セクハラで労災認定 休職中に解雇
✍️記事要約
職場のセクハラによって精神障害を患い、労災認定された福岡市の20代女性が、休職中に解雇されたことが分かった。労働基準法は仕事が原因で体調を崩した休職者の解雇を禁じている。女性の代理人弁護士が会社側に法令違反を指摘したところ、4日付で解雇の撤回と自主退職による解決金支給を通知してきた。弁護士は復職への環境整備をせずに退社を迫る対応を批判した上で「今回の事例は氷山の一角。周りの目を気にして労災申請すら控えるケースは多い」と強調する。
関係者によると、女性は2021年春の入社後、指導係の男性社員に社内や宴席で体を密着され、頭や頰を触られるようになった。耳元で「彼とはどこまでやったの」とささやかれるなど、断続的に行為は続いたという。
22年秋にうつ病と診断され、23年1月から休職している。今年1月に労災認定され、その約2週間後に解雇された。女性は「セクハラと解雇と、二重に被害を受けた」と話している。
登記簿などによると、同社は福岡市に本社を置き、女性の出勤当時の社員数は数人だった。解雇について女性側に「心身の不調で業務に耐えられず、回復が見込まれない場合には可能だと就業規則にある」などと説明した。男性社員はセクハラの延長で、女性の尻をたたいたとして暴行罪で略式起訴され、罰金の略式命令を受けている。
労基法は、経営者などに6月以下の懲役か30万円以下の罰金を科すよう定めている。代理人弁護士からの指摘を受け、会社側は解雇の撤回と、自主退職すれば解決金を支払うと文書で回答した。弁護士は「社員が健康で安全に仕事をする配慮を怠った上、退職を迫るのは悪質」と話す。本紙は同社に取材を申し入れたが、16日までに回答はなかった。
セクハラによる精神障害の労災認定は13～16年度がいずれも20件台で、21、22両年度は60件台に増えている。弁護士は「休職中の不当解雇は他にもあるはずだ。労災申請を控えて泣き寝入りし、休職期間満了で解雇される例も多い」と述べた。（河野賢治）
■中小企業は法令順守の意識向上を
熊本大の中内哲教授（労働法）の話 中小企業で法務担当を置くケースはそう多くはなく、コンプライアンス（法令順守）意識を高める努力が欠かせない。弁護士や社会保険労務士とも対話して労働関連法への理解を深める必要がある。今回のように労災認定された場合、休職期間満了に伴う解雇・退職ではなく、例えば取引先やグループ企業での就労を提案するなど雇用継続に向けた配慮を模索すべきではないか。
■英訳
A woman in her 20s in Fukuoka City, who was certified as having a mental disorder due to workplace sexual harassment, has been found to have been dismissed while on leave. The Labor Standards Act prohibits the dismissal of employees who become ill due to work. When the woman's legal representative lawyer pointed out the violation of the law to the company, they notified her on the 4th that they would withdraw the dismissal and pay her severance pay through voluntary resignation.
The lawyer criticized the company's response of urging the woman to resign without making arrangements for her return to work, saying, "This case is just the tip of the iceberg. Many people refrain from applying for workers' compensation out of concern for others' perceptions."
According to sources, after joining the company in the spring of 2021, the woman was closely approached by a male instructor at the company and at social gatherings, and the acts continued intermittently, including being touched on the head and cheeks. She was diagnosed with depression in the fall of 2022 and has been on leave since January 2023. She was certified as having a work-related injury in January this year and was dismissed about two weeks later. The woman said, "I have been doubly victimized by sexual harassment and dismissal."
According to public records, the company is headquartered in Fukuoka City and had only a few employees when the woman was working there. Regarding her dismissal, the company explained to the woman that it was possible according to the employment rules when she could not endure her work due to physical and mental problems and recovery was not expected. A male employee was also summarily indicted for assault for slapping the woman's buttocks as an extension of the sexual harassment and was fined under a summary order.
The Labor Standards Act provides for imprisonment for up to six months or a fine of up to 300,000 yen for business owners, etc. Upon receiving the lawyer's advice, the company responded in writing that they would withdraw the dismissal and pay severance pay if the woman voluntarily resigned. The lawyer said, "Forcing resignation after neglecting consideration for the employee's health and safety is malicious." This newspaper requested an interview with the company, but as of the 16th, there was no response.
Certification of work-related mental disorders due to sexual harassment has been in the 20s in both 2013 and 2016, but has increased to the 60s in both 2021 and 2022. The lawyer said, "There are likely other cases of unjust dismissal during sick leave. Many people refrain from applying for workers' compensation and are often dismissed at the end of their sick leave."
■ Small and medium-sized enterprises need to raise awareness of legal compliance
Prof. Tetsu Nakau at Kumamoto University (labor law): There are not many cases where small and medium-sized enterprises have legal affairs personnel, so efforts to raise compliance awareness are essential. It is necessary to deepen understanding of labor-related laws through dialogue with lawyers and social insurance labor consultants. In cases where certification of work-related injuries is made, consideration should be given to continued employment, such as proposing employment at trading partners or group companies, rather than dismissal or resignation upon completion of sick leave.
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