Harassment Consulting Center News Vol. 21 (February 2017)
This issue features the revised Child Care and Family Care Leave Law and the revised Law for EqualEmployment Opportunity of Men and Women (Act on Securing, Etc. of Equal Opportunity andTreatment between Men and Women in Employment). In the Law for Equal Employment
Opportunity of Men and Women, the revised sexual harassment guideline that clearly prohibits thesexual harassment to sexual minority (LGBT, etc.) was put into effect.
References: http://www.mhlw.go.jp/english/ (Ministry of Health, Labour and Welfare), etc.
The revised Law for Equal Employment Opportunity of Men and Women andthe revised Child Care and Family Care Leave Law were put in effect on January 1st 2017. maternity markPreviouly,
Responsibilities of employers
Prohibition of disadvantageous treatment byreason of pregnancy, childbirth, etc.
Prohibition of disadvantageous treatment byreason of childcare leave, caregiver leave,etc.

Basis
The Law for Equal Employment
Opportunity of Men and Women, article 9-3
The Child Care and Family Care Leave
Law, article 10, etc.

From January 1st 2017, in addition to the above, prevention measures to so-called matahara, patahara,carehara* were newly set up.
Responsibilities of employers
Employers shall take necessary prevention
measures so that women workers whobecome pregnant or give birth do not suffer
any harm in their working environments due
to inappropriate words/actions by their boss
or colleagues on pregnancy or childbirth.
Employers shall take necessary prevention
measures so that workers who take childcare
or caregiver leave do not suffer any harm intheir working environments due toinappropriate words/actions by their boss orcolleagues on childcare or caregiver leave.

Basis
The Law for Equal Employment
Opportunity of Men and Women, article 112

The Child Care and Family Care Leave
Law, article 25*Reprinted from the booklet by Ministry of Health, Labour and Welfare

Disadvantageous treatment (including actions to make working environments worse) by employers(manager of human resources and labor, etc) by themselves are of course prohibited. After therevised laws are set up, employers have obligations to take necessary prevention measures so thatwomen workers who become pregnant or give birth and workers who apply or take childcare or
caregiver leave do not suffer any harm in their working environments due to inappropriate
words/actions by their boss or colleagues on pregnancy, childbirth, childcare leave, or caregiver
leave.
*Matahara=maternity harassment (harassment to women related to pregnancy, childbirth, childcare,etc.)*Patahara=paternity harassment (harassment to men related to childcare, etc.)*Carehara=care harassment (harassment related to caregiving)Harassment Consulting Center News Vol. 21 (February 2017)
Sexual harassment guideline in the Law for Equal Employment Opportunity of Men and Women
Guidelines for necessary measures for employers to take for employment management in the workplace
related to problems caused by said sexual harassment
2. Matter of sexual harassment in the workplace(1) …Sexual harassment in the workplace includes the one between members of the same sex.
Regardless of the sexual orientation and identity of victims, sexual harassment to them in the workplaceis covered by this guideline. (Although sexual harassment did not restrict the sexual orientation andidentity of victims in the previous guideline, the underlined portion was added in response to thecomments that the idea was not widely known.)
In the website of an NGO HUMAN WRIGHTS WATCH (https://www.hrw.org/ja), you will find areport with cartoon “The Nail That Sticks Out Gets Hammered Down-LGBT Bullying and Exclusion inJapanese Schools” (https://www.hrw.org/report/2016/05/06/nail-sticks-out-gets-hammered-down/lgbtbullying-and-exclusion-japanese-schools).

Harassment Consultation Center receives complaints related tomatahara, patahara, carahara, and discrimination against LGBT.
Nagoya University Harassment Consultation Center2nd floor, Engineering Building 7-B
Tel: 052-789-5806
Opening hours: Monday～Friday (excluding holidays) 9:00～17:00
h-help@adm.nagoya-u.ac.jp
Tsurumai, and Daiko sections are also available.
http://www.sh-help.provost.nagoya-u.ac.jp/
For more information, please see the website.