FOURTEENTH CONGRESS OF THE 
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REPUBLIC OF THE PHILIPPINES 
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Second Regular Session 
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INTRODUCED BY HONORABLE MAR ROXAS 
EXPLANATORY NOTE 
Republic Act No. 7877, or the Anti-Sexual Harassment law is considered as a 
milestone in the continuous struggle for the elimination of gender-based violence and 
crimes. Thirteen years after its enactment into law in March 5, 1995, however, women 
continue to be victims of sexual harassment with more cases left unreported. The law's very 
limited definition of what constitutes sexual harassment leaves most women no recourse 
than to keep their silence. Even the paltry penalty of imprisonment for 1 month to 6 months 
is enough to discourage a woman from filing a complaint. 
There is clearly a need to revisit the law and make it more responsive to the realities 
that women face every day. 
Recognizing that gender-based violence are rooted in unequal power relations, this 
bill proposes to expand the definition of sexual harassment to include unwanted sexual 
advances made by any person in the place of employment, training or education. Further, 
unsolicited advances of a sexual nature committed even outside the place of employment, 
training or education, when by any person having authority, influence or moral ascendancy 
over another is also a punishable offense of sexual harassment under this proposed measure. 
To address the concern that cases reported to some employers are left uninvestigated, 
employers shall be presumed to have knowledge of the act of sexual harassment - making 
them liable for damages - if the employer fails to create a committee on decorum or if the 
sexual harassment is openly practiced. As an added safeguard, the increased penalties are also 
proposed by this measure. 
The passage of this bill is intended to curb, with the hope of eventually eliminating, 
the difficult plight of women, who everyday are exposed to abuses of unequal power 
relations. 
In view of the foregoing, urgent approval of this bill is earnestly requested. 


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FOURTEENTH CONGRESS OF THE 
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REPUBLIC OF THE PHILIPPINES 
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Second Regular Session 
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S E N A T E  
8 JUL 24 ?6:21 
INTRODUCED BY HONORABLE MAR ROXAS 
AN ACT 
FURTHER PROVIDING PROTECTION FOR WOMEN AGAINST ABUSES 
OF UNEQUAL POWER RELATIONS, EXPANDING FOR THAT PURPOSE 
THE DEFINITION OF SEXUAL HARASSMENT AND INCREASING THE 
PENALTIES THEREFOR, THEREBY AMENDING REPUBLIC ACT 7877 
AND FOR OTHER PURPOSES. 
Be it enacted by the Senate and the House of Representatives of the Philippines in Congress 
assembled: 
SECTION 1. Section 3 of R.A. 7877 is hereby amended to read as follows: 
“Section 3. [Work, Education or 
Training-related] SEXUAL 
HARASSMENT DEFINED. - [Work, education or training-related sexual 
harassment is committed by an employer, employee, manager, supervisor, 
agent of the employer, teacher, instructor, professor, coach, trainor, or any 
other person who, having 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: 
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(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, 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) 
existing labor laws; or 
(3) 
environment for the employee. 
(b) 
In an education or training environment, sexual harassment is 
The above acts would impair the employee's rights or privileges under 
The above acts would result in an intimidating, hostile, or offensive 
committed: 
(1) 
offender; 
(2) 
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) 
environment for the student, trainee or apprentice.] 
A. IN THE PLACE OF EMPLOYMENT, TRAINING OR EDUCATION, 
SEXUAL HARASSMENT IS COMMITTED BY ANY PERSON WHO 
ENGAGES IN ANY UNWANTED OR UNWELCOME SEXUAL ADVANCE, 
Against one who is under the care, custody or supervision of the 
Against one whose education, training, apprenticeship or tutorship is 
When the sexual advances result in an intimidating, hostile or offensive 
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REQUEST OR DEMAND FOR SEXUAL FAVOR OR OTHER VERBAL OR 
PHYSICAL CONDUCT OF A SEXUAL NATURE AGAINST AN EMPLOYEE, 
EMPLOYER, TRAINEE, TRAINOR, STUDENT, INSTRUCTOR, TEACHER 
OR PROPESSOR REGARDLESS OF WHETHER THE DEMAND OR 
REQUEST FOR SUBMISSION IS ACCEPTED BY THE OBJECT OF SAID 
ACT; 
B. OUTSIDE THE PLACE OF EMPLOYMENT, TRAINING OR EDUCATION, 
SEXUAL HARASSMENT IS COMMITTED BY AN EMPLOYER, MANAGER, 
SUPERVISON, AGENT OF EMPLOYER, TEACHER, INSTRUCTOR, 
PROFESSOR, COACH, TMINOR OR ANY OTHER PERSON, WHO 
HAVING AUTHORITY, INFLUENCE OR MORAL ASCENDANCY OVER 
ANOTHER, MAKES ANY UNWANTED OR UNWELCOME SEXUAL 
ADVANCE, REQUEST OR DEMAND FOR SEXUAL FAVOR OR OTHER 
VERBAL OR PHYSICAL CONDUCT OF A SEXUAL NATURE, REGARDLESS 
OF THE DEMAND OR REQUEST FOR SUBMISSION IS ACCEPTED BY THE 
OBJECT OF SAID ACT; 
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. 
SECTION 2. Section 5 of RA 7877 is hereby amended as follows: 
“Section 5. Liability of the Employer, Head of Office, Educational or 
Training Institution. - The employer or head of office, educational or training 
institution shall be solidarily liable for damages arising from the acts of sexual 
harassment committed in the employment, education or training environment 
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if die employer or head of office, educational or training institution is 
informed of such acts by the offended party and no immediate action is taken 
thereon. 
THE EMPLOYER IS PRIMA FACIE PRESUMED TO HAVE 
KNOWLEDGE OF THE SEXUAL HARASSMENT ACT OR ACTS IF THE 
EMPLOYER FAILED TO CREATE A COMMITTEE ON DECORUM AS 
MANDATED BY THIS ACT; OR IF A COMPLAINT WAS MADE BEFORE 
THE COMMITTEE 
OR AUTHORITY DESIGNATED TO RECEIVE 
COMPLAINTS; OR WHEN THE SEXUAL HARASSMENT IS OPENLY 
PRACTICED OR WELL-KNOWN AMONG EMPLOYEES, STUDENTS OR 
TRAINEES.” 
SECTION 3. Section 7 of RA 7877 is hereby amended as follows: 
“Section 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] SIX (6) MONTHS nor more than six (6) [months] YEARS, or a fine 
of not less than [Ten thousand pesos (Pl0,OOO.OO) FIFTY THOUSAND PESOS 
(P50,OOO.OO) nor more than [Twenty thousand pesos (P20,000.00)] ONE 
HUNDRED THOUSAND PESOS (P100,000), or both such fine and 
imprisonment at the discretion of the court. 
Any action arising from the violation of the provisions of this Act shall 
prescribe in three (3) years.” 
SECTION 4. Separability Clause. -If, for any reason, any section or provision of this 
Act shall be held unconstitutional or invalid, the other section or provision not otherwise 
affected shall remain in full force and effect. 
SECTION 5. Repealing Clause. - Any provision of law, decree, executive order or 
issuance inconsistent herewith is hereby repealed and/or modified accordingly. 
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SECTION 6. Effecfiviry Clause. - This Act shall take effect fifteen (15) days after the 
completion of its publication in the Official Gazette or in at least two (2) national newspapers 
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of general circulation. 
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Approved, 
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