先月、解雇権乱用法理に関して興味深い判決が東京地裁で出されました。社内での窃盗、女性社員へのセクハラで２度懲戒処分を受けたほか業務上のミスを繰り返し転籍後４年間で４度異動していた社員に対し、業務ミスやセクハラでの労働者の落ち度を認めたものの「解雇に相当するほど重大といえない」と指摘し、客観的・合理的な理由を欠くとして会社による解雇を無効と判断し、労働契約上の地位確認と900万円のバックペイ支払いを命じた判決です。日本において使用者が労働者を解雇するハードルは相当高いことを伺わせるに十分な判決。使用者側は恐らくは控訴するでしょう。今後の上級審での判断が待たれます。（2020年10月22日）
There was an interesting decision by Tokyo District Court in regards to the employment dismissal regulations in Japan last month. The plaintiff was fired by the company after four times of personnel changes for the last four years because of stealing at office, two times of disciplinary actions because of the sexual harassments to his female colleagues, repeated business mistakes and so on. However, Tokyo District Court decided that the dismissal lacks objectively reasonable grounds and is not considered to be appropriate in general societal terms so it is treated as an abuse of rights and is invalid. Since this is the decision by the district court, it will most likely to be appealed by the accused. However, it showed how difficult for the company to dismiss the employee under Japanese labor laws. (22/OCT/2020)
Sorry Japanese news article only
