Severance notice allowance - Kaikoyokokuteate

Japanese: 解雇予告手当 - かいこよこくてあて

Allowance paid in lieu of notice of dismissal. When an employer wishes to dismiss an employee, he must give notice of dismissal at least 30 days in advance or pay at least 30 days' average wage (Labor Standards Act, Article 20, Paragraph 1). The number of days of notice can be shortened by the number of days for which the average wage is paid (Labor Standards Act, Article 20, Paragraph 2. For example, 20 days' notice with payment of 10 days' average wage). The purpose of this is to mitigate the threat to the life of employees caused by sudden dismissal, and it amends Article 627, Paragraph 1 of the Civil Code. However, if the continuation of business becomes impossible due to a natural disaster, accident, or other unavoidable reason, or if dismissal is based on reasons attributable to the employee, if the Chief of the Labor Standards Inspection Office approves it, notice of dismissal is not required and dismissal allowance does not have to be paid. However, unfair labor practices and other illegal dismissals (Labor Standards Act, Article 3, Article 19, Paragraph 1, etc.) are not considered valid just because a dismissal allowance is paid.

Source: Encyclopaedia Britannica Concise Encyclopedia About Encyclopaedia Britannica Concise Encyclopedia Information

Japanese:

解雇予告に代えて支払われる手当。使用者は労働者を解雇しようとする場合，少くとも 30日前に解雇の予告をするか，または 30日以上の平均賃金を支払わなければならないことになっている (労働基準法 20条1項) 。予告日数は平均賃金を支払う日数分だけ短縮することもできる (同法 20条2項。たとえば 10日分の平均賃金を支払って 20日前に予告) 。抜打ち的解雇による労働者の生活上の脅威を少しでも緩和しようとする趣旨であり，民法 627条1項を修正する意味をもつ。ただし，天災事変その他やむをえない理由のために事業の継続が不可能になった場合，または労働者の責任に帰すべき理由に基づいて解雇する場合，労働基準監督署長の認定を受ければ，解雇予告は不要となり，解雇予告手当も支払わなくてもよい。なお不当労働行為，その他違法の解雇 (労働基準法3，19条1項など) は，解雇予告手当が支払われることをもって有効とはされない。

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