NINETEENTH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
Second Regular Session
)
SENATE
S. No. 2.*^.*^ 1
i, J ;5l
Oi ti'if
23 JUL20 P2 36
RECEIVED Bv,
Introduced by Senator MARK A. VILLAR
AN ACT
INSTITUTING POLICIES TO PREVENT AND ADDRESS ACTS OF BULLYING 
AND OTHER SIMILAR ACTS IN THE WORKPLACE
EXPLANATORY NOTE
Section 18, Article II and Section 3, Article XIII of the 1987 Constitution 
provides that it is the responsibility of the State to protect the rights and welfare of 
workers, and afford them full protection.
Ensuring the welfare of workers is not limited to better pay and benefits, 
employees likewise consider work environment as a pre-requisite for joining or staying 
in a company. Afterall, no compensation can guarantee peace of mind.
A lot of employees have fallen victim to office bullying. One common type of 
bullying is gossip or the casual or unconstrained conversation or reports about other 
people involving details which are not confirmed as true. While this Act has been 
tolerated over the years, many employees had been a victim of office bullying which 
resulted to resignation and/or absences.
This bill seeks to ensure the promotion of the overall welfare and the physical 
and mental well-being of the employees and protect them against abuse, harassment, 
violence or economic exploitation by mandating all government and non-government 
offices to adopt policies to address the existence of office bullying and other similar 
acts in their respective institutions.
Immediate passage of this bill is earnestly sought.
MARK A. VILLAR


NINETEENTH CONGRESS OF THE ) 
REPUBLIC OF THE PHILIPPINES 
)
Second Regular Session 
)
SENATE
s. No. 2331
of fi;e r.fj.'jfp
23 JUL20 P2 36
RtC£IV£D BV;
Introduced by Senator MARK A. VILLAR
AN ACT
INSTITUTING POLICIES TO PREVENT AND ADDRESS ACTS OF BULLYING 
AND OTHER SIMILAR ACTS IN THE WORKPLACE
Be it enacted by the Senate and House of Representatives of the Philippines in 
Congress assembled:
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Section 1. Short Title. - This Act shall be known as "Anti-Buiiying in the
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Workplace Act"
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Sec. 2. Declaration of Policy. -It is the policy of the State to protect the rights
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of the workforce and promote their welfare. Towards this end, the State shall enact a
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law that will ensure the promotion of the overall welfare of our workforce taking into
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consideration their physical and mental well-being. The State shall provide adequate
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safeguards to ensure that our workforce will not be subjected to abuse, harassment,
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violence or economic exploitation thereby creating a safe working environment.
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Sec. 3. Adoption of Anti-Bui lying Policies. - All government and non-
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government offices are hereby directed to adopt policies to address the existence of
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office bullying and other similar acts in their respective institutions. Such policies shall
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be regularly updated and shall include provisions which:
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1. Shall prohibit the following acts:
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a. Office Bullying - any severe or repeated use by one or more
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employee of a written, verbal, or electronic expression or a
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physical act or gesture, or any combination thereof, directed at
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an employer, co-employee, or any person with whom he/she has
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professional relations or dealings which infringes on the rights of
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another at work premises; or has the effect of actually causing or


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placing the latter in reasonable fear of physical or emotional harm 
or damage to his property creating a hostile environment for the 
employee, or materially and substantially disrupting the work 
process or the orderly operation of an institution or business; such 
as, but not limited to any of the following:
i. Any unwanted physical contact between a person to any 
employer or co-employee causing physical or bodily harm 
notwithstanding any action that may be taken by the victim 
under the Revised Penal Code or the Civil Code of the 
Philippines;
ii. Any act that causes harm to a victim's psyche or emotional 
or moral being;
iii. 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;
iv. Gender-based bullying, or any act that humiliates or 
excludes a person on the basis of perceived or actual 
sexual orientation and gender identity; and
V. Cyber-bullying, or any bullying done through the use of 
technology or any electronic means, 
b. Any abusive act or behavior which includes, but not limited to the 
following:
i. Offering, publishing, distributing, circulating, or spreading 
rumors, false news and information, gossip about, or any 
act against or directed against an employer, a co­
employee, or any person with whom he/she has 
professional relations or dealings;
ii. 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;


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iii. Exercising management by threats 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; and
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.
c. An act or behavior shall be construed as abusive if it results to 
any or all of the following:
i. 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; and
ii. 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; and
iii. Causes divisive effects among employees, employers, or 
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 and business 
establishments in their respective professional capacities.
2. Establish clear procedures and strategies for:
a. Reporting acts prohibited under this Act;
b. Responding promptly to and investigating reports of acts which 
are prohibited under this Act; and
c. Ensuring the protection of the person who reports any of the 
prohibited acts, provides information during an investigation of


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the prohibited acts, or is witness to or has reliable information 
about any of the prohibited acts.
3. Enable employee to anonymously report any prohibited acts; Provided, 
however, that no discriminatory administrative action shall be taken 
against a perpetrator solely on the basis of an anonymous report; and
4. Subject to the perpetrators/s who knowingly makes a false accusation 
to disciplinary administrative action.
Sec. 4. Mechanism to Address Office Bullying and Other Prohibited Acts. -
a. The administrative office or officer, human relations officer, or any person 
or office holding a comparable role, shall be responsible for the 
implementation and oversight of policies intended to address office bullying 
and other prohibited acts.
b. All government and non-government offices or establishments shall provide 
their employees with a copy of the anti-bullying policies to be adopted. Such 
policies shall likewise be included in the employees' handbook and shall be 
conspicuously posted on the office walls and websites, if there is any.
c. Any employee shall immediately report any instance of office bullying and 
other prohibited acts he/she has witnessed or has come to his/her attention, 
to the administrative office or offices, human relations office or officer, 
and/or any person or office holding a comparable role. Upon receipt of such 
report, the administrative office or officer, human relations office or officer, 
or any person or office holding a comparable role shall promptly investigate.
d. If it is determined that bullying and/or other prohibited acts have occurred, 
the administrative office or officer, human relations office or officer, or any 
person or office holding a comparable role shall:
a. Notify the appropriate law enforcement agency if the administrative 
office or officer, human relations office or officer, and/or any person 
holding a comparable role believes that criminal charges under the 
Revised Penal Code may be pursued against the perpetrator; and
b. Take appropriate disciplinary administrative action.
Sec. 5. Reportoriai Requirements. -


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a. All non-government offices or business establishments shall furnish and
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inform the Department of Labor and Employment (DOLE) in writing about
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the policies against anti-office bullying and/or other prohibited acts
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formulated within six (6) months from the effectivity of this Act. Such
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notification shall likewise be an administrative requirement prior to the
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operation, creation, or establishment of new non-government offices and
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business establishments.
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b. All government offices shall furnish and inform the Civil Service Commission
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(CSC) in writing about the policies against office bullying and/or other
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prohibited acts formulated within six (6) months from the effectivity of this
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Act.
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c. Appropriate trainings and seminars to disseminate the anti-bullying policies
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shall conducted by the government, non-government offices, or business
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establishments to its employees.
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Sec. 6. Sanctions for Non-Compliance. - In the rules and regulations to be
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implemented pursuant to this Act, the Secretary of the DOLE and the Chairman of the
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CSC shall prescribe the appropriate administrative sanctions on any administrative
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office or offices, relations office or officer, or any person or office holding comparable
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role, who shall fail to comply with the requirements shall likewise suffer the penalty of
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suspension of their permits to operate.
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Sec. 7. Implementing Rules and Regulations. - Within ninety (90) days from
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the effectivity of this Act, the DOLE and the CSC, respectively, shall promulgate the
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necessary rules and regulations to implement the provisions of this Act.
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Sec. 8. Separability Clause. - If any section or provision of this Act shall be
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declared unconstitutional or invalid, the other sections or provisions not affected
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thereby shall remain in full force and effect.
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Sec. 9. Repealing Clause. - All laws, decrees, orders, administrative order, or
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rules and regulations which are inconsistent or contrary to the provisions of this Act
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are hereby repealed, modified, or amended accordingly.
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Sec. 10. Effectivity. - This Act shall take effect fifteen (15) days after its
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publication in the Official Gazette or in two (2) newspaper of general circulation.
Approved,