Some people can be treated as having left for company reasons even if it is not a dismissal. "Specified Qualified Recipient" Checklist
Do you think, "I can only get a little unemployment insurance because it's not a company-initiated departure"?
In fact, company-initiated departures are not limited to bankruptcy or dismissal.
Various reasons such as excessive overtime, harassment, wage cuts, and discrepancies in working conditions may qualify you as a "Specified Qualified Recipient."
It is not uncommon for people to think they resigned for personal reasons, only to find out they actually qualified as a Specified Qualified Recipient. In this article, we have organized the information into a checklist format so you can confirm whether you qualify.
What changes if you are certified as a Specified Qualified Recipient?
A Specified Qualified Recipient is a category that receives the same treatment as a company-initiated departure. Compared to a regular voluntary resignation, you receive significant advantages in three areas.
1. There is no benefit restriction.
While voluntary resignations have a one-month benefit restriction after application (three months if you have resigned three or more times in five years), Specified Qualified Recipients can receive benefits immediately after the 7-day waiting period.
2. The number of benefit days increases significantly.
Compared to the maximum of 150 days for voluntary resignation (general qualified recipient), Specified Qualified Recipients can receive benefits for up to 330 days depending on their age and period of enrollment.
3. The requirements for eligibility are relaxed.
Normally, you need "12 months or more of insured period in the two years prior to leaving," but Specified Qualified Recipients may be eligible if they have "6 months or more in the one year prior to leaving."
Checklist: Do you qualify?
The scope of Specified Qualified Recipients is broadly divided into two types: "departure due to bankruptcy, etc." and "departure due to dismissal, etc."
Although the word "dismissal" is included, there are actually many cases where this applies even if you quit on your own. Please check them in order.
Pattern 1: Departure due to company bankruptcy, business downsizing, or closure
You may qualify if any of the following apply to you.
This applies to cases where the company went bankrupt (bankruptcy, civil rehabilitation, corporate reorganization, suspension of bill transactions, etc.), the business office was closed, or the business office was relocated to a distant location, making commuting difficult.
It also includes cases where you left due to large-scale restructuring across the entire company (such as when 30 or more people are scheduled to leave in one month).
Pattern 2: Departure due to dismissal or solicitation for retirement
You may qualify if any of the following apply to you.
This applies to cases where you left due to a general dismissal, excluding dismissal due to your own serious responsibility (such as disciplinary dismissal). It also includes cases where you left because the company directly or indirectly encouraged you to quit (solicitation for retirement). Note that voluntary applications for early retirement incentive programs that are always available do not qualify.
Pattern 3: Departure due to trouble regarding working conditions or wages
This applies if you left because the working conditions (work location, job duties, salary, etc.) presented at the time of hiring were significantly different from the actual conditions.
This also applies if more than one-third of your wages were not paid by the payment date for two or more months.
If you left your job because your wages dropped to less than 85% of what you were previously earning (or it was decided that they would drop). However, this only applies if you could not have known about the fact that they would drop in advance.
Pattern 4: Resignation due to long working hours or health risks
Even if you 'quit on your own,' you may qualify if you can prove the following overtime realities.
This applies if any of the following were true during the 6 months immediately preceding your resignation.
There was overtime work exceeding 45 hours per month for three consecutive months. There was overtime work exceeding 100 hours in any single month. The average overtime work for two or more consecutive months exceeded 80 hours per month.
It is extremely important to keep records that can objectively prove your overtime hours, such as time cards, pay stubs, and email transmission/reception history.
Pattern 5: Resignation due to harassment, maternity harassment, or power harassment
If you left your job because you were subjected to intentional exclusion, severe cold treatment, or harassment by a supervisor or colleague.
If you left your job because the company failed to take appropriate measures despite being aware of the facts of sexual harassment.
If you left your job because you were treated disadvantageously (such as demotion or refusal of continued employment) due to requesting pregnancy, childbirth, childcare leave, or nursing care leave. This also includes cases where you left because the company failed to rectify the situation despite being aware of it.
Pattern 6: Resignation due to long-term leave or violation of laws and regulations
If you left your job because you could not endure the situation after a leave of absence continued for 3 months or more due to the company's responsibility.
If you left your job because the business establishment was engaged in activities that violated laws and regulations.
Pattern 7: 'Non-renewal' of fixed-term employment (with certain conditions)
For fixed-term employment such as contract employees or temporary agency workers, you may qualify as a Specified Qualified Recipient (a category more favorable than general non-renewal) if you meet any of the following criteria.
If you were employed continuously for 3 years or more under the same employer but your contract was not renewed. Or, if your contract was not renewed despite it being clearly stated from the time of the initial contract that it would be 'renewed' (excluding cases where you had been employed continuously for less than 1 year).
Points to note for receiving certification
It is Hello Work that ultimately decides whether or not you are a Specified Qualified Recipient. Please be aware of the following points.
Be sure to check the 'Reason for Separation' on your separation notice.
Even if the company has written 'Personal Reasons (4D),' if the actual situation corresponds to that of a Specified Qualified Recipient, you can file an objection at Hello Work. Always check the contents before signing, and if you have an objection, do not sign it as is and consult with Hello Work.
It is important to have supporting documents ready in advance. Certification will go more smoothly if you have objective evidence, such as time cards and pay stubs for excessive overtime, or records, emails, and medical certificates for harassment. It is reassuring to get into the habit of keeping records while you are still employed.
If you do not agree with the reason for separation on your separation notice, you do not need to negotiate directly with the company; you only need to file an objection with Hello Work. Hello Work will then conduct a fact-finding investigation with the company.
Summary
The scope of 'Specially Qualified Recipients' is not limited to 'bankruptcy or dismissal.' Many cases, such as excessive overtime, wage cuts, harassment, and discrepancies in working conditions, may also qualify.
Before giving up and thinking, 'It's my own fault, so it can't be helped,' please first compare your reason for leaving with these criteria. If even one item seems to apply, I strongly recommend consulting with Hello Work before you resign. Since it can be difficult to collect supporting documents after you have left, taking action while still employed is the most reliable approach.
* This article is intended to provide general information based on official data from the Ministry of Health, Labour and Welfare and Hello Work. Whether or not you are certified depends on your individual circumstances. Please check with your local Hello Work office for an accurate assessment. The number of benefit days and eligibility for benefits vary depending on your age, reason for separation, and the duration of your employment insurance coverage.
For those who want to know about a similar system,
Specially Reasoned Separated Persons, please see below.