Abstract
In this case, public health nurses X1 and X2, who were employed at Company Y1 under a temp-to-perm arrangement, claimed to have suffered psychological distress due to power harassment by Y2, the occupational physician at Y1. They further alleged that Y1 unjustly refused their direct employment and thus sought damages and confirmation of their employment status as regular employees. The court recognized part of Y2’s power harassment and held Y1 liable as an employer. However, it dismissed the plaintiffs’ claim for confirmation of employment status, ruling that the refusal of direct employment was based on reasonable grounds. This article is based on an analysis of the court judgment published in Rōdō Hanrei (Labor Law Case Reports), Issue No. 1313.
