Article 11-3Measures on Employment Management Concerning Problems Attributable to Behavior Regarding Pregnancy and Childbirth in the Workplace
第十一条の三（職場における妊娠、出産等に関する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 female workers and appropriately handling the matters to prevent their work environment from being damaged on the grounds of pregnancy or childbirth, for requesting temporary absence from work as prescribed in Article 65, paragraph (1) of the Labor Standards Act, for having taken absence from work as prescribed in that paragraph or paragraph (2) of that Article, or by any other reasons related to pregnancy or childbirth as specified by Order of the Ministry of Health, Labour and Welfare.
事業主は、職場において行われるその雇用する女性労働者に対する当該女性労働者が妊娠したこと、出産したこと、労働基準法第六十五条第一項の規定による休業を請求し、又は同項若しくは同条第二項の規定による休業をしたことその他の妊娠又は出産に関する事由であつて厚生労働省令で定めるものに関する言動により当該女性労働者の就業環境が害されることのないよう、当該女性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。
The provisions of Article 11, paragraph (2) apply mutatis mutandis to cases in which workers seek consultations referred to in the preceding paragraph or give facts in cooperating with consultations provided by employers.
The Minister of Health, Labour and Welfare is to formulate guidelines required for appropriate and effective implementation of measures required to be taken by employers pursuant to the provisions of the preceding two 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."