Republic of the Philippines

Congress of the Philippines

Metro, Manila
The third Regular Session Began and was held in Metro, Manila, on Monday, the twenty-fifth day of July,
nineteen hundred and ninety–four

REPUBLIC ACT NO. 7877

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. Title. – This Act shall be known as the "Anti-Sexual Harassment Act of 1995."
Sec. 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.
Sec. 3. Work, Education, or Training-related Sexual Harassment Defined. – Work, education, or training-
related sexual harassment is committed by an employee, manager, supervisor, agent of the employer,
teacher, instructor, professor, coach, Trainor, or any other person who has 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, reemployment, or
continued employment of the said individual, or in granting said individual favorable compensation,
terms, conditions, promotions, or privileges; or the refusal to grant the sexual favor results in limiting,
segregating or classifying the employee which in a 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.
(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 considerations;
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.
Sec.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 the office shall:
(a) Promulgate appropriate rules and regulations in consultation with the jointly 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 section (a) shall include, among others, guidelines
on proper decorum in the workplace and educational or training institutions.
(c) Create a committee on decorum and investigation of cases of sexual harassment. The committee shall
conduct meetings, as the case may be, with other officers and employees, teachers, instructors, professors,
coaches, trainers, and students or trainees to increase understanding and prevent incidents of sexual
harassment. It shall also conduct the investigation of the 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 trainers, teachers, 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.
Sec. 5. Liability of the Employer, Head of Office, Educational or Training Institution. – The employer or
head of the office, educational training institution shall be solidarity liable for damage arising from the
acts of sexual harassment committed in the employment, education, or training environment if the
employer or head of the office, educational, or training institution is informed of such acts by the
offended party and no immediate action is taken thereon.
Sec. 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.
Sec. 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 provision of this Act shall prescribe in three (3) years.
Sec. 8. Separability Clause – If any portion or provision of this Act is declared void and unconstitutional,
the remaining portions or provisions hereof shall not be affected by such declaration.
Sec.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.
Sec.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,

EDGARDO J. ANGARA JOSE DE VENECIA, JR.

President of Senate Speaker of the House of Representatives

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

EDGARDO E. TUMANGAN CAMILO L. SABIO

Secretary of the Senate Secretary General House of Representatives

Approved: Feb 14, 1995

FIDEL V. RAMOS
President of the Philippines