Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives

労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律（ろうどうしさくのそうごうてきなすいしんならびにろうどうしゃのこようのあんていおよびしょくぎょうせいかつのじゅうじつとうにかんするほうりつ）

Sets out the State's labor policy and gives employers a set of duties: equal chances regardless of age in recruitment, reports on the foreign nationals they hire or lose and on large job losses, and measures against harmful conduct at work by someone in a superior position (commonly called power harassment).

Text in force since
Promulgated
Articles: 53
Amendments on the way: 1

Read the text Open on e-Gov

What this law does

Until 30 September 2026: An employer must take the steps its employment management needs so that its workers' working environment is not harmed by words or actions in the workplace that rest on a superior position (優越的な関係を背景とした言動) and go beyond what is necessary and appropriate for the work — commonly called power harassment, though the Act does not use that term. The steps include a system for taking workers' consultations and responding to them properly, and guidelines (指針) of the Minister of Health, Labour and Welfare (厚生労働大臣) set them out. Employers are also to try to deepen their workers' understanding of the problem and, through training and other steps, to see that workers take care in how they treat other workers, and employers themselves, or a company's officers, are to take such care in how they treat workers.(Art. 30-2(1), Art. 30-2(3), Art. 30-3(2), Art. 30-3(3)) (the provisions it rests on)

Read the full overview

From 1 October 2026: An employer must take the steps its employment management needs so that its workers' working environment is not harmed by words or actions in the workplace that rest on a superior position (優越的な関係を背景とした言動) and go beyond what is necessary and appropriate for the work — commonly called power harassment, though the Act does not use that term. The steps include a system for taking workers' consultations and responding to them properly, and guidelines (指針) of the Minister of Health, Labour and Welfare (厚生労働大臣) set them out. Employers are also to try to deepen their workers' understanding of the problem and, through training and other steps, to see that workers take care in how they treat other workers, and employers themselves, or a company's officers, are to take such care in how they treat workers.(Art. 31(1), Art. 31(3), Art. 32(2), Art. 32(3)) (the provisions it rests on)
Until 30 September 2026: An employer must not dismiss a worker, or treat them in any other disadvantageous way, because the worker consulted about such conduct, stated facts while helping with the employer's response, asked the director of the prefectural labor bureau () for help with a dispute about it, or applied for conciliation (調停).(Art. 30-2(2), Art. 30-5(2), Art. 30-6(2)) (the provisions it rests on)
From 1 October 2026: An employer must not dismiss a worker, or treat them in any other disadvantageous way, because the worker consulted about conduct resting on a superior position or about conduct by customers and others (顧客等), stated facts while helping with the employer's response, asked the director of the prefectural labor bureau (都道府県労働局長) for help with a dispute about either, or applied for conciliation (調停).(Art. 31(2), Art. 33(2), Art. 36(2), Art. 37(2)) (the provisions it rests on)
From 1 October 2026: An employer must also take the steps its employment management needs so that its workers' working environment is not harmed by words or actions in the workplace of customers, business partners, users of its facilities and others connected with its business (顧客等) that go beyond what society accepts, in light of the nature of the worker's job and other circumstances. The steps include a system for consultations and measures to deter such conduct so that the response works, set out in guidelines (指針) of the Minister of Health, Labour and Welfare. The employer is to try to cooperate when another employer asks for help with that other employer's measures, and, through training and other steps, to see that its workers take care in how they treat workers of other employers, as the employer, or a company's officers, are to do themselves.(Art. 33(1), Art. 33(3), Art. 33(4), Art. 34(2), Art. 34(3)) (the provisions it rests on)
When an employer hires a foreign national (外国人) or a foreign national it employs leaves, it must check the person's name, status of residence (在留資格), period of stay (在留期間) and other particulars an Order of the Ministry of Health, Labour and Welfare (厚生労働省令) sets, and report them to the Minister of Health, Labour and Welfare. For someone with no status of residence who does paid work under one of two permissions of the Immigration Control and Refugee Recognition Act (出入国管理及び難民認定法) — one given to a person under supervision measures (監理措置), the other to a person with permission for provisional stay (仮滞在) — the employer reports, in place of the period of stay, that they hold it. A foreign national here is anyone without Japanese nationality, except people a Ministry of Health, Labour and Welfare Order leaves out.(Art. 28(1), Art. 7(1), Immigration Control and Refugee Recognition Act Art. 2-2(1), Immigration Control and Refugee Recognition Act Art. 2-2(3), Immigration Control and Refugee Recognition Act Art. 44-2(1), Immigration Control and Refugee Recognition Act Art. 44-5(1), Immigration Control and Refugee Recognition Act Art. 61-2-4(1), Immigration Control and Refugee Recognition Act Art. 61-2-7(2)) (the provisions it rests on)
In the cases an Order of the Ministry of Health, Labour and Welfare (厚生労働省令) sets as necessary for workers to make effective use of their abilities, an employer must give people equal opportunities in recruitment and hiring regardless of their age, in the manner that Order sets. When the rule applies, and how, is set by that Order, not by the Act.(Art. 9(1)) (the provisions it rests on)
Before a large fluctuation in employment (大量雇用変動) — a considerable number of workers leaving a place of business within a certain period because of downsizing or another reason, in the cases an Order of the Ministry of Health, Labour and Welfare sets — the employer must report the number of workers leaving, and other particulars that Order sets, to the Minister of Health, Labour and Welfare.(Art. 27(1)) (the provisions it rests on)
The State and prefectures may pay job-change benefits (職業転換給付金) to job seekers and other workers, and to employers, to help workers into work suited to their abilities, in categories a Cabinet Order (政令) sets: for job seekers' job-hunting and living, for learning knowledge and skills, for job-hunting over a wide area, for moving, for training to adapt to a workplace, and others that Order adds. An Order of the Ministry of Health, Labour and Welfare sets the criteria for paying them. The right to a benefit cannot be transferred, pledged or seized, except an employer's by tax-arrears procedure, and no tax or other public charge is levied on a benefit other than one paid to an employer.(Art. 18(1), Art. 19(1), Art. 21(1), Art. 22(1)) (the provisions it rests on)

Article 1 states the law's own purpose

Harassment resting on a superior position (commonly, power harassment)Reporting foreign workersAge in recruitment and hiringLarge job lossesMid-career hiring ratioCombining medical treatment and workWorkplace dispute resolution

53 187 58 28 33

Amendments

A Japanese law is changed by another law or order that rewrites it — an . This law has 1 amendment on the way — , but . Its amendment history is below. The amendments this site has read the changes of are on this law's amendments page, provision by provision, in Japanese and English.

1 October 2026

in 1 day

Act Partially Amending the Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives, etc.

労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律等の一部を改正する法律

The whole text as it will read, on e-Gov

See what it changes (48 provisions)

15 amendments already in force

1 April 2026
The text on this site
Act Partially Amending the Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives, etc.
労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律等の一部を改正する法律
The text after this amendment, on e-Gov
11 June 2025
Act Partially Amending the Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives, etc.
労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律等の一部を改正する法律
The text after this amendment, on e-Gov
1 June 2025
Act on the Arrangement of Related Acts upon the Enforcement of the Act Partially Amending the Penal Code, etc.
刑法等の一部を改正する法律の施行に伴う関係法律の整理等に関する法律
The text after this amendment, on e-Gov
10 June 2024
Act Partially Amending the Immigration Control and Refugee Recognition Act and the Special Act on the Immigration Control of, Inter Alia, Those Who Have Lost Japanese Nationality Pursuant to the Treaty of Peace with Japan
出入国管理及び難民認定法及び日本国との平和条約に基づき日本の国籍を離脱した者等の出入国管理に関する特例法の一部を改正する法律
The text after this amendment, on e-Gov
17 June 2022
Act on the Arrangement of Related Acts upon the Enforcement of the Act Partially Amending the Penal Code, etc.
刑法等の一部を改正する法律の施行に伴う関係法律の整理等に関する法律
The text after this amendment, on e-Gov
1 April 2022
Act Partially Amending the Employment Insurance Act, etc.
雇用保険法等の一部を改正する法律
The text after this amendment, on e-Gov
31 March 2022
Act Partially Amending the Employment Insurance Act, etc.
雇用保険法等の一部を改正する法律
The text after this amendment, on e-Gov
1 April 2021
Act Partially Amending the Employment Insurance Act, etc.
雇用保険法等の一部を改正する法律
The text after this amendment, on e-Gov
1 June 2020
Act Partially Amending the Act on the Promotion of Women's Active Engagement in Professional Life, etc.
女性の職業生活における活躍の推進に関する法律等の一部を改正する法律
The text after this amendment, on e-Gov
31 March 2020
Act Partially Amending the Employment Insurance Act, etc.
雇用保険法等の一部を改正する法律
The text after this amendment, on e-Gov
5 June 2019
Act Partially Amending the Act on the Promotion of Women's Active Engagement in Professional Life, etc.
女性の職業生活における活躍の推進に関する法律等の一部を改正する法律
The text after this amendment, on e-Gov
1 April 2019
Act Partially Amending the Immigration Control and Refugee Recognition Act and the Act for Establishment of the Ministry of Justice
出入国管理及び難民認定法及び法務省設置法の一部を改正する法律
The text after this amendment, on e-Gov
1 April 2019
Act on the Arrangement of Related Acts to Promote Work Style Reform
働き方改革を推進するための関係法律の整備に関する法律
The text after this amendment, on e-Gov
6 July 2018
Act on the Arrangement of Related Acts to Promote Work Style Reform
働き方改革を推進するための関係法律の整備に関する法律
The text after this amendment, on e-Gov
1 January 2017
Act Partially Amending the Employment Insurance Act, etc.
雇用保険法等の一部を改正する法律
The text after this amendment, on e-Gov

Who it applies to

It applies to

Employers (事業主). Beyond their duties on age in recruitment, the two reports and conduct resting on a superior position, they are to try to improve working conditions, to help workers who must leave through downsizing find new work, and to support workers receiving treatment for illness, injury or another reason in combining treatment with work, including a system to hear and respond to those workers' consultations.(Art. 6(1), Art. 6(2), Art. 27-3(1), Art. 9(1), Art. 27(1), Art. 28(1), Art. 30-2(1)) (the provisions it rests on)
Employers of foreign nationals (外国人), who are to try to help them adapt to their work and otherwise improve how they are managed. Where one leaves through a dismissal not for their own fault, or for another reason an Order of the Ministry of Health, Labour and Welfare sets, and wants a new job, the employer is to try to help them find one.(Art. 7(1), Art. 8(1)) (the provisions it rests on)

5 more

Employers regularly employing more than 300 workers, which must regularly publish, as an Order of the Ministry of Health, Labour and Welfare sets, the share of mid-career hires among the regular workers (通常の労働者) they hire and those that Order treats alike. A mid-career hire (中途採用) is any hire other than of a person hired through a job opening limited to students expected to graduate and others that Order sets (新規学卒等採用者).(Art. 27-2(1)) (the provisions it rests on)
Employers planning a downsizing, of a kind an Order of the Ministry of Health, Labour and Welfare sets, that is expected to force a considerable number of workers at one place of business out of their jobs. They must draw up a reemployment assistance plan (再就職援助計画), hearing the union of a majority of the workers there or, if there is none, a person representing the majority, and submit it to the chief of the public employment security office (公共職業安定所長) for approval.(Art. 24(1), Art. 24(2), Art. 24(3)) (the provisions it rests on)
Until 30 September 2026: Workers (労働者), who are to try to take care in how they treat other workers and to cooperate with their employer's measures against conduct resting on a superior position.(Art. 30-3(4)) (the provisions it rests on)
From 1 October 2026: Workers (労働者), who are to try to take care in how they treat other workers, including workers of other employers, and to cooperate with their employer's measures against conduct resting on a superior position and conduct by customers and others (顧客等).(Art. 32(4), Art. 34(4)) (the provisions it rests on)
From 1 October 2026: Customers, business partners, users of facilities and others connected with a business (顧客等), who are to try to take care that their words and actions do not harm a worker's working environment.(Art. 34(5), Art. 33(1)) (the provisions it rests on)

It does not apply to

Until 30 September 2026: Seafarers (船員) as the Mariners' Employment Security Act (船員職業安定法), a separate Act, defines them: most of this Act does not apply to them, including the reports on foreign nationals and large job losses and the rule on age in recruitment. What does apply is Article 1, parts of Article 4, the chapter on conduct resting on a superior position (apart from Articles 30-7 and 30-8 on the conciliation procedure), and Articles 33, 36(1), 37(1) and 41.(Art. 38(1)) (the provisions it rests on)
From 1 October 2026: Seafarers (船員) as the Mariners' Employment Security Act (船員職業安定法), a separate Act, defines them: most of this Act does not apply to them, including the reports on foreign nationals and large job losses and the rule on age in recruitment. What does apply is Article 1, parts of Article 4, the chapter on conduct resting on a superior position and conduct by customers and others (apart from Articles 38 and 39 on the conciliation procedure), and Articles 42, 45(1), 46(1) and 51.(Art. 47(1)) (the provisions it rests on)

5 more

Until 30 September 2026: National and local public servants (国家公務員, 地方公務員): the employer duties on working conditions, help for workers leaving through downsizing, foreign nationals' employment management and age in recruitment, the chapter on reemployment help other than the large-job-loss report, and the mid-career hiring disclosure do not apply to them. Nor do the dispute procedure, or the Minister's advice, guidance, recommendations, publication and report requests, about conduct resting on a superior position.(Art. 38-2(1)) (the provisions it rests on)
From 1 October 2026: National and local public servants (国家公務員, 地方公務員): the employer duties on working conditions, help for workers leaving through downsizing, foreign nationals' employment management and age in recruitment, the chapter on reemployment help other than the large-job-loss report, and the mid-career hiring disclosure do not apply to them. Nor do the dispute procedure, or the Minister's advice, guidance, recommendations, publication and report requests, about conduct resting on a superior position or by customers and others (顧客等).(Art. 48(1)) (the provisions it rests on)
Until 30 September 2026: National public servants in the regular service (一般職の国家公務員) — not counting staff of administrative execution agencies (行政執行法人) — court officials, Diet officials and Self-Defense Forces personnel: the support for combining treatment with work, and the rules on conduct resting on a superior position (the employer's measures and the duties of the State, employers and workers), do not apply to them.(Art. 38-2(1)) (the provisions it rests on)
From 1 October 2026: National public servants in the regular service (一般職の国家公務員) — not counting staff of administrative execution agencies (行政執行法人) — court officials, Diet officials and Self-Defense Forces personnel: the support for combining treatment with work, and the rules on conduct resting on a superior position and on conduct by customers and others (the employer's measures and the duties of the State, employers, workers and customers), do not apply to them.(Art. 48(1)) (the provisions it rests on)
The State and local governments as employers: the duties to report a large fluctuation in employment and a foreign national's hiring or leaving do not apply to them. Their appointing authority (任命権者) notifies the Minister of Health, Labour and Welfare instead, as a Cabinet Order (政令) sets.(Art. 27(2), Art. 28(3)) (the provisions it rests on)

Special rules and exceptions (3)

An employer that applies for approval of a reemployment assistance plan (再就職援助計画) is treated as having filed the report of a large fluctuation in employment on the day it applies.(Art. 24(5), Art. 25(2)) (the provisions it rests on)
Until 30 September 2026: For seafarers, the Minister of Land, Infrastructure, Transport and Tourism (国土交通大臣) takes the place of the Minister of Health, Labour and Welfare, and district transport bureau chiefs (地方運輸局長) that of the directors of prefectural labor bureaus. Conciliation is by a conciliator (調停員) chosen from a list of candidates rather than by the dispute coordinating committee.(Art. 38(2), Art. 38(3)) (the provisions it rests on)
From 1 October 2026: For seafarers, the Minister of Land, Infrastructure, Transport and Tourism (国土交通大臣) takes the place of the Minister of Health, Labour and Welfare, and district transport bureau chiefs (地方運輸局長) that of the directors of prefectural labor bureaus. Conciliation is by a conciliator (調停員) chosen from a list of candidates rather than by the dispute coordinating committee.(Art. 47(2), Art. 47(3)) (the provisions it rests on)

How it is enforced (12)

Until 30 September 2026: The Minister of Health, Labour and Welfare may give employers advice, guidance or recommendations (助言、指導又は勧告) where needed to enforce the Act. If an employer breaking the duty to take measures against conduct resting on a superior position, or the ban on disadvantaging a worker who consulted, stated facts while helping the employer's response, sought help or applied for conciliation, does not follow a recommendation, the Minister may make that public. For the rest of the Act, apart from the two reports and those duties, the Minister may ask employers for the materials and explanations needed.(Art. 33(1), Art. 33(2), Art. 35(1)) (the provisions it rests on)
From 1 October 2026: The Minister of Health, Labour and Welfare may give employers advice, guidance or recommendations (助言、指導又は勧告) where needed to enforce the Act. If an employer breaking the duty to take measures against conduct resting on a superior position or against conduct by customers and others (顧客等), or the ban on disadvantaging a worker who consulted, stated facts while helping the employer's response, sought help or applied for conciliation, does not follow a recommendation, the Minister may make that public. For the rest of the Act, apart from the two reports and those duties, the Minister may ask employers for the materials and explanations needed.(Art. 42(1), Art. 42(2), Art. 44(1)) (the provisions it rests on)
A fine of up to 300,000 yen applies to not filing, or falsely filing, the report of a large fluctuation in employment or of a foreign national's hiring or leaving; to not making or falsifying a report the Minister orders, not answering the officials' questions or answering falsely, or refusing, obstructing or evading an inspection; and to a person who receives or received a job-change benefit (職業転換給付金) not reporting, or reporting falsely, when the prefectural governor or the chief of the public employment security office asks. Where the offense is committed in the business of a company or of an individual employer, that company or employer is fined as well as the offender.(Art. 40(1), Art. 40(2), Art. 36(2)) (the provisions it rests on)
To enforce those two reporting duties, the Minister may order an employer to report on its employment of workers, and send officials into its place of business to question people and inspect books and records. The officials must carry identification and show it, and the power is not one for criminal investigation.(Art. 34(1), Art. 34(2), Art. 34(3)) (the provisions it rests on)
When the Minister of Justice or the Commissioner of the Immigration Services Agency (出入国在留管理庁長官) asks, to confirm a foreign national's residence in handling immigration matters, the Minister of Health, Labour and Welfare gives them the information in employers' foreign-worker reports and in the notices of the State and local governments.(Art. 29(1)) (the provisions it rests on)
Until 30 September 2026: The Minister may ask an employer to report on what is needed to enforce the duties about conduct resting on a superior position; not reporting, or reporting falsely, brings a non-criminal fine (過料) of up to 200,000 yen.(Art. 36(1), Art. 41(1)) (the provisions it rests on)
From 1 October 2026: The Minister may ask an employer to report on what is needed to enforce the duties about conduct resting on a superior position and conduct by customers and others (顧客等); not reporting, or reporting falsely, brings a non-criminal fine (過料) of up to 200,000 yen.(Art. 45(1), Art. 51(1)) (the provisions it rests on)
Until 30 September 2026: A dispute between a worker and an employer over the measures against conduct resting on a superior position or the ban on disadvantageous treatment is handled under this Act, and Articles 4, 5 and 12 to 19 of the Act on Promoting the Resolution of Individual Labor-Related Disputes (個別労働関係紛争の解決の促進に関する法律), a separate Act, do not apply to it. At the request of either side or both, the director of the prefectural labor bureau () may give them advice, guidance or recommendations.(Art. 30-4(1), Art. 30-5(1)) (the provisions it rests on)
From 1 October 2026: A dispute between a worker and an employer over the measures against conduct resting on a superior position or by customers and others (顧客等), or the ban on disadvantageous treatment, is handled under this Act, and Articles 4, 5 and 12 to 19 of the Act on Promoting the Resolution of Individual Labor-Related Disputes (個別労働関係紛争の解決の促進に関する法律), a separate Act, do not apply to it. At the request of either side or both, the director of the prefectural labor bureau (都道府県労働局長) may give them advice, guidance or recommendations. A dispute already before the conciliation (あっせん) of that separate Act when this change takes effect stays under the rules that applied before.(Art. 35(1), Art. 36(1), Suppl. Prov. Art. 4(1)) (the provisions it rests on)
Until 30 September 2026: On an application from either side or both, the director has the dispute coordinating committee (紛争調整委員会) conduct conciliation (調停) where the director finds it needed. The conciliation follows procedures taken from the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (男女雇用機会均等法), a separate Act, with other details set by an Order of the Ministry of Health, Labour and Welfare.(Art. 30-6(1), Art. 30-7(1), Art. 30-8(1)) (the provisions it rests on)
From 1 October 2026: On an application from either side or both, the director has the dispute coordinating committee (紛争調整委員会) conduct conciliation (調停) where the director finds it needed. The conciliation follows procedures taken from the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (男女雇用機会均等法), a separate Act, with other details set by an Order of the Ministry of Health, Labour and Welfare.(Art. 37(1), Art. 38(1), Art. 39(1)) (the provisions it rests on)
An Order of the Ministry of Health, Labour and Welfare can hand part of the Minister's powers under the Act to directors of prefectural labor bureaus (都道府県労働局長), and from them to chiefs of public employment security offices (公共職業安定所長).(Art. 37(1), Art. 37(2)) (the provisions it rests on)

How it connects to other laws

Cites this lawLawThis law cites it

It also names 16 laws not yet held here.

Where the translation comes from

180
149
34not translated

The Ministry of Justice's translation is shown only where the Japanese it translates matches the law in force today. Everywhere else the English is a machine translation, marked on the paragraph itself.

Only the Japanese is the law, and no lawyer has reviewed the machine translation.

Sources

Everything this page rests on

e-Gov (Digital Agency)労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律 — the text in force from 2026-04-01Original
e-Gov (Digital Agency)労働施策の総合的な推進並びに労働者の雇用の安定及び職業生活の充実等に関する法律 — revision historyOriginal
Japanese Law Translation, Ministry of JusticeAct on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives — Ministry of Justice translationOriginal
Machine translation, not official
Written for this site with AIEnglish titles of amending laws, written for this site
Written for this site with AIDescriptions of each law, written for this site
Worked out by this site from e-Gov's text

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