In Part 1, we examined the background of Japanese workplace culture where power harassment tends to occur, and the overview of the “Act on Comprehensive Promotion of Labor Policies” (known as the Power Harassment Prevention Law). In Part 2, we will explore the current state of power harassment in Japanese workplaces based on government survey reports and news coverage.
Current Status of Power Harassment Cases and Responses According to Ministry of Health, Labour and Welfare Data
According to the “Workplace Harassment Survey” released by the Ministry of Health, Labour and Welfare in May 2024, approximately one in five workers (19.3%) reported experiencing power harassment in the workplace over the past three years. Additionally, 64.2% of companies reported receiving power harassment-related consultations during the same period.
Regarding actions taken by workers after experiencing harassment, “took no action” was the most common response at 36.9%. Similarly, among companies that became aware of harassment incidents, “took no specific measures” was the most common response at 53.2%.
These results indicate that while many workers experience power harassment and many companies are aware of it, active responses are often lacking. Small and medium-sized enterprises face particular challenges, such as inability to establish dedicated consultation offices due to staff shortages and difficulty in separating victims from perpetrators through personnel transfers.
Meanwhile, consultations with external public institutions are increasing. According to the Ministry’s data, power harassment-related consultations at prefectural labor bureaus reached 72,789 cases in fiscal 2023, an increase of approximately 16% from 60,053 cases in the previous year, marking the third consecutive year of record highs. While the aforementioned survey shows that only 3.1% of harassed workers consult public institutions like labor bureaus, the overall number of consultations is trending upward.
Changes in Worker Consciousness
The increase in external consultations is attributed to better understanding of power harassment and easier access to consultation services, as well as increased job mobility in recent years. This social shift reflects workers’ reduced willingness to “endure for the sake of staying with their current company” as job options have expanded.
These changes are also having new impacts on companies. Recent cases have emerged where employees who resigned due to power harassment criticize their former employers on social media and job-seeking websites, leading to reputational damage. There have been instances where companies sued former employees for defamation over such reviews, indicating that companies must now consider both “internal handling” and “external perception.”
Closing Remarks
Various surveys and reports indicate steady growth in power harassment awareness and consultations, possibly reflecting previously unvoiced concerns finally coming to light. However, corporate responses and prevention mechanisms remain inconsistent. Beyond legal framework development, how these systems take root in practice remains a noteworthy issue.
References
- “Small Companies Struggle with Mandatory Power Harassment Prevention…Unable Even to Transfer Personnel” (Nikkei Online, May 26, 2022)
- “Power Harassment Consultations Hit Record High, Labor Shortage Drives Workplace Reform” (Nikkei Online, September 15, 2024)
- “Criticizing Former Employer on Job Sites: Lawsuit Over Reviews – ‘Stubbornly Arbitrary and Biased’ Power Harassment or Defamation?” (Nikkei Online, September 7, 2025)
