The current Act obligates any employer who ordinarily employs ten or more workers to prepare and report the rules of employment, and to hear the opinions of a labor union or a majority of the workers when preparing or amending such rules.

Workplaces of a certain size are required to have rules of employment or internal procedure regulations on discipline. Some of the more proactive workplaces have a separate system for autonomous resolution of internal issues, such as guidelines on the prevention and handling of sexual harassment.

Accordingly, the Amendment adds “matters concerning the prevention and redressal of workplace sexual harassment” to the scope of matters to be stipulated in the rules of employment and requires employers to prepare and report the said matters after hearing the opinions of a labor union or a majority of the workers, thereby aiming to establish a more reliable system for workers (Article 93, subparagraph 12 newly inserted).

The Amendment adds “matters concerning the prevention and redressal of workplace sexual harassment” to the scope of matters to be stipulated in the rules of employment (Article 93).