What can I do about sexual harassment at work?
Last updated: 2026-07-12 · Educational content; not legal advice.
Short answer
Two laws protect you. RA 7877 (Anti-Sexual Harassment Act of 1995) covers harassment by a person with authority, influence, or moral ascendancy over you — a boss, supervisor, or trainer — who demands a sexual favor tied to your employment. RA 11313 (Safe Spaces Act of 2019) is broader: it reaches gender-based sexual harassment by co-workers, subordinates, and clients, and covers online/work-chat harassment. Your employer is legally required to have a Committee on Decorum and Investigation (CODI) that must act on a complaint, so you can file internally, and you may also pursue a case before the appropriate authority; document everything and keep copies.
Primary sources
Frequently asked
What if the harasser is a co-worker, not my boss?
RA 7877 focuses on harassers with authority or moral ascendancy, but the Safe Spaces Act (RA 11313) closes the gap by covering peer-to-peer and even subordinate-to-superior gender-based harassment, including in the workplace and online. You are protected either way.
Does my employer have to do anything?
Yes. Under the Safe Spaces Act and its IRR, employers must adopt a policy against gender-based sexual harassment and constitute a Committee on Decorum and Investigation (CODI) to receive and act on complaints; failure to act exposes the employer to liability.
Can I also file a criminal or civil case?
Yes. RA 7877 and RA 11313 carry penal sanctions, and you may separately pursue civil damages. The internal CODI process does not replace your right to go to the authorities; keep evidence such as messages, dates, and witnesses.
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Boses ng kumakayod — your everyday rights as a Filipino worker on pay and dismissal: when your final/back pay must be released (DOLE Labor Advisory 06-20 — within 30 days of separation), 13th-month pay (PD 851 — 1/12 of your basic salary, on or before December 24), legal vs illegal salary deductions, unpaid wages and overtime, the twin-notice due-process rule before you can be dismissed, just causes vs authorized causes, separation pay, your Certificate of Employment (within 3 days of request), resignation notice, the regional minimum wage set by your RTWPB, and how to file with DOLE (SEnA conciliation first) or the NLRC.