KNOWLEDGE|
(1) |
Person whose separation from employment is due to having accompanied the insolvency (in Japanese, “倒産”), etc., including the cause of: (a) Employers went out of business (including commencement of bankruptcy proceedings, commencement of rehabilitation proceedings, commencement of reorganization proceedings, an application for the commencement of special liquidation, etc.). (b) Notification of large fluctuations in employment (in Japanese, “大量の雇用変動の届出等”) is submitted (when expected more than 30 separation of employment occurs within a month), or is affected by the termination of the employment of more than 1/3 of the employees employed. (c) Closure of a business office (including cessation of business activities and does not expect to restart its business.) (d) Difficult commute to work due to the removal of a business office. |
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(2) |
People whose separation from employment is due to dismissal, etc., including the cause of: (a) Simply dismissal (excluding those who have been dismissed for serious grounds attributable to themselves). (b) The actual working conditions were significantly different from the employment contracts at the time of signing the contracts. (c) Amount exceeding 1/3 of the salary has not been paid by the payment deadline. (d) Current salaries paid are less than 85% of past salaries (limited to situations where employees could not predict the drop in salary). (e) Overtime work in excess of 45 hours per month in any three consecutive months, 100 hours per month in any single month, or 80 hours per month in any two consecutive months during the six months prior to separation from employment. (f) The employer, having been warned by the administrative authorities of the existence of dangers or risks harmful to health in the business place, and has failed to take the necessary measures to prevent the occurrence of such dangers or risks. (g) An employer who violates the law by forcing a worker to work during pregnancy, after childbirth, raising children, or caring for a family member, or by taking inappropriate policy measures to keep such a worker employed, or by engaging in behavior that is unfavorable to the interests of the employee on the excuse that the employee has applied for pregnancy, childbirth, or the other rights and privileges. (h) Employers did not adequately consider the impact of an adjustment to an employee's work life when reassigning employees to a different position. (i) Termination of employment contract after 3 years of consecutive fixed-term contracts. (j) When signing a fixed-term labor contract, it is explicitly extended, but the contract is not renewed after the contract has expired. (k) Being intentionally ostracized, neglected, or treated with disdain by supervisors and co-workers in a serious manner; or employers failing to take necessary measures to manage the situation after realizing that employees have been subjected to sexual harassment in the workplace, or verbal and behavioral violence in the workplace due to pregnancy, childbirth, childcare leave, or nursing care leave. (l) Receiving a direct or indirect termination incentive from the employer (not applicable to employment under the “early retirement incentive system” (in Japanese, “早期退職優遇制度”). (m) Closure of business due to employers' own responsibilities for 3 consecutive months. (n) Business operations in violation of the law. |
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(1) |
Those who left their jobs due to the expiration of a fixed-term labor contract that was not renewed ( limited to cases in which the employee wished to renew the contract but was unable to reach an agreement with the employer on the renewal of the contract, excluding the cases mentioned in (h) and (i) in Section 2(2) of this article). The situation where the contract is not renewed is also included in the case where there is an explicit renewal fact such as the clause of “renewal of contract” in the labor contract.
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(2) |
Person who separated from employment with “legitimate reasons”, which include: (a) Physical or mental disability, illness, injury, loss or deterioration of sight or hearing, loss of tactual sensation, etc. (b) Leaving the job due to pregnancy, childbirth, raising children, etc., and having obtained an extension of the period of receipt under the Employment Insurance Act, Article 20, Paragraph 1. (c) Emergency family situations (e.g. parents' death, illness or injury of a parent and forced to leave the job in order to take care of the parent, etc.) (d) It is difficult to continue living apart from a spouse or dependent family member. (e) Inability or difficulty to commute due to: (i) Change of address due to marriage. (f) Responding to the company's call for resignation in the case of restructuring (excluding the situation in Section 2(2)(l) of this article). |
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(1) |
Persons with physical, mental and intellectual disabilities as defined by the Act to Facilitate the Employment of Persons with Disabilities (in Japanese, “障害者の雇用の促進等に関する法律”). |
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(2) |
Persons under protection and observation under the Penal Code (in Japanese, “刑法”), Anti-Prostitution Act (in Japanese, “売春防止法”), and Offender Rehabilitation Services Act (in Japanese, “更生保護事業法”). |
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(3) |
Residents of the Ainu region (From Sakhalin Island (in Japanese, “樺太島”), to the north of Japan Honshu Island (in Japanese, “本州”)) |
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(4) |
Persons who hold a “Job Application Pocketbooks for Middle-Aged and Elderly Unemployed Persons”, stipulated by the Act on Employment Security of Elderly Persons. |
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(5) |
People aged 35 or above are considered by the head of the Public Employment Security Office as having difficulty in seeking employment. |
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(1) |
For Specific Qualified Recipient and Part of Leavers with Specified Reasons For those who separated from employment with specific reasons in Section 3.1, during the period from March 31, 2009, to March 31, 2025, they will receive the same duration of benefits as the specific qualified recipient. The details are shown on the table below:
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(2) |
For Qualified Recipients with Difficulties in Employment
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(3) |
Persons other than those listed above
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(1) |
Persons who have applied for employment at the Public Employment Security Office, showing a positive willingness and ability to work at any time, yet are unable to be employed after the efforts made by them and the Public Employment Security Office, are considered to be in the “unemployment status”. However, the following situations are not considered as “Unemployed Status”: (a) Unable to work immediately due to illness or injury. (b) Unable to work immediately due to pregnancy, childbirth, or childcare. (c) Reaching retirement age and wishes to rest for a while after retirement. (d) Unable to work immediately due to family matters (marriage, etc.) |
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(2) |
The period of being an insured person is 12 months or more during the 2 years prior to the date of separation from employment. For “specific qualified recipients “and “leavers with specified reasons”, being an insured person for 6 months or more within 1 year prior to the date of separation from employment.
The above-mentioned period of being an insured person refers to all the periods meet the conditions that a period of one month, counting backwards from the date of separation from employment, in which the number of payroll days or the number of payroll hours in a single period exceeds 11 days, or 80 hours is recorded as one month
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Age |
Maximum Daily Amount of the Basic Allowance |
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Less than 30 years old |
6,835 JPY |
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30 years old~44 years old |
7,595 JPY |
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45 years old~59 years old |
8,355 JPY |
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60 years old~64 years old |
7,177 JPY |
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Referenced from： |
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Disclaimer All information in this article is only for the purpose of information sharing, instead of professional suggestion. Kaizen will not assume any responsibility for loss or damage. |
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