①In order for an employer to preclude any behavior that is based on behavior that constitutes bullying in the workplace which exceeds the scope necessary and reasonable in the course of business from damaging the work environment of the employer's workers, the employer must provide consultation to those workers and take measures necessary in terms of employment management, such as developing a necessary system for appropriately handling such behavior.

②It is prohibited for any employer to dismiss any worker, or otherwise treat any worker in a disadvantageous manner, on the grounds that the worker received the consultation referred to in the preceding paragraph or stated facts when cooperating in the employer's response to that consultation.

③With respect to measures, etc. that employers should take under the provisions of the preceding two paragraphs, the Minister of Health, Labour and Welfare is to establish guidelines necessary for ensuring the proper and effective implementation of such measures, etc. (hereinafter referred to as the "guidelines" in this Article).

④In establishing the guidelines, the Minister of Health, Labour and Welfare is to hear the opinion of the Labor Policy Council in advance.

⑤Upon establishing the guidelines, the Minister of Health, Labour and Welfare is to make those guidelines public without delay.

⑥The provisions of the preceding two paragraphs apply mutatis mutandis to the modification of the guidelines.

①The national government must endeavor to take such measures as organizing public relations activities or enlightenment activities to inform employers and the general public that the behavior prescribed in paragraph (1) of the preceding Article as harmful to the work environment of workers is prohibited and to deepen their interest and understanding with respect to problems attributable to that behavior (hereinafter referred to as the "problems of behavior that constitutes bullying").

②An employer must endeavor to deepen the interest and understanding of workers employed with respect to the problems of behavior that constitutes bullying, to provide training courses and give due consideration to ensure that those workers pay necessary attention to their behavior toward other workers, as well as cooperate in the national government's implementation of the measures referred to in the preceding paragraph.

③An employer (if this employer is a corporation, its officers) must endeavor to deepen the employer's own interest in and understanding of the problems of behavior that constitutes bullying and to pay necessary attention to their own behavior toward workers.

④Workers must endeavor to deepen their interest in and understanding of the problems of behavior that constitutes bullying, to pay necessary attention to their behavior toward other workers, and to cooperate in the employer's implementation of the measures referred to in paragraph (1) of the preceding Article.

The provisions of Article 4, Article 5, and Articles 12 through 19 of the Act on Promoting the Resolution of Individual Labor-Related Disputes (Act No. 112 of 2001) do not apply to disputes between workers and employers with respect to the particulars prescribed in Article 30-2, paragraphs (1) and (2), and such disputes are as provided for in the following Article through Article 30-8.

①At the request of both or either of the parties to a dispute referred to in the preceding Article for assistance in the resolution of the dispute, the director of the relevant prefectural labor bureau may give the parties to the dispute necessary advice, guidance, or recommendations.

②The provisions of Article 30-2, paragraph (2) apply mutatis mutandis to the case where a worker requests the assistance referred to in the preceding paragraph.

①On finding it necessary in resolving a dispute referred to in Article 30-4 when both or either of the parties to the dispute files an application for conciliation, the director of the relevant prefectural labor bureau is to have the dispute coordinating committee referred to in Article 6, paragraph (1) of the Act on Promoting the Resolution of Individual Labor-Related Disputes conduct the conciliation.

②The provisions of Article 30-2, paragraph (2) apply mutatis mutandis to the case where a worker makes an application as referred to in the preceding paragraph.

The provisions of Articles 19 through 26 of the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (Act No. 113 of 1972) apply mutatis mutandis to the procedure of the conciliation referred to in paragraph (1) of the preceding Article. In this case, the term "paragraph 1 of the preceding Article" in Article 19, paragraph (1) of the same Act is deemed to be replaced with "Article 30-6, paragraph (1) of the Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives (Act No. 132 of 1966)"; the term "workplace" in Article 20 of the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment is deemed to be replaced with "place of business"; and the term "Article 18, paragraph 1" in Article 25, paragraph (1) of the same Act is deemed to be replaced with "Article 30-4 of the Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives."

Beyond what is provided for in the preceding two Articles, necessary particulars concerning the conciliation procedure are prescribed by Order of the Ministry of Health, Labour and Welfare.