[5] This section defines the "fringe benefits" that the government's Ministry of Health, Labor, and Welfare will provide to further the goal of equal opportunity.
The three sections include: recruitment, hiring, physical requirements, promotions, job reassignments, and relocation.
[2] This section requires employers to allow for specific amounts of time off related to the weeks of pregnancy for the purposes of receiving medical care.
The law also stipulates that up to a year after childbirth, the employer must allow for sufficient time off for medical care.
[2] This section directs the Director of the Prefectural Labor Office who received the application to send the case to the Conference immediately after his decision to refer the matter to the Committee.
Investigation of each case can also be delegated to the Equal Employment Department of a Prefectural Labor Office.
In order to make the acceptance official, each party must provide their signature and seal to the Conference.
[2] This section requires employers to take measures to protect female workers during transit to and from, as well as during, scheduled night shifts.
[3] Soon after the law's moderately successful implementation, the 1990s recession curbed the increases, and the percentage of women in the workforce dropped.
Much of the lack of required actions on the part of the employers was the largest complaint levied at the law, claiming it to be ineffective as a result.
Many feminists still praised the law as a step forward, as at least a framework had been passed, but were disappointed by the lack of implementation and judicial remedies.