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Where do I go to seek help in case of sexual harassment in the workplace?

  • Source:National Immigration Agency, Ministry of the Interior
  • Date:2016/8/10
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I. Legal basis
  Act of Gender Equality in Employment
II. Sexual Harassment at Workplace
  A. Sexual harassment referred to in the Act of Gender Equality in Employment shall mean one of the following circumstances:
    1. In the course of an employee executing his or her duties, any one makes a sexual request, verbal of physical conduct of a sexual nature or with an intent of gender discrimination, causes him or her a hostile, intimidating and offensive working environment leading to infringe on or interfere with his or her personal dignity, physical liberty or affects his or her job performance
    2. An employer explicitly or implicitly makes a sexual request toward an employee or an applicant, verbal or physical conduct of a sexual nature or with an intent of gender discrimination as an exchange for the establishment, continuance, modification of a labor contract or as a condition to his or her placement, assignment, compensation, evaluation, promotion, demotion, award and discipline.

B. Determined standards:


In the determination of sexual harassment, the concrete facts pertaining to the background, work environments, interpersonal relationships, the offenders’ remarks and conduct and the interpretations of concerned person for the occurrence shall be examined on the basis of the particular case.
III. Prevention and Correction of sexual harassment at workplace:

A. Employers shall prevent and correct sexual harassment from occurrence. For employers hiring over thirty employees, measures of prevention, correction, complaint and punishment of sexual harassment shall be established.  All these measures mentioned above shall be openly displayed in the workplace.

B. If the employers, employees or applicants are not satisfied with the decisions made by Committee on Gender Equality in Employment of the Central Competent Authority, they may file administrative complaints and proceed administrative lawsuits pursuant to the procedures of the Administrative Appeals Act and the Administrative Lawsuits Act.
IV. Complaint assistance measures:

A. Receiving institution:


When employees or applicants find out that employers contravene the stipulations of prevention and correction of sexual harassment of the Act, they may file complaints to the local competent authorities.


B. Remedies:


1. After employees or applicants file complains the allegations to the local competent authorities, if the employers, employees or applicants are not satisfied with the decisions made by the local competent authorities, they may apply to the Committee on Gender Equality in Employment of the Central Competent Authority for review or file an administrative complaint directly within ten days.


2. If the employers, employees or applicants are not satisfied with the decisions made by Committee on Gender Equality in Employment of the Central Competent Authority, they may file administrative complaints and proceed administrative lawsuits pursuant to the procedures of the Administrative Appeals Act and the Administrative Lawsuits Act.

C. Inquiry line:


Local labor administration competent authorities (county and city government labor or social affairs bureaus or departments) or the Ministry of Labor;(02)8995-6866.

  • Hit: 3497
  • Updated: 2016/11/16 16:02:00