#Japan #Tokyo #Customer Harassment #Employee Rights #Japan Regulation

Rising Legal Obligations for Customer Harassment Prevention

As businesses in Japan brace for regulatory changes, the introduction of customer harassment (also known as 'kasuhara') countermeasures is creating a significant shift in workplace policies. The new law, set to be fully implemented in October 2026, follows the June 2025 announcement of the comprehensive labor policy promotion law. With customer harassment now firmly on the legislative agenda, companies need to take proactive steps to ensuring they meet new standards and obligations.

Overview of the Regulation

The forthcoming customer harassment regulations stipulate that organizations must establish clear protocols to avoid and address harassment from customers towards employees. The law seeks to enhance workplace environments by minimizing the risk of abusive behaviors, which can negatively impact employee well-being and productivity.

The core of this regulation includes the necessity for businesses to create supportive structures that allow employees to report incidents of harassment without fear of retaliation. The guidelines for enforcement have already been proposed, with a focus on practical implementation rather than waiting for the final version.

The Training Session

To address these pressing questions and concerns, an informational session facilitated by the Claire Human Resources Association is scheduled for February 18, 2026. This event targets media representatives and will feature prominent speaker Jun Ono, a certified labor and social security attorney renowned for his expertise in harassment prevention training. During the session, attendees will receive insights into how the law translates into practical actions at the workplace, and the expected changes companies need to adopt.

Key Questions to Address

The session will focus on crucial topics including:
1. Is the customer harassment law already established?
2. What are the specific obligations for companies upon implementation?
3. What does the term “guideline” refer to, and why is it critical in practice?
4. What essential points does the draft guideline incorporate?
5. What systems should companies set up to comply?
6. How should businesses rethink their consulting channels and response processes?
7. What measures must be taken to prevent recurrence of incidents?
8. What preparations should businesses undertake before the law is enforced?

These topics will help streamline the necessary preparations required long before the official implementation date.

Importance of Immediate Action

Amid much uncertainty surrounding how organizations will adapt, it’s imperative that companies don’t wait for the finalized guidelines. Instead, they should start reviewing their human resource policies and establishing robust systems to handle customer interactions. By researching current best practices and developing internal frameworks, organizations can mitigate risks associated with customer harassment.

Developing an internal reporting mechanism and ensuring employees are trained on how to handle difficult customer situations will be vital components. Involving all levels of management in discussions around the impending changes can further foster a culture that prioritizes employee safety and dignity.

A Robust Support Structure

The Claire Human Resources Association, established as a subsidiary of SA in 2023, is dedicated to providing the tools, resources, and education necessary for organizations to navigate this new landscape effectively. With a focus on practical learning, over 700 professionals across various sectors have obtained certification as Clean Employment Planners, equipping them to assist companies with compliance and harassment prevention.

As the clock ticks down to the implementation date, it is essential for all businesses to act without delay and ensure a safe, respectful work environment for their employees. Those who prepare adequately will not only comply with the law but also enhance their reputation and employee satisfaction in a rapidly evolving workplace culture.

For more information, visit Claire Human Resources Association Official Site.