In recent years, unreasonable demands and significant nuisance behaviors from customers and business partners, commonly referred to as “customer harassment” (hereinafter “kasu-hara”), have become a serious social issue in Japan.<\/p>\n\n\n\n
In response, the Act on Comprehensive Promotion of Labor Policies and other related laws were amended in June of Reiwa 7 (2025), mandating companies to implement employment management measures to prevent kasu-hara starting from October of Reiwa 8 (2026). This amendment is an essential step to protect the mental and physical health of employees and to maintain a healthy workplace environment.<\/p>\n\n\n\n
As labor and legal affairs personnel within Japanese companies, it is crucial not only to comply with these legal requirements but also to deeply understand the intent of this “Kasu-hara Prevention Law” from the perspectives of maintaining corporate social credibility and securing talent. Companies are expected to develop effective measures. This article will explain the background of this amended law, its specific contents, and the actions companies should take in response.<\/p>\n\n\n\n