Article 11Employment Management Measures Concerning Problems Caused by Sexual Harassment in the Workplace
第十一条（職場における性的な言動に起因する問題に関する雇用管理上の措置等）
Employers must take necessary measures for employment management, such as developing a necessary system for providing consultations to workers and appropriately handling the matters, so that the workers they employ do not suffer any disadvantageous working conditions on the grounds of that workers' response to sexual harassment in the workplace, nor suffer any damage to the work environment due to sexual harassment.
事業主は、職場において行われる性的な言動に対するその雇用する労働者の対応により当該労働者がその労働条件につき不利益を受け、又は当該性的な言動により当該労働者の就業環境が害されることのないよう、当該労働者からの相談に応じ、適切に対応するために必要な体制の整備その他の雇用管理上必要な措置を講じなければならない。
Employers must not dismiss workers or treat them disadvantageously on the grounds of seeking consultations referred to in the preceding paragraph or giving facts in cooperating with consultations provided by employers.
事業主は、労働者が前項の相談を行つたこと又は事業主による当該相談への対応に協力した際に事実を述べたことを理由として、当該労働者に対して解雇その他不利益な取扱いをしてはならない。
On receiving a request for cooperation from any other employer in connection with the implementation of the measures referred to in paragraph (1) taken by the relevant employer, employers must endeavor to respond to the request.
事業主は、他の事業主から当該事業主の講ずる第一項の措置の実施に関し必要な協力を求められた場合には、これに応ずるように努めなければならない。
The Minister of Health, Labour and Welfare is to formulate guidelines required for appropriate and effective implementation of measures to be taken by employers pursuant to the provisions of the preceding three paragraphs (referred to as the "guidelines" in the following paragraph).
The provisions of Article 4, paragraphs (4) and (5) apply mutatis mutandis to the formulation and amendment of the Guidelines. In such a case, the phrase "is to consult the opinions of the Labor Policy Council, and request the opinions of the prefectural governors" in Article 4, paragraph (4) is deemed to be replaced with "is to consult the opinions of the Labor Policy Council."