RENGO released General Secretary's comment against the 1998 Labor White Paper on 7 July 1998. "Drastic measure for the protection of employees and the improvement of unemployment rate is off at the era of transformation of industrial structures, it pointed out.

Under the transnationalization of economy and society through the rise and fall of the bubble economy, Japanese enterprises shifted their factories overseas and suffered structural change in order to keep the competitiveness. As one of the results of those measures, enlarged diversity of employment style and mobility of labor brought the present high unemployment rate. The 1998 Labor White Paper reports, in its 1st chapter, the research and study on the situation of high unemployment including issues such as wage and working hours. In the 2nd chapter, the Paper explains in detail on the past economic and labor situation at the stable high economic growth period and the actual condition of medium-long term change of the style of work. The Paper failed to analyze the rationale of present labor flow and high unemployment and the impact of these factors upon the life of workers and their families. Furthermore, in spite of its admittance of the importance and necessity of safety net in employment, the Paper does not indicate enough concrete policy on what governments and companies should do respectively.

Since 1 April 1998, the Amended Equal Employment Opportunity Law that provides the equal opportunity for employment and the equal condition for both sex come into force. RENGO confirmed its action against the law not only to secure legal equality but also to realize substantial practical equality at the 12th Central Executive Committee.

But the enforcement of the amended law, equality of opportunity and condition of the both gender should be protected at all the stage of the employment, from recruitment and employment to retirement, resignation and dismissal. At the same time, the introduction of nursery holiday system will be the obligation of employers.
The existed recruitment, allocation, promotion and training system that based on the idea of gender distribution of job turns to be illegal. We stand at the new starting line to establish the gender equal work place, where men and women can enjoy the same rule, by changing old customs.
The new law has some assignment such as the positive (affirmative) action to guarantee the substance of equality addition to the formality and establishment of grievance machinery. By obligating employers to put sexual harassment matters into consideration, RENGO renews its action against sexual harassment which has been promoted since the 14th Central Executive Committee on 14 Jan. 1996. "RENGO's Action against Sexual Harassment" was adopted at the 14th committee, and the second edition will follow for the further enhancement.
At the same amendment, by abolition of the prohibition of female employees' late night work, the Child Care and Nursery Holiday Law was amended to exempt late night work by both sex employee with child care and nursery instead.
Corresponds to this, "Guideline on Measures for Protection of Motherhood and Family Liability" adopted at the 16th Central Executive Committee on 12 Jan. 1993 is to be reexamined and developed to "Labor Agreement Guideline on RENGO Workers with Family Liability". RENGO presents the embodiment of the new guideline through the negotiation process of labor agreement.