在性騷擾的問題中，特別是職場性騷擾受到較大的關注。由於職場性騷擾對於雇主而言，會造成員工間之猜忌敵對，帶來許多不利之後果，進而對於企業的營運產生影響。因此，性別工作平等法上定有性騷擾之防治一章，並且於第 13 條第 1 項規定：「雇主應防治性騷擾行為之發生。其僱用受僱者三十人以上者，應訂定性騷擾防治措施、申訴及懲戒辦法，並在工作場所公開揭示」，並且於同條第 2 項規定：「雇主於知悉前條性騷擾之情形時，應採取立即有效之糾正及補救措施」。同法第 13 條第 2 項規定之意義，常為實務上爭議之重點。因此，本文一方面介紹目前性別工作平等法上相關雇主防治職場性騷擾相關法規範，將核心著重於行政責任之問題，並檢討目前判決的發展。此外，透過日本法之介紹，提供我國實務與學理上之參考。

Over the course of the evolution of the prevention of sexual harassment, the harassments at workplace receive greater attention. From the employers’ perspective, the accusation of sexual harassments in workplace will cause hostility and suspicion among employees, bringing out many unfavorable consequences, which will have an impact on the operation of the enterprise. Hence, there is a chapter in the Act of Gender Equality in Employment about the prevention and correction of sexual harassment, stipulating, “Employers shall prevent and correct sexual harassment from occurrence. For employers hiring over thirty employees, measures for preventing, correcting sexual harassment, related complaint procedures and disciplinary measures should be established. All these measures mentioned above shall be openly displayed in the workplace.” (Article 13, Paragraph 1). It further states “When employers know of the occurrence of sexual harassment mentioned in the preceding article, immediate and effective correctional and remedial measures shall be implemented.” in the following paragraph (Article 13, Paragraph 2). The meaning of Paragraph 2 often becomes the controversial point in the practice. Therefore, this article introduces relevant provisions of the employers’ responsibility to prevent sexual harassment in the Act of Gender Equality in Employment, mainly center on the problems of administrative liability and review the current development of the practice. On the other hand, by introducing the development of the related laws and regulations in Japan, this article provides feasible directions for those legal professionals in the academic field and those in the practice in our country.