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The Revised Comprehensive Promotion Law for Labor Policies is a law that mandates companies (employers) to take measures against "workplace harassment," including sexual harassment and maternity harassment. Among these, the section newly specified regarding the prevention of power harassment is referred to as the "Power Harassment Prevention Law".

Power harassment refers to actions taken against individuals working in the same workplace.

1. Behavior and speech based on a superior relationship
2. Due to matters that are necessary for business and exceed a reasonable scope
3. Harm to the working environment of workers

is defined as meeting all three requirements.
In simple terms, bullying and harassment using power dynamics in the workplace is what it refers to.

The difficult aspect of power harassment is the gray area that makes it hard to determine whether it falls under power harassment or is within the bounds of appropriate guidance.
Based on the three requirements and six types defined by the Power Harassment Prevention Act, it is necessary to inform employees about "what kind of behavior constitutes power harassment."

According to a survey by the Ministry of Health, Labour and Welfare, about 80% of companies recognize that "measures against power harassment are an important management issue." However, only 52.2% of companies are actually working on measures against power harassment, and particularly, companies with 99 or fewer employees are at 26.0%, which is below 30%. It is clear that many small and medium-sized enterprises still have insufficient measures against power harassment.

*"Harassment Seen Through Data" https://www.no-harassment.mhlw.go.jp/foundation/statistics

The Power Harassment Prevention Law will be gradually enforced from June 1, 2020, for large companies and by April 2022 for small and medium-sized enterprises. Large companies that have not implemented measures must do so immediately, and small and medium-sized enterprises must use the preparation period until 2022 to advance their power harassment countermeasures.

So, what specific measures should be taken? The main points of countermeasures against power harassment indicated by the Ministry of Health, Labour and Welfare are as follows.

• Clarify the company's policy on preventing power harassment and promote awareness among employees
• Establish a consultation system
• In the case of a power harassment consultation, promptly address the issue, care for the victim, and take measures to prevent recurrence.

These are not "targets for effort" but "obligations," and all companies need to take measures. Currently, there are no penalties, but in some cases, companies may face penalties such as having their names disclosed.
Power harassment causes serious damage not only to the victims but also to the companies. The deterioration of the workplace atmosphere, decreased productivity, and increased turnover rates are just a few examples. That is why I hope you will not miss this opportunity for legal reform and will advance measures against power harassment.

The course "STOP! Harassment - Basic Knowledge of Workplace Harassment" provided by Human Science can be used for employee awareness and education as one of the measures against power harassment. You can learn about all types of workplace harassment, including power harassment.
Since it is in PowerPoint format, you can freely edit it to add your company's policies, examples, or include a message from the president.

You need to take measures against power harassment, but if you are unsure where to start... please consider this!

＞Related Services: Harassment Training through e-Learning - Basic Knowledge of Workplace Harassment