EIGHTEENTH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
S E N A T E
S.B. No. 
1217
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'1f DEC-9 PI :34
RECEIVED 8V:
Introduced by SENATOR RAMON BONG REVILLA, JR.
AN ACT
REQUIRING ALL GOVERNMENT AND NON-GOVERNMENT OFFICES AND 
ESTABLISHMENTS TO ADOPT POLICIES TO PREVENT AND ADDRESS THE 
ACTS OF BULLYING AND OTHER SIMILAR ACTS IN THEIR WORKPLACE
EXPLANATORY NOTE
Republic Act No. 10627 of 2013 defined bullying as "any severe or repeated 
use ... of a written, verbal or electronic expression, or a physical act or gesture, or any 
combination thereof, directed at another... that has the effect of actually causing or 
placing the latter in reasonable fear of physical or emotional harm or damage to his 
property..." This is our initial effort against bullying in educational institutions.
This bill seeks to expand protection against bullying by ensuring that 
workplaces are free from such detriment. Bullying in the workplace can cause physical, 
mental and emotional harm, as well as long-term career problems. Bullying in the 
workplace is often ignored and overlooked by both employers and co-employees, but 
its consequences are not only on victim's emotional health but it also affects his 
productivity and morale.
This proposal requires all government and non-government offices and 
establishments to adopt policies to prevent and address the acts of bullying and other 
similar acts in the workplace. It mandates establishments to establish clear procedures 
and strategies to ensure that acts of bullying are reported and are penalized. More so.


it tasks the Department of Labor and Employment and the Civil Service Commission 
to prescribe the appropriate sanctions on any administrative sanctions for non- 
compliance with the provisions of this Act.
This bill seeks to achieve a more peaceful and tranquil professional environment 
towards a more productive economy. In light of this, consideration of this proposal is 
earnestly sought.
RAMO^BONG REVILLA, JR.


■a-
EIGHTEENTH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
))
)
S E N A T E
S.B. No. 
1217
'^ ih u  of tt)f ikrtrptarj»
*19 OEC-9 PI ;34
RECEIVED W:
Introduced by SENATOR RAMON BONG REVILLA, JR.
AN ACT
REQUIRING ALL GOVERNMENT AND NON-GOVERNMENT OFFICES AND 
ESTABLISHMENTS TO ADOPT POLICIES TO PREVENT AND ADDRESS THE 
ACTS OF BULLYING AND OTHER SIMILAR ACTS IN  THEIR WORKPLACE
Be it enacted by the Senate and House o f Representatives o f the Philippines in 
Congress assembled:
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Section 1. Short Tide. -  This Act shall be known as the "Anti-Office Bullying Act
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of 2019."
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Sec. 2. Adoption o f Anti-Office Bullying Policies. -  All government and non-
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government offices, and business establishments, are hereby directed to adopt
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policies to address the existence of office bullying and other similar acts in their
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respective institutions. Such policies shall be regularly updated and at a minimum shall
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include provisions which:
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(a) Prohibit following acts:
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1. Office Bullying -  any severe or repeated use by one or more
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employees of a written, verbal or electronic expression, or a physical
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act or gesture, or any combination thereof, directed at an employer,
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co-employee, or any person with whom he/she has professional
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relations or dealings that has the effect of actually causing or placing
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the latter in reasonable fear of physical or emotional harm or damage
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to his property; creating a hostile work environment for the
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employer, co-employee, or any person with whom he/she has
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professional relations or dealing; infringing on the rights of another


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II.
III.
at work premises; or materially and substantially disrupting the 
orderly operation of the office; such as, but not limited to, the 
following:
i. Any act that causes physical or bodily harm;
Any act that causes harm to a victim's psyche and/or 
emotional and/or moral well-being;
Any slanderous statement or accusation that causes the victim 
undue emotional distress like directing foul language or 
profanity at the target, 
name-calling, 
tormenting 
and 
commenting negatively on victim's looks, clothes and body; 
and
iv. Cyber-bullying or any bullying done through the use of 
technology or any electronic means.
2. Any abusive acts or behaviour which include but are not limited to 
the following:
i. Offering, publishing, distributing, circulating and spreading 
rumors, false news and information and gossip about, or any 
act against or direct against an employer, a co-employee, or 
any person with whom he/she has professional relations or 
dealings;
Disrespecting and devaluing an employer, a co-employee, or 
any person with whom he/ she has professional relations or 
dealings through disrespectful and devaluing language; 
Management by threat and intimidation; 
iv. Stealing credit and taking unfair advantage of an employer, a 
co-employee, 
or any 
person 
with 
whom 
he/she 
has 
professional relations or dealings;
V. Preventing 
access 
to 
workplace, 
career, 
and 
office 
opportunities to an employer, a co-employee, or any person 
with whom he/she has professional relations or dealings; and 
vi. An act or behaviour shall be construed as abusive if it results 
to any or all of the following:
II.
III.


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1. Destroys or undermines the character, image status, 
reputation, morale, and credibility of an employer, a co­
employee, or any person with whom he/she has 
professional relations/dealings;
2. Discredits, destroys and undermines the work, results 
of 
the 
work, 
awards, 
career, 
vocation, 
craft, 
professional status, productivity, performance, and 
talents of an employer, a co-employee, or any person 
with whom he/she has professional relations or 
dealings;
3. Causes divisive effects among employees, employers, 
officers, and other members of the government and 
non-government 
organizations, 
business 
establishments, their clientele, and any other person 
engaged 
by 
government 
and 
non-government 
organizations, 
business 
establishments 
in 
their 
respective professional capacities.
(b) Establish clear procedures and strategies for:
1. Reporting acts prohibited under this Act;
2. Responding promptly to and investigating reports of acts, which are 
prohibited under this Act;
3. Ensuring the protection of the person who reports any of the 
prohibited acts, provides information during an investigation of the 
prohibited acts, or is witness to or has reliable information about any 
of the prohibited acts;
(c) Enable employees to anonymously report any of the prohibited acts: 
Provided, however, That no disciplinary administrative action shall be taken 
against a perpetrator solely on the basis of an anonymous report; and
(d) Subject the perpetrator/s who knowingly makes a false accusation to 
disciplinary administrative action.
Sec. 3. Mechanisms to Address Office Buiiying and/or other Prohibited Act.


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(a) The administrative office or officer, human relations office or officer, or any
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person or office holding a comparable role shall be responsible for the
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implementation and oversight of policies intended to address office bullying
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and other prohibited acts;
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(b) All government and non-government offices and business establishments shall
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provide their employees a copy of the policies being adopted. Such policies
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shall likewise be inciuded in the employees' handbook and shall be
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conspicuously posted on the office walls and website, if there is any.
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(c) Any employee shall immediately report any instance of office bullying and
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other prohibited acts witnessed, or that has come to one's attention, to the
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administrative office or officer, human relations office or officer, and/or any
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person or office holding a comparable role. Upon receipt of such report, the
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administrative office or officer, human relations office or officer, or any person
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or office holding a comparable role, shall promptly investigate.
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(d )If it is determined that bullying and/or other prohibited acts have occurred,
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administrative office or officer, human relations office or officer, or any person
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or office holding a comparable role, shall:
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a. Notify the law enforcement agency if the administrative office or officer,
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human relations office or officer, and/or any person or office holding a
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comparable role believes that criminal charges under the Revise Penal
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Code may be pursued against the perpetrator;
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b. Take appropriate disciplinary administrative action.
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Sec. 4. Reportoria! Requirements.
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(a) All non-government offices and business establishments shall inform the
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Department of Labor and Employment in writing about the policies against
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anti-office bullying and/or other prohibited acts formulated within six (6)
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months from the effectivity of this Act. Such notification shall likewise be an
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administrative requirement prior to the operation, creation, or establishment
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of new non-government offices and business establishments.
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(b)AII government offices shall inform the Civil Service Commission in writing
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about the policies against office bullying and/or other prohibited acts
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formulated within six (6) months from the effectivity of this Act.


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Sec. 5. Sanction for Non-Compliance. 
In the rules and regulations to be
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implemented pursuant to this Act, the Secretary of the Department of Labor and
3 
Employment and the Chairman of the Civil Service Commission shall prescribe the
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appropriate administrative sanctions on any administrative office or officer, human
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relations office or officer, or any person or office holding a comparable role, who shall
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fail to comply with the requirements under this Act. In addition thereto, erring non-
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government offices and business establishments shall likewise suffer the penalty of
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suspension of their permits to operate.
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Sec. 6. Implementing Rules and Regulations. -  Within ninety (90) days from
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the effectivity of this Act, the Department of Labor and Employment and the Civil
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Service Commission, respectively, shall promulgate the necessary rules and
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regulations to implement the provisions of this Act.
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Sec. 7. Separability Cause. If any provision or part hereof, is held invalid or
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unconstitutional, the remainder of the law or the provision not otherwise affected shall
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remain valid and subsisting.
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Sec. 8. Repealing Cause. -  All laws, presidential decrees or issuances,
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executive orders, letter of instructions, administrative order, rule or regulation contrary
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to, or inconsistent with the provisions of this Act is hereby repealed, modified or
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amended accordingly.
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Sec. 9. Effectivity Cause. This Act shall take effect fifteen (15) days after its
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publication in at least two (2) newspapers of general circulation.
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Approved,