Philippine Laws on Sexual Harassment

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Philippine Laws on Sexual Harassment

Republic Act No. 7877, or the Anti-Sexual Harassment Act of 1995 (RA 7877), is the governing law for work, education-, or training-related sexual harassment.

Specifically, 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, or diminish 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.

On the other hand, 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, 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.