Abstract
This paper introduces laws and regulations, judicial precedents, and insights derived therefrom regarding the treatment of transgender individuals in the workplace. In particular, the Supreme Court decision in the Ministry of Economy, Trade and Industry Staff Incident indicates that even individuals who have not undergone gender confirmation surgery and have not changed their gender on the family register must be respected for their right to live a social life based on their gender identity as much as possible. It also set out guidelines for thinking, such as the need to adjust relationships without presuming that other staff members dislike transgender women who have not undergone gender confirmation surgery. Other lower court precedents to date have also been based on the same line of thinking.