ChanRobles Virtual law Library


This web page features the full text of the
Anti-Sexual Harassment Act of 1995
Republic Act No. 7877.
Read full text of:chanroblesvirtuallawlibrary
Resolution No. 01-0940, May 21, 2001

Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled:

     SECTION 1. Title. - This Act shall be known as the "Anti-Sexual Harassment Act of 1995."

     SECTION 2. Declaration of Policy. - The State shall value the dignity of every individual, enhance the development of its human resources, guarantee full respect for human rights, and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or education. Towards this end, all forms of sexual harassment in the employment, education or training environment are hereby declared unlawful.

     SECTION 3. Work, Education or Training -Related, Sexual Harassment Defined. - Work, education or  training-related sexual harassment is committed by an employer, employee, manager, supervisor, agent of the employer,teacher, instructor, professor, coach, trainor, or any other  person who, having authority, influence or moral ascendancy  over another in a work or training or education environment,demands, requests or otherwise requires any sexual favor  from the other, regardless of whether the demand, request or requirement for submission is accepted by the object of said Act.

     (a) In a work-related or employment environment, sexual harassment is committed when:

           (1) The sexual favor is made as a condition in the hiring or in the employment, re-employment or continued employment  of said individual, or in granting said individual favorable compensation, terms of conditions, promotions, or privileges; or the refusal to grant the sexual favor results in limiting,segregating or classifying the employee which in any way  would discriminate, deprive ordiminish employment opportunities or otherwise adversely affect said employee;

           (2) The above acts would impair the employee's rights or  privileges under existing labor laws; or
           (3) The above acts would result in an intimidating, hostile,  or offensive environment for the employee.

     (b) In an education or training environment, sexual harassment is committed:     

         (1) Against one who is under the care, custody or supervision of the offender; 

      (2) Against one whose education, training, apprenticeship  or tutorship is entrusted to the offender;
         (3) When the sexual favor is made a condition to the giving  of a passing grade, or the granting of honors and scholarships,  or the payment of a stipend, allowance or other benefits,  privileges, or consideration; or

         (4) When the sexual advances result in an intimidating,hostile or offensive environment for the student, trainee or  apprentice.

     Any person who directs or induces another to commit any act of sexual harassment as herein defined, or who cooperates in the commission thereof by another without which it would not have been committed, shall also be held liable under this  Act.

   SECTION 4. Duty of the Employer or Head of Office  in a Work-related, Education or Training Environment.- It shall be the duty of the employer or the head of the  work-related, educational or training environment or institution, to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment. Towards this end, the employer or head of office shall:

     (a) Promulgate appropriate rules and regulations in consultation with and joint1y approved by the employees or students or trainees, through their duly designated representatives, prescribing the procedure for the investigation of sexual harassment cases and the administrative sanctions  therefor.
     Administrative sanctions shall not be a bar to prosecution  in the proper courts for unlawful acts of sexual harassment.
     The said rules and regulations issued pursuant to this subsection (a) shall include, among others, guidelines on proper decorum in the workplace and educational or training institutions. 

     (b) Create a committee on decorum and investigation of cases on sexual harassment. The committee shall conduct  meetings, as the case may be, with officers and employees,  teachers, instructors, professors, coaches, trainors, and students or trainees to increase understanding and prevent  incidents of sexual harassment. It shall also conduct the investigation of alleged cases constituting sexual harassment.

     In the case of a work-related environment, the committee shall be composed of at least one (1) representative each from the management, the union, if any, the employees from the supervisory rank, and from the rank and file employees.

    In the case of the educational or training institution, the  committee shall be composed of at least one (1) representative  from the administration, the trainors, instructors, professors or coaches and students or trainees, as the case may be.

     The employer or head of office, educational or training institution shall disseminate or post a copy of this Act for the  information of all concerned.

     SECTION 5. Liability of the Employer, Head of Office, Educational or Training Institution. -The employer or head of office, educational or training institution shall be solidarily liable for damages arising from the acts of   sexual harassment committed in the employment, educationor training environment if the employer or head of office, educational or training institution is informed of such acts by  the offended party and no immediate action is taken.

    SECTION 6. Independent Action for Damages. - Nothing in this Act shall preclude the victim of work, education or training-related sexual harassment from instituting a  separate and independent action for damages and other affirmative relief.

    SECTION 7. Penalties. - Any person who violates the   provisions of this Act shall, upon conviction, be penalized by   imprisonment of not less than one (1) month nor more than six(6) months, or a fine of not less than Ten thousand pesos  (P10,000) nor more than Twenty thousand pesos (P20,000), or  both such fine and imprisonment at the discretion of the court.

     Any action arising from the violation of the provisions of  this Act shall prescribe in three (3) years.

  SECTION 8. Separability Clause. - If any portion or  provision of this Act is declared void or unconstitutional, the  remaining portions or provisions hereof shall not be affected by such declaration.
     SECTION 9. Repealing Clause. - All laws, decrees, orders, rules and regulations, other issuances, or parts thereof inconsistent with the provisions of this Act are hereby repealed or modified accordingly.

     SECTION 10. Effectivity Clause.- This Act shall take effect fifteen (15) days after its complete publication in at least two (2) national newspapers of general circulation.



     President of the Senate

     Speaker of the House of Representatives

     This Act is a consolidation of House Bill No. 9425 and Senate Bill No. 1632 was finally passed by the House of Representatives and the Senate on February 8, 1995.

    Secretary of the Senate

    (Sgd.) CAMILO L. SABIO
    Secretary General
    House of Representatives

    Approved: February 14, 1995

    (Sgd.) FIDEL V. RAMOS
    President of the Philippines

Back to Top   -  Back to Home   -  Back to Philippine Labor Circular Index

Since 19.07.98 chanroblesvirtualawlibrary

ChanRobles Legal Resources:

ChanRobles On-Line Bar Review

ChanRobles Internet Bar Review :

ChanRobles MCLE On-line

ChanRobles Lawnet Inc. - ChanRobles MCLE On-line :