Japan’s 2019 law on workplace harassment curbs pawa-hara. Employers must set policies, raise awareness and create safe reporting channels for staff.
- Anti Harassment (Asia)
Character evidence ("he's a family man"/"she's provocative") is inadmissible in PoSH inquiries, which focus solely on incident-specific facts.
- PoSH
Leadership must prioritise cybersecurity training and protocols to prevent breaches.
- People and Culture
IC recommends disciplinary action proportionate to harassment severity. Final implementation rests with the employer, but non-compliance risks legal challenge.
- PoSH
Strategic policies include trauma reporting protocols, bystander empowerment modules, restorative justice options & climate surveys - moving beyond basic compliance.
- PoSH
Tier II training must: use local languages, address regional power structures, involve community leaders & include practical reporting demonstrations.
- PoSH
Key proposals: Mandate external IC members, include transgender protections, penalise non-reporting employers & cover gig/unorganised sectors explicitly.
- PoSH
HR must: Immediately document details, protect complainant from retaliation, preserve evidence & refer to IC within 24 hours - never mediate informally.
- PoSH
Local-language PoSH training breaks barriers: using regional idioms, case studies & multilingual materials ensures accessibility in diverse workplaces.
- PoSH
