NINETEENTH CONGRESS OF THE 
)
REPUBLIC OF THE PHILIPPINES 
)
First Regular Session 
)
S. No.
SENATE 
861
^Sl^Aaffirr
•22 JUL25 P2:11
RKSVcosy.
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 the 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.
RAMON^ONG REVILLA, 3R.


NINETEENTH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
S. No.
)
)
)
SENATE
861
Ornate
of lije ^-r?vMn>
*22 JUL25 P2:11
RHCEiVcOBV;
Introduced by SENATOR RAMON BONG REVILLA, 3R.
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 Phiiippines 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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of2022."
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Sec. 2. Adoption of Anti-Office Bullying Policies. - All government and non-
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government ofRces, and business establishments, are hereby directed to adopt policies
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to address the existence of office bullying and other similar acts in their respective
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institutions. Such policies shall be regularly updated and at a minimum shall include
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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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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;
ii. Any act that causes harm to a victim's psyche and/or 
emotional and/or moral well-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; 
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;
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;
iii. 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:


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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 Bullying and/or other Prohibited Act. -


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(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 ofRce 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:
a. 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,
b. Take appropriate disciplinary administrative action.
Sec. 4. Reportoria! 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
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implemented pursuant to this Act, the Secretary of the Department of Labor and
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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 Clause. — 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 Clause. - 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 - This Act shall take effect fifteen (15) days after its
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publication in the Official Gazette or In a newspaper of general circulation.
Approved,