{"id":73958,"date":"2025-07-25T16:56:47","date_gmt":"2025-07-25T07:56:47","guid":{"rendered":"https:\/\/monolith.law\/tr\/?p=73958"},"modified":"2025-08-11T16:09:53","modified_gmt":"2025-08-11T07:09:53","slug":"employment-of-elderly-persons","status":"publish","type":"post","link":"https:\/\/monolith.law\/tr\/general-corporate\/employment-of-elderly-persons","title":{"rendered":"\u3010Reiwa 7 (2025) Nisan\u3011\"65 Ya\u015f Emeklili\u011fi\" Ger\u00e7ek mi? Y\u00fcksek Ya\u015f \u00c7al\u0131\u015fanlar\u0131n \u0130stihdam\u0131n\u0131n G\u00fcvence Alt\u0131na Al\u0131nmas\u0131 Yasas\u0131ndaki De\u011fi\u015fikliklerin \u00d6nemli Noktalar\u0131 Explained"},"content":{"rendered":"\n<p>\u0130stihdam ortam\u0131 h\u0131zla de\u011fi\u015fmektedir. \u00d6zellikle dikkat \u00e7eken konulardan biri &#8220;ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n istihdam\u0131&#8221;d\u0131r. \u015eu anda ge\u00e7i\u015f \u00f6nlemi olarak uygulanan &#8220;Ya\u015fl\u0131 \u00c7al\u0131\u015fanlar\u0131n \u0130stihdam\u0131n\u0131n G\u00fcvence Alt\u0131na Al\u0131nmas\u0131 Yasas\u0131&#8221; (K\u014dnenreisha Koy\u014d Antei H\u014d) kapsam\u0131nda, ya\u015fl\u0131l\u0131k refah emekli maa\u015f\u0131n\u0131n \u00f6deme ba\u015flang\u0131\u00e7 ya\u015f\u0131n\u0131 (61 ya\u015f) a\u015fan ya\u015fl\u0131 \u00e7al\u0131\u015fanlar i\u00e7in, belirli kriterlerin belirlenmesine izin verilmekteydi. Ancak, Reiwa 7 (2025) y\u0131l\u0131 Nisan ay\u0131ndan itibaren 65 ya\u015f\u0131na kadar s\u00fcrekli istihdam tamamen zorunlu hale gelecek ve cezai yapt\u0131r\u0131mlar uygulanacakt\u0131r. Bu durum &#8220;65 ya\u015f\u0131nda emeklilik sistemi&#8221; gibi g\u00f6r\u00fcnebilir, ancak kesinlikle farkl\u0131 oldu\u011fundan dikkatli olunmas\u0131 gerekmektedir.<\/p>\n\n\n\n<p>Ayr\u0131ca, bu yasan\u0131n de\u011fi\u015fikli\u011fiyle birlikte, \u015firketlerde istihdam s\u00f6zle\u015fmeleri ve i\u015f kurallar\u0131 ba\u015fta olmak \u00fczere bir\u00e7ok sistemin g\u00f6zden ge\u00e7irilmesi gerekecektir.<\/p>\n\n\n\n<p>Bu makalede, &#8220;Ya\u015fl\u0131 \u00c7al\u0131\u015fanlar\u0131n \u0130stihdam\u0131n\u0131n G\u00fcvence Alt\u0131na Al\u0131nmas\u0131 Yasas\u0131&#8221;n\u0131n de\u011fi\u015fiklik noktalar\u0131 ve i\u015fverenlerin almas\u0131 gereken \u00f6nlemler hakk\u0131nda \u00f6nemli noktalar\u0131 a\u00e7\u0131kl\u0131yoruz.<\/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\/tr\/general-corporate\/employment-of-elderly-persons\/#Japonya%E2%80%99da_%E2%80%9CYasli_Istihdaminin_Istikrarini_Saglama_Kanunu%E2%80%9Dnun_Genel_Bakisi_ve_Degisiklik_Noktalari\" title=\"Japonya&#8217;da &#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221;nun Genel Bak\u0131\u015f\u0131 ve De\u011fi\u015fiklik Noktalar\u0131\">Japonya&#8217;da &#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221;nun Genel Bak\u0131\u015f\u0131 ve De\u011fi\u015fiklik Noktalar\u0131<\/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\/tr\/general-corporate\/employment-of-elderly-persons\/#Japonya%E2%80%99da_Yuksek_Yasli_Istihdam_Guvenligi_Yasasi%E2%80%99nin_Cezai_Yaptirimlari\" title=\"Japonya&#8217;da Y\u00fcksek Ya\u015fl\u0131 \u0130stihdam G\u00fcvenli\u011fi Yasas\u0131&#8217;n\u0131n Cezai Yapt\u0131r\u0131mlar\u0131\">Japonya&#8217;da Y\u00fcksek Ya\u015fl\u0131 \u0130stihdam G\u00fcvenli\u011fi Yasas\u0131&#8217;n\u0131n Cezai Yapt\u0131r\u0131mlar\u0131<\/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\/tr\/general-corporate\/employment-of-elderly-persons\/#Japonya%E2%80%99da_Sirketlerin_Almasi_Gereken_Onlemler_ve_Dikkat_Edilmesi_Gereken_Noktalar\" title=\"Japonya&#8217;da \u015eirketlerin Almas\u0131 Gereken \u00d6nlemler ve Dikkat Edilmesi Gereken Noktalar\">Japonya&#8217;da \u015eirketlerin Almas\u0131 Gereken \u00d6nlemler ve Dikkat Edilmesi Gereken Noktalar<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/employment-of-elderly-persons\/#66_Yas_ve_Uzeri_Icin_Japonya%E2%80%99da_Gerekli_Istihdam_Guvence_Onlemleri\" title=\"66 Ya\u015f ve \u00dczeri \u0130\u00e7in Japonya&#8217;da Gerekli \u0130stihdam G\u00fcvence \u00d6nlemleri\">66 Ya\u015f ve \u00dczeri \u0130\u00e7in Japonya&#8217;da Gerekli \u0130stihdam G\u00fcvence \u00d6nlemleri<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/employment-of-elderly-persons\/#Japonya%E2%80%99da_Surekli_Istihdamin_Kapsami\" title=\"Japonya&#8217;da S\u00fcrekli \u0130stihdam\u0131n Kapsam\u0131\">Japonya&#8217;da S\u00fcrekli \u0130stihdam\u0131n Kapsam\u0131<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/employment-of-elderly-persons\/#Japonya%E2%80%99da_Istihdam_Kosullari_ve_Calisma_Yonetmeligi_Hususlari\" title=\"Japonya&#8217;da \u0130stihdam Ko\u015fullar\u0131 ve \u00c7al\u0131\u015fma Y\u00f6netmeli\u011fi Hususlar\u0131\">Japonya&#8217;da \u0130stihdam Ko\u015fullar\u0131 ve \u00c7al\u0131\u015fma Y\u00f6netmeli\u011fi Hususlar\u0131<\/a><\/li><\/ul><\/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\/tr\/general-corporate\/employment-of-elderly-persons\/#Ozet_Japonya%E2%80%99daki_%E2%80%9CYasli_Istihdaminin_Istikrarini_Saglama_Kanunu%E2%80%9D_ile_Ilgili_Is_Hukuku_Sorunlari_Icin_Avukata_Danisin\" title=\"\u00d6zet: Japonya&#8217;daki &#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221; ile \u0130lgili \u0130\u015f Hukuku Sorunlar\u0131 \u0130\u00e7in Avukata Dan\u0131\u015f\u0131n\">\u00d6zet: Japonya&#8217;daki &#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221; ile \u0130lgili \u0130\u015f Hukuku Sorunlar\u0131 \u0130\u00e7in Avukata Dan\u0131\u015f\u0131n<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/monolith.law\/tr\/general-corporate\/employment-of-elderly-persons\/#Monolit_Hukuk_Burosu_Tarafindan_Sunulan_Cozumler\" title=\"Monolit Hukuk B\u00fcrosu Taraf\u0131ndan Sunulan \u00c7\u00f6z\u00fcmler\">Monolit Hukuk B\u00fcrosu Taraf\u0131ndan Sunulan \u00c7\u00f6z\u00fcmler<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_%E2%80%9CYasli_Istihdaminin_Istikrarini_Saglama_Kanunu%E2%80%9Dnun_Genel_Bakisi_ve_Degisiklik_Noktalari\"><\/span>Japonya&#8217;da &#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221;nun Genel Bak\u0131\u015f\u0131 ve De\u011fi\u015fiklik Noktalar\u0131<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>&#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221; (Ya\u015fl\u0131lar Dahil \u0130stihdam\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu), ya\u015fl\u0131lar\u0131n i\u015f bulma f\u0131rsatlar\u0131n\u0131 art\u0131rmak ve \u00e7al\u0131\u015fma ortamlar\u0131n\u0131 iyile\u015ftirmek amac\u0131yla, ya\u015fl\u0131 istihdam\u0131n\u0131 te\u015fvik etmek i\u00e7in \u00e7\u0131kar\u0131lm\u0131\u015f bir Japon yasas\u0131d\u0131r. N\u00fcfusun ya\u015flanmas\u0131 ve \u00fcretken ya\u015f grubunun (15-64 ya\u015f) azalmas\u0131 toplumsal bir sorun haline geldi\u011finden, \u00e7al\u0131\u015fma arzusu olan ya\u015fl\u0131lar\u0131 istikrarl\u0131 bir \u015fekilde istihdam ederek i\u015f g\u00fcc\u00fcn\u00fc korumay\u0131 ama\u00e7lamaktad\u0131r.<\/p>\n\n\n\n<p>1971 y\u0131l\u0131nda (Showa 46), &#8220;Orta Ya\u015f ve \u00dcst\u00fc \u0130stihdam\u0131n\u0131n Te\u015fvik Edilmesi Hakk\u0131nda \u00d6zel Tedbirler Kanunu&#8221; y\u00fcr\u00fcrl\u00fc\u011fe girmi\u015f ve 1986 y\u0131l\u0131nda (Showa 61) mevcut kanun ad\u0131na d\u00f6n\u00fc\u015ft\u00fcr\u00fclm\u00fc\u015ft\u00fcr.<\/p>\n\n\n\n<p>2013 y\u0131l\u0131nda (Heisei 25), ya\u015fl\u0131l\u0131k emeklilik maa\u015f\u0131n\u0131n al\u0131nmaya ba\u015flanma ya\u015f\u0131n\u0131n 65&#8217;e y\u00fckseltilmesiyle birlikte, emeklilik maa\u015f\u0131 al\u0131nana kadar ya\u015fl\u0131lar\u0131n \u00e7al\u0131\u015fabilmesi i\u00e7in &#8220;65 ya\u015f\u0131na kadar istihdam\u0131n garanti alt\u0131na al\u0131nmas\u0131&#8221; zorunlulu\u011funu ama\u00e7layan bir yasa de\u011fi\u015fikli\u011fi Nisan 2013&#8217;te (Heisei 25) y\u00fcr\u00fcrl\u00fc\u011fe girmi\u015ftir.<\/p>\n\n\n\n<p>Bu de\u011fi\u015fiklik, ge\u00e7i\u015f \u00f6nlemleri olarak, i\u015fverenlere s\u00fcrekli istihdam sistemine dahil edilecek ki\u015fileri s\u0131n\u0131rlama hakk\u0131 tan\u0131m\u0131\u015ft\u0131r.<\/p>\n\n\n\n<p>Daha sonra, 2021 y\u0131l\u0131nda (Reiwa 3) Nisan ay\u0131nda, &#8220;70 ya\u015f\u0131na kadar istihdam\u0131n garanti alt\u0131na al\u0131nmas\u0131&#8221;n\u0131 bir \u00e7aba y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc olarak belirleyen bir yasa de\u011fi\u015fikli\u011fi y\u00fcr\u00fcrl\u00fc\u011fe girmi\u015ftir.<\/p>\n\n\n\n<p>Ve \u015firketlerin ge\u00e7i\u015f \u00f6nlemleri 2025 Mart&#8217;\u0131nda (Reiwa 7) sona erecek ve 2025 Nisan&#8217;dan (Reiwa 7) itibaren 65 ya\u015f\u0131na kadar s\u00fcrekli istihdam tamamen zorunlu hale gelecektir. Bu, ilk bak\u0131\u015fta &#8220;65 ya\u015f\u0131nda emeklilik ya\u015f\u0131n\u0131n y\u00fckseltilmesi&#8221; gibi g\u00f6r\u00fcnebilir, ancak dikkatli olmak gerekiyor \u00e7\u00fcnk\u00fc durum tam olarak bu de\u011fildir.<\/p>\n\n\n\n<p>Belirli ki\u015fileri s\u00fcrekli istihdam sisteminin d\u0131\u015f\u0131nda tutan \u015firketler art\u0131k t\u00fcm isteklileri sisteme dahil etmek zorundad\u0131r. Yani, s\u00fcrekli istihdam\u0131 s\u0131n\u0131rlamayan \u015firketler i\u00e7in hi\u00e7bir \u015fey de\u011fi\u015fmemi\u015ftir.<\/p>\n\n\n\n<p>Ayr\u0131ca dikkat edilmesi gereken bir di\u011fer nokta, ya\u015fl\u0131 istihdam\u0131n\u0131n garanti alt\u0131na al\u0131nmas\u0131 \u00f6nlemlerinin &#8220;istekli ki\u015filere y\u00f6nelik \u00f6nlemler&#8221; oldu\u011fu ve istihdam\u0131n devam\u0131n\u0131 istemeyen \u00e7al\u0131\u015fanlar\u0131 istihdam etme zorunlulu\u011funun olmad\u0131\u011f\u0131d\u0131r. Yani, &#8220;60 ya\u015f\u0131n\u0131 ge\u00e7tikten sonra da \u00e7al\u0131\u015fmak isteyen t\u00fcm \u00e7al\u0131\u015fanlar s\u00fcrekli olarak istihdam edilmelidir&#8221; anlam\u0131na gelmektedir.<\/p>\n\n\n\n<p>\u015eirketler, ya\u015fl\u0131 istihdam\u0131n\u0131n garanti alt\u0131na al\u0131nmas\u0131 \u00f6nlemleri olarak, a\u015fa\u011f\u0131dakilerden birini uygulamak zorundad\u0131r (Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu Madde 9).<\/p>\n\n\n\n<ol>\n<li>Ya\u015fa ba\u011fl\u0131 emeklilik sisteminin kald\u0131r\u0131lmas\u0131<\/li>\n\n\n\n<li>65 ya\u015f\u0131na kadar emeklilik ya\u015f\u0131n\u0131n y\u00fckseltilmesi<\/li>\n\n\n\n<li>T\u00fcm isteklilerin 65 ya\u015f\u0131na kadar s\u00fcrekli istihdam edilmesi (yeniden istihdam sistemi, \u00e7al\u0131\u015fma s\u00fcresinin uzat\u0131lmas\u0131)<\/li>\n<\/ol>\n\n\n\n<p>Bunlardan, \u00e7o\u011fu \u015firketin uygulad\u0131\u011f\u0131, 3 numaral\u0131 s\u00fcrekli istihdam sistemi olan yeniden istihdam sistemidir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Yuksek_Yasli_Istihdam_Guvenligi_Yasasi%E2%80%99nin_Cezai_Yaptirimlari\"><\/span>Japonya&#8217;da Y\u00fcksek Ya\u015fl\u0131 \u0130stihdam G\u00fcvenli\u011fi Yasas\u0131&#8217;n\u0131n Cezai Yapt\u0131r\u0131mlar\u0131<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Ge\u00e7i\u015f s\u00fcrecinin sona ermesiyle birlikte, ihlalde bulunan i\u015fverenlere mevcut cezai yapt\u0131r\u0131m h\u00fck\u00fcmleri uygulanacakt\u0131r.<\/p>\n\n\n\n<ul>\n<li>Y\u00f6nlendirme, tavsiye ve \u00f6nerilere uymayan i\u015fverenler hakk\u0131nda kamuoyuna a\u00e7\u0131klama yap\u0131lmas\u0131 (Japon Y\u00fcksek Ya\u015fl\u0131 \u0130stihdam G\u00fcvenli\u011fi Yasas\u0131 Madde 10)<\/li>\n\n\n\n<li>\u0130\u015fverenlerin y\u00fcksek ya\u015fl\u0131 istihdam\u0131n\u0131 sa\u011flama \u00f6nlemleriyle ilgili hibe raporlamas\u0131nda, rapor vermemi\u015f veya yan\u0131lt\u0131c\u0131 rapor sunmu\u015f olmalar\u0131 durumunda, bireysel veya t\u00fczel ki\u015filer i\u00e7in 500 bin yen&#8217;e kadar para cezas\u0131 uygulan\u0131r (ayn\u0131 yasa Madde 55, Madde 56).<\/li>\n\n\n\n<li>Kamu \u0130stihdam B\u00fcrosu M\u00fcd\u00fcr\u00fc&#8217;ne belirli bir say\u0131da (bir ay i\u00e7inde be\u015ften fazla) y\u00fcksek ya\u015fl\u0131 \u00e7al\u0131\u015fan\u0131n toplu olarak i\u015ften ayr\u0131lmas\u0131na ili\u015fkin bildirimde bulunmam\u0131\u015f veya yan\u0131lt\u0131c\u0131 bildirimde bulunmu\u015f olanlar (t\u00fczel ki\u015fi ise, temsilcisi) 100 bin yen&#8217;e kadar idari para cezas\u0131 ile cezaland\u0131r\u0131l\u0131r (ayn\u0131 yasa Madde 57).<\/li>\n<\/ul>\n\n\n\n<p>Ard\u0131ndan, &#8220;Japon Y\u00fcksek Ya\u015fl\u0131 \u0130stihdam G\u00fcvenli\u011fi Yasas\u0131&#8221;n\u0131n de\u011fi\u015fikli\u011fiyle birlikte \u015firketlerin almas\u0131 gereken \u00f6nlemler ve dikkat edilmesi gereken noktalar hakk\u0131nda detayl\u0131 bir a\u00e7\u0131klama yapaca\u011f\u0131z.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Sirketlerin_Almasi_Gereken_Onlemler_ve_Dikkat_Edilmesi_Gereken_Noktalar\"><\/span>Japonya&#8217;da \u015eirketlerin Almas\u0131 Gereken \u00d6nlemler ve Dikkat Edilmesi Gereken Noktalar<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" src=\"https:\/\/monolith.law\/wp-content\/uploads\/2025\/03\/5aa43bbf7179f124adfad1c28750991a.jpg\" alt=\"Japonya'da \u015eirketlerin Almas\u0131 Gereken \u00d6nlemler ve Dikkat Edilmesi Gereken Noktalar\" class=\"wp-image-133297\" \/><\/figure>\n\n\n\n<p>\u0130\u015fverenler, Japonya&#8217;da ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n istihdam\u0131n\u0131 g\u00fcvence alt\u0131na almak i\u00e7in (61-65 ya\u015f aras\u0131) ve ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n i\u015fe al\u0131m\u0131n\u0131 sa\u011flamak i\u00e7in (66-70 ya\u015f aras\u0131) a\u015fa\u011f\u0131daki prosed\u00fcrleri uygulamal\u0131d\u0131r.<\/p>\n\n\n\n<ul>\n<li>Ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n istihdam durumu hakk\u0131nda rapor haz\u0131rl\u0131\u011f\u0131<\/li>\n\n\n\n<li>\u00d6nlemlerin se\u00e7imi ve hedef ki\u015filerin belirlenmesi<\/li>\n\n\n\n<li>Te\u015fvik fonlar\u0131n\u0131n kullan\u0131m\u0131n\u0131n de\u011ferlendirilmesi<\/li>\n<\/ul>\n\n\n\n<p>\u0130\u015fverenlerin uygulamas\u0131 gereken ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n istihdam\u0131n\u0131 ve i\u015fe al\u0131m\u0131n\u0131 g\u00fcvence alt\u0131na alacak \u00f6nlemler aras\u0131nda, s\u00fcrekli istihdam sistemini uygulama durumunda dikkat edilmesi gereken noktalar\u0131 detayl\u0131 bir \u015fekilde a\u00e7\u0131kl\u0131yoruz.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"66_Yas_ve_Uzeri_Icin_Japonya%E2%80%99da_Gerekli_Istihdam_Guvence_Onlemleri\"><\/span>66 Ya\u015f ve \u00dczeri \u0130\u00e7in Japonya&#8217;da Gerekli \u0130stihdam G\u00fcvence \u00d6nlemleri<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japon yasalar\u0131na g\u00f6re yap\u0131lan bir yasal d\u00fczenleme ile, 65 ya\u015f\u0131na kadar olan ya\u015fl\u0131lar\u0131n istihdam\u0131n\u0131n zorunlu hale getirilmesinin yan\u0131 s\u0131ra, 66 ile 70 ya\u015f aras\u0131ndaki ki\u015filerin istihdam\u0131n\u0131 g\u00fcvence alt\u0131na almak amac\u0131yla a\u015fa\u011f\u0131daki \u00f6nlemlerden birinin al\u0131nmas\u0131 \u00e7aba g\u00f6sterme y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc olarak getirilmi\u015ftir (Madde 10&#8217;un 2&#8217;si):<\/p>\n\n\n\n<ol>\n<li>70 ya\u015f\u0131na kadar emeklilik ya\u015f\u0131n\u0131n y\u00fckseltilmesi<\/li>\n\n\n\n<li>Emeklilik ya\u015f\u0131n\u0131n kald\u0131r\u0131lmas\u0131<\/li>\n\n\n\n<li>70 ya\u015f\u0131na kadar s\u00fcrekli istihdam sistemlerinin uygulanmas\u0131<\/li>\n\n\n\n<li>70 ya\u015f\u0131na kadar s\u00fcrekli i\u015f s\u00f6zle\u015fmesi imzalama sisteminin uygulanmas\u0131<\/li>\n\n\n\n<li>70 ya\u015f\u0131na kadar s\u00fcrekli olarak toplumsal katk\u0131 projelerinde \u00e7al\u0131\u015fabilme sisteminin uygulanmas\u0131\n\n\n<ul>\n<li>\u0130\u015fverenin kendi y\u00fcr\u00fctt\u00fc\u011f\u00fc toplumsal katk\u0131 projeleri<\/li>\n\n\n\n<li>\u0130\u015fverenin g\u00f6revlendirdi\u011fi veya sermaye koydu\u011fu kurulu\u015flar\u0131n y\u00fcr\u00fctt\u00fc\u011f\u00fc toplumsal katk\u0131 projeleri<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n\n\n\n<p>\u0130\u015f\u00e7i korumas\u0131 a\u00e7\u0131s\u0131ndan, 1&#8217;den 3&#8217;e kadar olan s\u00fcrekli istihdam sistemlerinin tercih edilmesi uygun g\u00f6r\u00fclmekte, 4 ve 5 numaral\u0131 giri\u015fim destek \u00f6nlemleri hakk\u0131nda ise, uygulamaya ge\u00e7irilirken &#8220;Giri\u015fim Destek \u00d6nlemlerinin Uygulanmas\u0131 Hakk\u0131nda Plan&#8221; haz\u0131rlanmas\u0131 ve i\u015f\u00e7i sendikalar\u0131 gibi kurulu\u015flar\u0131n onay\u0131n\u0131n al\u0131nmas\u0131 gerekmektedir.<\/p>\n\n\n\n<p>61 ile 65 ya\u015f aras\u0131ndaki ya\u015fl\u0131lar i\u00e7in bu \u00f6nlemlerle ilgili \u00f6zel bir k\u0131s\u0131tlama bulunmad\u0131\u011f\u0131ndan, uygulanmalar\u0131nda bir sak\u0131nca olmad\u0131\u011f\u0131 d\u00fc\u015f\u00fcn\u00fclmektedir.<\/p>\n\n\n\n<p>Bunlara ek olarak, ya\u015fl\u0131 i\u015f\u00e7ilerin i\u015f kazalar\u0131n\u0131 \u00f6nleme tedbirlerini de uygulamak zorundas\u0131n\u0131z. Somut uygulamalar, &#8220;<a href=\"https:\/\/www.mhlw.go.jp\/content\/11302000\/000609494.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Ya\u015fl\u0131 \u0130\u015f\u00e7ilerin G\u00fcvenli\u011fi ve Sa\u011fl\u0131\u011f\u0131n\u0131n Korunmas\u0131 \u0130\u00e7in Rehber (Halk aras\u0131nda: Age-Friendly Rehberi)[ja]<\/a>&#8220;ne dayanarak ger\u00e7ekle\u015ftirilecektir. Age-Friendly, D\u00fcnya Sa\u011fl\u0131k \u00d6rg\u00fct\u00fc (WHO) ve Bat\u0131&#8217;n\u0131n i\u015f sa\u011fl\u0131\u011f\u0131 ve g\u00fcvenli\u011fi kurumlar\u0131nda kullan\u0131lan &#8220;ya\u015fl\u0131lar\u0131n \u00f6zelliklerini dikkate alan&#8221; anlam\u0131na gelir.<\/p>\n\n\n\n<p>\u00d6rne\u011fin,<\/p>\n\n\n\n<ul>\n<li>Ya\u015fl\u0131larla ilgili i\u015f sa\u011fl\u0131\u011f\u0131 ve g\u00fcvenli\u011fi y\u00f6netim sisteminin kurulmas\u0131<\/li>\n\n\n\n<li>Ya\u015fl\u0131lar\u0131n \u00e7al\u0131\u015fmas\u0131 i\u00e7in uygun i\u015f ortam\u0131n\u0131n iyile\u015ftirilmesi (hem fiziksel hem de psikolojik a\u00e7\u0131dan)<\/li>\n\n\n\n<li>Ya\u015fl\u0131lar\u0131n fiziksel g\u00fc\u00e7 ve sa\u011fl\u0131k durumlar\u0131n\u0131n anla\u015f\u0131lmas\u0131<\/li>\n<\/ul>\n\n\n\n<p>gibi, ya\u015fl\u0131lar\u0131n g\u00fcven i\u00e7inde kendi deneyimlerini kullanarak \u00e7al\u0131\u015fabilmeleri i\u00e7in proaktif uygulamalar\u0131n ger\u00e7ekle\u015ftirilmesi uygun g\u00f6r\u00fclmektedir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Surekli_Istihdamin_Kapsami\"><\/span>Japonya&#8217;da S\u00fcrekli \u0130stihdam\u0131n Kapsam\u0131<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Japon s\u00fcrekli istihdam sistemine dahil olan ki\u015filerin yeniden istihdam edilebilece\u011fi \u015firketlerin kapsam\u0131, sadece ana \u015firketle s\u0131n\u0131rl\u0131 de\u011fil, ayn\u0131 zamanda grup \u015firketlerini (oy haklar\u0131n\u0131n \u00e7o\u011funlu\u011funa sahip olan i\u015ftirakler veya oy haklar\u0131n\u0131n %20&#8217;sinden fazlas\u0131na sahip olan ba\u011fl\u0131 \u015firketler) de i\u00e7ermektedir.<\/p>\n\n\n\n<p>Grup \u015firketlerinde \u00e7al\u0131\u015fanlar\u0131n s\u00fcrekli istihdam\u0131n\u0131 sa\u011flamak i\u00e7in, \u00f6nceden bir s\u00f6zle\u015fme yap\u0131lmas\u0131 gerekmektedir.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Japonya%E2%80%99da_Istihdam_Kosullari_ve_Calisma_Yonetmeligi_Hususlari\"><\/span>Japonya&#8217;da \u0130stihdam Ko\u015fullar\u0131 ve \u00c7al\u0131\u015fma Y\u00f6netmeli\u011fi Hususlar\u0131<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" src=\"https:\/\/monolith.law\/wp-content\/uploads\/2025\/03\/b2528aa6d2de87e5bfd8133cd1dcdb7a.jpg\" alt=\"Japonya'da \u0130stihdam Ko\u015fullar\u0131 ve \u00c7al\u0131\u015fma Y\u00f6netmeli\u011fi Hususlar\u0131\" class=\"wp-image-133296\" \/><\/figure>\n\n\n\n<p>Ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n istihdam\u0131n\u0131 g\u00fcvence alt\u0131na almak i\u00e7in \u00f6nlemler al\u0131n\u0131rken, i\u015fveren ve i\u015f\u00e7i aras\u0131nda yeterli bir m\u00fczakere yap\u0131ld\u0131ktan sonra, ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n ihtiya\u00e7lar\u0131na uygun \u00f6nlemlerin al\u0131nmas\u0131 tavsiye edilir.<\/p>\n\n\n\n<p>Birden fazla \u00f6nlem almak m\u00fcmk\u00fcn olsa da, bireysel ya\u015fl\u0131 \u00e7al\u0131\u015fanlara sayg\u0131 g\u00f6stermek ve onlar\u0131n tercihlerini \u00f6nemsemek esast\u0131r. Farkl\u0131 i\u015fler yap\u0131lacaksa, gerekti\u011finde yeniden beceri kazand\u0131rma deste\u011fi (e\u011fitim, \u00f6\u011fretim, antrenman) sa\u011flamak \u00f6nemlidir.<\/p>\n\n\n\n<p>S\u00fcrekli istihdam durumunda \u00e7al\u0131\u015fma ko\u015fullar\u0131 hakk\u0131nda, Fukuoka Y\u00fcksek Mahkemesi&#8217;nin 2017 (Heisei 29) y\u0131l\u0131 7 Eyl\u00fcl tarihli karar\u0131 referans al\u0131nabilir. Bu davada, s\u00fcresiz \u00e7al\u0131\u015fan olarak Y (haz\u0131r yemek sat\u0131\u015f \u015firketi) \u015firketinde \u00e7al\u0131\u015fan X, emeklilik ya\u015f\u0131na geldi\u011finde, Y \u015firketinden s\u00fcrekli istihdam sistemine g\u00f6re yeniden i\u015fe al\u0131nmay\u0131 talep etmi\u015f, ancak Y \u015firketi taraf\u0131ndan sunulan yeniden i\u015fe al\u0131m ko\u015fullar\u0131n\u0131 kabul edemeyerek istifa etmi\u015f ve sonras\u0131nda zarar tazminat\u0131 talep etmi\u015ftir.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote\">\n<p>Ya\u015fl\u0131 \u0130\u015f\u00e7ilerin \u0130stihdam\u0131n\u0131n G\u00fcvence Alt\u0131na Al\u0131nmas\u0131 Hakk\u0131nda Kanun&#8217;un 9. maddesine dayanan &#8220;Ya\u015fl\u0131 \u00c7al\u0131\u015fanlar\u0131n \u0130stihdam\u0131n\u0131 G\u00fcvence Alt\u0131na Alma \u00d6nlemleri&#8221;, i\u015fverenlere emeklilik ya\u015f\u0131na ula\u015fm\u0131\u015f \u00e7al\u0131\u015fanlar\u0131n tercihlerine uygun \u00e7al\u0131\u015fma ko\u015fullar\u0131 sunma y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc getirmese de, bu \u00f6nlemlerin amac\u0131 ve i\u00e7eri\u011fi g\u00f6z \u00f6n\u00fcnde bulunduruldu\u011funda, i\u015f s\u00f6zle\u015fmesi hukukunun kamu d\u00fczeninin bir par\u00e7as\u0131 oldu\u011fu s\u00f6ylenebilir. Bu nedenle, i\u015fverenin yeniden istihdamla ilgili olarak, \u00f6rne\u011fin, son derece mant\u0131ks\u0131z ve ya\u015fl\u0131 \u00e7al\u0131\u015fan\u0131n beklentilerine ciddi \u015fekilde ayk\u0131r\u0131, kabul edilmesi zor \u00e7al\u0131\u015fma ko\u015fullar\u0131 sunmas\u0131 gibi eylemleri, s\u00fcrekli istihdam sisteminin amac\u0131na ayk\u0131r\u0131 ve yasa d\u0131\u015f\u0131d\u0131r ve (ortada b\u0131rak\u0131lan k\u0131s\u0131m) ilgili ya\u015fl\u0131 \u00e7al\u0131\u015fan\u0131n, bu \u00f6nlemlerin makul uygulanmas\u0131 yoluyla 65 ya\u015f\u0131na kadar istikrarl\u0131 bir istihdamdan yararlanma hakk\u0131n\u0131 ihlal eden haks\u0131z fiil te\u015fkil edebilir (ortada b\u0131rak\u0131lan k\u0131s\u0131m).<\/p>\n\n\n\n<p>S\u00fcrekli istihdam \u00f6nlemleri aras\u0131nda, emeklilik \u00f6ncesi ve sonras\u0131 \u00e7al\u0131\u015fma ko\u015fullar\u0131n\u0131n belirli bir s\u00fcreklilik ve devaml\u0131l\u0131k g\u00f6stermesi esas olmal\u0131d\u0131r. Emeklilik \u00f6ncesi ko\u015fullarla s\u00fcreklilik ve devaml\u0131l\u0131k g\u00f6stermeyen \u00e7al\u0131\u015fma ko\u015fullar\u0131n\u0131n sunulmas\u0131, sadece bu sunumun makul bir gerek\u00e7eyle hakl\u0131 \u00e7\u0131kar\u0131lmas\u0131 durumunda kabul edilebilir.<\/p>\n<cite>Fukuoka Y\u00fcksek Mahkemesi 2017 (Heisei 29) y\u0131l\u0131 7 Eyl\u00fcl tarihli karar\u0131<\/cite><\/blockquote>\n\n\n\n<p>Bu nedenle, makul ve hakl\u0131 bir gerek\u00e7e olmadan, s\u00fcrekli istihdam sisteminin amac\u0131na ayk\u0131r\u0131 ve yetkiyi a\u015fan veya k\u00f6t\u00fcye kullanan bir eylem olarak yasa d\u0131\u015f\u0131 oldu\u011funa h\u00fckmedilmi\u015ftir.<\/p>\n\n\n\n<p>\u00d6te yandan, &#8220;Ya\u015fl\u0131 \u00c7al\u0131\u015fanlar\u0131n \u0130stihdam\u0131n\u0131 G\u00fcvence Alt\u0131na Alma \u00d6nlemleri&#8221; kapsam\u0131ndaki ki\u015filer (66-70 ya\u015f aras\u0131) i\u00e7in standartlar, bu \u00f6nlemlerin bir \u00e7aba y\u00fck\u00fcml\u00fcl\u00fc\u011f\u00fc olmas\u0131 nedeniyle, hedef kitleyi s\u0131n\u0131rlayarak belirlenebilir.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ozet_Japonya%E2%80%99daki_%E2%80%9CYasli_Istihdaminin_Istikrarini_Saglama_Kanunu%E2%80%9D_ile_Ilgili_Is_Hukuku_Sorunlari_Icin_Avukata_Danisin\"><\/span>\u00d6zet: Japonya&#8217;daki &#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221; ile \u0130lgili \u0130\u015f Hukuku Sorunlar\u0131 \u0130\u00e7in Avukata Dan\u0131\u015f\u0131n<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Japonya&#8217;daki &#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221;nun yenilenme noktalar\u0131n\u0131 ve i\u015fverenlerin almas\u0131 gereken \u00f6nlemleri a\u00e7\u0131klad\u0131k. Kanun de\u011fi\u015fikli\u011fi ile &#8220;65 ya\u015f\u0131nda emeklilik&#8221; gibi ifadeler kullan\u0131lsa da, durum tam olarak bu \u015fekilde de\u011fildir. Ger\u00e7ekten de kanun de\u011fi\u015fikli\u011fine uygun hareket edilmezse, cezai yapt\u0131r\u0131mlar uygulanabilir, bu nedenle dikkatli olmak gerekmektedir.<\/p>\n\n\n\n<p>Uygun bir \u015fekilde yan\u0131t vermek i\u00e7in, \u015firketlerin ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n s\u00fcrekli istihdam\u0131yla ilgili risk y\u00f6netimini uygulamalar\u0131 gerekmektedir. Ayr\u0131ca, istihdam s\u00f6zle\u015fmeleri, \u00e7al\u0131\u015fma kurallar\u0131 ve \u00fccret sistemleri gibi bir\u00e7ok noktada de\u011fi\u015fiklik yap\u0131lmas\u0131 gerekmektedir.<\/p>\n\n\n\n<p>&#8220;Ya\u015fl\u0131 \u0130stihdam\u0131n\u0131n \u0130stikrar\u0131n\u0131 Sa\u011flama Kanunu&#8221; hakk\u0131nda belirsizlikleriniz varsa veya ya\u015fl\u0131 \u00e7al\u0131\u015fanlarla ilgili i\u015f hukuku sorunlar\u0131 ya\u015f\u0131yorsan\u0131z, bir avukata dan\u0131\u015fman\u0131z\u0131 \u00f6neririz.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Monolit_Hukuk_Burosu_Tarafindan_Sunulan_Cozumler\"><\/span>Monolit Hukuk B\u00fcrosu Taraf\u0131ndan Sunulan \u00c7\u00f6z\u00fcmler<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Monolit Hukuk B\u00fcrosu, IT ve \u00f6zellikle internet ile hukukun her iki alan\u0131nda da y\u00fcksek uzmanl\u0131\u011fa sahip bir hukuk firmas\u0131d\u0131r. Japonya&#8217;daki Y\u00fcksek Ya\u015fl\u0131 \u0130stihdam Stabilizasyon Yasas\u0131&#8217;n\u0131n (\u6539\u6b63\u9ad8\u5e74\u9f62\u8005\u96c7\u7528\u5b89\u5b9a\u6cd5) revizyonuna uyum sa\u011flamak i\u00e7in, s\u00f6zle\u015fme haz\u0131rlaman\u0131n gerekebilece\u011fi durumlar olabilir. Firmam\u0131z, Tokyo Borsas\u0131 Prime Market&#8217;te listelenen \u015firketlerden giri\u015fim \u015firketlerine kadar \u00e7e\u015fitli vakalar i\u00e7in s\u00f6zle\u015fme haz\u0131rlama ve inceleme hizmetleri sunmaktad\u0131r. E\u011fer s\u00f6zle\u015fme konusunda yard\u0131ma ihtiyac\u0131n\u0131z varsa, l\u00fctfen a\u015fa\u011f\u0131daki makaleye g\u00f6z at\u0131n.<\/p>\n\n\n\n<p>Monolit Hukuk B\u00fcrosu&#8217;nun Hizmet Alanlar\u0131: <a href=\"https:\/\/monolith.law\/contractcreation\" target=\"_blank\" rel=\"noreferrer noopener\">S\u00f6zle\u015fme Haz\u0131rlama ve \u0130nceleme vb.[ja]<\/a><\/p>\n\n\n\n<p>\u3000<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u0130stihdam ortam\u0131 h\u0131zla de\u011fi\u015fmektedir. \u00d6zellikle dikkat \u00e7eken konulardan biri &#8220;ya\u015fl\u0131 \u00e7al\u0131\u015fanlar\u0131n istihdam\u0131&#8221;d\u0131r. \u015eu anda ge\u00e7i\u015f \u00f6nlemi olarak uygulanan &#8220;Ya\u015fl\u0131 \u00c7al\u0131\u015fanlar\u0131n \u0130stihdam\u0131n\u0131n  [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":74178,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18],"tags":[24,28],"acf":[],"_links":{"self":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/73958"}],"collection":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/users\/32"}],"replies":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/comments?post=73958"}],"version-history":[{"count":3,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/73958\/revisions"}],"predecessor-version":[{"id":74179,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/posts\/73958\/revisions\/74179"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/media\/74178"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/media?parent=73958"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/categories?post=73958"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/tr\/wp-json\/wp\/v2\/tags?post=73958"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}