JapanCompany's duty to prevent maternity harassment?
Employers in Japan must take necessary measures to prevent maternity harassment, including establishing consultation systems and responding promptly to complaints.
What the Law Says
Japanese law explicitly requires employers to prevent maternity harassment — derogatory treatment or adverse actions against employees due to pregnancy, childbirth, or related leave.
The Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (Equal Employment Opportunity Law) was amended in 2017 to add a specific duty regarding maternity harassment.
Under Section 11-2, employers must 'take necessary measures to prevent maternity harassment', including establishing internal consultation systems, educating supervisors and employees, and responding appropriately when incidents occur.
The law applies to all employers covered by the Act — meaning virtually all private-sector employers in Japan, regardless of size.
If an employee reports maternity harassment, the employer must investigate promptly and take appropriate action — including disciplinary measures if warranted — within 30 days of receiving the complaint.
Statutory TextAn employer shall take necessary measures to prevent maternity harassment.
— Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment, s. 11-2 — Measures concerning maternity harassment
Statutory TextThe measures referred to in the preceding paragraph include measures to provide opportunities for employees to consult with the employer, measures to educate employees, and other necessary measures.
— Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment, s. 11-2 — Measures concerning maternity harassment
What to Do
Establish a clear, accessible internal consultation system for reporting maternity harassment.
Provide regular training for managers and staff on recognizing and preventing maternity harassment.
Respond to every complaint within 30 days — investigate thoroughly and document actions taken.
Take corrective action, including discipline or reassignment, where harassment is confirmed.
Review and update policies annually to reflect legal requirements and workplace realities.
Sources
Not legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.