee odebr\u00e1n\u00ed p\u0159\u00edle\u017eitosti k zv\u00fd\u0161en\u00ed platu za cel\u00fd rok, v\u010detn\u011b obdob\u00ed, kdy nebyla \u010derp\u00e1na dovolen\u00e1, na z\u00e1klad\u011b toho, \u017ee b\u011bhem dovolen\u00e9 nebyla poskytnuta pr\u00e1ce (a tud\u00ed\u017e nebyl vyplacen plat), p\u0159edstavuje nep\u0159\u00edzniv\u00e9 zach\u00e1zen\u00ed, kter\u00e9 p\u0159esahuje p\u0159\u00edm\u00e9 d\u016fsledky nepracov\u00e1n\u00ed. Soud dosp\u011bl k z\u00e1v\u011bru, \u017ee takov\u00e9 zach\u00e1zen\u00ed m\u00e1 za n\u00e1sledek, \u017ee zam\u011bstnanci v\u00e1haj\u00ed s \u010derp\u00e1n\u00edm rodi\u010dovsk\u00e9 dovolen\u00e9, co\u017e je v rozporu s \u00fa\u010delem z\u00e1kona, a je tedy v rozporu s &#8220;nep\u0159\u00edzniv\u00fdm zach\u00e1zen\u00edm&#8221; zak\u00e1zan\u00fdm \u010dl\u00e1nkem 10 z\u00e1kona o p\u00e9\u010di o d\u011bti a o\u0161et\u0159ovatelsk\u00e9 p\u00e9\u010di a je nez\u00e1konn\u00e9.<\/p>\n\n\n\n<p>D\u016fle\u017eit\u00fdm bodem tohoto rozsudku je, \u017ee japonsk\u00e9 soudy p\u0159i posuzov\u00e1n\u00ed &#8220;nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed&#8221; neberou v \u00favahu pouze p\u0159\u00edm\u00e9 sn\u00ed\u017een\u00ed platu b\u011bhem obdob\u00ed dovolen\u00e9, ale tak\u00e9 dlouhodob\u00fd dopad takov\u00fdch opat\u0159en\u00ed na budouc\u00ed mzdov\u00fd syst\u00e9m a kari\u00e9rn\u00ed postup zam\u011bstnanc\u016f. Zvl\u00e1\u0161t\u011b u syst\u00e9m\u016f zvy\u0161ov\u00e1n\u00ed platu a bonus\u016f, kter\u00e9 maj\u00ed siln\u00fd v\u011bkov\u00fd prvek, m\u016f\u017ee mechanick\u00e9 hodnocen\u00ed na z\u00e1klad\u011b z\u00e1konn\u00e9 dovolen\u00e9 p\u0159edstavovat vysok\u00e9 pr\u00e1vn\u00ed riziko. Nap\u0159\u00edklad zd\u00e1nliv\u011b neutr\u00e1ln\u00ed intern\u00ed pravidla, jako je &#8220;osoby s ur\u010dit\u00fdm po\u010dtem dn\u00ed absence nebudou zahrnuty do zvy\u0161ov\u00e1n\u00ed platu nebo bonus\u016f&#8221;, mohou b\u00fdt pova\u017eov\u00e1ny za nez\u00e1konn\u00e9, pokud jejich uplatn\u011bn\u00ed ve skute\u010dnosti funguje jako skute\u010dn\u00e1 penalizace pro osoby, kter\u00e9 si vzaly rodi\u010dovskou dovolenou.<\/p>\n\n\n\n<p>Pou\u010den\u00ed, kter\u00e9 by spole\u010dnosti m\u011bly vz\u00edt z tohoto p\u0159\u00edpadu, je, \u017ee je t\u0159eba zcela p\u0159ehodnotit intern\u00ed pravidla t\u00fdkaj\u00edc\u00ed se hodnocen\u00ed zam\u011bstnanc\u016f, zvy\u0161ov\u00e1n\u00ed platu a v\u00fdpo\u010dtu bonus\u016f, aby z\u00e1konn\u00e1 dovolen\u00e1 nevedla k nespravedliv\u00e9mu nep\u0159\u00edzniv\u00e9mu zach\u00e1zen\u00ed. Je t\u0159eba p\u0159ijmout syst\u00e9mov\u00e1 opat\u0159en\u00ed, aby po n\u00e1vratu do pr\u00e1ce nebyla \u00farove\u0148 platu a p\u0159\u00edle\u017eitosti k pov\u00fd\u0161en\u00ed trvale nep\u0159\u00edzniv\u011b ovlivn\u011bny ve srovn\u00e1n\u00ed s kolegy, kte\u0159\u00ed si dovolenou nevzali. Konkr\u00e9tn\u011b by mohlo b\u00fdt mo\u017en\u00e9 vylou\u010dit obdob\u00ed dovolen\u00e9 z hodnot\u00edc\u00edho obdob\u00ed pro zvy\u0161ov\u00e1n\u00ed platu a pov\u00fd\u0161en\u00ed nebo spr\u00e1vn\u011b odr\u00e1\u017eet pracovn\u00ed v\u00fdkon b\u011bhem obdob\u00ed, kdy nebyla \u010derp\u00e1na dovolen\u00e1. Vytvo\u0159en\u00ed takov\u00e9ho &#8220;neutr\u00e1ln\u00edho k dovolen\u00e9&#8221; person\u00e1ln\u00edho syst\u00e9mu je kl\u00ed\u010dem k zaji\u0161t\u011bn\u00ed dodr\u017eov\u00e1n\u00ed p\u0159edpis\u016f a k prevenci rizika soudn\u00edch spor\u016f.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Nastup_zmen_v_zakone_v_roce_2025_2025%E5%B9%B4%E6%94%B9%E6%AD%A3%E6%B3%95%E3%81%AE%E6%96%BD%E8%A1%8C_Adaptace_na_menici_se_spolecnost\"><\/span>N\u00e1stup zm\u011bn v z\u00e1kon\u011b v roce 2025 (2025\u5e74\u6539\u6b63\u6cd5\u306e\u65bd\u884c): Adaptace na m\u011bn\u00edc\u00ed se spole\u010dnost<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Japonsk\u00fd z\u00e1kon o rodi\u010dovsk\u00e9 a pe\u010dovatelsk\u00e9 dovolen\u00e9 se v pr\u016fb\u011bhu \u010dasu opakovan\u011b m\u011bnil, aby reflektoval spole\u010densk\u00e9 zm\u011bny a pot\u0159eby pracovn\u00edk\u016f. Novela, kter\u00e1 za\u010dne postupn\u011b platit od 1. dubna 2025 (\u4ee4\u548c7\u5e744\u67081\u65e5), obsahuje kl\u00ed\u010dov\u00e9 prvky, kter\u00e9 posouvaj\u00ed podporu slad\u011bn\u00ed pr\u00e1ce a rodinn\u00e9ho \u017eivota o krok d\u00e1le. Z\u00e1kladem t\u00e9to novely je politick\u00fd posun, kter\u00fd nejen p\u0159izn\u00e1v\u00e1 pr\u00e1va pracovn\u00edk\u016fm, ale tak\u00e9 vy\u017eaduje, aby zam\u011bstnavatel\u00e9 aktivn\u011b podporovali slad\u011bn\u00ed pr\u00e1ce a rodiny a navrhovali flexibiln\u00ed pracovn\u00ed modely. Firmy mus\u00ed rychle reagovat na tyto nov\u00e9 povinnosti \u00fapravou pracovn\u00edch \u0159\u00e1d\u016f a zaveden\u00edm intern\u00edch syst\u00e9m\u016f.<\/p>\n\n\n\n<p>Nejprve dojde k v\u00fdrazn\u00e9mu roz\u0161\u00ed\u0159en\u00ed opat\u0159en\u00ed na podporu rodi\u010dovstv\u00ed. &#8220;Dovolen\u00e1 pro o\u0161et\u0159ov\u00e1n\u00ed d\u00edt\u011bte&#8221; se zm\u011bn\u00ed na &#8220;Dovolen\u00e1 pro o\u0161et\u0159ov\u00e1n\u00ed d\u00edt\u011bte a dal\u0161\u00ed p\u0159\u00edpady&#8221; a roz\u0161\u00ed\u0159\u00ed se okruh d\u011bt\u00ed, na kter\u00e9 se vztahuje, z &#8220;p\u0159ed n\u00e1stupem do z\u00e1kladn\u00ed \u0161koly&#8221; na &#8220;do dokon\u010den\u00ed t\u0159et\u00edho ro\u010dn\u00edku z\u00e1kladn\u00ed \u0161koly&#8221;. Krom\u011b toho se mezi d\u016fvody pro \u010derp\u00e1n\u00ed dovolen\u00e9 p\u0159id\u00e1vaj\u00ed ud\u00e1losti jako uzav\u0159en\u00ed t\u0159\u00eddy kv\u016fli infek\u010dn\u00edm nemocem nebo \u00fa\u010dast na \u0161koln\u00edch akc\u00edch, jako jsou slavnostn\u00ed zah\u00e1jen\u00ed a ukon\u010den\u00ed \u0161koln\u00edho roku. D\u00e1le, pracovn\u00edci, kte\u0159\u00ed dosud mohli b\u00fdt vylou\u010deni z tohoto opat\u0159en\u00ed na z\u00e1klad\u011b dohody mezi zam\u011bstnavatelem a zam\u011bstnancem, pokud pracovali m\u00e9n\u011b ne\u017e \u0161est m\u011bs\u00edc\u016f, budou nyn\u00ed moci \u010derpat dovolenou ihned po n\u00e1stupu do zam\u011bstn\u00e1n\u00ed.<\/p>\n\n\n\n<p>Pr\u00e1vo na osvobozen\u00ed od p\u0159es\u010dasov\u00e9 pr\u00e1ce se tak\u00e9 posiluje. Zat\u00edmco sou\u010dasn\u00fd z\u00e1kon se vztahuje na pracovn\u00edky, kte\u0159\u00ed pe\u010duj\u00ed o d\u011bti mlad\u0161\u00ed t\u0159\u00ed let, novela roz\u0161i\u0159uje tento okruh na pracovn\u00edky, kte\u0159\u00ed pe\u010duj\u00ed o d\u011bti &#8220;p\u0159ed n\u00e1stupem do z\u00e1kladn\u00ed \u0161koly&#8221;. To umo\u017en\u00ed rodi\u010d\u016fm v obdob\u00ed v\u00fdchovy d\u011bt\u00ed snadn\u011bji zvolit pracovn\u00ed re\u017eim bez p\u0159es\u010das\u016f.<\/p>\n\n\n\n<p>Zvl\u00e1\u0161tn\u00ed pozornost si zaslou\u017e\u00ed podpora flexibiln\u00edch pracovn\u00edch model\u016f. Zam\u011bstnavatel\u00e9 budou nov\u011b povinni umo\u017enit pracovn\u00edk\u016fm pe\u010duj\u00edc\u00edm o d\u011bti mlad\u0161\u00ed t\u0159\u00ed let nebo o z\u00e1visl\u00e9 \u010dleny rodiny vyu\u017e\u00edvat telepr\u00e1ci jako &#8220;snahu o povinnost&#8221;. A\u010dkoli se nejedn\u00e1 o pr\u00e1vn\u011b vymahatelnou povinnost, od firem se o\u010dek\u00e1v\u00e1 aktivn\u00ed p\u0159\u00edstup k podpo\u0159e slad\u011bn\u00ed pr\u00e1ce a rodiny. Nav\u00edc zam\u011bstnavatel\u00e9 budou povinni zav\u00e9st alespo\u0148 dv\u011b z p\u011bti mo\u017enost\u00ed podpory pro pracovn\u00edky pe\u010duj\u00edc\u00ed o d\u011bti ve v\u011bku od t\u0159\u00ed let do n\u00e1stupu do z\u00e1kladn\u00ed \u0161koly, mezi kter\u00e9 pat\u0159\u00ed zm\u011bna pracovn\u00ed doby, telepr\u00e1ce, zkr\u00e1cen\u00fd pracovn\u00ed \u00favazek, poskytnut\u00ed nov\u00e9 dovolen\u00e9 na podporu rodi\u010dovstv\u00ed a z\u0159\u00edzen\u00ed \u010di provoz za\u0159\u00edzen\u00ed pro p\u00e9\u010di o d\u011bti, aby si pracovn\u00edci mohli vybrat a vyu\u017e\u00edt jednu z nich.<\/p>\n\n\n\n<p>Pos\u00edlen\u00ed opat\u0159en\u00ed proti odchodu z pr\u00e1ce kv\u016fli p\u00e9\u010di o rodinn\u00e9 p\u0159\u00edslu\u0161n\u00edky je dal\u0161\u00edm v\u00fdznamn\u00fdm krokem. Novela zav\u00e1d\u00ed povinnost zam\u011bstnavatel\u016f informovat pracovn\u00edky, kte\u0159\u00ed se ocitnou v situaci, kdy mus\u00ed pe\u010dovat o rodinn\u00e9ho p\u0159\u00edslu\u0161n\u00edka, o obsahu opat\u0159en\u00ed na podporu slad\u011bn\u00ed pr\u00e1ce a p\u00e9\u010de a zjistit jejich z\u00e1jem o vyu\u017eit\u00ed t\u011bchto syst\u00e9m\u016f. Toto opat\u0159en\u00ed m\u00e1 zabr\u00e1nit p\u0159\u00edpad\u016fm, kdy by pracovn\u00edci odch\u00e1zeli z pr\u00e1ce, ani\u017e by v\u011bd\u011bli o existenci podp\u016frn\u00fdch syst\u00e9m\u016f. D\u00e1le bude zam\u011bstnavatel povinen poskytovat informace o syst\u00e9mech podpory slad\u011bn\u00ed pr\u00e1ce a p\u00e9\u010de zam\u011bstnanc\u016fm, kte\u0159\u00ed dos\u00e1hli nap\u0159\u00edklad 40 let, je\u0161t\u011b p\u0159edt\u00edm, ne\u017e se ocitnou v situaci, kdy budou muset pe\u010dovat o n\u011bkoho z rodiny.<\/p>\n\n\n\n<p>Tyto zm\u011bny vy\u017eaduj\u00ed od firem nov\u00fd p\u0159\u00edstup k \u0159\u00edzen\u00ed lidsk\u00fdch zdroj\u016f a pracovn\u00edch vztah\u016f. Zat\u00edmco dosavadn\u00ed legislativa byla &#8220;pasivn\u00ed&#8221; a povinnosti firem vznikaly a\u017e na z\u00e1klad\u011b \u017e\u00e1dosti pracovn\u00edk\u016f, nov\u00fd z\u00e1kon vy\u017eaduje &#8220;aktivn\u00ed&#8221; roli zam\u011bstnavatel\u016f, kte\u0159\u00ed maj\u00ed povinnost aktivn\u011b poskytovat informace, zji\u0161\u0165ovat z\u00e1m\u011bry pracovn\u00edk\u016f a navrhovat flexibiln\u00ed pracovn\u00ed modely. To znamen\u00e1, \u017ee t\u011b\u017ei\u0161t\u011b compliance se posunulo od pouh\u00e9ho znalosti pr\u00e1vn\u00edch p\u0159edpis\u016f k jejich praktick\u00e9mu uplat\u0148ov\u00e1n\u00ed a dialogu se zam\u011bstnanci. Firmy mus\u00ed nyn\u00ed rychle vybudovat konkr\u00e9tn\u00ed opera\u010dn\u00ed syst\u00e9my, v\u010detn\u011b revize pracovn\u00edch \u0159\u00e1d\u016f, \u0161kolen\u00ed pro mana\u017eery, standardizace individu\u00e1ln\u00edch pohovor\u016f a p\u0159\u00edpravy informa\u010dn\u00edch materi\u00e1l\u016f o syst\u00e9mech podpory slad\u011bn\u00ed pr\u00e1ce a rodiny.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zaver\"><\/span>Z\u00e1v\u011br<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>V tomto \u010dl\u00e1nku jsme se zam\u011b\u0159ili na t\u0159i hlavn\u00ed pr\u00e1vn\u00ed r\u00e1mce, kter\u00e9 definuj\u00ed ochranu \u017een a mladistv\u00fdch podle japonsk\u00e9ho pracovn\u00edho pr\u00e1va, a na syst\u00e9my podpory zam\u011bstnanosti v kontextu st\u00e1rnouc\u00ed populace a n\u00edzk\u00e9 porodnosti v Japonsku. Speci\u00e1ln\u00ed pravidla pro pracovn\u00ed smlouvy s nezletil\u00fdmi, z\u00e1sady ochrany mate\u0159stv\u00ed pro pracuj\u00edc\u00ed \u017eeny a komplexn\u00ed syst\u00e9m podpory slad\u011bn\u00ed pracovn\u00edho a rodinn\u00e9ho \u017eivota, kter\u00fd poskytuje z\u00e1kon o p\u00e9\u010di a v\u00fdchov\u011b d\u011bt\u00ed, jsou sice samostatn\u00e9 p\u0159edpisy, ale organicky spolupracuj\u00ed s c\u00edlem \u0159e\u0161it velkou v\u00fdzvu demografick\u00e9 struktury Japonska a zaji\u0161t\u011bn\u00ed udr\u017eiteln\u00e9 pracovn\u00ed s\u00edly. Dodr\u017eov\u00e1n\u00ed t\u011bchto pr\u00e1vn\u00edch p\u0159edpis\u016f je nezbytn\u00e9 nejen pro vyhnut\u00ed se pr\u00e1vn\u00edm rizik\u016fm, ale tak\u00e9 pro vytvo\u0159en\u00ed pracovn\u00edho prost\u0159ed\u00ed, kde mohou r\u016fznorod\u00e9 talenty prosperovat, co\u017e je kl\u00ed\u010dov\u00e9 pro zv\u00fd\u0161en\u00ed konkurenceschopnosti podnik\u016f. Zvl\u00e1\u0161t\u011b ned\u00e1vn\u00e9 zm\u011bny z\u00e1kon\u016f sm\u011b\u0159uj\u00ed spole\u010dnosti k posunu od pouh\u00e9ho zav\u00e1d\u011bn\u00ed syst\u00e9m\u016f k aktivn\u00edmu poskytov\u00e1n\u00ed informac\u00ed a dialogu p\u0159izp\u016fsoben\u00e9mu individu\u00e1ln\u00edm pot\u0159eb\u00e1m zam\u011bstnanc\u016f, co\u017e vy\u017eaduje transformaci samotn\u00e9ho p\u0159\u00edstupu k \u0159\u00edzen\u00ed lidsk\u00fdch zdroj\u016f a pracovn\u00edch vztah\u016f.<\/p>\n\n\n\n<p>Na\u0161e advok\u00e1tn\u00ed kancel\u00e1\u0159 Monolith poskytuje specializovan\u00e9 pr\u00e1vn\u00ed slu\u017eby v oblasti slo\u017eit\u00fdch a neust\u00e1le se vyv\u00edjej\u00edc\u00edch pr\u00e1vn\u00edch p\u0159edpis\u016f japonsk\u00e9ho pracovn\u00edho pr\u00e1va pro mnoho dom\u00e1c\u00edch i mezin\u00e1rodn\u00edch klient\u016f. V na\u0161\u00ed kancel\u00e1\u0159i p\u016fsob\u00ed odborn\u00edci, kte\u0159\u00ed maj\u00ed nejen kvalifikaci japonsk\u00fdch advok\u00e1t\u016f, ale tak\u00e9 jsou kvalifikovan\u00ed pr\u00e1vn\u00edci z jin\u00fdch zem\u00ed a hovo\u0159\u00ed anglicky, co\u017e n\u00e1m umo\u017e\u0148uje poskytovat p\u0159esn\u00e9 a praktick\u00e9 rady i pro podniky, kter\u00e9 se zab\u00fdvaj\u00ed mezin\u00e1rodn\u00edm podnik\u00e1n\u00edm a \u010del\u00ed specifick\u00fdm v\u00fdzv\u00e1m. Nab\u00edz\u00edme komplexn\u00ed podporu p\u0159izp\u016fsobenou pot\u0159eb\u00e1m va\u0161\u00ed spole\u010dnosti, v\u010detn\u011b p\u0159\u00edpravy pracovn\u00edch p\u0159edpis\u016f, prov\u00e1d\u011bn\u00ed intern\u00edch \u0161kolen\u00ed a \u0159e\u0161en\u00ed individu\u00e1ln\u00edch p\u0159\u00edpad\u016f, kter\u00e9 se t\u00fdkaj\u00ed t\u00e9mat diskutovan\u00fdch v tomto \u010dl\u00e1nku.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Rozum\u011bn\u00ed specifik\u016fm japonsk\u00e9ho pracovn\u00edho pr\u00e1va p\u0159i rozv\u00edjen\u00ed podnik\u00e1n\u00ed v Japonsku p\u0159esahuje pouhou ot\u00e1zku dodr\u017eov\u00e1n\u00ed z\u00e1kon\u016f a st\u00e1v\u00e1 se kl\u00ed\u010dovou sou\u010d\u00e1st\u00ed strategie pro udr\u017eiteln\u00fd r\u016fst firmy a \u0159\u00edzen\u00ed l [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":66633,"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\/66632"}],"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=66632"}],"version-history":[{"count":2,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66632\/revisions"}],"predecessor-version":[{"id":66760,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66632\/revisions\/66760"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/media\/66633"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/media?parent=66632"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/categories?post=66632"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/tags?post=66632"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}