日本における高齢者の雇用政策と法的課題
Employment Policies for the Elderly and Legal Issues in Japan
오가타 게이코(일본 남산대학교)
51권, 1~35쪽
초록
韓国では、今後、老齢年金の支給開始年齢である満65歳(あるいはそれを超える)までの雇用を保障する法制度の構築が求められるのは確実である。しかし、韓国の雇用慣行において、定年制が労働者の定年年齢までの雇用を保障する機能を果たさないとすれば、今後の高年齢者の雇用保障を、定年制実施の強化あるいは定年年齢の延長(たとえば、65歳までの定年年齢の義務化)によって図ろうとしても、その政策は十分な効果をあげることができない可能性が高い。 そこで、本稿では、定年制の延長以外の方法による、高年齢者の雇用ないし就業保障のあり方を検討するために、日本における雇用確保措置の歴史的展開及び2020年に新たに規定された就業確保措置の内容、予想される法的効果について考察した(Ⅱ)。 また、雇用確保措置のうち、もっとも頻繁に利用されている「継続雇用制度」をめぐって生じる法的課題についても詳細に検討した(Ⅲ)。具体的には、高年法9条違反行為の私法的効果、継続雇用選別基準協定が不備あるいは適切な運用がなされなかった場合の法的効果、及び、継続雇用の際の労働条件の問題を取り上げ、それぞれの論点に対する学説及び判例の見解を検討している。 本稿で取り上げた諸制度は、現在のところ、韓国には存在しない制度であり、今後、類似の制度の導入が試みられる可能性がある。導入するとすれば、立法的な対応を行うことになると考えられるが、日本の経験を踏まえていうならば、継続雇用制度措置義務違反の場合の私法的効果や継続雇用後の労働条件の問題について、十分な対応をしておくことが必要であると思われる。
Abstract
It is certain that Korea will be required to establish a legal system that guarantees employment until the age of 65 (or beyond), the starting age for old-age pension payments. However, if the mandatory retirement age does not function as a guarantee of employment until the retirement age in Korean employment practices, it is possible that such policies will not be sufficiently effective even if they attempt to guarantee employment of older workers in the future by strengthening the implementation of the mandatory retirement age or extending the mandatory retirement age (for example, by making it mandatory to retire at age 65). It is highly likely that such policies will be ineffective. Therefore, this paper examines the historical development of employment security measures in Japan, the content of the new employment security measures stipulated for 2020, and their expected legal effects, in order to consider how employment security measures other than the extension of the mandatory retirement age should be implemented (II). This paper also examined in detail the legal issues arising from the “continuous employment system,” which is the most frequently used employment security measure (III). Specifically, the paper discusses the private law effects of violations of Article 9 of the Act on Stabilization of Employment of Elderly Persons, the legal effects of inadequate or inappropriate implementation of the agreement on the selection criteria for continued employment, and the issue of working conditions for continued employment, and examines the views of academic theories and court precedents on each of these issues. The systems discussed in this paper are systems that do not currently exist in Korea, and there is a possibility that similar systems will be introduced in the future. If such a system is to be introduced, legislative measures will have to be taken. Based on the Japanese experience, it is necessary to take sufficient measures to deal with the private law effects of a breach of the obligation to take measures for a continuous employment system and the issue of working conditions after continuous employment. With regard to employment policies for the Elderly, there is a view that advocates the abolition of the mandatory retirement age, especially from the perspective of prohibiting age discrimination. While this is an important argument, it has not become a major debate in Japan, so this paper does not deal with this issue.
- 발행기관:
- 한국비교노동법학회
- 분류:
- 노동법