{"id":66636,"date":"2025-10-11T00:19:47","date_gmt":"2025-10-10T15:19:47","guid":{"rendered":"https:\/\/monolith.law\/cs\/?p=66636"},"modified":"2025-10-19T21:03:45","modified_gmt":"2025-10-19T12:03:45","slug":"labor-law-paid-leave-japan","status":"publish","type":"post","link":"https:\/\/monolith.law\/cs\/general-corporate\/labor-law-paid-leave-japan","title":{"rendered":"Pr\u00e1vn\u00ed r\u00e1mec ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 v japonsk\u00e9m pracovn\u00edm pr\u00e1vu a praktick\u00e9 postupy"},"content":{"rendered":"\n<p>V r\u00e1mci japonsk\u00e9ho pracovn\u00edho pr\u00e1va p\u0159edstavuje ro\u010dn\u00ed placen\u00e1 dovolen\u00e1 z\u00e1kladn\u00ed pr\u00e1vo ka\u017ed\u00e9ho zam\u011bstnance. Tento syst\u00e9m je navr\u017een tak, aby umo\u017enil zam\u011bstnanc\u016fm regeneraci fyzick\u00e9ho a psychick\u00e9ho zdrav\u00ed a podporoval plnohodnotn\u00fd soci\u00e1ln\u00ed \u017eivot<sup><\/sup>. Z pohledu podnikov\u00e9ho managementu je spr\u00e1vn\u00e9 pochopen\u00ed a aplikace syst\u00e9mu ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 nejen ot\u00e1zkou zam\u011bstnaneck\u00fdch v\u00fdhod, ale tak\u00e9 kl\u00ed\u010dovou povinnost\u00ed v oblasti dodr\u017eov\u00e1n\u00ed pr\u00e1vn\u00edch p\u0159edpis\u016f a \u0159\u00edzen\u00ed pracovn\u011bpr\u00e1vn\u00edch rizik. Mana\u017ee\u0159i \u010del\u00ed \u0161irok\u00e9 \u0161k\u00e1le v\u00fdzev. Konkr\u00e9tn\u011b se od nich vy\u017eaduje p\u0159esn\u00e9 vypo\u010d\u00edt\u00e1n\u00ed po\u010dtu dn\u00ed placen\u00e9 dovolen\u00e9 pro ka\u017ed\u00e9ho zam\u011bstnance, spr\u00e1vn\u00e9 vyv\u00e1\u017een\u00ed \u017e\u00e1dost\u00ed o dovolenou od zam\u011bstnanc\u016f s pot\u0159ebami provozu a zaji\u0161t\u011bn\u00ed dodr\u017een\u00ed povinnosti \u010derpat minim\u00e1ln\u011b p\u011bt dn\u00ed dovolen\u00e9 ro\u010dn\u011b, kter\u00e1 byla zavedena v roce 2019. S t\u00edm souvis\u00ed tak\u00e9 spr\u00e1va a finan\u010dn\u00ed \u00favahy. Tento \u010dl\u00e1nek poskytuje komplexn\u00ed odborn\u00fd p\u0159ehled pr\u00e1vn\u00edho r\u00e1mce syst\u00e9mu ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce a souvisej\u00edc\u00edch soudn\u00edch rozhodnut\u00ed. Budeme systematicky \u0159e\u0161it a vysv\u011btlovat praktick\u00e9 ot\u00e1zky, se kter\u00fdmi se podniky setk\u00e1vaj\u00ed, od po\u017eadavk\u016f na ud\u011blen\u00ed dovolen\u00e9, p\u0159es pr\u00e1va a povinnosti zam\u011bstnavatel\u016f a zam\u011bstnanc\u016f, a\u017e po strategick\u00e9 metody \u0159\u00edzen\u00ed, jako je syst\u00e9m pl\u00e1novan\u00e9ho ud\u011blov\u00e1n\u00ed dovolen\u00e9, a pr\u00e1vn\u00ed d\u016fsledky poru\u0161en\u00ed p\u0159edpis\u016f.<\/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\/labor-law-paid-leave-japan\/#Podminky_a_pocet_dni_pro_poskytovani_rocni_placene_dovolene_podle_japonskeho_prava\" title=\"Podm\u00ednky a po\u010det dn\u00ed pro poskytov\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va\">Podm\u00ednky a po\u010det dn\u00ed pro poskytov\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 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-2\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/labor-law-paid-leave-japan\/#Pravo_zamestnancu_na_urceni_doby_dovolene_a_pravo_zamestnavatelu_na_zmenu_teto_doby_podle_japonskeho_prava\" title=\"Pr\u00e1vo zam\u011bstnanc\u016f na ur\u010den\u00ed doby dovolen\u00e9 a pr\u00e1vo zam\u011bstnavatel\u016f na zm\u011bnu t\u00e9to doby podle japonsk\u00e9ho pr\u00e1va\">Pr\u00e1vo zam\u011bstnanc\u016f na ur\u010den\u00ed doby dovolen\u00e9 a pr\u00e1vo zam\u011bstnavatel\u016f na zm\u011bnu t\u00e9to doby podle japonsk\u00e9ho pr\u00e1va<\/a><\/li><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\/labor-law-paid-leave-japan\/#Povinnost_cerpat_pet_dnu_rocni_placene_dovolene\" title=\"Povinnost \u010derpat p\u011bt dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9\">Povinnost \u010derpat p\u011bt dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9<\/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\/labor-law-paid-leave-japan\/#System_planovaneho_pridelovani_rocni_placene_dovolene_podle_japonskeho_prava\" title=\"Syst\u00e9m pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va\">Syst\u00e9m pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 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\/labor-law-paid-leave-japan\/#Vypocet_mzdy_behem_obdobi_rocni_placene_dovolene_podle_japonskeho_prava\" title=\"V\u00fdpo\u010det mzdy b\u011bhem obdob\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va\">V\u00fdpo\u010det mzdy b\u011bhem obdob\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 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-6\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/labor-law-paid-leave-japan\/#Zakaz_neprizniveho_zachazeni_z_duvodu_cerpani_rocni_placene_dovolene_podle_japonskeho_prava\" title=\"Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed z d\u016fvodu \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va\">Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed z d\u016fvodu \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 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-7\" href=\"https:\/\/monolith.law\/cs\/general-corporate\/labor-law-paid-leave-japan\/#Shrnuti\" title=\"Shrnut\u00ed\">Shrnut\u00ed<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Podminky_a_pocet_dni_pro_poskytovani_rocni_placene_dovolene_podle_japonskeho_prava\"><\/span>Podm\u00ednky a po\u010det dn\u00ed pro poskytov\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Z\u00e1klad pro ro\u010dn\u00ed placenou dovolenou je stanoven v \u010dl\u00e1nku 39 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce <sup><\/sup>. Na rozd\u00edl od dobrovoln\u00fdch dovolen\u00fdch zaveden\u00fdch podniky je toto povinnost ulo\u017een\u00e1 zam\u011bstnavatel\u016fm z\u00e1konem. Aby mohl zam\u011bstnanec z\u00edskat pr\u00e1vo na prvn\u00ed ro\u010dn\u00ed placenou dovolenou, mus\u00ed splnit ob\u011b z\u00e1konn\u00e9 po\u017eadavky <sup><\/sup>. &nbsp;<\/p>\n\n\n\n<p>Prvn\u00edm po\u017eadavkem je nep\u0159etr\u017eit\u00e1 pr\u00e1ce. Zam\u011bstnanec mus\u00ed nep\u0159etr\u017eit\u011b pracovat po dobu \u0161esti m\u011bs\u00edc\u016f od data n\u00e1stupu do zam\u011bstn\u00e1n\u00ed. Druh\u00fdm po\u017eadavkem je \u00fa\u010dast na pr\u00e1ci. B\u011bhem t\u011bchto \u0161esti m\u011bs\u00edc\u016f je vy\u017eadov\u00e1na \u00fa\u010dast na pr\u00e1ci alespo\u0148 80 % v\u0161ech pracovn\u00edch dn\u016f. Zam\u011bstnavatel mus\u00ed zam\u011bstnanc\u016fm, kte\u0159\u00ed spln\u00ed tyto po\u017eadavky, poskytnout z\u00e1sadn\u011b deset pracovn\u00edch dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9.<\/p>\n\n\n\n<p>Po prvn\u00edm poskytnut\u00ed se po\u010det dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 zvy\u0161uje v z\u00e1vislosti na d\u00e9lce nep\u0159etr\u017eit\u00e9 pr\u00e1ce. U b\u011b\u017en\u00fdch zam\u011bstnanc\u016f, po \u0161esti m\u011bs\u00edc\u00edch nep\u0159etr\u017eit\u00e9 pr\u00e1ce a poskytnut\u00ed deseti pracovn\u00edch dn\u016f, se po\u010det dn\u016f dovolen\u00e9 zvy\u0161uje ka\u017ed\u00fdm rokem a dosahuje maxim\u00e1ln\u00edch dvaceti pracovn\u00edch dn\u016f po \u0161esti a p\u016fl letech slu\u017eby <sup><\/sup>. &nbsp;<\/p>\n\n\n\n<p>Na druhou stranu, ro\u010dn\u00ed placen\u00e1 dovolen\u00e1 je poskytov\u00e1na i zam\u011bstnanc\u016fm na \u010d\u00e1ste\u010dn\u00fd \u00favazek a dal\u0161\u00edm pracovn\u00edk\u016fm s krat\u0161\u00edmi pracovn\u00edmi dny nebo hodinami. Av\u0161ak po\u010det t\u011bchto dn\u016f je ur\u010den proporcion\u00e1ln\u011b v z\u00e1vislosti na po\u010dtu pracovn\u00edch dn\u016f v t\u00fddnu <sup><\/sup>. Tato proporcion\u00e1ln\u00ed poskytov\u00e1n\u00ed se t\u00fdk\u00e1 zam\u011bstnanc\u016f, kte\u0159\u00ed maj\u00ed m\u00e9n\u011b ne\u017e 30 hodin t\u00fddn\u011b a m\u00e9n\u011b ne\u017e \u010dty\u0159i pracovn\u00ed dny v t\u00fddnu, nebo m\u00e9n\u011b ne\u017e 216 pracovn\u00edch dn\u016f v roce <sup><\/sup>. Konkr\u00e9tn\u00ed po\u010det poskytnut\u00fdch dn\u016f je uveden v n\u00e1sleduj\u00edc\u00ed tabulce. &nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><td>Po\u010det pracovn\u00edch dn\u016f v t\u00fddnu<\/td><td>Rozsah pracovn\u00edch dn\u016f v roce<\/td><td>D\u00e9lka nep\u0159etr\u017eit\u00e9 pr\u00e1ce<\/td><td>0,5 roku<\/td><td>1,5 roku<\/td><td>2,5 roku<\/td><td>3,5 roku<\/td><td>4,5 roku<\/td><td>5,5 roku<\/td><td>v\u00edce ne\u017e 6,5 roku<\/td><\/tr><\/thead><tbody><tr><td>4 dny<\/td><td>169\u2013216 dn\u016f<\/td><td>Po\u010det dn\u016f<\/td><td>7 dn\u016f<\/td><td>8 dn\u016f<\/td><td>9 dn\u016f<\/td><td>10 dn\u016f<\/td><td>12 dn\u016f<\/td><td>13 dn\u016f<\/td><td>15 dn\u016f<\/td><\/tr><tr><td>3 dny<\/td><td>121\u2013168 dn\u016f<\/td><td>Po\u010det dn\u016f<\/td><td>5 dn\u016f<\/td><td>6 dn\u016f<\/td><td>6 dn\u016f<\/td><td>8 dn\u016f<\/td><td>9 dn\u016f<\/td><td>10 dn\u016f<\/td><td>11 dn\u016f<\/td><\/tr><tr><td>2 dny<\/td><td>73\u2013120 dn\u016f<\/td><td>Po\u010det dn\u016f<\/td><td>3 dny<\/td><td>4 dny<\/td><td>4 dny<\/td><td>5 dn\u016f<\/td><td>6 dn\u016f<\/td><td>6 dn\u016f<\/td><td>7 dn\u016f<\/td><\/tr><tr><td>1 den<\/td><td>48\u201372 dn\u016f<\/td><td>Po\u010det dn\u016f<\/td><td>1 den<\/td><td>2 dny<\/td><td>2 dny<\/td><td>2 dny<\/td><td>3 dny<\/td><td>3 dny<\/td><td>3 dny<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Pro ro\u010dn\u00ed placenou dovolenou existuj\u00ed tak\u00e9 ustanoven\u00ed o p\u0159evodu a proml\u010den\u00ed. Zam\u011bstnanci mohou nepou\u017eitou ro\u010dn\u00ed placenou dovolenou z dan\u00e9ho roku p\u0159ev\u00e9st pouze do n\u00e1sleduj\u00edc\u00edho roku. Nicm\u00e9n\u011b podle \u010dl\u00e1nku 115 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce pr\u00e1vo na \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 zanik\u00e1 proml\u010den\u00edm po dvou letech od jej\u00edho vzniku <sup><\/sup>. &nbsp;<\/p>\n\n\n\n<p>Z\u00e1kladn\u00edm pr\u00e1vn\u00edm principem je, \u017ee ro\u010dn\u00ed placen\u00e1 dovolen\u00e1 je poskytov\u00e1na na z\u00e1klad\u011b data n\u00e1stupu ka\u017ed\u00e9ho zam\u011bstnance, co\u017e znamen\u00e1, \u017ee &#8216;z\u00e1kladn\u00ed datum&#8217; pro poskytnut\u00ed se li\u0161\u00ed pro ka\u017ed\u00e9ho zam\u011bstnance <sup><\/sup>. To m\u016f\u017ee b\u00fdt zvl\u00e1\u0161t\u011b pro firmy s velk\u00fdm po\u010dtem zam\u011bstnanc\u016f velmi slo\u017eit\u00e9 pro spr\u00e1vu. Je nutn\u00e9 sledovat z\u00e1kladn\u00ed datum ka\u017ed\u00e9ho zam\u011bstnance, vypo\u010d\u00edtat po\u010det dn\u016f dovolen\u00e9 a spravovat povinn\u00e9 obdob\u00ed \u010derp\u00e1n\u00ed p\u011bti dn\u016f dovolen\u00e9, co\u017e vede ke zv\u00fd\u0161en\u00ed n\u00e1klad\u016f na spr\u00e1vu a riziku chyb ve v\u00fdpo\u010dtech. Aby se tyto probl\u00e9my \u0159e\u0161ily, n\u011bkter\u00e9 spole\u010dnosti zav\u00e1d\u011bj\u00ed metodu zvanou &#8216;jednotn\u00e9 zach\u00e1zen\u00ed&#8217;. To znamen\u00e1, \u017ee z\u00e1kladn\u00ed datum pro ro\u010dn\u00ed placenou dovolenou v\u0161ech zam\u011bstnanc\u016f je sjednoceno na konkr\u00e9tn\u00ed datum, nap\u0159\u00edklad 1. dubna ka\u017ed\u00e9ho roku <sup><\/sup>. T\u00edmto zp\u016fsobem lze pr\u00e1ci spojenou se spr\u00e1vou ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 soust\u0159edit do jedn\u00e9 ro\u010dn\u00ed operace, co\u017e umo\u017e\u0148uje efektivn\u011bj\u0161\u00ed spr\u00e1vu a sn\u00ed\u017een\u00ed chyb. P\u0159i zav\u00e1d\u011bn\u00ed tohoto syst\u00e9mu je v\u0161ak nezbytn\u00e9 zohlednit, aby nedo\u0161lo ke znev\u00fdhodn\u011bn\u00ed zam\u011bstnanc\u016f. Nap\u0159\u00edklad zam\u011bstnanc\u016fm, kte\u0159\u00ed nastoupili ve druh\u00e9 polovin\u011b roku, by m\u011bla b\u00fdt dovolen\u00e1 poskytnuta p\u0159ed stanoven\u00fdm z\u00e1konn\u00fdm datem, aby syst\u00e9m nespadal pod z\u00e1konn\u00e9 minimum. Takto by sjednocen\u00ed z\u00e1kladn\u00edho data m\u011blo b\u00fdt zva\u017eov\u00e1no nejen jako zm\u011bna administrativn\u00edho postupu, ale jako strategick\u00e1 sou\u010d\u00e1st spr\u00e1vy pracovn\u00edch z\u00e1le\u017eitost\u00ed s p\u0159ihl\u00e9dnut\u00edm k dodr\u017eov\u00e1n\u00ed z\u00e1kon\u016f. &nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Pravo_zamestnancu_na_urceni_doby_dovolene_a_pravo_zamestnavatelu_na_zmenu_teto_doby_podle_japonskeho_prava\"><\/span>Pr\u00e1vo zam\u011bstnanc\u016f na ur\u010den\u00ed doby dovolen\u00e9 a pr\u00e1vo zam\u011bstnavatel\u016f na zm\u011bnu t\u00e9to doby podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>V Japonsku se pr\u00e1vo na ur\u010den\u00ed doby v\u00fdkonu ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 zam\u011bstnanc\u016f a pot\u0159eby zam\u011bstnavatel\u016f v oblasti \u0159\u00edzen\u00ed podnik\u00e1n\u00ed \u010dasto prot\u00ednaj\u00ed. Japonsk\u00fd z\u00e1kon o pracovn\u00edch norm\u00e1ch (Labor Standards Act) zav\u00e1d\u00ed mechanismy pro dosa\u017een\u00ed rovnov\u00e1hy mezi t\u011bmito dv\u011bma aspekty.<\/p>\n\n\n\n<p>Za prv\u00e9, jako z\u00e1kladn\u00ed princip maj\u00ed zam\u011bstnanci pr\u00e1vo vz\u00edt si ro\u010dn\u00ed placenou dovolenou v dob\u011b, kterou si p\u0159ej\u00ed. Toto pr\u00e1vo se naz\u00fdv\u00e1 &#8220;pr\u00e1vo na ur\u010den\u00ed doby dovolen\u00e9&#8221;. Zam\u011bstnanci nejsou povinni vysv\u011btlovat d\u016fvody pro \u010derp\u00e1n\u00ed dovolen\u00e9 zam\u011bstnavateli a zam\u011bstnavatel v z\u00e1sad\u011b nem\u016f\u017ee jejich \u017e\u00e1dost odm\u00edtnout.<\/p>\n\n\n\n<p>Av\u0161ak existuje v\u00fdjimka z tohoto pr\u00e1va zam\u011bstnanc\u016f, a to je &#8220;pr\u00e1vo zam\u011bstnavatele na zm\u011bnu doby dovolen\u00e9&#8221;. Podle odstavce 5 \u010dl\u00e1nku 39 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch norm\u00e1ch m\u016f\u017ee zam\u011bstnavatel zm\u011bnit dobu dovolen\u00e9 na jinou dobu, pokud by poskytnut\u00ed dovolen\u00e9 v po\u017eadovan\u00e9 dob\u011b &#8220;naru\u0161ilo norm\u00e1ln\u00ed provoz podniku&#8221;.<\/p>\n\n\n\n<p>Po\u017eadavek &#8220;naru\u0161en\u00ed norm\u00e1ln\u00edho provozu podniku&#8221; je interpretov\u00e1n velmi striktn\u011b. D\u016fvody jako je vysok\u00e1 pracovn\u00ed z\u00e1t\u011b\u017e nebo obt\u00ed\u017ee se zaji\u0161t\u011bn\u00edm n\u00e1hradn\u00edho person\u00e1lu samy o sob\u011b neopr\u00e1vn\u00ed zam\u011bstnavatele k vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9. Soudn\u00ed rozhodnut\u00ed ukazuj\u00ed, \u017ee by se m\u011bly objektivn\u011b zohlednit r\u016fzn\u00e9 okolnosti, jako je povaha pr\u00e1ce zam\u011bstnance, sez\u00f3nn\u00ed v\u00fdkyvy v pracovn\u00ed z\u00e1t\u011b\u017ei, obt\u00ed\u017ee se zaji\u0161t\u011bn\u00edm n\u00e1hradn\u00edka a po\u010det dal\u0161\u00edch zam\u011bstnanc\u016f, kte\u0159\u00ed si \u017e\u00e1daj\u00ed o dovolenou ve stejn\u00fd den. D\u016fle\u017eit\u00e9 je, \u017ee zam\u011bstnavatel m\u00e1 povinnost p\u0159ed vyu\u017eit\u00edm pr\u00e1va na zm\u011bnu doby dovolen\u00e9 u\u010dinit ve\u0161ker\u00e9 mo\u017en\u00e9 \u00fasil\u00ed, aby zam\u011bstnanci mohli \u010derpat dovolenou podle sv\u00fdch p\u0159\u00e1n\u00ed, nap\u0159\u00edklad t\u00edm, \u017ee zajist\u00ed n\u00e1hradn\u00ed pracovn\u00edky nebo uprav\u00ed pracovn\u00ed rozvrhy.<\/p>\n\n\n\n<p>Japonsk\u00fd nejvy\u0161\u0161\u00ed soud v minulosti stanovil vysok\u00e9 po\u017eadavky na vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9, jak ukazuj\u00ed p\u0159\u00edpady jako je ud\u00e1lost v telekomunika\u010dn\u00edm \u00fa\u0159adu Konoike (rozhodnut\u00ed Nejvy\u0161\u0161\u00edho soudu z 18. b\u0159ezna 1982) nebo ud\u00e1lost v telekomunika\u010dn\u00edm \u00fa\u0159adu Hirosaki (rozhodnut\u00ed Nejvy\u0161\u0161\u00edho soudu z 10. \u010dervence 1987), kde bylo stanoveno, \u017ee zam\u011bstnavatel m\u016f\u017ee vyu\u017e\u00edt pr\u00e1vo na zm\u011bnu doby dovolen\u00e9 pouze v extr\u00e9mn\u011b omezen\u00fdch situac\u00edch, jako je objektivn\u00ed obt\u00ed\u017enost zaji\u0161t\u011bn\u00ed n\u00e1hradn\u00edho person\u00e1lu.<\/p>\n\n\n\n<p>Zaj\u00edmav\u00fdm ned\u00e1vn\u00fdm p\u0159\u00edpadem je ud\u00e1lost spole\u010dnosti East Japan Railway (rozhodnut\u00ed Tokijsk\u00e9ho vrchn\u00edho soudu z 28. \u00fanora 2024), kde bylo rozhodnuto, \u017ee vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9 spole\u010dnost\u00ed bylo z\u00e1konn\u00e9. D\u016fvodem byla vysok\u00e1 specializace a d\u016fle\u017eitost zaji\u0161t\u011bn\u00ed bezpe\u010dnosti pr\u00e1ce strojvedouc\u00edch rychlovlak\u016f Shinkansen, extr\u00e9mn\u00ed obt\u00ed\u017ee se zaji\u0161t\u011bn\u00edm n\u00e1hradn\u00edk\u016f a skute\u010dnost, \u017ee spole\u010dnost m\u011bla zaveden\u00fd spravedliv\u00fd syst\u00e9m pro \u0159\u00edzen\u00ed dovolen\u00fdch a sna\u017eila se o pl\u00e1nov\u00e1n\u00ed person\u00e1ln\u00edch pot\u0159eb. Tento p\u0159\u00edpad nazna\u010duje, \u017ee vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9 m\u016f\u017ee b\u00fdt p\u0159ijateln\u00e9 v p\u0159\u00edpad\u011b, \u017ee zam\u011bstnavatel m\u00e1 dob\u0159e zaveden\u00fd a spravedliv\u00fd syst\u00e9m \u0159\u00edzen\u00ed pracovn\u00edch sil, zejm\u00e9na v odv\u011btv\u00edch, kde je n\u00e1hrada pracovn\u00edk\u016f obt\u00ed\u017en\u00e1 a kde jsou na h\u0159e z\u00e1jmy ve\u0159ejn\u00e9 infrastruktury.<\/p>\n\n\n\n<p>Vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9 tak\u00e9 vzbuzuje ot\u00e1zky v p\u0159\u00edpadech, kdy zam\u011bstnanci pl\u00e1nuj\u00edc\u00ed odchod z pr\u00e1ce po\u017eaduj\u00ed dlouhodob\u00e9 \u010derp\u00e1n\u00ed dovolen\u00e9 najednou. Obvykle nen\u00ed mo\u017en\u00e9 stanovit n\u00e1hradn\u00ed term\u00edn pro tyto zam\u011bstnance, a proto nen\u00ed vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9 povoleno. Nicm\u00e9n\u011b v p\u0159\u00edpadu spole\u010dnosti R (rozhodnut\u00ed Tokijsk\u00e9ho okresn\u00edho soudu z 19. ledna 2009) byla tato v\u00fdjimka uzn\u00e1na. V tomto p\u0159\u00edpad\u011b byl zam\u011bstnanec zodpov\u011bdn\u00fd za d\u016fle\u017eit\u00fd projekt a p\u0159ed\u00e1n\u00ed pr\u00e1ce nebylo dokon\u010deno, jeho nep\u0159\u00edtomnost by m\u011bla v\u00e1\u017en\u00fd dopad na podnik\u00e1n\u00ed. Tento p\u0159\u00edpad ukazuje, \u017ee vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9 nen\u00ed absolutn\u011b nemo\u017en\u00e9 i pro zam\u011bstnance pl\u00e1nuj\u00edc\u00ed odchod, ale je omezeno na situace, kde je p\u0159ed\u00e1n\u00ed pr\u00e1ce nezbytn\u00e9 a kde by pr\u00e1ci nemohl vykonat nikdo jin\u00fd.<\/p>\n\n\n\n<p>Z t\u011bchto p\u0159\u00edpad\u016f vypl\u00fdv\u00e1, \u017ee vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9 nen\u00ed jen pr\u00e1vem zam\u011bstnavatele, ale sp\u00ed\u0161e zkou\u0161kou jeho schopnosti \u0159\u00edzen\u00ed pracovn\u00edch sil. Jednoduch\u00e9 tvrzen\u00ed &#8220;je to vyt\u00ed\u017een\u00e9 obdob\u00ed&#8221; pr\u00e1vn\u011b neobstoj\u00ed. Soudy se ptaj\u00ed, jak\u00e9 konkr\u00e9tn\u00ed \u00fasil\u00ed zam\u011bstnavatel vyvinul, aby umo\u017enil zam\u011bstnanc\u016fm \u010derpat dovolenou podle jejich p\u0159\u00e1n\u00ed. St\u00e1l\u00fd nedostatek person\u00e1lu nen\u00ed pova\u017eov\u00e1n za opr\u00e1vn\u011bn\u00fd d\u016fvod pro vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9, ale sp\u00ed\u0161e za v\u00fdzvu pro \u0159\u00edzen\u00ed spole\u010dnosti. Proto p\u0159i zva\u017eov\u00e1n\u00ed vyu\u017eit\u00ed pr\u00e1va na zm\u011bnu doby dovolen\u00e9 mus\u00ed zam\u011bstnavatel\u00e9 zv\u00e1\u017eit, zda jejich rozhodnut\u00ed obstoj\u00ed p\u0159ed soudn\u00edm p\u0159ezkumem, tedy zda maj\u00ed dob\u0159e zaveden\u00fd syst\u00e9m pro zaji\u0161t\u011bn\u00ed n\u00e1hradn\u00edk\u016f a vyrovn\u00e1n\u00ed pracovn\u00ed z\u00e1t\u011b\u017ee.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Povinnost_cerpat_pet_dnu_rocni_placene_dovolene\"><\/span>Povinnost \u010derpat p\u011bt dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Velk\u00e9 zm\u011bny v syst\u00e9mu ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 p\u0159inesla novela Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce, kter\u00e1 vstoupila v platnost 1. dubna 2019 (Heisei 31). Tato novela ukl\u00e1d\u00e1 v\u0161em zam\u011bstnavatel\u016fm povinnost zajistit, aby zam\u011bstnanci, na kter\u00e9 se vztahuje, \u010derpali minim\u00e1ln\u011b p\u011bt dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9.<\/p>\n\n\n\n<p>Povinnost se vztahuje na v\u0161echny zam\u011bstnance, kte\u0159\u00ed maj\u00ed v dan\u00e9m roce n\u00e1rok na deset a v\u00edce dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9. To zahrnuje vedouc\u00ed pracovn\u00edky, pracovn\u00edky na dobu ur\u010ditou i \u010d\u00e1ste\u010dn\u00fd \u00favazek, kte\u0159\u00ed dos\u00e1hli deseti dn\u016f dovolen\u00e9 na z\u00e1klad\u011b proporcion\u00e1ln\u00edho p\u0159izn\u00e1n\u00ed.<\/p>\n\n\n\n<p>Zam\u011bstnavatel\u00e9 jsou povinni splnit tuto povinnost b\u011bhem jednoho roku od data p\u0159izn\u00e1n\u00ed dovolen\u00e9 (tento den se naz\u00fdv\u00e1 &#8220;z\u00e1kladn\u00ed datum&#8221;). B\u011bhem tohoto jednoho roku mus\u00ed zam\u011bstnavatel zajistit, \u017ee zam\u011bstnanec \u010derp\u00e1 alespo\u0148 p\u011bt dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9.<\/p>\n\n\n\n<p>St\u011b\u017eejn\u00edm prvkem tohoto syst\u00e9mu je aktivn\u00ed zapojen\u00ed zam\u011bstnavatele, konkr\u00e9tn\u011b &#8220;povinnost ur\u010den\u00ed doby \u010derp\u00e1n\u00ed&#8221;. Zam\u011bstnavatel by m\u011bl nejprve podporovat zam\u011bstnance, aby si dovolenou vzali ve sv\u00e9 preferovan\u00e9 dob\u011b, ale pokud zam\u011bstnanec s\u00e1m nevy\u010derp\u00e1 alespo\u0148 p\u011bt dn\u016f dovolen\u00e9 do konce jednoho roku od z\u00e1kladn\u00edho data, zam\u011bstnavatel m\u00e1 povinnost ur\u010dit zb\u00fdvaj\u00edc\u00ed dny pro \u010derp\u00e1n\u00ed. P\u0159i tomto ur\u010den\u00ed v\u0161ak nem\u016f\u017ee zam\u011bstnavatel jednostrann\u011b stanovit data, ale mus\u00ed nejprve vyslechnout n\u00e1zory zam\u011bstnance a co nejv\u00edce respektovat jeho p\u0159\u00e1n\u00ed.<\/p>\n\n\n\n<p>S touto povinnost\u00ed p\u0159ich\u00e1z\u00ed pro zam\u011bstnavatele nov\u00e9 administrativn\u00ed \u00fakoly. Konkr\u00e9tn\u011b mus\u00ed vytvo\u0159it &#8220;eviden\u010dn\u00ed knihu ro\u010dn\u00ed placen\u00e9 dovolen\u00e9&#8221; pro ka\u017ed\u00e9ho zam\u011bstnance, kde zaznamen\u00e1 z\u00e1kladn\u00ed datum, data \u010derp\u00e1n\u00ed a zb\u00fdvaj\u00edc\u00ed po\u010det dn\u016f, a tuto evidenci mus\u00ed uchov\u00e1vat po dobu t\u0159\u00ed let (i kdy\u017e novela vy\u017eaduje uchov\u00e1n\u00ed po dobu p\u011bti let, prozat\u00edm plat\u00ed p\u0159echodn\u00e9 obdob\u00ed s p\u011btiletou aplikac\u00ed).<\/p>\n\n\n\n<p>Je d\u016fle\u017eit\u00e9 si uv\u011bdomit, \u017ee p\u0159i v\u00fdpo\u010dtu povinn\u00fdch p\u011bti dn\u016f dovolen\u00e9 lze zapo\u010d\u00edtat p\u016fldenn\u00ed dovolen\u00e9 jako 0,5 dne, ale dovolen\u00e9 \u010derpan\u00e9 po hodin\u00e1ch se do v\u00fdpo\u010dtu nezahrnuj\u00ed.<\/p>\n\n\n\n<p>Pokud zam\u011bstnavatel tuto povinnost nespln\u00ed, m\u016f\u017ee b\u00fdt potrest\u00e1n. Za ka\u017ed\u00e9ho zam\u011bstnance, kter\u00fd nesplnil povinnost, m\u016f\u017ee b\u00fdt ulo\u017eena pokuta a\u017e do v\u00fd\u0161e 300 000 jen\u016f.<\/p>\n\n\n\n<p>Tato legislativn\u00ed zm\u011bna znamen\u00e1 paradigmatick\u00fd posun v syst\u00e9mu ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 v Japonsku. D\u0159\u00edve byla n\u00edzk\u00e1 m\u00edra \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 \u010dasto vn\u00edm\u00e1na jako probl\u00e9m individu\u00e1ln\u00edho postoje zam\u011bstnanc\u016f nebo pracovn\u00ed kultury. Nicm\u00e9n\u011b, novela z roku 2019 (Heisei 31) p\u0159esunula \u010derp\u00e1n\u00ed dovolen\u00e9 z &#8220;pr\u00e1va zam\u011bstnance&#8221; na &#8220;povinnost zam\u011bstnavatele&#8221;. Zam\u011bstnavatel\u00e9 ji\u017e nejsou pouze subjekty, kter\u00e9 poskytuj\u00ed dovolenou, ale nesou odpov\u011bdnost za to, aby byla dovolen\u00e1 skute\u010dn\u011b vyu\u017eita. T\u00edm se spr\u00e1va ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 stala nejen sou\u010d\u00e1st\u00ed \u0159\u00edzen\u00ed lidsk\u00fdch zdroj\u016f, ale tak\u00e9 d\u016fle\u017eitou ot\u00e1zkou dodr\u017eov\u00e1n\u00ed p\u0159edpis\u016f a sou\u010d\u00e1st\u00ed firemn\u00edho \u0159\u00edzen\u00ed.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"System_planovaneho_pridelovani_rocni_placene_dovolene_podle_japonskeho_prava\"><\/span>Syst\u00e9m pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Pro podporu vyu\u017e\u00edv\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 a z\u00e1rove\u0148 zv\u00fd\u0161en\u00ed pl\u00e1novatelnosti provozu slou\u017e\u00ed v Japonsku syst\u00e9m pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed dovolen\u00e9, kter\u00fd je zakotven v japonsk\u00e9m z\u00e1kon\u011b o pracovn\u00edch standardech. Tento syst\u00e9m umo\u017e\u0148uje zam\u011bstnavatel\u016fm a z\u00e1stupc\u016fm zam\u011bstnanc\u016f uzav\u0159\u00edt kolektivn\u00ed smlouvu, kter\u00e1 umo\u017e\u0148uje p\u0159edem napl\u00e1novat dny pro vyu\u017eit\u00ed \u010d\u00e1sti ro\u010dn\u00ed placen\u00e9 dovolen\u00e9.<\/p>\n\n\n\n<p>Pr\u00e1vn\u00ed z\u00e1klad tohoto syst\u00e9mu je obsa\u017een v \u00a7 39 odst. 6 japonsk\u00e9ho z\u00e1kona o pracovn\u00edch standardech. Nejd\u016fle\u017eit\u011bj\u0161\u00edm po\u017eadavkem p\u0159i zav\u00e1d\u011bn\u00ed syst\u00e9mu pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed je zajistit, aby zam\u011bstnanci m\u011bli zaji\u0161t\u011bn\u00fd dostate\u010dn\u00fd po\u010det dn\u016f, kter\u00e9 mohou vyu\u017e\u00edt podle vlastn\u00ed pot\u0159eby, nap\u0159\u00edklad v p\u0159\u00edpad\u011b nemoci nebo osobn\u00edch nal\u00e9hav\u00fdch z\u00e1le\u017eitost\u00ed. Proto mus\u00ed b\u00fdt z celkov\u00e9ho po\u010dtu dn\u016f ro\u010dn\u00ed placen\u00e9 dovolen\u00e9, kter\u00e9 m\u00e1 zam\u011bstnanec k dispozici, alespo\u0148 5 dn\u016f ponech\u00e1no tak, aby si zam\u011bstnanec mohl s\u00e1m ur\u010dit, kdy je vyu\u017eije. Pl\u00e1novan\u00e9 p\u0159id\u011blov\u00e1n\u00ed se t\u00fdk\u00e1 pouze dn\u016f nad r\u00e1mec t\u011bchto 5 dn\u016f.<\/p>\n\n\n\n<p>Proces zaveden\u00ed syst\u00e9mu se skl\u00e1d\u00e1 ze dvou krok\u016f. Nejprve je nutn\u00e9 zahrnout do pracovn\u00edho \u0159\u00e1du ustanoven\u00ed, \u017ee ro\u010dn\u00ed placen\u00e1 dovolen\u00e1 m\u016f\u017ee b\u00fdt p\u0159id\u011blena pl\u00e1novan\u011b na z\u00e1klad\u011b kolektivn\u00ed smlouvy. Pot\u00e9 je t\u0159eba uzav\u0159\u00edt p\u00edsemnou kolektivn\u00ed smlouvu s odborovou organizac\u00ed zastupuj\u00edc\u00ed v\u011bt\u0161inu zam\u011bstnanc\u016f, nebo pokud takov\u00e1 neexistuje, s osobou zastupuj\u00edc\u00ed v\u011bt\u0161inu zam\u011bstnanc\u016f, kter\u00e1 stanov\u00ed konkr\u00e9tn\u00ed metody p\u0159id\u011blov\u00e1n\u00ed. Tato kolektivn\u00ed smlouva nepodl\u00e9h\u00e1 povinnosti ozn\u00e1men\u00ed p\u0159\u00edslu\u0161n\u00e9mu inspektor\u00e1tu pr\u00e1ce.<\/p>\n\n\n\n<p>Existuj\u00ed t\u0159i hlavn\u00ed modely provozov\u00e1n\u00ed syst\u00e9mu pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed. Prvn\u00edm je &#8220;syst\u00e9m hromadn\u00e9ho p\u0159id\u011blov\u00e1n\u00ed&#8221;, kdy v\u0161echny zam\u011bstnance ve firm\u011b maj\u00ed dovolenou ve stejn\u00fd den. Tento model se \u010dasto pou\u017e\u00edv\u00e1 v pr\u016fmyslov\u00fdch podnic\u00edch, jako jsou tov\u00e1rny, kde se dovolen\u00e1 p\u0159id\u011bluje v souladu s obdob\u00edm letn\u00edch pr\u00e1zdnin nebo novoro\u010dn\u00edch sv\u00e1tk\u016f, aby se vytvo\u0159ily del\u0161\u00ed voln\u00e9 dny. Druh\u00fdm modelem je &#8220;syst\u00e9m st\u0159\u00eddav\u00e9ho p\u0159id\u011blov\u00e1n\u00ed&#8221;, kde se dovolen\u00e1 p\u0159id\u011bluje st\u0159\u00eddav\u011b mezi r\u016fzn\u00e9 odd\u011blen\u00ed nebo t\u00fdmy. Tento model je vhodn\u00fd pro obchodn\u00ed a slu\u017eebn\u00ed sektory, kde nen\u00ed mo\u017en\u00e9 \u00fapln\u011b zastavit provoz. T\u0159et\u00edm modelem je &#8220;individu\u00e1ln\u00ed p\u0159id\u011blovac\u00ed syst\u00e9m&#8221;, kde se pro ka\u017ed\u00e9ho zam\u011bstnance vytvo\u0159\u00ed pl\u00e1n vyu\u017eit\u00ed dovolen\u00e9 na cel\u00fd rok a dovolen\u00e1 se p\u0159id\u011bluje podle tohoto pl\u00e1nu. Tento model umo\u017e\u0148uje flexibiln\u00ed p\u0159\u00edstup, jako je nap\u0159\u00edklad zahrnut\u00ed osobn\u00edch v\u00fdro\u010d\u00ed (narozeniny, v\u00fdro\u010d\u00ed svatby atd.) do pl\u00e1nu p\u0159edem.<\/p>\n\n\n\n<p>Zaveden\u00ed povinnosti vyu\u017e\u00edt minim\u00e1ln\u011b 5 dn\u016f dovolen\u00e9 ro\u010dn\u011b zv\u00fd\u0161ilo strategick\u00fd v\u00fdznam syst\u00e9mu pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed. D\u0159\u00edve byl tento syst\u00e9m pova\u017eov\u00e1n za jedno z voliteln\u00fdch opat\u0159en\u00ed ke zv\u00fd\u0161en\u00ed m\u00edry vyu\u017e\u00edv\u00e1n\u00ed dovolen\u00e9, ale nyn\u00ed se stal kl\u00ed\u010dov\u00fdm n\u00e1strojem pro efektivn\u00ed a pl\u00e1novan\u00e9 spln\u011bn\u00ed pr\u00e1vn\u00ed povinnosti vyu\u017e\u00edt 5 dn\u016f dovolen\u00e9. Nap\u0159\u00edklad, pokud firma stanov\u00ed t\u0159i dny celofiremn\u00ed dovolen\u00e9, automaticky t\u00edm spln\u00ed povinnost t\u0159\u00ed dn\u016f z p\u011bti pro v\u011bt\u0161inu zam\u011bstnanc\u016f. To v\u00fdrazn\u011b sni\u017euje administrativn\u00ed z\u00e1t\u011b\u017e spojenou s dohledem nad vyu\u017e\u00edv\u00e1n\u00edm dovolen\u00e9 jednotliv\u00fdch zam\u011bstnanc\u016f a podporuje jejich vyu\u017e\u00edv\u00e1n\u00ed. D\u00edky p\u0159edem stanoven\u00fdm dn\u016fm dovolen\u00e9 je tak\u00e9 snaz\u0161\u00ed pl\u00e1novat pr\u00e1ci a zvy\u0161uje se p\u0159edv\u00eddatelnost provozu firmy. Povinnost vyu\u017e\u00edt 5 dn\u016f dovolen\u00e9 a syst\u00e9m pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed tak nejsou odd\u011blen\u00e9 syst\u00e9my, ale vz\u00e1jemn\u011b se dopl\u0148uj\u00ed. Pro mana\u017eery je kl\u00ed\u010dov\u00e9 ch\u00e1pat tyto dva syst\u00e9my jako jeden celek a aktivn\u011b vyu\u017e\u00edvat syst\u00e9m pl\u00e1novan\u00e9ho p\u0159id\u011blov\u00e1n\u00ed jako n\u00e1stroj pro dosa\u017een\u00ed souladu s pr\u00e1vn\u00edmi p\u0159edpisy a efektivn\u00edho \u0159\u00edzen\u00ed pracovn\u00edch zdroj\u016f.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Vypocet_mzdy_behem_obdobi_rocni_placene_dovolene_podle_japonskeho_prava\"><\/span>V\u00fdpo\u010det mzdy b\u011bhem obdob\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Ro\u010dn\u00ed placen\u00e1 dovolen\u00e1 je, jak n\u00e1zev napov\u00edd\u00e1, dovolen\u00e1 s n\u00e1rokem na mzdu, a zam\u011bstnavatel m\u00e1 povinnost platit mzdu i za dny, kdy si zam\u011bstnanec dovolenou vezme. \u010cl\u00e1nek 39 odstavec 9 Japonsk\u00e9ho z\u00e1kon\u00edku pr\u00e1ce stanov\u00ed t\u0159i metody v\u00fdpo\u010dtu mzdy, z nich\u017e si zam\u011bstnavatel mus\u00ed vybrat jednu a zaznamenat ji do pracovn\u00edho \u0159\u00e1du.<\/p>\n\n\n\n<p>Prvn\u00ed metodou je platba &#8220;obvykl\u00e9 mzdy&#8221;. Jedn\u00e1 se o mzdu, kterou by zam\u011bstnanec obdr\u017eel, kdyby v dan\u00fd den odpracoval standardn\u00ed pracovn\u00ed dobu, co\u017e je nejb\u011b\u017en\u011bj\u0161\u00ed a nejsrozumiteln\u011bj\u0161\u00ed metoda. U zam\u011bstnanc\u016f s m\u011bs\u00ed\u010dn\u00edm platem obvykle nedoch\u00e1z\u00ed ke zm\u011bn\u00e1m v\u00fd\u0161e m\u011bs\u00ed\u010dn\u00ed mzdy. U zam\u011bstnanc\u016f s hodinovou sazbou se plat\u00ed \u010d\u00e1stka odpov\u00eddaj\u00edc\u00ed po\u010dtu hodin standardn\u00ed pracovn\u00ed doby vyn\u00e1soben\u00e9 hodinovou sazbou.<\/p>\n\n\n\n<p>Druhou metodou je platba &#8220;pr\u016fm\u011brn\u00e9 mzdy&#8221;. Tato metoda spo\u010d\u00edv\u00e1 v tom, \u017ee se celkov\u00e1 \u010d\u00e1stka mzdy vyplacen\u00e1 zam\u011bstnanci za posledn\u00ed t\u0159i m\u011bs\u00edce p\u0159ed n\u00e1stupem dovolen\u00e9 d\u011bl\u00ed po\u010dtem dn\u016f v tomto obdob\u00ed (kalend\u00e1\u0159n\u00ed dny) a v\u00fdsledn\u00e1 denn\u00ed mzda se vyplat\u00ed zam\u011bstnanci. Tato metoda se pou\u017e\u00edv\u00e1 nap\u0159\u00edklad u zam\u011bstnanc\u016f s prom\u011bnlivou mzdou, ale v\u00fdpo\u010det m\u016f\u017ee b\u00fdt pon\u011bkud slo\u017eit\u011bj\u0161\u00ed. Je zde tak\u00e9 stanovena minim\u00e1ln\u00ed z\u00e1ru\u010dn\u00ed \u010d\u00e1stka, aby se zabr\u00e1nilo p\u0159\u00edli\u0161 n\u00edzk\u00e9 v\u00fd\u0161i mzdy v d\u016fsledku po\u010dtu odpracovan\u00fdch dn\u016f.<\/p>\n\n\n\n<p>T\u0159et\u00ed metodou je platba &#8220;standardn\u00ed denn\u00ed odm\u011bny&#8221;. Jedn\u00e1 se o metodu, kdy se standardn\u00ed m\u011bs\u00ed\u010dn\u00ed odm\u011bna stanoven\u00e1 z\u00e1konem o zdravotn\u00edm poji\u0161t\u011bn\u00ed d\u011bl\u00ed t\u0159iceti a v\u00fdsledn\u00e1 \u010d\u00e1stka se vyplat\u00ed. Tato metoda m\u00e1 v\u00fdhodu jednoduch\u00e9ho v\u00fdpo\u010dtu, ale jej\u00ed pou\u017eit\u00ed vy\u017eaduje p\u0159edem uzav\u0159enou dohodu mezi zam\u011bstnavatelem a zam\u011bstnanci.<\/p>\n\n\n\n<p>Tyto t\u0159i metody maj\u00ed ka\u017ed\u00e1 sv\u00e9 specifika a v\u00fdsledn\u00e1 v\u00fd\u0161e mzdy se m\u016f\u017ee li\u0161it. N\u00e1sleduj\u00edc\u00ed tabulka porovn\u00e1v\u00e1 jednotliv\u00e9 metody.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><td>Porovn\u00e1vac\u00ed krit\u00e9ria<\/td><td>Obvykl\u00e1 mzda<\/td><td>Pr\u016fm\u011brn\u00e1 mzda<\/td><td>Standardn\u00ed denn\u00ed odm\u011bna<\/td><\/tr><\/thead><tbody><tr><td>V\u00fdpo\u010detn\u00ed metoda<\/td><td>Mzda za standardn\u00ed pracovn\u00ed dobu<\/td><td>\u010c\u00e1stka celkov\u00e9 mzdy za posledn\u00ed 3 m\u011bs\u00edce d\u011blen\u00e1 po\u010dtem dn\u016f<\/td><td>Standardn\u00ed m\u011bs\u00ed\u010dn\u00ed odm\u011bna d\u011blen\u00e1 t\u0159iceti<\/td><\/tr><tr><td>Jednoduchost spr\u00e1vy<\/td><td>Nejjednodu\u0161\u0161\u00ed<\/td><td>Slo\u017eit\u011bj\u0161\u00ed<\/td><td>Relativn\u011b jednoduch\u00e1<\/td><\/tr><tr><td>N\u00e1klady pro firmu<\/td><td>Tendence b\u00fdt vy\u0161\u0161\u00ed<\/td><td>Mohou b\u00fdt ni\u017e\u0161\u00ed<\/td><td>Variabiln\u00ed (obvykle ni\u017e\u0161\u00ed ne\u017e obvykl\u00e1 mzda)<\/td><\/tr><tr><td>Pr\u00e1vn\u00ed po\u017eadavky<\/td><td>Z\u00e1znam v pracovn\u00edm \u0159\u00e1du<\/td><td>Z\u00e1znam v pracovn\u00edm \u0159\u00e1du<\/td><td>Z\u00e1znam v pracovn\u00edm \u0159\u00e1du a uzav\u0159en\u00ed dohody mezi zam\u011bstnavatelem a zam\u011bstnanci<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>V\u00fdb\u011br metody v\u00fdpo\u010dtu nen\u00ed jen administrativn\u00ed rozhodnut\u00ed. Jedn\u00e1 se o mana\u017eersk\u00e9 rozhodnut\u00ed, kter\u00e9 zohled\u0148uje t\u0159i faktory: n\u00e1klady na pracovn\u00ed s\u00edlu, n\u00e1klady na spr\u00e1vu a vztahy se zam\u011bstnanci. &#8220;Obvykl\u00e1 mzda&#8221; je pro zam\u011bstnance nejsrozumiteln\u011bj\u0161\u00ed a nejtransparentn\u011bj\u0161\u00ed, ale pro firmu m\u016f\u017ee b\u00fdt nejn\u00e1kladn\u011bj\u0161\u00ed. &#8220;Pr\u016fm\u011brn\u00e1 mzda&#8221; m\u016f\u017ee pomoci sn\u00ed\u017eit n\u00e1klady na pracovn\u00ed s\u00edlu, ale je spojena s komplikovan\u00fdm v\u00fdpo\u010dtem a zv\u00fd\u0161en\u00fdm rizikem chyb ve spr\u00e1v\u011b. &#8220;Standardn\u00ed denn\u00ed odm\u011bna&#8221; nab\u00edz\u00ed vyv\u00e1\u017eenost mezi jednoduchost\u00ed spr\u00e1vy a sn\u00ed\u017een\u00edm n\u00e1klad\u016f, ale vy\u017eaduje dodate\u010dn\u00fd proces uzav\u0159en\u00ed dohody mezi zam\u011bstnavatelem a zam\u011bstnanci. Proto je d\u016fle\u017eit\u00e9 strategicky vybrat nejvhodn\u011bj\u0161\u00ed metodu, kter\u00e1 odpov\u00edd\u00e1 skute\u010dn\u00e9 situaci v syst\u00e9mu odm\u011b\u0148ov\u00e1n\u00ed a spr\u00e1v\u011b pracovn\u00edch sil va\u0161\u00ed spole\u010dnosti.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Zakaz_neprizniveho_zachazeni_z_duvodu_cerpani_rocni_placene_dovolene_podle_japonskeho_prava\"><\/span>Z\u00e1kaz nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed z d\u016fvodu \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 podle japonsk\u00e9ho pr\u00e1va<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Japonsk\u00fd z\u00e1kon o pracovn\u00edch norm\u00e1ch (Japanese Labor Standards Act) zaji\u0161\u0165uje, aby zam\u011bstnanci mohli skute\u010dn\u011b uplat\u0148ovat sv\u00e9 pr\u00e1vo na \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9, a zakazuje zam\u011bstnavatel\u016fm jak\u00e9koli jedn\u00e1n\u00ed, kter\u00e9 by tomuto pr\u00e1vu br\u00e1nilo. Kl\u00ed\u010dov\u00fdm ustanoven\u00edm je \u010dl\u00e1nek 136 p\u0159\u00edlohy k japonsk\u00e9mu z\u00e1konu o pracovn\u00edch norm\u00e1ch. Tento \u010dl\u00e1nek stanov\u00ed, \u017ee zam\u011bstnavatel nesm\u00ed sni\u017eovat mzdu nebo jinak nep\u0159\u00edzniv\u011b zach\u00e1zet s zam\u011bstnancem z d\u016fvodu \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9.<\/p>\n\n\n\n<p>Term\u00edn &#8220;nep\u0159\u00edzniv\u00e9 zach\u00e1zen\u00ed&#8221; je \u0161iroce interpretov\u00e1n. Zahrnuje nejen p\u0159\u00edm\u00e9 sn\u00ed\u017een\u00ed mzdy, ale tak\u00e9 nep\u0159\u00edzniv\u00e9 hodnocen\u00ed p\u0159i posuzov\u00e1n\u00ed bonus\u016f nebo zvy\u0161ov\u00e1n\u00ed plat\u016f, nevypl\u00e1cen\u00ed p\u0159\u00edplatk\u016f za doch\u00e1zku, negativn\u00ed hodnocen\u00ed v person\u00e1ln\u00edch hodnocen\u00edch nebo nep\u0159\u00edzniv\u00e9 zm\u011bny pracovn\u00ed pozice. Nap\u0159\u00edklad, pokud zam\u011bstnavatel pova\u017euje den \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 za absenci a na z\u00e1klad\u011b toho nevypl\u00e1c\u00ed p\u0159\u00edplatek za doch\u00e1zku nebo sni\u017euje bonus, m\u016f\u017ee to v principu poru\u0161ovat toto ustanoven\u00ed.<\/p>\n\n\n\n<p>Av\u0161ak je d\u016fle\u017eit\u00e9 si uv\u011bdomit pr\u00e1vn\u00ed povahu \u010dl\u00e1nku 136. V pr\u00e1vn\u00ed interpretaci je tento \u010dl\u00e1nek pova\u017eov\u00e1n za &#8220;ustanoven\u00ed o povinnosti vyv\u00edjet \u00fasil\u00ed&#8221;, co\u017e znamen\u00e1, \u017ee jeho poru\u0161en\u00ed nep\u0159in\u00e1\u0161\u00ed p\u0159\u00edm\u00e9 sankce. Nav\u00edc, opat\u0159en\u00ed podniku, kter\u00e1 jsou v rozporu s t\u00edmto ustanoven\u00edm, nejsou automaticky neplatn\u00e1 podle soukrom\u00e9ho pr\u00e1va.<\/p>\n\n\n\n<p>Jak\u00e9 opat\u0159en\u00ed podniku tedy m\u016f\u017ee b\u00fdt pova\u017eov\u00e1no za nez\u00e1konn\u00e9? Soudy stanovily krit\u00e9rium, \u017ee opat\u0159en\u00ed je neplatn\u00e9, pokud je v rozporu s ve\u0159ejn\u00fdm po\u0159\u00e1dkem a dobr\u00fdmi mravy a pokud z\u00e1sadn\u011b naru\u0161uje \u00fa\u010del syst\u00e9mu ro\u010dn\u00ed placen\u00e9 dovolen\u00e9.<\/p>\n\n\n\n<p>Konkr\u00e9tn\u00ed krit\u00e9ria poskytl p\u0159\u00edpad Numazu Kotsu (rozhodnut\u00ed Nejvy\u0161\u0161\u00edho soudu z 25. \u010dervna 1993). V tomto p\u0159\u00edpad\u011b bylo zpochybn\u011bno ustanoven\u00ed pracovn\u00edho \u0159\u00e1du, kter\u00e9 neumo\u017e\u0148ovalo vypl\u00e1cen\u00ed p\u0159\u00edplatku za doch\u00e1zku v p\u0159\u00edpad\u011b \u010derp\u00e1n\u00ed ro\u010dn\u00ed placen\u00e9 dovolen\u00e9. Nejvy\u0161\u0161\u00ed soud zd\u016fraznil, \u017ee je t\u0159eba zv\u00e1\u017eit m\u00edru nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed a skute\u010dnou odstra\u0161uj\u00edc\u00ed s\u00edlu, kterou m\u00e1 na zam\u011bstnance p\u0159i \u010derp\u00e1n\u00ed jejich dovolen\u00e9. Vzhledem k tomu, \u017ee \u010d\u00e1stka p\u0159\u00edplatku za doch\u00e1zku byla relativn\u011b mal\u00e1 a jej\u00ed nevypl\u00e1cen\u00ed v\u00fdrazn\u011b neodrazovalo zam\u011bstnance od \u010derp\u00e1n\u00ed dovolen\u00e9, soud uznal toto ustanoven\u00ed za platn\u00e9.<\/p>\n\n\n\n<p>Z tohoto p\u0159\u00edpadu vypl\u00fdv\u00e1, \u017ee z\u00e1konnost nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed se posuzuje na z\u00e1klad\u011b &#8220;m\u00edry&#8221; a &#8220;rovnov\u00e1hy&#8221; dan\u00e9ho opat\u0159en\u00ed. I kdy\u017e se zd\u00e1, \u017ee mezi zn\u011bn\u00edm z\u00e1kona a skute\u010dn\u00fdmi soudn\u00edmi rozhodnut\u00edmi existuje rozpor, je to projevem pr\u00e1vn\u00edho p\u0159\u00edstupu, kter\u00fd neklade jednotn\u00e9 standardy, ale hodnot\u00ed skute\u010dn\u00fd dopad na jednotliv\u00e9 p\u0159\u00edpady. Pokud je ekonomick\u00e1 nev\u00fdhoda zp\u016fsoben\u00e1 syst\u00e9mem podniku pova\u017eov\u00e1na za nepatrnou a nebr\u00e1n\u00ed v\u00fdznamn\u011b v uplat\u0148ov\u00e1n\u00ed pr\u00e1va na dovolenou, m\u016f\u017ee b\u00fdt pova\u017eov\u00e1na za z\u00e1konnou. Naopak, pokud je m\u00edra nep\u0159\u00edzniv\u00e9ho zach\u00e1zen\u00ed vysok\u00e1 a zam\u011bstnanci jsou nuceni v\u00e1hat s \u010derp\u00e1n\u00edm dovolen\u00e9, i kdy\u017e je to jen nep\u0159\u00edm\u00fd d\u016fsledek, je pravd\u011bpodobn\u00e9, \u017ee takov\u00fd syst\u00e9m bude pova\u017eov\u00e1n za nez\u00e1konn\u00fd a neplatn\u00fd.<\/p>\n\n\n\n<p>Proto by m\u011bli mana\u017ee\u0159i a personalist\u00e9 nejen zva\u017eovat form\u00e1ln\u00ed ot\u00e1zku &#8220;Je tento syst\u00e9m povolen?&#8221;, ale tak\u00e9 &#8220;Je nep\u0159\u00edzniv\u00fd dopad tohoto syst\u00e9mu dostate\u010dn\u011b siln\u00fd, aby zam\u011bstnance odrazoval od \u010derp\u00e1n\u00ed dovolen\u00e9?&#8221; P\u0159i stanovov\u00e1n\u00ed krit\u00e9ri\u00ed pro bonusy a p\u0159\u00edplatky, kter\u00e9 zahrnuj\u00ed prvek doch\u00e1zky, je nezbytn\u00e9 pe\u010dliv\u011b posoudit, zda takov\u00e9 opat\u0159en\u00ed neznehodnocuje pr\u00e1vo na dovolenou a zda je vyv\u00e1\u017een\u00e9, aby se p\u0159ede\u0161lo pr\u00e1vn\u00edm rizik\u016fm.<\/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>Roce\u010dn\u00ed placen\u00e1 dovolen\u00e1 je komplexn\u00ed a z\u00e1sadn\u00ed syst\u00e9m stanoven\u00fd japonsk\u00fdm pracovn\u00edm pr\u00e1vem. Pro mana\u017eery existuje \u0159ada pr\u00e1vn\u00edch povinnost\u00ed, od p\u0159esn\u00e9ho v\u00fdpo\u010dtu a poskytov\u00e1n\u00ed po\u010dtu dn\u00ed dovolen\u00e9 pro ka\u017ed\u00e9ho zam\u011bstnance, p\u0159es zaji\u0161t\u011bn\u00ed povinn\u00e9ho vyu\u017eit\u00ed minim\u00e1ln\u011b p\u011bti dn\u016f dovolen\u00e9 ro\u010dn\u011b, a\u017e po z\u00e1kaz jak\u00e9hokoli znev\u00fdhodn\u011bn\u00ed zam\u011bstnanc\u016f z d\u016fvodu \u010derp\u00e1n\u00ed dovolen\u00e9. Pro dodr\u017een\u00ed t\u011bchto povinnost\u00ed je nezbytn\u00e9 nejen hlubok\u00e9 porozum\u011bn\u00ed p\u0159edpis\u016fm, ale tak\u00e9 vytvo\u0159en\u00ed strategick\u00e9ho a pl\u00e1novan\u00e9ho syst\u00e9mu \u0159\u00edzen\u00ed pracovn\u00edch zdroj\u016f, v\u010detn\u011b vyu\u017eit\u00ed syst\u00e9mu pl\u00e1novan\u00e9ho poskytov\u00e1n\u00ed dovolen\u00e9.<\/p>\n\n\n\n<p>Pr\u00e1vn\u00ed kancel\u00e1\u0159 Monolith m\u00e1 bohat\u00e9 zku\u0161enosti s poskytov\u00e1n\u00edm komplexn\u00edch rad t\u00fdkaj\u00edc\u00edch se japonsk\u00e9ho pracovn\u00edho pr\u00e1va pro r\u016fznorod\u00e9 klienty z domova i ze zahrani\u010d\u00ed. Na\u0161e kancel\u00e1\u0159 nab\u00edz\u00ed ve\u0161kerou pr\u00e1vn\u00ed podporu souvisej\u00edc\u00ed s ro\u010dn\u00ed placenou dovolenou, v\u010detn\u011b tvorby a revize pracovn\u00edch \u0159\u00e1d\u016f, podpory p\u0159i zav\u00e1d\u011bn\u00ed syst\u00e9mu pl\u00e1novan\u00e9ho poskytov\u00e1n\u00ed dovolen\u00e9 a zastupov\u00e1n\u00ed v pracovn\u011bpr\u00e1vn\u00edch sporech, aby zajistila, \u017ee HR praxe na\u0161ich klient\u016f jsou v souladu s nejnov\u011bj\u0161\u00edmi z\u00e1kony a soudn\u00edmi rozhodnut\u00edmi. V na\u0161\u00ed kancel\u00e1\u0159i p\u016fsob\u00ed tak\u00e9 pr\u00e1vn\u00edci hovo\u0159\u00edc\u00ed anglicky, v\u010detn\u011b t\u011bch s kvalifikac\u00ed zahrani\u010dn\u00edch pr\u00e1vn\u00edk\u016f. D\u00edky t\u00e9to jedine\u010dn\u00e9 struktu\u0159e jsme schopni poskytovat jasn\u00e9 a p\u0159esn\u00e9 pr\u00e1vn\u00ed slu\u017eby zahrani\u010dn\u00edm spole\u010dnostem p\u016fsob\u00edc\u00edm v Japonsku, p\u0159ekon\u00e1vaj\u00edc\u00ed rozd\u00edly v pr\u00e1vn\u00edch syst\u00e9mech a obchodn\u00edch kultur\u00e1ch. Pokud m\u00e1te dotazy t\u00fdkaj\u00edc\u00ed se provozov\u00e1n\u00ed syst\u00e9mu ro\u010dn\u00ed placen\u00e9 dovolen\u00e9 nebo jin\u00fdch aspekt\u016f japonsk\u00e9ho pracovn\u00edho pr\u00e1va, nev\u00e1hejte se na n\u00e1s obr\u00e1tit.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>V r\u00e1mci japonsk\u00e9ho pracovn\u00edho pr\u00e1va p\u0159edstavuje ro\u010dn\u00ed placen\u00e1 dovolen\u00e1 z\u00e1kladn\u00ed pr\u00e1vo ka\u017ed\u00e9ho zam\u011bstnance. Tento syst\u00e9m je navr\u017een tak, aby umo\u017enil zam\u011bstnanc\u016fm regeneraci fyzick\u00e9ho a psychick\u00e9ho zdra [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":66637,"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\/66636"}],"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=66636"}],"version-history":[{"count":1,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66636\/revisions"}],"predecessor-version":[{"id":66660,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/posts\/66636\/revisions\/66660"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/media\/66637"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/media?parent=66636"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/categories?post=66636"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/cs\/wp-json\/wp\/v2\/tags?post=66636"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}