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Definition of mata (pata) nity harassment

Mata (pata) harassment, which is the abbreviation for Mata (pata) nity harassment, is defined by the Ministry of Health, Labor and Welfare as "harassment related to pregnancy, childbirth, childcare leave, etc. in the workplace." The working environment of "female workers" who have become pregnant or have given birth, or "male and female workers" who have applied for and obtained childcare leave, etc., are harmed by their speech and behavior (words and actions related to pregnancy and childbirth, use of childcare leave, etc.) ] is treated as synonymous. (Reference: Ministry of Health, Labor and Welfare website about measures against mata (pata) harassment in the workplace)
As can be seen from this definition, the working environment is harmed by the female worker's pregnancy, childbirth, or other behavior related to pregnancy or childbirth (hereinafter referred to as "conditional harassment type"), and labor standards Actions related to the use of so-called maternity leave, which has long been stipulated in the law, so-called childcare leave, which is stipulated in the Child Care Leave Act, and other related systems and measures that harm the working environment There are two types of "harassment type".)
Since "harassment of the state" targets the state of pregnancy and childbirth, it basically applies only to women. However, "harassment of use" is covered because men are also allowed to take childcare leave. In addition, since October this year, the scope of this has been expanded to include postnatal childcare leave (so-called postnatal papa childcare leave) for up to four weeks within eight weeks after the child's birth. (For details, see the table and the Ikumen Project website of the Ministry of Health, Labor and Welfare)
Furthermore, in order to ensure the effectiveness of the system, from April this year, employers will inform workers who have applied for pregnancy or childbirth of their own or their spouses about the following matters regarding the childcare leave system, etc. Employees are required to confirm their intention to take leave on an individual basis. Starting next April, companies with more than 1,000 employees will be required to disclose their childcare leave status once a year.

Points for business owners to pay attention to

From the point of view of harassment, it is said that workers who were unaware of the revision of the law and applied for pregnancy, childbirth, etc. of their own or their spouses were not informed about the system and did not confirm their intentions, or prevented them from using the system. It can become It is important to correctly understand the revised law, disseminate it in the workplace, and respond to it.
On the other hand, if the number of leave systems increases and the number of employees and the amount of work do not change, the burden will go to those who are not eligible for leave. Certainly, in an era when such a system does not exist, if people who have struggled to raise children or who have had no choice but to choose not to have children are forced to bear the burden unilaterally, I feel a sense of unfairness. is understandable. In fact, we are also asked about reverse matahara.
Therefore, the Ministry of Health, Labor and Welfare's guidelines and their explanatory materials require employers to take measures to eliminate the causes and background factors of mata (pata) harassment. Specifically, ``Because the work burden of the surrounding workers may increase, consideration should be given to the work burden of the surrounding workers,'' and ``Even on the side of pregnant workers, etc. It is necessary to have knowledge that it is possible to use it, and to have an awareness of performing work appropriately according to one's own physical condition, etc., while maintaining smooth communication with those around them." In the medical field, there is a shortage of human resources and it is not always easy, but the business owner should prepare the system by themselves, educate the users of the system and the workers around them, and improve the working environment with the cooperation of the three parties. It is important to continue
In addition, the guidelines of the Ministry of Health, Labor and Welfare stipulate that penalties for harassers should be written in the form of disciplinary action, etc. in the rules of employment, etc. place is common. Therefore, if it is recognized as harassment, it may be subject to disciplinary action. In the future, various system revisions may be made, so it is important to have a correct understanding, including updates, so that a lack of understanding of the system will not lead to harassment.

　

【著者紹介】

弁護士・医師 渥美坂井法律事務所所属
メディアスホールディングス(株)社外取締役
越後 純子

安全で質の高い医療を提供するために法律を知っておくことが必要です

　医師と弁護士のダブルライセンスを持つ越後純子先生は、国立大学病院初の院内弁護士として金沢大学附属病院で活躍された後、虎の門病院医療安全部に所属し、医療トラブルや安全管理に加え、ガバナンスや労務に関することにも幅広く対応されてきました。2022年1月には法律事務所に移籍し、現在は弁護士として、医療現場での経験と知見を生かしながら法律の観点から医療・介護分野の質と安全の向上に貢献しています。
　「私が法科大学院を志した2000年代初めは、医療事故が社会問題化したことで医療現場に司法が大幅に関与するようになり、訴訟も増えているような時代でした。漠然とした不安を感じる中、司法制度改革で法科大学院が新設されることになったので法律を学んでみようと思い立ったのです。無知からもたらされる不安は正しい知識を身につけることでのみ解消されると考えていましたし、実際に法律を学ぶことで不安は消えていきました」と越後先生は振り返ります。
　臨床に従事している医師や看護師をはじめ医療スタッフの多くは、法律の知識は管理者が身につけておくべきもので自分には必要ないと考えがちです。しかし、越後先生は、法律はどのような立場の医療者も知っておくべき必須知識の一つだと指摘します。「そもそも日本の医療制度は医療法をはじめとするさまざまな法律の上に成り立っています。安全で質の高い医療を提供するためには、どこまでどのようなことを患者さんに行ってよいのか、そのボーダーラインを認識すること、つまり医療行為を定めている法律やルールを知っておくことが欠かせません。それを知っているだけで注意したり避けられたりするようなことが臨床の実践においてもいろいろあるからです」
　また、管理者においては法令で求められている事業者の義務を正しく理解しておくことが、医療機関の運営や労務管理を行っていくうえで大切だといいます。
　さて、本連載では、越後先生が10年以上にわたって院内弁護士として活動する中で得た気づきや経験をもとに、誰もが陥りやすい法的事象を中心に医療者や管理者のみなさんに役立つ情報を提供していきます。「忙しい日常において医療の専門知識以外の情報を定期的にアップデートする時間はなかなか取れないと思います。法律の知識を手軽に得るチャンネルの一つとしてもご利用いただけると嬉しいです」と越後先生は話しています。新連載にご期待ください。