Japan makes employer measures against customer harassment (カスタマーハラスメント) and against sexual harassment of job applicants mandatory from 1 October 2026
Source material is a Japanese government announcement (in Japanese); this page is a summary.
From 1 October 2026 (Reiwa 8), employers in Japan must carry out the 10 measures required to prevent kasu-hara (カスタマーハラスメント) and the 11 measures required to prevent sexual harassment of job applicants and others. The basis is the amended 労働施策総合推進法等 (Act No. 63 of Reiwa 7) and the amended 男女雇用機会均等法, together with the guidelines (Ministry of Health, Labour and Welfare Notification No. 51 and Notification No. 52 of Reiwa 8); the date of entry into force was fixed by Cabinet Order No. 17 of Reiwa 8.
Key facts
| Date of entry into force | 1 October 2026 (Reiwa 8) — fixed as the enforcement date of the amended act (Act No. 63 of Reiwa 7) by Cabinet Order No. 17 of Reiwa 8 |
|---|---|
| Legal basis and guidelines | The amended 労働施策総合推進法等 (Act No. 63 of Reiwa 7) and the amended 男女雇用機会均等法; guidelines = Ministry of Health, Labour and Welfare Notification No. 51 of Reiwa 8 (words and actions of customers and others) and Notification No. 52 (sexual words and actions in job-hunting activities and the like) |
| Kasu-hara: the 3 elements | ① words or actions of a customer or other party, ② going beyond the scope socially accepted as reasonable in light of the nature of the work and other circumstances, ③ thereby harming the working environment of the worker — all of the elements must be satisfied, and conduct carried out by telephone or over the internet, including on SNS, is also covered |
| Scope of "customers and others" | Customers, business counterparties, users of facilities (stations, airports, hospitals, schools, welfare facilities, public facilities and the like), and other persons who have a relationship with the business (including persons who may purchase goods or use services in future) |
| Number of measures employers must take | 10 for kasu-hara and 11 for sexual harassment of job applicants and others (per the detailed edition of the leaflet). Enquiries go to the Employment Environment and Equal Employment Department (Division) of each Prefectural Labour Bureau, open 8:30–17:15 (closed Saturdays, Sundays, public holidays and the year-end/New Year period) |
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Under the amended Labour Measures Comprehensive Promotion Act and related acts (労働施策総合推進法等, Act No. 63 of Reiwa 7) and the amended Act on Securing Equal Opportunity and Treatment between Men and Women in Employment (男女雇用機会均等法), employers will be required from 1 October 2026 (Reiwa 8) to take measures against customer harassment (カスタマーハラスメント, "kasu-hara") in the workplace and measures against sexual harassment directed at job applicants and others. The date of entry into force was fixed by Cabinet Order No. 17 of Reiwa 8, and the content of the measures to be taken is set out in the guidelines in Ministry of Health, Labour and Welfare Notification No. 51 of Reiwa 8 (problems arising from the words and actions of customers and others in the workplace) and Notification No. 52 of Reiwa 8 (problems arising from sexual words and actions in job-hunting activities and the like). Kasu-hara means conduct carried out in the workplace that satisfies all of the following elements: ① words or actions of a customer or other party that ② go beyond the scope socially accepted as reasonable in light of the nature of the work performed by the employed worker and other circumstances, and thereby ③ harm the working environment of the worker; it also covers conduct carried out by telephone or over the internet, including on SNS. The measures employers must take are set out in the leaflet as 10 items for kasu-hara and 11 items for sexual harassment of job applicants and others.
Background — why this change
According to the Ministry of Health, Labour and Welfare's information page, this amendment is Act No. 63 of Reiwa 7, and the notice concerning its promulgation was issued on 11 June Reiwa 7 (Kihatsu 0611 No. 1 / Koukinhatsu 0611 No. 1). The same page stated that the amended act was scheduled to come into force on a day to be fixed by Cabinet Order within 1 year and 6 months counting from the date of promulgation (with some provisions scheduled to take effect on 1 April Reiwa 8), and Cabinet Order No. 17 of Reiwa 8 subsequently fixed the date of entry into force as 1 October Reiwa 8. The same page also lists, as related legislation, Ministry of Health, Labour and Welfare Ordinance No. 18 of Reiwa 8 (arrangement of related ministerial ordinances) and Ministry of Health, Labour and Welfare Notification No. 53 of Reiwa 8 (arrangement of related notifications, etc.). Regarding the amendment of the ministerial ordinances, guidelines and other instruments required and the issuance of notices, the same page states that it will provide information in sequence as they are promulgated.
Summaries below are factual notes based on government announcements and primary sources — not evaluations or opinions.
Summaries reflect national-level programs. Municipal (city/ward/town) programs may differ — confirm with the official desk before applying.
FAQ
How far does kasu-hara (customer harassment) extend?
According to the Ministry of Health, Labour and Welfare leaflet (detailed edition), kasu-hara means conduct carried out in the workplace that satisfies all of the following elements: ① words or actions of a customer or other party that ② go beyond the scope socially accepted as reasonable in light of the nature of the work performed by the employed worker and other circumstances, and thereby ③ harm the working environment of the worker. Examples given of words and actions going beyond what is socially accepted as reasonable include demands that have no grounds in the first place or that are entirely unrelated to the goods or services, demands that markedly exceed the service envisaged by the contract or the like, demands that are markedly difficult or impossible to meet, and unjustified demands for damages, as well as physical attacks (assault, injury and the like), psychological attacks (threats, defamation, damage to reputation, insults, abusive language, forcing someone to perform dogeza (土下座) and the like), intimidating conduct, persistent and repeated conduct, and confining conduct (refusing to leave, sitting in, confinement). Not every complaint from a customer or other party amounts to kasu-hara: it is expressly stated that a person with a disability requesting not to be subjected to unfair discriminatory treatment, or expressing that the removal of social barriers is necessary, does not in itself constitute kasu-hara.
Who is covered by the measures against sexual harassment of job applicants and others?
"Job applicants and others" means job applicants (persons who apply for a company's job opening) and, among persons other than job applicants, those who take part in activities contributing to the recruitment of workers conducted by an employer, or who undertake teaching practice, nursing practice or other practical training. Examples given of job-hunting and similar activities include taking part in a company's recruitment interviews, attending job information sessions, visiting workers employed by a company, taking part in an internship, and undertaking practical training such as teaching practice or nursing practice; conduct carried out through SNS or other online means, or carried out online, is also covered.
What do employers need to prepare?
The leaflet asks employers to proceed with preparing measures in line with the content of the amended act and the guidelines. For kasu-hara, the measures that must be taken are listed as: clarifying, disseminating and raising awareness of a policy of responding firmly and protecting workers; making known the content of kasu-hara and the responses decided on in advance; designating a consultation desk in advance, making it known, and ensuring that those in charge can respond appropriately; confirming the facts promptly and accurately; measures showing consideration for the person harmed; measures to prevent recurrence; deciding in advance and making known the policy for dealing with kasu-hara regarded as particularly malicious, and putting in place a structure able to carry out that response; measures to protect the privacy of those who seek consultation and others, together with making them known; and providing for and making known that no disadvantageous treatment will be given by reason of having sought consultation or the like. Enquiries are handled by the Employment Environment and Equal Employment Department (Division) of each Prefectural Labour Bureau, with reception hours from 8:30 to 17:15 (closed Saturdays, Sundays, public holidays and the year-end/New Year period).