Social psychologist Okada Yasuko coined the term ‘pawa-hara’ in 2003. She had worked for the victims of harassment. Her work was one of the major reasons for workplace harassment to be recognised while starting a conversation around the same. The term pawa hara is an abbreviated form where ‘pawa’ refers to power and ‘hara’ means harassment. In recent years Japanese work culture has seen a rise in harassment at the workplace owing to their traditional hierarchal-based organisational setup. There are instances of behaviour that is abusive, discriminatory, and exploitive and is directed from the superior toward an employee. This is owing to a work culture of micro-management and an expectation of subservience from the employees.
Power and harassment in Japan
In Japanese culture, authoritarian leaders are looked upon for their assertiveness and are expected to coach their subordinates towards success using whatever means they deem appropriate. Often the bosses are individuals who are lauded for their courage and integrity.
In recent years, owing to the change of world politics, legislation, and declarations in the field of human rights, Japan has seen an increase in cases of power harassment being reported in court, this meant that workplace bullying is no longer being accepted at the workplace.
Earlier cases of power harassment were dealt with under the Japanese Civil code however now there are new guidelines and legislation in place. Leading to the revision of Japanese labor-related legislation which defines power harassment as “verbal or physical behaviour that goes beyond the business necessity and that takes advantage of superior positions in a relationship, harming the workplace environment”.
Anti-harassment law in Japan
The Japanese National Diet in the year 2019 introduced the Power Harassment Prevention Act, amending the Labor Policy Comprehensive Promotion Act which brings prevention of power harassment at the forefront. Chapter 8 of the act now defines power harassment as “remarks and behaviour of people taking advantage of their superior positions in the workplace that exceed what is necessary and appropriate for the conduct of business, thereby harming the working environment of employees.”
The Ministry of Health, Labour, and Welfare has defined examples of workplace harassment as :
- physical abuse
- mental or emotional abuse
- deliberate isolation of the employee in the workplace
- overwork of the employee
- providing an employee with work that is far below their skill level
- infringement of the privacy of an employee by asking personal questions irrelevant to business purposes.
The law has taken effect as to large employers on June 1, 2020. It prohibits the retaliatory discharge of employees who complain about power harassment and requires employers to put systems in place for reporting and addressing power harassment.
Under the legislation which was scheduled to be operational from 2020, the employers are expected to implement consulting mechanisms along with having a zero-tolerance towards power harassment at the workplace.
FAQs
What is pawahara?
Pawahara (パワハラ) is simply the Japanese abbreviation of “power harassment.” The term combines the English word power with hara, short for harassment. It was coined to describe persistent workplace behaviours where someone in a position of authority exploits that power to demean, control, or excessively pressure another person, thereby degrading the work environment.
What is Morahara?
Morahara (モラハラ) refers to moral harassment, a concept related to ongoing psychological or emotional abuse that may occur in various contexts, not just at work. Although less formally defined in Japanese workplace law than pawa hara, the term is used colloquially to describe mental or emotional pressure, insults, persistent criticism, or controlling behaviour that harms a person’s dignity or mental well-being. Unlike power harassment, it does not necessarily depend on a formal superior–subordinate dynamic.
What is power harassment in Japan?
In Japan, power harassment is understood as bullying or abuse of authority in the workplace that negatively affects the work environment. It covers behaviour by a superior (or anyone with significant influence) that takes advantage of a power imbalance, exceeds what is necessary or appropriate for business, and harms employees’ physical or emotional well-being. This can include verbal abuse, isolation, unreasonable work demands, or invasion of privacy beyond normal managerial actions.
How can companies prevent power harassment in Japan?
Japanese law now requires employers to take proactive steps to prevent power harassment. Under the Power Harassment Prevention Act (a 2019 amendment to the Labor Policy Comprehensive Promotion Act), companies must implement clear policies banning power harassment, establish consultation and reporting systems, provide training and awareness activities, and ensure employees aren’t retaliated against for reporting incidents. Employers must also respond appropriately when complaints arise and support a safe work environment.
Is Pawa Hara only limited to physical abuse?
No. Power harassment is not limited to physical abuse. While physical abuse can be one form, pawa hara also includes verbal or emotional abuse, isolation from work activities, unreasonable overwork, giving trivial tasks to demean employees, and intrusion into an employee’s private life. The focus is on behaviour that goes beyond necessary business conduct and harms the employee or the workplace environment.
Does Japanese law protect employees who report power harassment?
Yes. The Power Harassment Prevention Act (2019 amendment) prohibits employers from retaliating against employees who report power harassment and requires employers to establish systems for employees to report incidents safely. This means companies must protect whistle-blowers from dismissal or disadvantageous treatment for filing complaints and ensure confidentiality where appropriate.
What is the Power Harassment Prevention Act?
The Power Harassment Prevention Act refers to the 2019 amendment to Japan’s Labor Policy Comprehensive Promotion Act, which added specific legal obligations for employers to prevent, address, and manage power harassment in the workplace. It defines power harassment, mandates preventive measures (such as consultation systems and policies), and requires employers to take action against retaliation. This framework aims to reduce workplace bullying and improve employee protection.
Why is power harassment in Japan so prevalent?
Power harassment is prevalent in Japan partly due to traditional hierarchical work culture, where seniority and authority are strongly emphasised. Japanese workplaces historically valued strict supervision and obedience, which sometimes blurred the line between firm guidance and abusive conduct. As cultural norms shift and employees become more aware of their rights, reports of pawa hara have risen, highlighting the need for legal protections and organisational change.
What are the common examples of Pawa Hara in the workplace?
Common examples of power harassment include verbal abuse or insults from superiors, deliberate isolation of an employee, unreasonable overwork or impossible demands, assigning menial or inappropriate tasks to demean someone, and intruding on an employee’s privacy or personal matters unrelated to work. These behaviours harm employees’ well-being and create a hostile workplace environment.