Power Harassment at Work in Japan: What Evidence to Keep (LINE, Email, Recordings, a Diary)

Short answer: Keep a record of when, where, who, and what was said or done, each time it happens. For LINE, email and work chat, keep full-screen screenshots that show the date, time and sender, plus the original data. For recordings, record conversations you are part of, and don't edit them. For notes or a diary, write specific entries, consistently. If your health suffers, see a doctor and get a medical certificate, and note the names of anyone who saw what happened. Even if you have no evidence yet, you can start recording today and get advice. On the other hand, taking more company information than you need, logging into someone else's account, or posting about it on social media can make you liable. This article is general information about Japan, not legal advice; for your own situation, talk to a labor consultation service or a lawyer (see Where to get help).

What counts as power harassment in Japan

Knowing what Japanese law means by "workplace power harassment" (pawā harasumento, or pawahara) tells you what to record.

According to the Ministry of Health, Labour and Welfare (MHLW), workplace power harassment is conduct at work that meets all three of these:

1. It is based on a superior position or relationship. This includes conduct by a boss, but also by colleagues or subordinates whose knowledge or experience you depend on for your work, and by a group of colleagues.
2. It goes beyond what is necessary and appropriate for the work.
3. It harms the worker's working environment.

However, instructions and guidance that are objectively necessary and appropriate for the work are not power harassment. Strict guidance is not automatically harassment.

MHLW sorts typical cases into six types (something outside them can still be power harassment):

• Physical attacks: assault, injury.
• Mental attacks: threats, defamation, insults, severe verbal abuse.
• Isolation: separating you from others, leaving you out, ignoring you.
• Excessive demands: forcing work that is clearly unnecessary or impossible, or obstructing your work.
• Too little work: without a business reason, ordering work far below your ability and experience, or giving you no work.
• Intrusion into private matters: prying excessively into your private life.

Employers must take measures against it. The Act on Comprehensively Advancing Labor Measures (commonly called the Power Harassment Prevention Act) requires employers to set up a system to handle consultations and respond properly, and prohibits dismissal or other disadvantageous treatment because a worker consulted about harassment or gave facts in the company's investigation (Article 31(1) and (2)).

Since the amended Act took effect on October 1, 2026, the power harassment provisions have been in Article 31 instead of Article 30-2 (and assistance and conciliation by labor bureaus moved from Articles 30-5 and 30-6 to Articles 36 and 37). Explanations written before then may use the old numbers.

What your evidence needs to show

More evidence isn't automatically better. Thinking about what you need to show, against the three elements above, makes it easier to choose what to keep.

• What happened: when, where, who, and what was said or done. Write the words as close to verbatim as you can.
• The relationship: whether it was your boss, a group of colleagues, and so on.
• Whether it went beyond what the work required. MHLW's guidelines say this is judged by looking at everything together: the purpose of the conduct, how it came about and the circumstances, the nature of the work, and the manner, frequency and continuity of the conduct. So it matters to record not just one remark but the context, how often it happened and for how long.
• The effect: you couldn't sleep, saw a doctor, couldn't work. The guidelines judge harm to the working environment by how an average worker would feel.

Record facts that look bad for you too, such as a mistake of yours that started it. The guidelines say that when the worker's own conduct is at issue, how its content and seriousness relate to the way the guidance was given is an important factor. A record that shows the whole context is more believable overall.

Types of evidence and how to keep them

A single piece of evidence rarely settles things. The basic approach is to combine different kinds of records so that they back each other up.

This table is a general summary based on MHLW materials and law firms' explanations. How evidence is weighed depends on the case.

Messages: LINE, email and work chat

Written messages show what was said and when, so they matter. But screenshots can be dismissed as "edited" or "cropped." Keep full screens, in sequence, together with the original data. For how screenshots are faked and checked, see how to tell if a screenshot is fake.

Harassment on LINE

Abusive LINE messages outside working hours, persistent questions about your private life, being removed from the team's group chat: these are common complaints. Keep LINE messages like this:

1. Take full-screen screenshots in sequence. Include the date dividers, each message's time and the sender's display name, and overlap a little before and after the messages that matter.
2. Screenshot the sender's profile screen. A display name alone may not show whose account it is.
3. Export the chat as text too. From the menu at the top of the chat, tap Settings, then Export chat history, to save it as a text file (.txt). The export includes only the history currently shown in that chat, and text can be edited, so keep the screenshots as well.
4. Save photos and videos to your phone soon. They can be viewed on LINE's servers only for a limited time.
5. Don't delete the chat. If the sender unsends a message, it disappears from your screen too. In Japan, messages can normally be unsent within an hour of sending (within seven days for LYP Premium members), so save messages when they arrive.

Work email and chat (Slack, Teams, etc.)

Scolding by work email or chat, attacks on your character in front of everyone, or being left out of messages everyone else gets can all be recorded.

• Start with messages sent to you and conversations you are part of. Capture the whole screen so that the date, time, sender and recipients (who could see it) are visible.
• Remember these are company tools. Your account may stop working when you leave or move, and depending on the company's settings, old messages may be deleted automatically. Slack, for example, lets workspace owners set how long messages and files are kept, and says data deleted under those settings is deleted permanently. Save what matters early.
• Be careful about forwarding work email in bulk to a personal address. It may breach company rules, and if it includes customers' or colleagues' personal information, it causes new problems. Keep only the harassing messages addressed to you, and before taking anything you're unsure about, ask a lawyer (see Don'ts).
• Records on company servers can be requested in the company's investigation, or through a formal procedure. Ask a lawyer how.

Can you record without telling them?

A recording shows the words and tone exactly. MHLW's harassment website, Akarui Shokuba Ōendan, recommends keeping records of harassment by suitable means such as notes or recordings, and Houterasu (the Japan Legal Support Center) also lists notes of what happened and recordings as ways to keep evidence.

On recording without the other person's consent:

• In civil cases, recordings made without consent are often admitted as evidence. Lawyers cite a Tokyo High Court judgment of July 15, 1977, which held that evidence can be used unless it was collected by "markedly antisocial means" that infringe personal rights. Some lawyers add that a victim recording their own conversations at work to gather evidence is not such a method.
• But not every recording can be used. Lawyers also cite a Tokyo High Court judgment of May 19, 2016, which refused to admit a secret recording of a university harassment committee's closed deliberations. Some lawyers say secretly recording conversations between other people could fall into the category that isn't admitted.
• Mind your company's rules. Some law firms explain that if work rules ban recording at work, the recording itself could lead to disciplinary action. If there is such a rule, or you're unsure, ask a lawyer first.

When you record:

• Record conversations you are part of. Don't leave a recorder in a meeting room or on someone's desk to capture other people's conversations.
• Keep the whole recording, unedited. Cutting out only the useful part invites suspicion that the rest was left out. Record the whole exchange, keep the original file as it is, and keep a copy somewhere else.
• Add a note: the date and time, the place, who was there, and roughly at what minute the key remarks come.
• Don't post recordings online or pass them around. They are for consultations and formal procedures.

Recording is not for provoking the other person into saying something. If continuing to record is too much, or you feel unsafe, don't push yourself: keep notes and get help early.

Keeping notes or a diary

Even without recordings, notes or a diary are important evidence. Harassment that happens almost every day is hard to record each time, so notes are often what shows the pattern.

What to write

Akarui Shokuba Ōendan recommends recording when, where, who, what, why and how. In practice, these items make your notes easier to use later:

Making notes more believable

Law firms explain that notes and diaries are more believable when they are:

• written soon after the event (notes compiled later are believed less);
• kept consistently, from before any dispute began;
• specific about dates and what happened (vague notes are believed less);
• written in pen that can't be erased, not in pencil or erasable ink.

Some law firms also say that a diary of everyday events that also mentions the harassment is more believable than notes about the harassment alone. If you make a mistake, don't erase it or tear out the page; strike it through and correct it, so it doesn't look rewritten later.

Notes on your phone or computer work too, with the same items. But digital notes can be changed later, so combine them with the next step.

Showing that a note existed by a certain day

Notes and diaries can be challenged as "made up afterwards." To prepare for that, create a record at the time of writing that you can't change on your own:

• Send it to someone you trust the same day. If you email or message your notes to a family member, a record of when you sent them stays on their side too.
• Photograph the pages the same day and fix the photo. For a handwritten diary, photograph the pages you wrote and add a third-party timestamp to the photo file.
• Get a certified date (kakutei hizuke) at a notary office. For documents that meet requirements such as being signed, a notary can certify for ¥700 per document that the document existed on that date. Ask the notary office whether yours qualifies.

What these methods show is that the note (or the photo file) existed by that time at the latest.

• They show that the note had been written by that day at the latest, and that the fixed photo or file hasn't changed since.
• They don't show that what the note says is true, or exactly when it was written (if you fix an old note later, the date is the day you fixed it).

Even so, notes fixed on the day of each incident, day after day, are an answer to the doubt that they were made up later. For the difference between "by" and "after," and how timestamps and certified dates differ, see how to prove when a photo was taken.

Medical certificates, coworkers and work records

• Medical certificate and records. If you keep sleeping badly, feeling low or feeling unwell, see a doctor soon and explain what happened at work. Law firms explain that a certificate obtained close to the time of the harassment makes it easier to show you suffered serious distress, but that with a certificate and no other evidence, or with a certificate dated long after the harassment, the link to the harassment may be denied. If you developed a mental disorder mainly because of work, you may be able to claim workers' accident compensation (rōsai; see Where to get help).
• Coworkers. Note the names of people who saw or heard what happened. MHLW's guidelines give, as an example of a proper response, the company also hearing from third parties when the two sides' accounts differ and the facts can't be confirmed. When you go to the company's consultation desk, be ready to say who was there. But asking for testimony can put people in a difficult position: don't pressure them or tell them what to say.
• Work records. Working-hour records, instructions, task assignments, evaluations and transfer notices you received can show "excessive demands," "too little work" or "no work." For anything with confidential information or other people's personal information, check Don'ts. If long hours also go unpaid, see Unpaid Overtime in Japan: What Evidence to Keep.
• Photos and video. Photograph what can be seen, such as injuries, damaged belongings or notices posted about you, and keep the original files.

If you have little or no evidence

Many people have no recordings or emails, only their memory or a few notes. There are still things you can do.

1. Start recording today. Follow Keeping notes or a diary for whatever happens from now on.
2. Write down what happened before, while you still remember it. Date it today and make clear it was written from memory. Don't backdate it to look as if you wrote it on the day.
3. Look for records that already exist. Old emails and chats, LINE messages, working-hour records, medical records, or messages you sent family and friends at the time may hold clues.
4. Remember who saw it. Write down their names and the scenes.
5. Get advice. You can talk to your company's consultation desk, a Comprehensive Labor Consultation Corner (free, no appointment needed, anonymous consultations possible), a lawyer or Houterasu. You don't need complete evidence to get advice, including advice on what to keep.

Notes alone can be submitted as evidence. But because you wrote them yourself, they are weighed together with other material. Specific notes written each time are said to be more believable (see Making notes more believable). Add records that match your notes little by little, such as a medical certificate, records of asking for help and the names of witnesses.

Once you consult the company, it must check the facts. MHLW's guidelines say the company should confirm the facts promptly and accurately, and if that is difficult, leave the dispute to a neutral third party such as a labor bureau's conciliation.

If you aren't satisfied with how the company responds, you can use the labor bureau. For disputes over the employer's measures against power harassment, or over disadvantageous treatment for consulting, the Employment Environment and Equal Employment Department (or Office) of each Prefectural Labor Bureau offers, free of charge, advice, guidance and recommendations by the bureau director, and conciliation by experts such as lawyers (Articles 36 and 37). A Comprehensive Labor Consultation Corner can tell you which procedure fits. These may not be available if the matter is already in court or in another procedure.

Claims for damages have time limits, which depend on the legal basis and the harm. If you are thinking of quitting or your health is getting worse, talk to a lawyer or Houterasu early.

If your visa depends on your job. For work-based statuses such as Engineer/Specialist in Humanities/International Services, you must notify the Immigration Services Agency within 14 days when your contract with your employer ends or you sign a new one (a "notification of the organization of affiliation"; Immigration Control Act Article 19-16). A status can also be revoked if you go 3 months or more without doing the activities it allows, without a justifiable reason (Article 22-4(1)(vi)). If you're thinking of quitting, ask the Foreign Residents Support Center (FRESC) or a lawyer how it affects your status first. Technical intern trainees can also consult the Organization for Technical Intern Training (OTIT) in their native language, including English (0120-250-147, Tuesdays and Thursdays 11:00 to 19:00, Saturdays 9:00 to 17:00, or by email).

Customer harassment (kasuhara)

For serious harassment by customers, clients or service users (customer harassment, kasuhara), the basics of keeping records are the same.

From October 1, 2026, employers must take measures to prevent customer harassment (Article 33 of the same Act). MHLW's guidelines define workplace customer harassment as conduct that meets all three of these: (1) it is conduct by customers or others the business deals with, (2) it goes beyond what is socially acceptable given the nature of the work, and (3) it harms the worker's working environment. Legitimate complaints and requests are not customer harassment. It covers not only conduct in person but also conduct by phone or online, such as on social media.

The guidelines give examples of procedures employers should set, such as reporting to a supervisor immediately, not leaving a worker to handle it alone where possible, recording interactions with customers by audio or video (in compliance with the Act on the Protection of Personal Information and other laws), and reporting conduct that may be a crime, such as assault, injury or threats, to the police. MHLW's customer harassment manual for companies also says that when customer harassment is suspected, the company should collect evidence that third parties can check, such as recordings, records of the interaction and how long it lasted.

What you can do as a worker:

• Don't carry it alone; report it to your supervisor or the person in charge right away. If your company has procedures, follow them.
• Record according to company rules. If there is call recording or in-store cameras, ask your supervisor whether the interaction was recorded and ask them to preserve it.
• Keep your own notes too: the date and time, the person (as far as you know), what was said or done, how long it took, who was with you and how you felt afterwards, in time order. The manual says it is desirable for staff who handled it to organize and report the facts in time order.
• Disadvantageous treatment because you consulted the company is prohibited (Article 33(2)). Disputes over the company's response can go to labor bureau assistance and conciliation, as with power harassment (Articles 35 to 37).
• If serious harassment by customers led to a mental disorder, it has been listed since September 2023 among the work events counted as psychological stress in the criteria for recognizing work-related mental disorders.

Don't take recordings or screens showing customers' personal information outside the company, or post them on social media. These records are for use between you, the company and the people helping you.

Don'ts

• Don't take more confidential company information, customer data or colleagues' personal information than you need. Even for evidence, taking company materials can be grounds for discipline. A Consumer Affairs Agency summary of court cases about whistleblowers shows courts considering whether taking the material was necessary and whether unrelated data was taken too. Keep only what you need that was sent to you, and if unsure, ask a lawyer before taking anything.
• Don't log into someone else's account or computer, or take their data, without permission. Using another person's ID and password without permission is a crime under the Act on Prohibition of Unauthorized Computer Access, and courts have upheld dismissals for taking data from a colleague's computer or USB drive without permission.
• Don't leave a recorder where you aren't present. Secretly recording other people's conversations may not be admitted as evidence and can cause other problems.
• Don't post about it on social media or publish recordings or screenshots. Even if what you post is true, it may be defamation (Penal Code Article 230). Avoid posts that identify the company or the person, and tell the people helping you instead.
• Don't edit your records, backdate them or keep only the convenient parts. It makes all your records look suspect. If you need to crop or blank out something before showing it, do it on a copy and keep the original.
• Don't keep collecting evidence at the cost of your health. Your health and safety come before evidence. If it's too hard, get help first, even with few records.

Where to get help

• Your company's consultation desk or HR department. Employers must have a system for handling power harassment and customer harassment consultations, and dismissal or other disadvantageous treatment because you consulted is prohibited by law.
• Comprehensive Labor Consultation Corners (378 locations, inside Prefectural Labor Bureaus and Labor Standards Inspection Offices): free consultations on all kinds of labor problems, including bullying, harassment and power harassment, in person or by phone, with no appointment needed. You can consult anonymously and your privacy is protected. MHLW says they also take consultations from foreign workers in various languages. They are open on weekdays (MHLW's English leaflet gives 8:30 to 17:15) and closed on weekends, public holidays and over New Year.
• Telephone Consultation Service for Foreign Workers (MHLW): English line 0570-001-701, weekdays 10:00 to 15:00 (except 12:00 to 13:00), with 13 languages on set days. It explains labor laws on working conditions and refers you to the right office; call charges apply. Some labor bureaus also have Foreign Workers Consultation Corners with English, such as the Tokyo Labor Bureau's Foreign Workers Special Consultation and Support Office (03-5361-8728).
• Employment Environment and Equal Employment Department (or Office) of your Prefectural Labor Bureau ("Employment / Equal Opportunity Division" in MHLW's English leaflet): free assistance by the bureau director and conciliation for disputes over employers' measures against power harassment and customer harassment, and over disadvantageous treatment because you consulted.
• Labor Standards Inspection Offices (workers' accident compensation): if you think you developed a mental disorder mainly because of work, you may be able to claim workers' accident compensation (rōsai), even if your employer refuses to certify the claim. Ask your nearest labor bureau or inspection office; MHLW has an English guide to workers' accident compensation for foreign workers (see Sources).
• Lawyers and Houterasu: for claiming damages, or deciding how to proceed, including leaving or taking time off, talk to a lawyer. The Houterasu Multilingual Information Service (0570-078377; 050-3754-5430 from IP phones and prepaid mobiles; weekdays 9:00 to 17:00) explains the legal system and where to consult, in English and nine other languages through a three-way call with an interpreter. If you meet income and asset criteria (and, for foreign nationals, live in Japan with valid residence status), Houterasu's free legal consultations (30 minutes, up to three times for the same matter) may be available. In Japanese, the Houterasu Support Dial is 0570-078374 (weekdays 9:00 to 21:00, Saturdays 9:00 to 17:00).
• Foreign Residents Support Center (FRESC), Yotsuya, Tokyo: Help Desk 0570-011000 (03-5363-3013 from IP phones or from abroad), weekdays 9:00 to 17:00, with English guidance. It houses immigration, human rights, Houterasu and the Tokyo Labor Bureau's foreign worker consultation office, among others.
• Mental health: TELL Lifeline offers free counseling in English to anyone in Japan, by phone (0800-300-8355, toll-free) and by chat (daily from 16:00); hours vary by day, so check its website. MHLW's Kokoro no Mimi lists phone, social media and email services (in Japanese).
• Violence or threats: put your safety first and call 110 in an emergency. For non-emergency police consultations, call #9110.

What PEA can and can't do

PEA (Professional Evidence Authenticator), from Lumina Spark in Japan, checks an image for signs of AI generation or editing with several independent analyses and shows a grade from 1 to 10. It can't tell whether harassment happened. For harassment records, it can:

• Check whether a LINE or chat screenshot shows what identifies the conversation. It checks whether the image is a screenshot, and lists whether it shows the send time, the sender's account name or ID, the full screen and the surrounding messages, and whether there are signs of cropping, so you can see what's missing before you consult anyone.
• Check for signs that the screen was made with AI or edited.
• Not claim that messages existed just because it found no traces. If someone changes what's on a screen before taking the screenshot, the image itself carries no trace of editing. So a screenshot with no traces gets at most Grade 6 (no signs of alteration), and the certificate states that whether the content shown on screen really existed is outside its scope.
• Give no grade when it has no basis for one. For an image that is clearly a photo of a screen, or so compressed that nothing usable is left, it says "Not assessed (Grade –)" instead of guessing, and suggests a human review.
• Fix an image's state in a form others can verify. When you run a check, PEA records the file's SHA-256 hash and seals it with an Ed25519 digital signature and an RFC 3161 timestamp from a third-party time-stamping authority. Turn it into a certificate within 7 days (¥1,000 per image, charged in yen; international cards accepted), and a lawyer or anyone else can check the issue time, hash and timestamp by certificate number on PEA's public verification page.
• Timestamp on the day. The timestamp is the time of the check, so check photos of diary pages on the day you write them.
• Images only (JPEG, PNG, HEIC, up to 25 MB). Audio recordings and videos can't be checked; keep them as original files.
• Only upload what you need. Some of the analyses send the image to outside services (listed in the privacy policy). Choose images such as messages sent to you, and avoid images full of confidential company information or other people's personal information. Staff see an image only if you request a human review and consent, and free results are deleted after 7 days.

PEA can't confirm that a message was really sent, who sent it, that what your notes say is true, or that power harassment happened. It shows that the image file existed at the time of the check and hasn't changed since, plus the analysis results. The timestamp is not one accredited by Japan's Minister for Internal Affairs and Communications, and we can't promise that a labor bureau or court will accept the certificate as evidence. Use the result as one piece of material, together with the original data and records, and with advice from the people helping you. The account and certificate screens are in Japanese; browser translation works on them.

This article is general information about Japan, not legal advice.

Frequently asked questions

Are notes alone enough as evidence of power harassment in Japan?

Notes alone can be submitted as evidence, but because you wrote them yourself, they are weighed together with other material. Notes written soon after each event, with the date, time, place, person, the exact words and who was around, kept consistently, are said to be more believable. Add records that match them, such as a medical certificate if you saw a doctor, records of asking for help, and witnesses' names. A Comprehensive Labor Consultation Corner or a lawyer can tell you whether it is enough.

Can a secret recording be used as evidence of power harassment in Japan?

Often, yes. It can show abusive words and tone as they were. Lawyers explain that in Japanese civil cases, recordings made without the other person's consent can generally be used unless they were collected by markedly antisocial means. Record only conversations you are part of, never leave a recorder where you aren't present, and if your work rules ban recording, ask a lawyer first, because it could lead to disciplinary action. Keep the original file unedited.

Can LINE screenshots be used as evidence of power harassment?

Yes, they can be submitted. To make them believable, screenshot the whole screen showing the date, time and sender's name, in sequence with the messages before and after, and screenshot the sender's profile. Also export the chat history as text and don't delete the chat. If the sender unsends a message, it disappears from your screen too, so save messages soon after they arrive.

What can I do if I have no evidence of power harassment?

Start writing down, each time, when, where, who and what was said, who was around and how it affected your health. Write down past events dated today, clearly marked as written from memory. Look for clues in old emails, chats, working-hour records, medical records and messages you sent family. You can get advice without complete evidence, from your company's consultation desk, a Comprehensive Labor Consultation Corner (free, no appointment) or a lawyer.

How should I write a harassment diary?

On the same day, write the date and time, the place, the person, the words as close to verbatim as you can, what led up to it, who was around, how you responded, and the effect on your health and work. Use pen, not pencil or erasable ink, and strike through mistakes instead of erasing them. To counter the claim that you wrote it all later, you can photograph the pages the same day and send them to a family member, or fix them with a timestamp. These show the diary existed by that day, not that what it says is true.

I'm a foreign worker in Japan. Where can I get help with power harassment in English?

Comprehensive Labor Consultation Corners handle power harassment and, according to MHLW, also take consultations from foreign workers in various languages. MHLW's Telephone Consultation Service for Foreign Workers has an English line (0570-001-701, weekdays 10:00 to 15:00) for questions about working conditions and referrals, and the Houterasu Multilingual Information Service (0570-078377, weekdays 9:00 to 17:00) explains legal options. If your visa depends on your job, ask FRESC (0570-011000) or a lawyer before you quit.

Sources

• MHLW, Preventing harassment in the workplace (Japanese): https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/koyou_roudou/koyoukintou/seisaku06/index.html
• MHLW Akarui Shokuba Ōendan, What is power harassment? (Japanese): https://www.no-harassment.mhlw.go.jp/foundation/harassment_list/power-hara/
• MHLW Akarui Shokuba Ōendan, If you are being harassed (Japanese): https://www.no-harassment.mhlw.go.jp/worry/
• MHLW, Guidelines on employment management measures for problems caused by conduct based on a superior relationship in the workplace (Notice No. 5 of 2020, as applied from October 1, 2026; Japanese PDF): https://www.mhlw.go.jp/content/11900000/001701369.pdf
• e-Gov, Act on Comprehensively Advancing Labor Measures, Articles 31, 33 and 35–37 (Japanese): https://laws.e-gov.go.jp/law/341AC0000000132
• MHLW, Guidelines on employment management measures for problems caused by the conduct of customers and others in the workplace (Notice No. 51 of 2026; Japanese PDF): https://www.mhlw.go.jp/content/11900000/001662584.pdf
• MHLW, Customer harassment countermeasures manual for companies (2026 revision; Japanese PDF): https://www.mhlw.go.jp/content/11900000/000915233.pdf
• MHLW, Comprehensive Labor Consultation Corners (Japanese): https://www.mhlw.go.jp/general/seido/chihou/kaiketu/soudan.html
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• Nishi-Tenma Sogo Law Office, Secret and unauthorized recordings (February 29, 2016, updated March 11, 2026; Japanese): https://mt-law.jp/blog/2016/02/post-95.html
• Toshiya Hamakado (lawyer), Can secretly recorded evidence be used in civil litigation? (June 30, 2017; Japanese): https://hamakado-law.jp/blog/detail/20170630000041/
• Authense Law Office, How to collect evidence of power harassment (August 13, 2024; Japanese): https://www.authense.jp/keiji/blog/44/
• Sakuya Konohana Law Office, How to collect evidence of power harassment (June 29, 2023; Japanese): https://kigyobengo.com/media/useful/2675.html
• Consumer Affairs Agency, Recent court cases on collecting and taking out materials (November 2024; Japanese PDF): https://www.caa.go.jp/policies/policy/consumer_partnerships/meeting_materials/assets/consumer_partnerships_cms205_241115_06.pdf
• e-Gov, Penal Code, Article 230 (Japanese): https://laws.e-gov.go.jp/law/140AC0000000045
• National Police Agency, Unauthorized access countermeasures (Japanese): https://www.npa.go.jp/bureau/cyber/countermeasures/unauthorized-access.html
• Japan National Notaries Association, Certified dates and electronic certified dates (Japanese): https://www.koshonin.gr.jp/notary/ow10
• Slack Help Center, Customize data retention in Slack: https://slack.com/help/articles/203457187
• MHLW, Harassment at workplaces is unpardonable. If you get harassment, you should consult (English leaflet, March 2024): https://www.mhlw.go.jp/content/11900000/001225731.pdf
• MHLW Akarui Shokuba Ōendan, For foreign workers (14 languages): https://www.no-harassment.mhlw.go.jp/foreign_workers/
• MHLW, Comprehensive Labor Consultation Corners (English leaflet): https://www.mhlw.go.jp/content/001195635.pdf
• MHLW, Telephone Consultation Service for Foreign Workers (English): https://www.check-roudou.mhlw.go.jp/soudan/foreigner_eng.html
• MHLW, 2023 revision of the criteria for recognizing work-related mental disorders (Japanese): https://www.mhlw.go.jp/stf/newpage_34888.html
• MHLW, Guide to workers' accident compensation insurance for foreign workers, vol. 2 (English PDF): https://www.mhlw.go.jp/content/11200000/001410289.pdf
• Japanese Law Translation, Act on Comprehensively Advancing Labor Measures, and Stabilizing the Employment of Workers, and Enriching Workers' Vocational Lives (English; this translation predates the 2026 renumbering): https://www.japaneselawtranslation.go.jp/en/laws/view/3957
• Japanese Law Translation, Penal Code (English): https://www.japaneselawtranslation.go.jp/en/laws/view/3581/en
• Japanese Law Translation, Act on Prohibition of Unauthorized Computer Access (English): https://www.japaneselawtranslation.go.jp/en/laws/view/3933
• Japanese Law Translation, Immigration Control and Refugee Recognition Act (English): https://www.japaneselawtranslation.go.jp/en/laws/view/3624/en
• Immigration Services Agency, Guidebook on Living and Working, 7th edition (English PDF): https://www.moj.go.jp/isa/content/001450885.pdf
• Immigration Services Agency, Revocation of status of residence (Japanese): https://www.moj.go.jp/isa/applications/procedures/torikeshi_00002.html
• Immigration Services Agency, FRESC Help Desk: https://www.moj.go.jp/isa/support/fresc/fresc_4.html
• OTIT, Consultation for technical intern trainees (English): https://www.otit.go.jp/trainee/en/consult/contact/
• Houterasu, Multilingual Information Service: https://www.houterasu.or.jp/site/english/multilingualinformationservice.html
• Houterasu, Support Dial (Japanese): https://www.houterasu.or.jp/site/soudanmadoguchi-houseido/support-dial.html
• LINE Help Center, Exporting chat history: https://help.line.me/line/smartphone/sp?contentId=20007388&lang=en
• LINE Help Center, Unsending/deleting messages and the differences in how they appear to others: https://help.line.me/line/smartphone/sp?contentId=20007159&lang=en
• TELL Lifeline: https://telljp.com/lifeline/