Japan’s new workplace harassment rules are set to come into force on 1st October 2026. The reforms are designed to strengthen protections for both employees and job applicants, reflecting growing expectations around workplace wellbeing, equality and respectful treatment.
For employers, the changes present an opportunity to review existing policies and ensure appropriate measures are in place before the new rules take effect.
Tackling Customer Harassment
The reform focuses on customer harassment, known in Japan as kasuhara. While many businesses already have procedures for dealing with issues between employees, the new rules recognise that inappropriate behaviour from customers, clients and other third parties can be just as damaging.
Employers will be required to take steps to prevent and respond to customer harassment, including providing clear reporting channels and support for affected employees. For organisations operating in customer-facing environments, this may require a review of existing workplace policies and training programmes.
Greater Protection for Job Applicants
The reforms will also extend certain protections beyond the workplace itself. From October 2026, employers will be expected to take measures to prevent sexual harassment during the recruitment process, offering greater protection to job applicants.
The changes acknowledge that a candidate’s experience begins long before they become an employee. Interviews, recruitment events and other hiring activities will need to be conducted in a way that ensures applicants are treated professionally and respectfully throughout the process.
Reviewing Workplace Equality
Alongside the harassment-related reforms, updates to regulations covering part-time and fixed-term workers will require employers to review how different groups of employees are treated within their organisation.
This may involve looking at pay, benefits and working conditions to ensure there are no unjustified differences between permanent employees and non-regular workers. For many businesses, the changes will be a timely opportunity to revisit their approach to workplace equality.
Increased Transparency Around Gender Equality
The new measures also place a greater emphasis on transparency. Businesses with 101 or more employees will be required to disclose information relating to gender pay gaps and female representation in management positions.
The aim is to encourage organisations to take a closer look at diversity within their workforce and identify areas where progress can be made.
Our Recommendation:
While the reforms introduce new legal obligations, they also reflect wider changes in workplace expectations. Employees and job seekers increasingly expect employers to provide environments that are safe, inclusive and respectful.
For employers, preparing early will be key. Those that take the opportunity to review their policies, training and workplace culture now are likely to be in a stronger position when the new requirements come into force in October 2026.
A Message From Leap29 About Japan’s New Workplace Harassment Rules:
“Strong workplace policies are increasingly recognised as a business imperative rather than simply a legal requirement. The latest reforms in Japan provide organisations with an opportunity to review existing practices and ensure that employees and job applicants are supported by a professional, respectful and inclusive working environment.” ~ Simon Duff, Director, Leap29
