The Labour Ministry has recently disclosed the FY2023 status of the enforcement of individual labor dispute settlement system. The individual labor disputes settlement system is aimed to resolve troubles between individual workers and employers swiftly and appropriately based on actual circumstances. Specifically, the system includes three methods: (1) General labor consultation at the Consultation Corners installed in the prefectural labor bureaus or labor standards inspection offices, (2) Advice and instruction by the directors of prefectural labor bureaus, (3) Mediation by the Dispute Coordinating Committee.
[1] Aggregate results
The number of general labor consultation cases totaled 1,210,400 in FY2023, exceeding 1.2 million for four consecutive years.
The chart below shows changes in consultation cases regarding civil individual labor disputes, such as dismissal or aggravated working conditions that do not involve violation of the Labor Standards Act. By dispute types, the number of cases of “bullying and harassment” continues to be the largest at 122,976.
*Consultations on power harassment under the Act used to be categorized in “bullying and harassment,” but the number has become a separate count in line with the amendment of the Act on Comprehensively Advancing Labor Measures in April 2022. Therefore, the numbers include consultations regarding power harassment under the Act (50,840 cases in 2022, 62,863 cases in 2023).
Figure: Trend in individual labor dispute consultation cases over the past 10 years
[2] Status of power harassment and preventive measures
According to the result of a survey commissioned by the Labor Ministry on workplace harassment, power harassment and sexual harassment were most common types that workers have experienced. As for behaviors of customers or clients, the ratio of “power harassment” was the highest at 19.3%, followed by “extremely disturbing behaviors” at 10.8% and “sexual harassment” at 6.3%.
By the types pf power harassment, the percentage of “threats, defamation, insults or verbal abuse (psychological assault)” was the highest at 48.5%. When companies provide internal training to prevent power harassment, it is essential to give specific explanation about each type to support employees to avoid remarks that might be considered as harassment and have good communication with one another.
For companies, appropriate labor management is crucial to prevent trouble in the workplace. If you have any concern, please feel free to contact us.
[Reference]
The Labour Ministry
“Status of FY2023 enforcement of the individual labor dispute resolution system”
https://www.mhlw.go.jp/stf/houdou/newpage_00165.html
“Status of enforcement of laws relating to equal employment by prefectural employment environment departments”
https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/0000167772.html
“Survey results on workplace harassment”
https://www.mhlw.go.jp/stf/newpage_40277.html
