NINETEENTH CONGRESS OF THE REPUBLIC )
OF THE PHILIPPINES 
)
First Regular Session 
)
SENATE
Senate Bill No. 1775
ot tl)f & ^ cvrtnij*
23 JAN 25 P6:31
RECEIVED BY. ___
Introduced by: Senator Raffy T. Tulfo
aan 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
According to the American Psychological Association (APA) bullying refers to 
an aggressive behavior wherein there is intentional and repeated infliction of harm or 
inconvenience to another person . Bullying can be inflicted through physical or verbal 
actions. On the other hand, moral harassment affects both physical and mental health 
of the victim since it causes stress, anxiety, demoralization and interpersonal conflicts 
with CO- employees in the workplace. Moreover, it can likewise be detrimental to the 
professional growth and career of the victims. According to a study, 425 out of 1,254 
employees of a university reported bullying in their workplace. Needless to say, it is 
imperative for employers to ensure the physical, mental, and emotional well-being of 
their employees at their workplace1 . The efforts of various government agencies in 
their anti-bullying campaign and the implementation of Republic Act No. 10627 will 
not be in vain if the same have been primarily integrated in the work environment.
This bill seeks to mandate all offices in the government and private sectors to 
establish and implement policies and measures to effectively-address^the incidence 
of bullying and other similar acts in their respective workpl^es.
The passage of this measure is thus earnestly/sought.
RAFFY T. TULFO
Workplace Bullying in a Higher Educational Institution. Unpublished Article 1


NINETEENTH CONGRESS OF THE REPUBLIC )
OF THE PHILIPPINES 
)
First Regular Session 
)
SENATE
Senate Bill No. j[77P)
BILLS &WNDEX
Introduced by: Senator Raffy T. Tulfo
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'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 of Representatives of the Philippines in 
Congress assembled.
Section 1. Short Title. This Act shall be known as the "Anti- Office Bullying Act of 
2023".
Sec. 1. Adoption of Anti-Office Bullying Policies.
All government and non-government offices, and business establishments, are hereby 
directed to adopt policies to address the existence of office bullying and other similar 
acts in their respective institutions. Such policies shall be regularly updated and at a 
minimum shall include provisions which:
(a) Prohibit the following acts:
(1) "Office Bullying"-any severe or repeated use by one or more employees of a 
written, verbal or electronic expression, or a physical act or gesture, or any 
combination thereof, directed at an employer, co- employee, or any person 
with whom he/she has professional relations or dealings that has the effect of 
actually causing or placing the latter in reasonable fear of physical or emotional 
harm or damage to his property; creating a hostile work environment for the 
an employer, co-employee, or any person with whom he/she has professional 
relations or dealings; infringing on the rights of another at work premises; or 
materially and substantially disrupting the orderly operation of the office; such 
as, but not limited to, the following:
a. Any act that causes physical or bodily harm;
b. Any act that causes harm to a victim's psyche and/or emotional
and/or moral well-being;
c. Any slanderous statement or accusation that causes the victim


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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 
d. Cyber-bullying or any bullying done through the use of technology 
or an electronic means.
(2) Any abusive acts or behavior which include but are not limited to the 
following:
a. 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;
b. 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;
c. Management by threat and intimidation;
d. Stealing credit and taking unfair advantage of an employer, a co­
employee, or any person with whom he/she has professional relations 
or dealings;
e. 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
F. 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 or dealings;
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"
III. 
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


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(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 Bullying and/or other Prohibited Acts.
(a) The administrative office or officer, human relations office or 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 and business establishments shall 
provide their employees a copy of the policies being adopted. Such policies shall 
likewise be included in the employees' handbook and shall be conspicuously posted 
on the office walls and website, if there is any.
(c) Any employee shall immediately report any instance of office bullying and other 
prohibited acts witnessed, or that has come to one's attention, to the administrative 
office or officer, human relations office or officer, and/or any person or office holding 
a comparable role. Upon receipt of such a 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, 
administrative office or officer, human relations office or officer, or any person or office 
holding a comparable role, shall:
i. 
Notify the law enforcement agency if the administrative office or officer, 
human relations office or officer, and/or any person or office holding a 
comparable role believes that criminal charges under the Revised Penal 
Code may be pursued against the perpetrator;
ii. 
Take appropriate disciplinary administrative action;
Sec. 4. Reportorial Requirements.
(a) All non-government offices and business establishments shall inform the 
Department of Labor and Employment in writing about the policies against 
anti- office bullying and/or other prohibited acts formulated within six (6) 
months from the effectivity of this Act. Such notification shall likewise be 
an administrative requirement prior to the operation, creation, or 
establishment of new non- government offices and business 
establishments.
(b) All government offices shall inform the Civil Service Commission in writing 
about the policies against office bullying and/or other prohibited acts 
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 implemented pursuant to this Act, the Secretary of 
the Department of Labor and Employment and the Chairman of the Civil Service 
Commission shall prescribe the appropriate administrative sanctions on any 
administrative office or officer, human relations office or officer, or any person or office 
holding a comparable role, who shall fail to comply with the requirements under this 
Act. In addition thereto, erring non- government offices and business establishments 
shall likewise suffer the penalty of suspension of their permits to operate.
Sec. 6. Implementing Rules and Regulations.- Within ninety (90) days from the 
effectivity of this Act, the Department of Labor and Employment and the Civil Service 
Commission, respectively, shall promulgate the necessary rules and regulations to 
implement the provisions of this Act,
Sec.7. Separability Clause.-If, for any reason, any provision of this Act is declared to 
be unconstitutional or invalid, the other sections or provisions hereof which are not 
affected thereby shall continue to be in full force or effect.
Sec. 8. Repealing Clause.- All laws, decrees, orders, rules and regulations or parts 
thereof, which are inconsistent with or contrary to the provision of this Act are hereby 
repealed, amended or modified accordingly
Sec. 9. Effectivity. - This Act shall take effect fifteen (15) days after its publication in 
at least two (2) national newspapers of general circulation.
Approved,