[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"article:harassment":3},{"meta":4,"markdown":78,"quiz":79},{"type":5,"articleId":6,"slug":7,"title":8,"titleEn":9,"category":10,"summary":11,"publishedAt":12,"image":13,"vocabulary":14,"quizId":77},"article","law-harassment","harassment","ハラスメント関連法 — パワハラ・セクハラ・マタハラ防止義務","Harassment-Related Laws — Employer Duties to Prevent Power, Sexual, and Maternity Harassment","law","Comprehensive coverage of Japan's three pillars of workplace harassment prevention: the Power Harassment Prevention Law (改正労働施策総合推進法 30条の2, effective for large companies in 2020 and SMEs in 2022) defining the six types of pawahara and imposing specific employer obligations; sexual harassment under Equal Opportunity Act Article 11 (covering same-sex and SOGI-related cases); and maternity harassment under Equal Opportunity Act Article 11-2 and Childcare\u002FNursing-Care Leave Act Article 25. Includes the four mandatory prevention measures (relief desk, awareness training, anonymous reporting, retaliation prohibition), liability for failure to prevent, and enforcement via 厚生労働大臣 administrative guidance.\n","2026-04-27T00:00:00Z","https:\u002F\u002Fimages.yamiyomi.com\u002Flaw-harassment.png",[15,20,24,28,32,37,41,45,49,53,57,61,65,69,73],{"word":16,"reading":17,"meaning":18,"level":19},"パワーハラスメント","ぱわーはらすめんと","power harassment","N1",{"word":21,"reading":22,"meaning":23,"level":19},"セクシャルハラスメント","せくしゃるはらすめんと","sexual harassment",{"word":25,"reading":26,"meaning":27,"level":19},"マタニティハラスメント","またにてぃはらすめんと","maternity harassment",{"word":29,"reading":30,"meaning":31,"level":19},"措置義務","そちぎむ","duty to take measures",{"word":33,"reading":34,"meaning":35,"level":36},"防止","ぼうし","prevention","N2",{"word":38,"reading":39,"meaning":40,"level":19},"相談窓口","そうだんまどぐち","consultation\u002Frelief desk",{"word":42,"reading":43,"meaning":44,"level":19},"就業環境","しゅうぎょうかんきょう","working environment",{"word":46,"reading":47,"meaning":48,"level":19},"優越的","ゆうえつてき","superior (position)",{"word":50,"reading":51,"meaning":52,"level":19},"不利益","ふりえき","disadvantage",{"word":54,"reading":55,"meaning":56,"level":36},"取扱い","とりあつかい","handling",{"word":58,"reading":59,"meaning":60,"level":19},"均等法","きんとうほう","Equal Opportunity Act",{"word":62,"reading":63,"meaning":64,"level":19},"育児介護休業法","いくじかいごきゅうぎょうほう","Childcare\u002FNursing-Care Leave Act",{"word":66,"reading":67,"meaning":68,"level":19},"報復","ほうふく","retaliation",{"word":70,"reading":71,"meaning":72,"level":19},"公表","こうひょう","public disclosure",{"word":74,"reading":75,"meaning":76,"level":19},"是正","せいせい","correction","law-harassment-freelance-quiz","\n::heading\n[ハラスメント]{はらすめんと:harassment}[関連法]{かんれんほう:related laws:N3}の[全体像]{ぜんたいぞう:overall picture:N2}\n\n#en\nThe Overall Picture of Harassment-Related Laws\n::\n\n::para\n[日本]{にほん:Japan:N5}の[職場]{しょくば:workplace:N3}における[ハラスメント]{はらすめんと:harassment}[防止]{ぼうし:prevention:N2}は[三つ]{みっつ:three:N5}の[法律]{ほうりつ:laws:N2}を[柱]{はしら:pillars:N2}としています。①[改正]{かいせい:amended:N2}[労働施策]{ろうどうしさく:labor policy:N1}[総合推進法]{そうごうすいしんほう:Comprehensive Promotion Act:N1}（[パワハラ]{ぱわはら:power harassment}[防止法]{ぼうしほう:prevention law:N2}）、②[男女雇用機会均等法]{だんじょこようきかいきんとうほう:Equal Employment Opportunity Act:N2}（[セクハラ]{せくはら:sexual harassment}・[マタハラ]{まではら:maternity harassment}）、③[育児介護休業法]{いくじかいごきゅうぎょうほう:Childcare\u002FNursing-Care Leave Act:N1}（[育休]{いくきゅう:childcare leave:N3}・[介護]{かいご:nursing care:N1}[休業]{きゅうぎょう:leave:N4}に[関する]{かんする:regarding:N3}[ハラスメント]{はらすめんと:harassment}）。[いずれも]{いずれも:all of them}[使用者]{しようしゃ:employer:N4}に[防止]{ぼうし:prevention:N2}のための[措置]{そち:measures:N1}を[講じる]{こうじる:to take:N2}[義務]{ぎむ:obligation:N1}（[措置義務]{そちぎむ:duty to take measures:N1}）を[課して]{かして:impose:N2}いる[点]{てん:point:N3}が[共通]{きょうつう:common:N3}しています。\n\n#en\nWorkplace harassment prevention in Japan rests on three pillars of legislation: (1) the amended Comprehensive Promotion of Labor Policy Act (the \"Power Harassment Prevention Law\"); (2) the Equal Employment Opportunity Act (sexual and maternity harassment); and (3) the Childcare\u002FNursing-Care Leave Act (harassment related to childcare and nursing-care leave). What they share is the imposition on employers of a \"duty to take measures\" (措置義務) for prevention.\n::\n\n::heading\n[パワハラ]{ぱわはら:power harassment}[防止法]{ぼうしほう:prevention law:N2}（[労働施策総合推進法]{ろうどうしさくそうごうすいしんほう:Comprehensive Promotion of Labor Policy Act:N1}[第]{だい:art.:N1}30[条]{じょう:article:N1}の2）\n\n#en\nThe Power Harassment Prevention Law (Comprehensive Promotion Act Article 30-2)\n::\n\n::para\n2019[年]{ねん:year:N5}5[月]{がつ:month:N5}に[改正]{かいせい:amendment:N2}された[労働施策総合推進法]{ろうどうしさくそうごうすいしんほう:Comprehensive Promotion of Labor Policy Act:N1}は、[いわゆる]{いわゆる:so-called}[パワハラ]{ぱわはら:power harassment}[防止法]{ぼうしほう:prevention law:N2}として[大企業]{だいきぎょう:large corporations:N1}は2020[年]{ねん:year:N5}6[月]{がつ:month:N5}1[日]{にち:day:N5}から、[中小企業]{ちゅうしょうきぎょう:SMEs:N1}は2022[年]{ねん:year:N5}4[月]{がつ:month:N5}1[日]{にち:day:N5}から[施行]{しこう:effective:N1}されました。[同法]{どうほう:the Act:N3}[第]{だい:art.:N1}30[条]{じょう:article:N1}の2は[使用者]{しようしゃ:employer:N4}に[対し]{たいし:upon:N3}、「[職場]{しょくば:workplace:N3}において[行われる]{おこなわれる:performed:N5}[優越的]{ゆうえつてき:superior:N3}な[関係]{かんけい:relationship:N3}を[背景]{はいけい:background:N3}とした[言動]{げんどう:conduct:N4}」による[就業]{しゅうぎょう:work:N1}[環境]{かんきょう:environment:N1}の[害]{がい:harm:N3}を[防止]{ぼうし:prevent:N2}するため、[相談]{そうだん:consultation:N3}に[応じ]{おうじ:respond to:N1}、[適切]{てきせつ:appropriate:N3}に[対応]{たいおう:address:N1}するために[必要]{ひつよう:necessary:N3}な[体制]{たいせい:framework:N3}の[整備]{せいび:development:N1}[等]{とう:and other:N3}[必要]{ひつよう:necessary:N3}な[措置]{そち:measures:N1}を[講じなければ]{こうじなければ:must take:N2}ならないと[定めて]{さだめて:stipulates:N3}います。\n\n#en\nThe Comprehensive Promotion of Labor Policy Act, amended in May 2019, became effective as the so-called \"Power Harassment Prevention Law\" for large corporations on June 1, 2020 and for SMEs on April 1, 2022. Article 30-2 stipulates that employers must take necessary measures — including establishing a framework to receive consultations and respond appropriately — to prevent harm to the working environment caused by \"conduct in the workplace based on a superior relationship.\"\n::\n\n::heading\n[パワハラ]{ぱわはら:power harassment}の[三要素]{さんようそ:three elements:N1}\n\n#en\nThe Three Elements of Power Harassment\n::\n\n::para\n[厚生労働省]{こうせいろうどうしょう:Ministry of Health, Labour and Welfare:N2}[指針]{ししん:guideline:N2}は、[職場]{しょくば:workplace:N3}の[パワハラ]{ぱわはら:power harassment}を[次の]{つぎの:the following:N3}[三要素]{さんようそ:three elements:N1}を[全て]{すべて:all:N3}[満たす]{みたす:fulfill:N3}ものと[定義]{ていぎ:defines:N1}しています。①[優越的]{ゆうえつてき:superior:N3}な[関係]{かんけい:relationship:N3}を[背景]{はいけい:background:N3}とした[言動]{げんどう:conduct:N4}、②[業務上]{ぎょうむじょう:work-related:N3}[必要]{ひつよう:necessary:N3}かつ[相当]{そうとう:reasonable:N3}な[範囲]{はんい:scope:N1}を[超えた]{こえた:exceeding:N2}もの、③[労働者]{ろうどうしゃ:worker:N3}の[就業]{しゅうぎょう:working:N1}[環境]{かんきょう:environment:N1}が[害される]{がいされる:is harmed:N3}もの。「[優越的]{ゆうえつてき:superior:N3}な[関係]{かんけい:relationship:N3}」は[上司]{じょうし:supervisor:N1}から[部下]{ぶか:subordinate:N3}に[限らず]{かぎらず:not limited to:N3}、[同僚]{どうりょう:colleague:N1}や[部下]{ぶか:subordinate:N3}からの[行為]{こうい:act:N1}でも[専門]{せんもん:specialized:N2}[知識]{ちしき:knowledge:N3}や[集団]{しゅうだん:group:N2}の[力]{ちから:power:N4}を[利用]{りよう:use:N3}した[場合]{ばあい:case:N3}は[該当]{がいとう:fall under:N1}し[得ます]{えます:may:N3}。\n\n#en\nThe Ministry of Health, Labour and Welfare guideline defines workplace power harassment as conduct fulfilling ALL THREE elements: (1) conduct based on a superior relationship, (2) exceeding the necessary and reasonable scope of work, and (3) harming the worker's working environment. \"Superior relationship\" is not limited to supervisor-to-subordinate; conduct from colleagues or subordinates can also qualify if it leverages specialized knowledge or group power.\n::\n\n::heading\n[パワハラ]{ぱわはら:power harassment}の6[類型]{るいけい:types:N2}\n\n#en\nThe Six Types of Power Harassment\n::\n\n::para\n[厚生労働省]{こうせいろうどうしょう:Ministry of Health, Labour and Welfare:N2}[指針]{ししん:guideline:N2}は[パワハラ]{ぱわはら:power harassment}を[代表的]{だいひょうてき:representative:N3}に6つの[類型]{るいけい:types:N2}に[分類]{ぶんるい:classifies:N3}しています。①[身体的]{しんたいてき:physical:N4}な[攻撃]{こうげき:attack:N1}（[暴行]{ぼうこう:assault:N2}・[傷害]{しょうがい:injury:N1}）、②[精神的]{せいしんてき:mental:N3}な[攻撃]{こうげき:attack:N1}（[脅迫]{きょうはく:threats:N1}・[名誉]{めいよ:reputation:N1}[毀損]{きそん:damage:N1}・[侮辱]{ぶじょく:insult:N1}・[暴言]{ぼうげん:abusive language:N2}）、③[人間関係]{にんげんかんけい:human relations:N3}からの[切り離し]{きりはなし:isolation:N1}（[隔離]{かくり:isolation:N1}・[仲間]{なかま:colleagues:N2}[外し]{はずし:exclusion:N5}・[無視]{むし:ignoring:N1}）、④[過大]{かだい:excessive:N3}な[要求]{ようきゅう:demand:N3}（[業務上]{ぎょうむじょう:work-related:N3}[明らかに]{あきらかに:clearly:N4}[不要]{ふよう:unnecessary:N3}な[こと]{こと:things}や[遂行]{すいこう:execution:N1}[不可能]{ふかのう:impossible:N3}な[こと]{こと:things}の[強制]{きょうせい:forcing:N3}）、⑤[過小]{かしょう:insufficient:N3}な[要求]{ようきゅう:demand:N3}（[業務上]{ぎょうむじょう:work-related:N3}の[合理性]{ごうりせい:rationale:N3}なく[能力]{のうりょく:abilities:N3}や[経験]{けいけん:experience:N3}とかけ[離れた]{はなれた:far removed:N1}[程度]{ていど:degree:N3}の[低い]{ひくい:low:N2}[仕事]{しごと:work:N4}を[命じる]{めいじる:to assign:N3}）、⑥[個]{こ:individual:N2}の[侵害]{しんがい:invasion:N1}（[私的]{してき:private:N4}な[ことに]{ことに:matters}[過度に]{かどに:excessively:N3}[立ち入る]{たちいる:to intrude:N4}）。\n\n#en\nThe Ministry guideline classifies power harassment into six representative types: (1) Physical attack (assault, injury); (2) Mental attack (threats, defamation, insult, abusive language); (3) Isolation from human relationships (segregation, exclusion from colleagues, ignoring); (4) Excessive demands (forcing clearly unnecessary or impossible-to-execute work); (5) Inadequate demands (assigning low-level work far below ability or experience without rational work-related reason); (6) Invasion of the individual (excessively intruding into private matters).\n::\n\n::callout\n[判定]{はんてい:judgment:N3}の[難所]{なんしょ:difficulty:N3}：[業務上]{ぎょうむじょう:work-related:N3}[必要]{ひつよう:necessary:N3}かつ[相当]{そうとう:reasonable:N3}な[指導]{しどう:guidance:N2}は[パワハラ]{ぱわはら:power harassment}に[該当]{がいとう:fall under:N1}しません。[ミス]{みす:mistakes}を[繰り返す]{くりかえす:repeat:N1}[部下]{ぶか:subordinate:N3}への[厳しい]{きびしい:strict:N1}[注意]{ちゅうい:warning:N4}など、「[相当性]{そうとうせい:reasonableness:N3}」と「[業務]{ぎょうむ:work:N3}[必要性]{ひつようせい:necessity:N3}」が[判断]{はんだん:judgment:N3}の[分岐点]{ぶんきてん:turning point:N1}になります。\n\n#en\nThe hard call: Necessary and reasonable work-related guidance does NOT qualify as power harassment. For severe warnings to subordinates who repeat mistakes, \"reasonableness\" and \"work-related necessity\" are the dividing lines for judgment.\n::\n\n::heading\n[セクシャルハラスメント]{せくしゃるはらすめんと:sexual harassment}（[均等法]{きんとうほう:Equal Opportunity Act:N2}[第]{だい:art.:N1}11[条]{じょう:article:N1}）\n\n#en\nSexual Harassment (Equal Opportunity Act Article 11)\n::\n\n::para\n[男女雇用機会均等法]{だんじょこようきかいきんとうほう:Equal Employment Opportunity Act:N2}[第]{だい:art.:N1}11[条]{じょう:article:N1}は[使用者]{しようしゃ:employer:N4}に[対し]{たいし:upon:N3}、[職場]{しょくば:workplace:N3}における[セクシャルハラスメント]{せくしゃるはらすめんと:sexual harassment}を[防止]{ぼうし:prevent:N2}するための[措置]{そち:measures:N1}を[講じる]{こうじる:to take:N2}[義務]{ぎむ:obligation:N1}を[課して]{かして:imposes:N2}います。[セクハラ]{せくはら:sexual harassment}は[二]{に:two:N5}[類型]{るいけい:types:N2}に[分けられ]{わけられ:divided:N5}ます。①[対価型]{たいかがた:quid pro quo:N1}：[性的]{せいてき:sexual:N3}な[言動]{げんどう:conduct:N4}に[対する]{たいする:towards:N3}[拒否]{きょひ:refusal:N1}・[抵抗]{ていこう:resistance:N1}を[理由]{りゆう:reason:N3}に[解雇]{かいこ:dismissal:N2}・[降格]{こうかく:demotion:N3}・[減給]{げんきゅう:salary reduction:N2}など[不利益]{ふりえき:disadvantageous:N1}な[取扱い]{とりあつかい:treatment:N1}を[行う]{おこなう:perform:N5}もの、②[環境型]{かんきょうがた:hostile environment:N1}：[性的]{せいてき:sexual:N3}な[言動]{げんどう:conduct:N4}により[就業]{しゅうぎょう:work:N1}[環境]{かんきょう:environment:N1}が[害される]{がいされる:is harmed:N3}もの。\n\n#en\nEqual Employment Opportunity Act Article 11 imposes on employers the obligation to take measures to prevent workplace sexual harassment. Sexual harassment is divided into two types: (1) Quid pro quo: dismissal, demotion, salary reduction, or other disadvantageous treatment based on refusal or resistance to sexual conduct; (2) Hostile environment: harm to the working environment caused by sexual conduct.\n::\n\n::para\n2017[年]{ねん:year:N5}1[月]{がつ:month:N5}の[指針]{ししん:guideline:N2}[改正]{かいせい:amendment:N2}により、[セクハラ]{せくはら:sexual harassment}の[対象]{たいしょう:subject:N2}が[拡大]{かくだい:expanded:N1}され、[同性]{どうせい:same-sex:N3}に[対する]{たいする:towards:N3}[セクハラ]{せくはら:sexual harassment}や[性的指向]{せいてきしこう:sexual orientation:N3}・[性自認]{せいじにん:gender identity:N3}（SOGI）に[関する]{かんする:related to:N3}[言動]{げんどう:conduct:N4}も[セクハラ]{せくはら:sexual harassment}に[該当]{がいとう:fall under:N1}することが[明確化]{めいかくか:clarified:N3}されました。さらに2020[年]{ねん:year:N5}6[月]{がつ:month:N5}[改正]{かいせい:amendment:N2}では[他社]{たしゃ:other companies:N3}の[労働者]{ろうどうしゃ:worker:N3}や[就活生]{しゅうかつせい:job hunter:N1}など[自社]{じしゃ:own company:N4}[従業員]{じゅうぎょういん:employees:N1}[以外]{いがい:other than:N4}に[対する]{たいする:towards:N3}[セクハラ]{せくはら:sexual harassment}も[防止]{ぼうし:prevention:N2}[対象]{たいしょう:target:N2}になりました。\n\n#en\nThe January 2017 guideline amendment expanded the scope of sexual harassment, clarifying that same-sex harassment and conduct related to sexual orientation\u002Fgender identity (SOGI) also qualify. The June 2020 amendment further added prevention obligations regarding harassment toward non-employees such as workers from other companies and job hunters.\n::\n\n::heading\n[マタニティハラスメント]{まてぃにてぃはらすめんと:maternity harassment}（[均等法]{きんとうほう:Equal Opportunity Act:N2}[第]{だい:art.:N1}11[条]{じょう:article:N1}の2・[育介法]{いくかいほう:Childcare\u002FNursing-Care Leave Act:N2}[第]{だい:art.:N1}25[条]{じょう:article:N1}）\n\n#en\nMaternity Harassment (Equal Opportunity Act Article 11-2 and Childcare\u002FNursing-Care Leave Act Article 25)\n::\n\n::para\n[マタハラ]{まではら:maternity harassment}は2017[年]{ねん:year:N5}1[月]{がつ:month:N5}[施行]{しこう:enacted:N1}の[改正]{かいせい:amended:N2}[均等法]{きんとうほう:Equal Opportunity Act:N2}[第]{だい:art.:N1}11[条]{じょう:article:N1}の2と[改正]{かいせい:amended:N2}[育児介護休業法]{いくじかいごきゅうぎょうほう:Childcare\u002FNursing-Care Leave Act:N1}[第]{だい:art.:N1}25[条]{じょう:article:N1}で[防止]{ぼうし:prevention:N2}が[義務化]{ぎむか:made mandatory:N1}されました。[妊娠]{にんしん:pregnancy:N1}・[出産]{しゅっさん:childbirth:N3}・[育児]{いくじ:childcare:N2}[休業]{きゅうぎょう:leave:N4}・[介護]{かいご:nursing care:N1}[休業]{きゅうぎょう:leave:N4}を[理由]{りゆう:reason:N3}とする[不利益]{ふりえき:disadvantageous:N1}[取扱い]{とりあつかい:treatment:N1}（[解雇]{かいこ:dismissal:N2}・[降格]{こうかく:demotion:N3}・[減給]{げんきゅう:salary reduction:N2}など）は[既に]{すでに:already:N1}[禁止]{きんし:prohibited:N2}されていましたが（[均等法]{きんとうほう:Equal Opportunity Act:N2}[第]{だい:art.:N1}9[条]{じょう:article:N1}）、これに[加え]{くわえ:in addition:N3}、[上司]{じょうし:supervisor:N1}や[同僚]{どうりょう:colleagues:N1}からの[嫌がらせ]{いやがらせ:harassment:N1}についても[使用者]{しようしゃ:employer:N4}に[防止]{ぼうし:prevention:N2}[措置]{そち:measures:N1}を[講じる]{こうじる:to take:N2}[義務]{ぎむ:obligation:N1}が[課せられました]{かせられました:imposed:N2}。\n\n#en\nPrevention of maternity harassment was made mandatory by the January 2017-effective amended Equal Opportunity Act Article 11-2 and amended Childcare\u002FNursing-Care Leave Act Article 25. Disadvantageous treatment (dismissal, demotion, salary reduction, etc.) for reasons of pregnancy, childbirth, childcare leave, or nursing-care leave was already prohibited (Equal Opportunity Act Art. 9). In addition, the employer's duty to take preventive measures was imposed for harassment from supervisors and colleagues as well.\n::\n\n::para\n[マタハラ]{まではら:maternity harassment}も[二]{に:two:N5}[類型]{るいけい:types:N2}に[分けられ]{わけられ:divided:N5}ます。①[制度等]{せいどとう:systems, etc.:N3}の[利用]{りよう:use:N3}への[嫌がらせ]{いやがらせ:harassment:N1}（[育休]{いくきゅう:childcare leave:N3}を[取得]{しゅとく:taking:N3}したいと[相談]{そうだん:consult:N3}した[際]{さい:when:N3}に「[出世]{しゅっせ:promotion:N4}は[諦めろ]{あきらめろ:give up:N1}」などと[言う]{いう:say:N4}）、②[状態]{じょうたい:state:N1}への[嫌がらせ]{いやがらせ:harassment:N1}（[妊娠]{にんしん:pregnancy:N1}したこと[自体]{じたい:itself:N4}に[対し]{たいし:towards:N3}[暴言]{ぼうげん:verbal abuse:N2}や[退職]{たいしょく:resignation:N3}[勧奨]{かんしょう:urging:N1}を[行う]{おこなう:perform:N5}）。[男性]{だんせい:male:N3}[従業員]{じゅうぎょういん:employees:N1}の[育休]{いくきゅう:childcare leave:N3}[取得]{しゅとく:taking:N3}に[対する]{たいする:towards:N3}[嫌がらせ]{いやがらせ:harassment:N1}（[いわゆる]{いわゆる:so-called}「[パタハラ]{ぱたはら:paternity harassment}」）も[同様]{どうよう:similarly:N3}に[禁止]{きんし:prohibited:N2}されます。\n\n#en\nMaternity harassment is also divided into two types: (1) Harassment regarding use of systems (e.g., when consulting about taking childcare leave, being told \"give up on promotion\"); (2) Harassment regarding the state (verbal abuse or urging resignation in response to pregnancy itself). Harassment toward male employees taking childcare leave (so-called \"paternity harassment\" or \"patahara\") is similarly prohibited.\n::\n\n::heading\n[使用者]{しようしゃ:employer:N4}の[四つ]{よっつ:four:N5}の[措置義務]{そちぎむ:duty to take measures:N1}\n\n#en\nThe Employer's Four Duties to Take Measures\n::\n\n::para\n[厚生労働大臣]{こうせいろうどうだいじん:Minister of Health, Labour and Welfare:N2}[指針]{ししん:guidelines:N2}は[使用者]{しようしゃ:employer:N4}が[講じ]{こうじ:to take:N2}なければならない[具体的]{ぐたいてき:specific:N3}な[措置]{そち:measures:N1}を[四つ]{よっつ:four:N5}の[柱]{はしら:pillars:N2}に[整理]{せいり:organizes:N1}しています（[パワハラ]{ぱわはら:power harassment}・[セクハラ]{せくはら:sexual harassment}・[マタハラ]{まではら:maternity harassment}[共通]{きょうつう:common:N3}）。①[事業主]{じぎょうぬし:business owner:N4}の[方針]{ほうしん:policy:N2}の[明確化]{めいかくか:clarification:N3}と[周知]{しゅうち:dissemination:N2}・[啓発]{けいはつ:awareness:N1}（[就業規則]{しゅうぎょうきそく:work rules:N1}に[ハラスメント]{はらすめんと:harassment}[禁止]{きんし:prohibition:N2}と[懲戒]{ちょうかい:disciplinary:N1}[処分]{しょぶん:action:N3}を[明記]{めいき:state:N3}し、[研修]{けんしゅう:training:N1}を[実施]{じっし:conduct:N1}）、②[相談]{そうだん:consultation:N3}に[応じ]{おうじ:respond:N1}、[適切]{てきせつ:appropriate:N3}に[対応]{たいおう:address:N1}するために[必要]{ひつよう:necessary:N3}な[体制]{たいせい:framework:N3}の[整備]{せいび:development:N1}（[相談窓口]{そうだんまどぐち:relief desk:N3}の[設置]{せっち:establishment:N2}・[匿名]{とくめい:anonymous:N1}[相談]{そうだん:consultation:N3}の[受付]{うけつけ:reception:N3}）、③[ハラスメント]{はらすめんと:harassment}に[係る]{かかる:related to:N3}[事後]{じご:post:N4}の[迅速]{じんそく:prompt:N1}かつ[適切]{てきせつ:appropriate:N3}な[対応]{たいおう:response:N1}（[事実関係]{じじつかんけい:facts:N3}の[迅速]{じんそく:prompt:N1}な[確認]{かくにん:verification:N3}・[被害者]{ひがいしゃ:victim:N2}への[配慮]{はいりょ:consideration:N1}・[加害者]{かがいしゃ:perpetrator:N3}への[措置]{そち:measures:N1}・[再発]{さいはつ:recurrence:N2}[防止]{ぼうし:prevention:N2}）、④[相談]{そうだん:consultation:N3}した[こと]{こと:fact of}や[事実関係]{じじつかんけい:facts:N3}の[確認]{かくにん:verification:N3}に[協力]{きょうりょく:cooperated:N2}した[こと]{こと:fact of}を[理由]{りゆう:reason:N3}とする[不利益]{ふりえき:disadvantageous:N1}[取扱い]{とりあつかい:treatment:N1}の[禁止]{きんし:prohibition:N2}（[報復]{ほうふく:retaliation:N2}[禁止]{きんし:prohibition:N2}）。\n\n#en\nMinisterial guidelines organize the specific measures employers must take into four pillars (common to power, sexual, and maternity harassment): (1) Clarifying and disseminating the business owner's policy, with awareness training (state harassment prohibition and disciplinary action in work rules; conduct training); (2) Establishing a framework for receiving and appropriately responding to consultations (set up a relief desk; accept anonymous consultations); (3) Prompt and appropriate post-incident response (prompt verification of facts, consideration for the victim, measures against the perpetrator, recurrence prevention); (4) Prohibition of disadvantageous treatment for having consulted or cooperated with fact-verification (anti-retaliation).\n::\n\n::heading\n[防止]{ぼうし:prevention:N2}[措置]{そち:measures:N1}を[怠った]{おこたった:neglected:N1}[場合]{ばあい:case:N3}の[責任]{せきにん:liability:N3}\n\n#en\nLiability for Failure to Take Preventive Measures\n::\n\n::para\n[使用者]{しようしゃ:employer:N4}が[措置義務]{そちぎむ:duty to take measures:N1}を[怠り]{おこたり:neglects:N1}、[ハラスメント]{はらすめんと:harassment}が[発生]{はっせい:occurs:N4}した[場合]{ばあい:case:N3}、[二]{に:two:N5}[つ]{つ:types}の[責任]{せきにん:liability:N3}が[問われ]{とわれ:can be questioned:N4}ます。①[行政]{ぎょうせい:administrative:N3}[責任]{せきにん:liability:N3}：[厚生労働大臣]{こうせいろうどうだいじん:Minister of Health, Labour and Welfare:N2}は[助言]{じょげん:advice:N3}・[指導]{しどう:guidance:N2}・[勧告]{かんこく:recommendation:N1}を[行う]{おこなう:issue:N5}ことができ（[労働施策総合推進法]{ろうどうしさくそうごうすいしんほう:Comprehensive Promotion Act:N1}[第]{だい:art.:N1}33[条]{じょう:article:N1}・[均等法]{きんとうほう:Equal Opportunity Act:N2}[第]{だい:art.:N1}29[条]{じょう:article:N1}）、[勧告]{かんこく:recommendation:N1}に[従わない]{したがわない:does not comply with:N1}[場合]{ばあい:case:N3}は[企業名]{きぎょうめい:company name:N1}の[公表]{こうひょう:public disclosure:N3}が[可能]{かのう:possible:N3}です（[労働施策総合推進法]{ろうどうしさくそうごうすいしんほう:Comprehensive Promotion Act:N1}[第]{だい:art.:N1}33[条]{じょう:article:N1}[第]{だい:para.:N1}2[項]{こう:paragraph:N1}）。②[民事]{みんじ:civil:N3}[責任]{せきにん:liability:N3}：[被害者]{ひがいしゃ:victim:N2}から[使用者]{しようしゃ:employer:N4}に[対する]{たいする:against:N3}[安全]{あんぜん:safety:N3}[配慮]{はいりょ:consideration:N1}[義務]{ぎむ:obligation:N1}[違反]{いはん:violation:N3}（[民法]{みんぽう:Civil Code:N3}[第]{だい:art.:N1}415[条]{じょう:article:N1}）または[使用者]{しようしゃ:employer:N4}[責任]{せきにん:liability:N3}（[民法]{みんぽう:Civil Code:N3}[第]{だい:art.:N1}715[条]{じょう:article:N1}）に[基づく]{もとづく:based on:N1}[損害]{そんがい:damages:N2}[賠償]{ばいしょう:compensation:N1}[請求]{せいきゅう:claims:N1}が[行われ]{おこなわれ:made:N5}ます。\n\n#en\nWhen an employer neglects the duty to take measures and harassment occurs, two types of liability can be incurred: (1) Administrative liability: The Minister of Health, Labour and Welfare can issue advice, guidance, and recommendations (Comprehensive Promotion Act Art. 33; Equal Opportunity Act Art. 29). If the recommendation is not followed, the company's name can be publicly disclosed (Comprehensive Promotion Act Art. 33 para. 2). (2) Civil liability: Damages claims from the victim against the employer based on breach of the duty of safe consideration (Civil Code Art. 415) or employer liability (Civil Code Art. 715).\n::\n\n::callout\n[注意]{ちゅうい:caution:N4}：[パワハラ]{ぱわはら:power harassment}[防止法]{ぼうしほう:prevention law:N2}に[直接]{ちょくせつ:direct:N2}の[罰則]{ばっそく:penalty:N1}は[ありません]{ありません:none}。しかし[厚生労働省]{こうせいろうどうしょう:Ministry of Health, Labour and Welfare:N2}の[指導]{しどう:guidance:N2}・[勧告]{かんこく:recommendation:N1}・[企業名]{きぎょうめい:company name:N1}[公表]{こうひょう:public disclosure:N3}は[実質]{じっしつ:substantive:N3}[制裁]{せいさい:sanction:N1}として[強い]{つよい:strong:N4}[影響力]{えいきょうりょく:influence:N1}を[持ち]{もち:has:N4}、[加害者]{かがいしゃ:perpetrator:N3}[個人]{こじん:individual:N2}には[暴行罪]{ぼうこうざい:assault:N2}・[傷害罪]{しょうがいざい:injury:N1}・[名誉毀損罪]{めいよきそんざい:defamation:N1}など[刑法]{けいほう:Criminal Code:N1}の[適用]{てきよう:application:N3}が[ある]{ある:exists}こともあります。\n\n#en\nCaution: The Power Harassment Prevention Law has NO direct penalty provisions. However, Ministry guidance, recommendations, and public disclosure of company names function as substantive sanctions with strong influence. Individual perpetrators may also face Criminal Code provisions for assault, injury, defamation, etc.\n::\n\n::heading\n[実務]{じつむ:practical:N3}[対応]{たいおう:response:N1}：[相談窓口]{そうだんまどぐち:relief desk:N3}の[設計]{せっけい:design:N2}\n\n#en\nPractical Response: Designing the Relief Desk\n::\n\n::para\n[相談窓口]{そうだんまどぐち:relief desk:N3}の[設置]{せっち:establishment:N2}は[全]{ぜん:all:N3}[類型]{るいけい:types:N2}の[ハラスメント]{はらすめんと:harassment}[防止]{ぼうし:prevention:N2}に[共通]{きょうつう:common:N3}する[最重要]{さいじゅうよう:most important:N3}[措置]{そち:measure:N1}です。[厚生労働省]{こうせいろうどうしょう:Ministry of Health, Labour and Welfare:N2}は[次の]{つぎの:the following:N3}[要件]{ようけん:requirements:N3}を[推奨]{すいしょう:recommends:N1}しています：①[男女]{だんじょ:male and female:N5}[両方]{りょうほう:both:N3}の[相談]{そうだん:consultation:N3}[担当者]{たんとうしゃ:officers:N2}を[配置]{はいち:place:N3}、②[一元的]{いちげんてき:unified:N4}に[受付]{うけつけ:receive:N3}できる[体制]{たいせい:framework:N3}（[パワハラ]{ぱわはら:power harassment}・[セクハラ]{せくはら:sexual harassment}・[マタハラ]{まではら:maternity harassment}を[統合]{とうごう:integrate:N1}）、③[外部]{がいぶ:external:N3}[機関]{きかん:agency:N3}（[弁護士]{べんごし:lawyer:N1}[事務所]{じむしょ:office:N3}・[EAP]{いーえーぴー:EAP}など）も[活用]{かつよう:utilize:N3}、④[匿名]{とくめい:anonymous:N1}[相談]{そうだん:consultation:N3}・[電話]{でんわ:phone:N5}・[メール]{めーる:email}・[Web]{うぇぶ:web}[フォーム]{ふぉーむ:form}など[多様]{たよう:diverse:N3}な[受付]{うけつけ:reception:N3}[手段]{しゅだん:means:N3}、⑤[相談者]{そうだんしゃ:consultant:N3}の[プライバシー]{ぷらいばしー:privacy}[保護]{ほご:protection:N1}と[守秘]{しゅひ:confidentiality:N1}[徹底]{てってい:thorough:N1}。\n\n#en\nEstablishing a relief desk is the most important measure common to all types of harassment prevention. The Ministry of Health, Labour and Welfare recommends: (1) Place both male and female consultation officers; (2) Build a framework for unified reception (integrating power, sexual, and maternity harassment); (3) Also use external agencies (law offices, EAPs, etc.); (4) Provide diverse reception means including anonymous consultation, phone, email, and web form; (5) Thoroughly protect consultant privacy and maintain confidentiality.\n::\n\n::heading\n[最近]{さいきん:recent:N3}の[判例]{はんれい:case law:N3}と[トレンド]{とれんど:trend}\n\n#en\nRecent Case Law and Trends\n::\n\n::para\n[近年]{きんねん:recent years:N4}の[ハラスメント]{はらすめんと:harassment}[訴訟]{そしょう:litigation:N1}は[損害賠償]{そんがいばいしょう:damages:N1}[額]{がく:amount:N2}が[高額]{こうがく:high:N2}[化]{か:trending:N3}する[傾向]{けいこう:tendency:N2}にあります。[電通]{でんつう:Dentsu:N4}[新人]{しんじん:new:N4}[社員]{しゃいん:employee:N4}[過労]{かろう:overwork:N3}[自殺]{じさつ:suicide:N3}[事件]{じけん:case:N3}（2015[年]{ねん:year:N5}）では[長時間]{ちょうじかん:long-hours:N5}[労働]{ろうどう:work:N3}と[パワハラ]{ぱわはら:power harassment}が[認定]{にんてい:recognized:N3}され、[企業]{きぎょう:company:N1}に[対して]{たいして:against:N3}[多額]{たがく:large amount:N2}の[賠償]{ばいしょう:compensation:N1}が[命じられました]{めいじられました:was ordered:N3}。[裁判所]{さいばんしょ:courts:N1}は[安全]{あんぜん:safety:N3}[配慮]{はいりょ:consideration:N1}[義務]{ぎむ:obligation:N1}を[根拠]{こんきょ:basis:N1}に[使用者]{しようしゃ:employer:N4}の[責任]{せきにん:liability:N3}を[厳しく]{きびしく:strictly:N1}[認定]{にんてい:recognize:N3}する[傾向]{けいこう:tendency:N2}を[強めて]{つよめて:strengthening:N4}います。また[カスハラ]{かすはら:customer harassment}（[カスタマー]{かすたまー:customer}[ハラスメント]{はらすめんと:harassment}）への[対応]{たいおう:response:N1}も[企業]{きぎょう:companies:N1}[共通]{きょうつう:common:N3}の[課題]{かだい:challenge:N2}となり、2025[年]{ねん:year:N5}には[厚生労働省]{こうせいろうどうしょう:Ministry of Health, Labour and Welfare:N2}が[使用者]{しようしゃ:employer:N4}の[対策]{たいさく:countermeasures:N1}を[努力]{どりょく:effort:N3}[義務]{ぎむ:obligation:N1}[化]{か:into:N3}する[改正]{かいせい:amendment:N2}を[進めて]{すすめて:advancing:N3}います。\n\n#en\nIn recent years, harassment litigation has trended toward higher damage awards. In the Dentsu new-employee overwork suicide case (2015), long working hours and power harassment were recognized, with the company ordered to pay substantial compensation. Courts increasingly recognize employer liability strictly on the basis of the duty of safe consideration. Response to customer harassment (\"kasuhara\") has also become a common challenge for companies, and in 2025 the Ministry of Health, Labour and Welfare is advancing amendments to make employer countermeasures a duty of effort.\n::\n\n::callout\n[試験対策]{しけんたいさく:exam preparation:N1}まとめ：①[パワハラ]{ぱわはら:power harassment}[防止法]{ぼうしほう:prevention law:N2}＝[労働施策総合推進法]{ろうどうしさくそうごうすいしんほう:Comprehensive Promotion Act:N1}[第]{だい:art.:N1}30[条]{じょう:article:N1}の2、[大企業]{だいきぎょう:large corp:N1}2020[年]{ねん:year:N5}・[中小]{ちゅうしょう:SME:N5}2022[年]{ねん:year:N5}[適用]{てきよう:applied:N3}。②[パワハラ]{ぱわはら:pawahara}[三要素]{さんようそ:3 elements:N1}＝[優越的]{ゆうえつてき:superior:N3}[関係]{かんけい:relationship:N3}＋[業務上]{ぎょうむじょう:work:N3}[相当]{そうとう:reasonable:N3}[範囲]{はんい:scope:N1}[超え]{こえ:exceed:N2}＋[就業]{しゅうぎょう:work:N1}[環境]{かんきょう:env:N1}[害]{がい:harm:N3}。③[6類型]{ろくるいけい:6 types:N2}＝[身体]{しんたい:physical:N4}・[精神]{せいしん:mental:N3}・[切離し]{きりはなし:isolation:N1}・[過大]{かだい:excessive:N3}・[過小]{かしょう:inadequate:N3}・[個]{こ:individual:N2}[侵害]{しんがい:invasion:N1}。④[セクハラ]{せくはら:sekuhara}＝[均等法]{きんとうほう:Equal Opp Act:N2}[第]{だい:art.:N1}11[条]{じょう:article:N1}（[対価型]{たいかがた:quid pro quo:N1}・[環境型]{かんきょうがた:hostile env:N1}、[同性]{どうせい:same-sex:N3}・[SOGI]{SOGI:SOGI}も[対象]{たいしょう:covered:N2}）。⑤[マタハラ]{まではら:matahara}＝[均等法]{きんとうほう:Equal Opp Act:N2}11[条]{じょう:art.:N1}の2＋[育介法]{いくかいほう:Childcare\u002FCare Act:N2}25[条]{じょう:art.:N1}（[制度]{せいど:system:N3}[利用]{りよう:use:N3}・[状態]{じょうたい:state:N1}の[二類型]{にるいけい:2 types:N2}）。⑥[措置義務]{そちぎむ:duty to take measures:N1}[四つ]{よっつ:4:N5}＝[方針]{ほうしん:policy:N2}[明確化]{めいかくか:clarification:N3}＋[相談窓口]{そうだんまどぐち:relief desk:N3}＋[事後]{じご:post:N4}[対応]{たいおう:response:N1}＋[不利益]{ふりえき:disadvantageous:N1}[取扱い]{とりあつかい:treatment:N1}[禁止]{きんし:prohibition:N2}。⑦[直接]{ちょくせつ:direct:N2}[罰則]{ばっそく:penalty:N1}は[なし]{なし:none}、[企業名]{きぎょうめい:company name:N1}[公表]{こうひょう:public disclosure:N3}が[制裁]{せいさい:sanction:N1}。\n\n#en\nEXAM SUMMARY: (1) Power Harassment Prevention Law = Comprehensive Promotion Act Art. 30-2; large corps from 2020, SMEs from 2022. (2) Power harassment 3 elements = superior relationship + exceeding reasonable work scope + harming work environment. (3) 6 types = physical, mental, isolation, excessive, inadequate, invasion of the individual. (4) Sexual harassment = Equal Opportunity Act Art. 11 (quid pro quo + hostile environment; same-sex and SOGI also covered). (5) Maternity harassment = Equal Opportunity Act Art. 11-2 + Childcare\u002FNursing-Care Act Art. 25 (two types: system use + state). (6) Four duties to take measures = policy clarification + relief desk + post-incident response + prohibition of disadvantageous treatment. (7) NO direct penalty; public disclosure of company names serves as the sanction.\n::\n",{"id":77,"title":80,"titleEn":81,"topicPath":10,"questions":82},"ハラスメント・フリーランス保護法確認テスト","Harassment and Freelance Protection Act Check Test",[83,110,133,153,178,201],{"id":84,"articleId":6,"question":85,"options":88,"correctLabel":98,"explanation":105,"tags":108},"law-harassment-freelance-quiz-q01",{"en":86,"jp":87},"How many categories of power harassment does the Ministry of Health, Labour and Welfare define?","[厚生労働省]{こうせいろうどうしょう}が[定義]{ていぎ}するパワハラの[類型]{るいけい}は[いくつ]{:how many}あるとされる？",[89,93,97,101],{"label":90,"jp":91,"en":92},"ア","[3類型]{さんるいけい}","3 categories",{"label":94,"jp":95,"en":96},"イ","[4類型]{よんるいけい}","4 categories",{"label":98,"jp":99,"en":100},"ウ","[6類型]{ろくるいけい}","6 categories",{"label":102,"jp":103,"en":104},"エ","[10類型]{じゅうるいけい}","10 categories",{"en":106,"jp":107},"MHLW presents 6 categories: physical attack, psychological attack, isolation, excessive demands, undermining (insufficient demands), and invasion of privacy.","[厚労省]{こうろうしょう}は[身体的攻撃]{しんたいてきこうげき}・[精神的攻撃]{せいしんてきこうげき}・[人間関係]{にんげんかんけい}からの[切]{き}り[離]{はな}し・[過大要求]{かだいようきゅう}・[過小要求]{かしょうようきゅう}・[個]{こ}の[侵害]{しんがい}の[6類型]{ろくるいけい}を[示]{しめ}しているとされます。",[109],"power-harassment",{"id":111,"articleId":6,"question":112,"options":115,"correctLabel":94,"explanation":128,"tags":131},"law-harassment-freelance-quiz-q02",{"en":113,"jp":114},"What duty does the power-harassment prevention law (in force June 2020) impose on employers?","[2020年6月]{にせんにじゅうねんろくがつ}に[施行]{しこう}された[パワハラ防止法]{ぱわはらぼうしほう}が[事業主]{じぎょうぬし}に[課]{か}した[義務]{ぎむ}は？",[116,119,122,125],{"label":90,"jp":117,"en":118},"[努力義務]{どりょくぎむ}のみ","best-efforts duty only",{"label":94,"jp":120,"en":121},"[措置義務]{そちぎむ}（[相談窓口設置]{そうだんまどぐちせっち}・[防止方針]{ぼうしほうしん}など）","措置義務 (set up consultation desk, prevention policy, etc.)",{"label":98,"jp":123,"en":124},"[罰則]{ばっそく}のみ","penalties only",{"label":102,"jp":126,"en":127},"[補償義務]{ほしょうぎむ}","compensation duty",{"en":129,"jp":130},"Employers are subject to '措置義務' (procedural duties) including establishing a consultation desk, clarifying prevention policy, and preventing recurrence.","[事業主]{じぎょうぬし}には[相談窓口設置]{そうだんまどぐちせっち}・[防止方針明確化]{ぼうしほうしんめいかくか}・[再発防止]{さいはつぼうし}など[「措置義務]{そちぎむ}[」]{}が[課]{か}されたとされます。",[109,132],"employer-duty",{"id":134,"articleId":6,"question":135,"options":138,"correctLabel":94,"explanation":148,"tags":151},"law-harassment-freelance-quiz-q03",{"en":136,"jp":137},"What harassment relates to pregnancy, childbirth, and childcare leave?","[妊娠]{にんしん}・[出産]{しゅっさん}・[育児休業]{いくじきゅうぎょう}に[関連]{かんれん}するハラスメントは？",[139,141,143,145],{"label":90,"jp":140,"en":23},"[セクハラ]{せくはら}",{"label":94,"jp":142,"en":27},"[マタハラ]{またはら}",{"label":98,"jp":144,"en":18},"[パワハラ]{ぱわはら}",{"label":102,"jp":146,"en":147},"[モラハラ]{もらはら}","moral harassment",{"en":149,"jp":150},"Maternity harassment (mata-hara) refers to disadvantageous treatment or harassment related to pregnancy, childbirth, or childcare leave — prohibited under the EEO Act and Childcare\u002FFamily Care Leave Act.","[マタニティハラスメント]{またにてぃはらすめんと}（[マタハラ]{またはら}）は[妊娠]{にんしん}・[出産]{しゅっさん}・[育休]{いくきゅう}に[関連]{かんれん}した[不利益取扱]{ふりえきとりあつかい:disadvantageous treatment}や[嫌]{いや}がらせを[指]{さ}し、[男女雇用機会均等法]{だんじょこようきかいきんとうほう}・[育児介護休業法]{いくじかいごきゅうぎょうほう}で[禁止]{きんし}されています。",[152],"maternity-harassment",{"id":154,"articleId":155,"question":156,"options":159,"correctLabel":94,"explanation":172,"tags":175},"law-harassment-freelance-quiz-q04","law-furiransu-hou",{"en":157,"jp":158},"What payment deadline does the Freelance Protection Act stipulate?","[フリーランス保護法]{ふりらんすほごほう}（[フリーランス・事業者間取引適正化等法]{ふりらんすじぎょうしゃかんとりひきてきせいかとうほう}）が[定]{さだ}める[報酬支払期限]{ほうしゅうしはらいきげん}は？",[160,163,166,169],{"label":90,"jp":161,"en":162},"[役務提供日]{えきむていきょうび}から[30日以内]{さんじゅうにちいない}","within 30 days of service provision",{"label":94,"jp":164,"en":165},"[役務提供日]{えきむていきょうび}から[60日以内]{ろくじゅうにちいない}","within 60 days of service provision",{"label":98,"jp":167,"en":168},"[役務提供日]{えきむていきょうび}から[90日以内]{きゅうじゅうにちいない}","within 90 days of service provision",{"label":102,"jp":170,"en":171},"[期限]{きげん}なし","no deadline",{"en":173,"jp":174},"The Freelance Protection Act (in force November 2024) generally requires payment within 60 days of service provision.","[2024年11月]{にせんにじゅうよねんじゅういちがつ}[施行]{しこう}の[フリーランス保護法]{ふりらんすほごほう}は[原則]{げんそく}として[役務提供日]{えきむていきょうび}から[60日以内]{ろくじゅうにちいない}の[支払]{しはらい}を[義務付]{ぎむづ}けたとされます。",[176,177],"freelance","payment",{"id":179,"articleId":155,"question":180,"options":183,"correctLabel":102,"explanation":196,"tags":199},"law-harassment-freelance-quiz-q05",{"en":181,"jp":182},"Which is NOT a prohibited act under the Freelance Protection Act?","[フリーランス保護法]{ふりらんすほごほう}が[禁止]{きんし}する[行為]{こうい}に[該当]{がいとう}しないものは？",[184,187,190,193],{"label":90,"jp":185,"en":186},"[受領拒否]{じゅりょうきょひ}","refusal to accept work",{"label":94,"jp":188,"en":189},"[報酬減額]{ほうしゅうげんがく}","fee reduction",{"label":98,"jp":191,"en":192},"[一方的発注変更]{いっぽうてきはっちゅうへんこう}","unilateral change of order",{"label":102,"jp":194,"en":195},"[書面]{しょめん}での[条件明示]{じょうけんめいじ}","written specification of conditions",{"en":197,"jp":198},"Written specification of conditions is rather a duty on the orderer; prohibited acts include refusal to accept, fee reduction, returns, lowballing, and forced purchase.","[書面]{しょめん}での[条件明示]{じょうけんめいじ}は[むしろ]{:on the contrary}[発注者]{はっちゅうしゃ}に[義務付]{ぎむづ}けられる[行為]{こうい}とされ、[禁止行為]{きんしこうい}には[受領拒否]{じゅりょうきょひ}・[報酬減額]{ほうしゅうげんがく}・[返品]{へんぴん}・[買]{か}いたたき・[購入強制]{こうにゅうきょうせい}などが[挙]{あ}げられているとされます。",[176,200],"prohibited-acts",{"id":202,"articleId":6,"question":203,"options":206,"correctLabel":90,"explanation":219,"tags":222},"law-harassment-freelance-quiz-q06",{"en":204,"jp":205},"What is the difference between 'quid pro quo' and 'hostile environment' sexual harassment?","[セクハラ]{せくはら}の[「対価型]{たいかがた}[」]{}と[「環境型]{かんきょうがた}[」]{}の[違]{ちが}いは？",[207,210,213,216],{"label":90,"jp":208,"en":209},"[対価型]{たいかがた}は[性的言動]{せいてきげんどう}を[拒]{こば}んだ[結果]{けっか}[不利益]{ふりえき}を[受]{う}ける、[環境型]{かんきょうがた}は[性的言動]{せいてきげんどう}で[就業環境]{しゅうぎょうかんきょう}が[害]{がい}される","Quid pro quo: disadvantage from refusing sexual conduct; environment: work environment harmed by sexual conduct",{"label":94,"jp":211,"en":212},"[対価型]{たいかがた}は[金銭的補償]{きんせんてきほしょう}が[行]{おこな}われる、[環境型]{かんきょうがた}は[行]{おこな}われない","Quid pro quo gets monetary compensation, environment doesn't",{"label":98,"jp":214,"en":215},"[対価型]{たいかがた}は[男性間]{だんせいかん}、[環境型]{かんきょうがた}は[女性間]{じょせいかん}","Quid pro quo male-to-male, environment female-to-female",{"label":102,"jp":217,"en":218},"[両者]{りょうしゃ}に[違]{ちが}いはない","no difference",{"en":220,"jp":221},"Under the EEO Act, quid-pro-quo type means receiving disadvantage based on refusing\u002Faccepting sexual conduct; environment type means the work environment being harmed by sexual conduct.","[男女雇用機会均等法]{だんじょこようきかいきんとうほう}の[定義]{ていぎ}では[「対価型]{たいかがた}[」]{}は[性的言動]{せいてきげんどう}への[拒否]{きょひ}・[応諾]{おうだく}を[理由]{りゆう}に[不利益]{ふりえき}を[受]{う}けるもの、[「環境型]{かんきょうがた}[」]{}は[性的言動]{せいてきげんどう}により[就業環境]{しゅうぎょうかんきょう}が[害]{がい}されるものとされます。",[223],"sexual-harassment"]