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Republic Act No. 7877· Enacted 1995-02-14

Anti-Sexual Harassment Act Philippines (RA 7877) — BatasKo ELI5

Ano ang sexual harassment sa trabaho at eskwelahan? Alamin ang RA 7877 — kung sino ang liable, paano mag-reklamo, at ano ang karapatan mo.

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Official text — Republic Act No. 7877

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Preamble

Nineth Congress

Third Regular Session

[ REPUBLIC ACT No. 7877, February 14, 1995 ]

AN ACT DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT, EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSES.

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

Section 1

Section 1.

Title.

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

Section 2

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.→

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 Trainin→

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→

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, education or 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.→

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.

Show 4 more sections +→
Section 7 — Penalties.→

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.→

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.→

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.→

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.

Approved:

(Sgd.)

EDGARDO J. ANGARA

President of the Senate

(Sgd.)

JOSE DE VENECIA, JR.

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.

(Sgd.)

EDGARDO E. TUMANGAN

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

The Lawphil Project - Arellano Law Foundation

Full text on BatasKo. Original source: Official Gazette / Lawphil.

Sinabi ng boss mo na i-date ka niya para hindi ka palayasin. Sinabi ng propesor mo na pag hindi ka pumayag, babagsak ka sa subject. Parehong illegal yan — at may batas na nagpoprotekta sa iyo mula pa 1995. Ang RA 7877, o ang Anti-Sexual Harassment Act, ay nagtatakda na ang sinumang may kapangyarihan sa iyo sa trabaho o eskwelahan ay hindi pwedeng gumamit ng posisyon niya para manghingi ng sexual favor. Hindi mo kailangang "matalo" para makapagreklamo — ang pag-demand mismo ay sapat na.

Real Filipino Scenario: Ang Medical Resident na Hinarass ng Senior Doctor

Si Gracelle, 27 anyos, ay isang medical resident sa isang government hospital sa Iligan City. Matalino siya at matrabaho — lahat ng rotation niya ay may magandang record.

Pero may isang attending physician, ang kanyang supervisor, na lagi na lang nagko-comment sa kanyang katawan sa harap ng ibang residents. Isang gabi after duty, sinabi nito sa kanya na kung "magiging mabait siya" sa kanya, siguradong makakapagtapos siya ng residency nang maayos. Kung hindi, baka lumabas ang "mga isyu" sa kanyang performance evaluation.

Hindi pumayag si Gracelle. Pero natakot siya — ang doctor na yon ang nagre-rate sa kanya.

Ano ang nangyayari dito ayon sa RA 7877?

Ito ay klasikong quid pro quo sexual harassment sa ilalim ng Section 3(a)(1) ng batas. Ang supervisor ay may "authority, influence or moral ascendancy" sa kanya bilang isang trainee. Ang pag-kondisyon ng favorable evaluation sa sexual favor — kahit hindi pa natanggap ang favor — ay illegal na.

Ano ang dapat gawin ni Gracelle?

  1. I-document lahat: i-save ang anumang messages, isulat ang petsa, oras, at lugar ng insidente.
  2. Hanapin ang Committee on Decorum and Investigation (CODI) ng kanilang ospital — required ang pagkakaroon ng ganito sa ilalim ng Section 4(b).
  3. Mag-file ng formal complaint sa CODI. May karapatan siyang magkaroon ng impartial investigation.
  4. Pwede rin siyang mag-file ng hiwalay na reklamo sa Civil Service Commission o sa korte, separate sa internal proceedings.

What the Law Actually Says / Ano Talaga ang Sinasabi ng Batas

Ang RA 7877 — ang Anti-Sexual Harassment Act of 1995 — ay ipinasa noong February 14, 1995 at epektibo hanggang ngayon.

Ang susi: kailangan ng kapangyarihan.

Sa ilalim ng Section 3, sexual harassment ay nangyayari kapag ang isang tao na may "authority, influence or moral ascendancy" ay humiling o nag-demand ng sexual favor mula sa ibang tao sa ilalim ng kanyang kapangyarihan. Ibig sabihin, hindi lang ito basta pang-aabuso ng katrabaho sa katrabaho — kinakailangan may hierarchy. Ang boss, supervisor, teacher, coach, trainer — sila ang covered bilang possible harasser sa ilalim ng batas na ito.

Sa trabaho (Section 3a), sexual harassment ay nangyayari kapag:

  • Ginawa ang sexual favor bilang kondisyon para sa pagtatrabaho, promotion, o pagpapanatili ng trabaho (Section 3a-1)
  • Ang pagtanggi sa sexual favor ay nagdulot ng discrimination o limitasyon sa trabaho (Section 3a-1)
  • Lumikha ng isang "intimidating, hostile, or offensive environment" para sa empleyado (Section 3a-3)

Sa eskwelahan o training (Section 3b), sexual harassment ay nangyayari kapag:

  • Ginawa ang sexual favor bilang kondisyon para sa passing grade, scholarship, o stipend (Section 3b-3)
  • Ang sexual advances ay lumikha ng hostile environment para sa estudyante (Section 3b-4)

Mahalagang tandaan: Sa ilalim ng Section 3, kahit hindi tanggapin ng biktima ang demand — harassment pa rin ito. Hindi kailangan ng "acceptance" para maging illegal.

Ang employer ay may sariling obligasyon (Section 4):

Kailangan ng bawat employer at educational institution na:

  • Mag-promulgate ng anti-sexual harassment rules and regulations
  • Mag-create ng Committee on Decorum and Investigation (CODI)

Solidary liability ng employer (Section 5):

Kung na-inform ang employer o head of office ng sexual harassment at walang ginawa — sila ay solidarily liable para sa damages. Ibig sabihin, pwede kang mag-sue ng employer, hindi lang ng harasser.

Penalties (Section 7):

  • Imprisonment: 1 month hanggang 6 months
  • Fine: ₱10,000 hanggang ₱20,000
  • O pareho, ayon sa discretion ng korte
  • Ang kaso ay mag-e-expire (prescribe) sa loob ng 3 taon mula sa insidente

What This Means for You / Ano ang Ibig Sabihin Nito Sa Iyo

Simple lang ang mensahe ng batas: ang kapangyarihan ay hindi pwedeng gamitin para makakuha ng sexual favor.

Hindi lang ito tungkol sa physical na pag-aabuso. Pati ang verbal na pag-harass, ang patuloy na sekswal na biro, ang pag-kondisyon ng benepisyo sa sexual favor — lahat yan ay covered.

Hindi ka kailangang maghintay na "mangyari ang masama." Ang demand o request mismo — kahit binalewala mo — ay sapat na para mag-file ng reklamo.

At kung ayaw kumilos ng iyong employer pagkatapos mong mag-reklamo? Sila mismo ang mananagot sa damages. Ang batas ay nagbibigay ng presyur sa management para kumilos agad.

Para sa mga estudyante: ang iyong grade ay hindi barya ng guro para makakuha ng pabor mula sa iyo. Kung gagamitin ito bilang leverage para sa sexual advances, illegal yon.

Real Filipino Scenario: Ang Manicurist na "Tinatanggap Naman Niya"

Si Corazon, 34 anyos, ay nagtatrabaho sa isang nail salon sa Olongapo City. Masaya siya sa kanyang trabaho at maraming suki.

Ang problema? Ang owner ng salon, na lalaki, ay laging nagko-comment sa kanya — minsan sa harap ng mga customer. Mga komento tungkol sa kanyang katawan, mga biro na hindi na biro. Dahil palagi siyang ngumingiti at hindi sumasagot, akala ng owner na "okay lang kay Cora." Sabi pa ng ibang katrabaho: "Ganyan talaga si boss, tinatanggap naman niya."

Si Corazon ay hindi tinatanggap. Nagtitiis lang siya dahil kailangan niya ang trabaho. Nahihiya siyang mag-reklamo dahil baka sabihing "suplada" siya o mawalan siya ng trabaho.

Ito ang pinakakaraniwang maling akala tungkol sa batas na ito.

Sa ilalim ng Section 3, ang pag-harass ay illegal kahit hindi tumaggi nang lantaran ang biktima. Ang pagtitiis at pagngingiti sa tuwing nangyayari ito ay hindi nangangahulugang tinatanggap niya. Ang "hostile or offensive work environment" (Section 3a-3) ay naroroon na — at hindi kailangan ng overt na pagtanggi para mapatunayan ito.

Ano ang dapat gawin ni Corazon?

  1. Simulan nang isulat ang mga insidente — petsa, oras, eksaktong sinabi ng owner, kung sino ang nakasaksi.
  2. Tingnan kung may CODI ang salon. Kung maliit na negosyo at walang CODI, pwede siyang mag-report sa Department of Labor and Employment (DOLE) Regional Office nila.
  3. Malaman niya: ang pagkawala ng trabaho dahil sa pagreklamo ay pwedeng maging karagdagang kaso — retaliation o illegal dismissal.
  4. Pwede ring kumonsulta sa Public Attorney's Office (PAO) nang libre kung kailangan niya ng legal na tulong.

What Most Filipinos Get Wrong

"Kailangan may physical contact para maging harassment."

Hindi. Verbal harassment, patuloy na sekswal na biro, at ang paglikha ng intimidating environment — lahat ay covered ng batas. Kahit text message o social media message mula sa boss mo ay pwedeng maging ebidensya.

"Dahil hindi ako nagprotesta, ibig sabihin ay wala akong kaso."

Maling-mali ito. Sinabi mismo ng Section 3: ang harassment ay nangyayari "regardless of whether the demand, request or requirement for submission is accepted." Ang katahimikan, ang pagtitiis, ang pagngingiti — hindi ito consent.

"Kaya lang harassment ang paratang pag boss o teacher ang nag-harass. Kung katrabaho, wala."

Tama na ang RA 7877 ay nakatuon sa mga may authority. Pero kung ang harasser ay katrabaho mo na walang authority sa iyo, may ibang batas na pwedeng gamitin — tulad ng RA 11313 (Safe Spaces Act) o ang Revised Penal Code. Huwag ipalagay na wala kang lunas.

"Ang employer ko ay walang kinalaman — sila hindi ang nag-harass."

Sa ilalim ng Section 5, kung na-inform mo ang employer at wala silang ginawang aksyon, sila ay liable din para sa damages kasabay ng harasser. Ito ay tinatawag na solidary liability — pareho silang pwedeng suuhin.

"Tatlong taon naman ang deadline — marami pa akong oras."

Huwag mag-antay. Ang ebidensya ay nawawala. Ang mga saksi ay lumilipat. Ang mas maaga kang kumilos, mas malakas ang iyong kaso.

What to Do if Your Rights Are Violated / Ano ang Gagawin

  1. I-document agad. Isulat ang petsa, oras, lugar, at eksaktong nangyari. I-screenshot ang anumang digital na komunikasyon. Hanapin ang mga magiging saksi.

  2. Hanapin ang CODI ng iyong employer o eskwelahan. Ang bawat workplace at educational institution ay required na magkaroon ng Committee on Decorum and Investigation sa ilalim ng Section 4(b). Dito mo ifi-file ang iyong formal complaint.

  3. Mag-file ng formal complaint sa CODI. Isumite ang iyong written complaint kasama ang lahat ng ebidensya. May karapatan kang marinig at mag-present ng iyong side.

  4. Sabay, pwede kang mag-report sa may-katuturang ahensya. Para sa private sector workers: DOLE Regional Office. Para sa government employees: Civil Service Commission. Para sa estudyante: Commission on Higher Education (CHED) o DepEd, depende sa antas ng paaralan.

  5. Mag-file ng criminal complaint sa lokal na Fiscal (Prosecutor's Office) kung gusto mong ituloy ang criminal case. Tandaan: ang administrative case (sa CODI) at ang criminal case ay pwedeng sabay-sabay — isa hindi naka-bar ang isa (Section 4a).

  6. Kumonsulta sa Public Attorney's Office (PAO) nang libre kung kailangan mo ng legal na representasyon. May opisina ang PAO sa bawat probinsya.

  7. Huwag hayaang lampas ang 3-taong prescriptive period. Sa ilalim ng Section 7, ang aksyon ay mag-e-expire sa loob ng 3 taon mula nang mangyari ang insidente.

Related Laws

  • safe-spaces-act-ra-11313 — RA 11313 (Safe Spaces Act o "Bawal Bastos Law") — sumasaklaw sa harassment sa pampublikong lugar, online, at sa mga katrabaho na walang authority
  • solo-parents-welfare-act-ra-8972 — RA 8972 — para sa mga solo parents na naaapektuhan ng workplace harassment
  • labor-code-philippines — Ang Labor Code — para sa illegal dismissal at constructive dismissal na resulta ng harassment
  • magna-carta-women-ra-9710 — RA 9710 (Magna Carta of Women) — mas malawak na proteksyon para sa kababaihan laban sa diskriminasyon
  • ra-9262-vawc — RA 9262 (VAWC) — para sa kaso kung ang harasser ay asawa, partner, o dating partner

Mga Madalas Itanong / FAQ

Q: Kailangan ba talaga na may power o authority ang harasser para maging sexual harassment under RA 7877?

A: Oo — ito ang pangunahing requirement ng RA 7877 sa ilalim ng Section 3. Ang batas ay nag-aapply kapag ang harasser ay may "authority, influence or moral ascendancy" sa biktima — tulad ng boss, supervisor, teacher, o trainer. Kung ang harasser ay katrabaho mo na walang authority sa iyo, ang RA 11313 (Safe Spaces Act) ay mas angkop na batas na gamitin.

Q: Paano kung wala naming CODI sa aming workplace?

A: Ang kawalan ng CODI ay isang paglabag mismo ng employer sa Section 4 ng batas. Sa ganitong sitwasyon, pwede kang direktang mag-report sa DOLE (para sa private sector) o Civil Service Commission

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Legal disclaimer: BatasKo provides general legal information, not legal advice. For your specific situation, consult a licensed Filipino lawyer or the Public Attorney's Office (PAO).

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