{"id":2874,"date":"2021-03-01T09:34:14","date_gmt":"2021-03-01T00:34:14","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=2874"},"modified":"2021-03-01T09:34:14","modified_gmt":"2021-03-01T00:34:14","slug":"support-system-for-secondment-by-the-ministry-of-health-labor-and-welfare","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2021\/03\/01\/support-system-for-secondment-by-the-ministry-of-health-labor-and-welfare\/","title":{"rendered":"Support system for secondment by the Ministry of Health, Labor and Welfare"},"content":{"rendered":"

\"\"\u25c6Support system for secondment
\nCompanies that are temporarily downsizing their operations due to the effects of the new coronavirus infection are taking steps to use “secondment” (sometimes called “employment sharing” or “employee sharing”) with companies that are short on labor in order to maintain employment for their employees.
\nThe Ministry of Health, Labor and Welfare (MHLW) has also introduced measures to support the efforts of such secondment for the purpose of maintaining employment at Corona Damages, which are introduced below.<\/p>\n

\u25c6What is secondment?
\nThe so-called secondment refers to the process by which a worker, while maintaining some kind of relationship with the company from which he or she is transferred, enters into a new employment contract relationship with the company to which he or she is transferred, and continues to work for a certain period of time. The term “enrolled secondment” refers to a worker who signs an employment contract with both the company from which he\/she was seconded and the company to which he\/she was seconded.<\/p>\n

\u25c6Subsidies for stable industrial employment
\nThe Ministry of Health, Labor and Welfare (MHLW) provides support for both the company from which the employee is transferred and the company to which the employee is transferred.
\nThis subsidy is for employers who have been forced to temporarily reduce their business activities due to the effects of the new coronavirus infection, and who wish to maintain the employment of their workers through secondment. This subsidy was newly established on February 5, 2021.
\nThe program subsidizes a part of the expenses required during the secondment, such as wages, education and training, and labor management coordination expenses, to be borne by the secondment employers and destination employers (secondment operating expenses). In addition, subsidies are also provided for measures required for the establishment of the secondment, such as the cost of preparing work rules and secondment contracts, education and training conducted in advance of the secondment by the originating employer, and the maintenance of equipment and supplies for the acceptance of the secondment by the destination employer (initial expenses for secondment).
\nPlease keep in mind that this is a subsidy to maintain employment, so it is assumed that the employee will return to work at the original place of business after the secondment period is over.<\/p>\n

\u25c6Matching system
\nOther support measures include a matching system by Industrial Employment Stabilization Center of Japan. The Center provides free matching services for companies that have temporarily over-employed due to the effects of the new coronavirus and wish to utilize on-the-job secondment with companies that are short on manpower in order to protect the employment of their employees. (The Center has offices in 47 prefectures throughout Japan and provides consultation services to companies.)<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6Support system for […]<\/p>\n","protected":false},"author":1,"featured_media":2872,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[233],"class_list":["post-2874","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-job-sharing-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2874","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2874"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2874\/revisions"}],"predecessor-version":[{"id":2875,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2874\/revisions\/2875"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2872"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2874"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2874"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2874"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}