Harassment in Japan: Know Your Rights, Protect Your Health + Free Harassment Evidence Log Sheet Download
Harassment in the workplace is one of the most difficult and emotionally draining challenges employees can face. Japan has taken meaningful legal steps to address this, especially with the full implementation of the Anti-Harassment Act in 2022. Companies are now legally obligated to ensure a safe and respectful work environment.
This blog breaks down what workplace harassment looks like in Japan, what legal protections are in place, and real-life examples of how different cases were handled—what worked, and what didn’t.
To support you further, I’ve included a free Harassment Evidence Log Sheet—a simple but powerful tool I used during my time as an HR head and shared with labor attorneys. You can download it now from the Freebie Shelf on NavigatorJapan.com.
The Legal Framework: What Changed by 2022 The 2019 Anti-Harassment Act, fully enforced by 2022, required companies and organizations to revise their rules of employment. Now, most firms include clear definitions of harassment, what you can do, and established "Speak Up" hotlines or contact points for employees to report incidents. These contacts may be HR, risk management, or even external third-party vendors.
The Basics: What You Should Do If Harassed
Act Early: Don’t wait months hoping it’ll fade—most harassers don’t stop without pushback.
Document Everything:
Write down the date, time, people involved, the context of the conversation, and what was said or done.
Save emails, texts, or any written communication.
If possible, record verbal harassment. - If you are part of the conversation. In Japan, this is generally allowed and may serve as valuable evidence.
Speak Up (if safe):
Calmly state that the behavior is inappropriate or unacceptable.
Many don’t want to "rock the boat," but speaking up or going to HR is often the first step to protecting yourself.
Use Internal Systems:
Report to HR and/or manager or through the designated Speak Up line. Here is a tip: When you talk to HR, your manager, or a third party, Stay calm—logical explanations beat emotional outbursts. Crying might tag you as the problem, not them.
Companies are obligated to protect your safety (安全配慮義務Anzen Hairyo Gimu).
Escalate if Needed:
If your concern is ignored, or the company does not take appropriate action, you can file a report with the Labour Standards Inspection Office (労働基準監督署Roudou Kijun Kantokusho).
However, please note that they may not take action depending on the severity of the harassment or the strength of the evidence, as they handle a high volume of cases. That said, you can still seek advice and guidance from them.
Many try fixing it themselves—better communication, third-party mediation—but self-improvement only goes so far. It’s mature, sure, but don’t let professionalism delay action. Harassment isn’t your fault, and Japan’s workplace culture of “gaman” (endurance) can trap you into silence. Break that cycle.
Real Stories and What We Can Learn
1. Power Harassment 1 ("Pawahara")
Actual story: A part-time project manager reported that an employee A, was verbally harassing him via mails. Despite escalating to the CEO, the harassment worsened. Because the employee A was a full-time employee and he was not, the situation qualified as power harassment. Ultimately, the lack of early intervention led to serious conflict.
Lesson: Power dynamics matter, and early action is critical. Harassment isn’t just boss-to-subordinate—full-timers can bully part-timers, or even peers can overstep. Waiting it out rarely works.
Japan’s Ministry of Health, Labour and Welfare (MHLW) lists six pawahara types—verbal abuse, isolation, overwork demands, and more—and this case ticks the “verbal” box.
I’ve been there. In the US, my shaky English got me laughed at in meetings—humiliating. In Japan, a rival for a promotion tried to sabotage me with rumors and extra tasks. Both taught me: document everything—dates, times, emails, words said. It’s my safety net.
2. Power Harassment 1 ("Pawahara")
Actual story: A millennial employee claimed his manager regularly yelled at him. HR launched an investigation, interviewed the team, and determined the manager's behavior was inappropriate. The manager was officially written up—not dismissed but formally warned. Despite HR mediation, the relationship broke down and the employee eventually resigned.
Lesson: Even if the company acts, the emotional toll may linger. Cultural gaps between generations often worsen misunderstandings.
3. Maternity Harassment ("Matahara")
Actual story: A highly capable woman in an investment bank returned from maternity leave only 6 weeks postpartum with doctor’s certificate (vs. the legal 8 weeks) out of fear. Her manager had told her, "There may not be a seat for you if you’re gone too long." This was clear maternity harassment. After she reported it to HR, the manager was disciplined.
Lesson: Fear of being left behind is real. HR must step up when laws are violated, especially concerning protected categories like pregnancy.
4. SOGI Harassment (Sexual Orientation/Gender Identity)
Actual story: A transgender woman was excluded from a Women’s Day event. She was so upset and came to HR. HR updated her gender in internal systems so she would be included in future events and communications.
Lesson: Small oversights can cause big harm. Inclusion must be intentional and supported by system updates.
5. Customer Harassment
Actual story: A call center agent received a one-hour complaint call filled with verbal abuse. The company implemented a guideline: if a call exceeds 30 minutes and becomes abusive, the employee can end the call and escalate. All incidents are documented.
Lesson: Customers are not always right. Protecting employee mental health is a business responsibility.
Government Guidelines and Support Both the Tokyo Metropolitan Government and the Ministry of Health, Labour and Welfare have issued harassment guidelines, which many companies use to build their internal policies:
Tokyo: https://www.metro.tokyo.lg.jp/information/press/2024/12/2024122511
6. Sexual Harassment
Actual Story: A female announcer at Fuji Television was pressured by her manager to attend a BBQ party with TV talents. These types of gatherings were positioned as part of the job—expected to “entertain” talent. A few days later, one of the TV talents invited her to dinner. At first, he mentioned he will ask for others to join, but later said they were not available due to rain and that no suitable restaurant was available. He proposed having dinner at his home instead.
She felt uncomfortable but also felt she couldn’t say no. The talent was a major celebrity, and she feared declining could impact her job. Plus, she admired his work and, as a respected senior (in his 50s), she trusted him. Tragically, a sexual assault occurred.
The incident has since become a high-profile news story, not only because of the celebrity involved, but also due to the troubling behavior of her manager, the company, and the talent in the aftermath.
Lesson:
Going to a private room or home with a colleague—especially in a one-on-one situation—is not part of your job. If you're ever pressured or feel unsafe, it’s okay to say no. If saying no feels difficult due to power dynamics, try to find another way to avoid the situation—such as saying you have an urgent task, aren’t feeling well, or suggesting someone accompany you.
Japan’s workplace culture still has remnants of the “boys’ club” mentality, especially in older, male-dominated industries. However, that’s no excuse for inappropriate behavior.
Even a small, inappropriate comment, unwanted touch, or strange invitation deserves to be reported.
Talk to HR. Companies now take this seriously—responses can include mandatory harassment training, formal warnings, or even termination in more serious cases. The environment is becoming stricter with each incident.
While some still argue that “both parties share responsibility” when a woman agrees to meet a man privately, this mindset is deeply flawed—especially when the employee feels she can’t say no due to workplace pressure or hierarchy. In such cases, the company culture and leadership are clearly in the wrong.
When to Walk Away Sometimes, despite your best efforts, the harassment doesn’t stop. If you've reported it, followed the process, and still feel unsafe or unsupported, it may be time to leave. If the company, HR, or management allows toxic behavior to continue, unfortunately, it’s unlikely to change. Remember: Nothing is more important than your health.
When interviewing for your next role, you don’t have to mention the harassment. Avoid speaking negatively about your former employer. You can simply say:"I was seeking new opportunities, and the role I was in wasn’t the right one. I’m now focused on finding a place that aligns with my goals."
Wrap-Up: Your Rights, Your Wellbeing Harassment is deeply personal, emotionally draining, and sadly not uncommon. But Japan has made progress with legal protections, company obligations, and cultural awareness.
Know your rights, document everything, speak up, and most importantly—take care of your mental and physical wellbeing.
Let’s build workplaces where everyone feels safe and respected.