Frequently Asked Questions

Under RA 7877, sexual harassment occurs when a person in authority (such as a teacher, supervisor, or employer) demands or requests sexual favors in a work, education, or training environment. This applies whether or not the victim submits to the demand.

How is work-related sexual harassment committed?

• When sexual favors are made a condition for hiring, promotion, or continued employment.

• When refusal leads to discrimination or loss of opportunities.

• When actions create a hostile, intimidating, or offensive work environment.

How is education or training-related sexual harassment committed? 

• When sexual favors are demanded in exchange for grades, honors, scholarships, or allowances.

• When advances create a hostile or intimidating environment for students or trainees.

• When authority figures exploit their position over students under their supervision.

What is the duty of schools and employers? 

Institutions must:

• Create rules and procedures for investigating sexual harassment cases.

• Form a Committee on Decorum and Investigation (CODI) with representatives from administration, faculty, and students.

• Disseminate RA 7877 and promote awareness of proper conduct. 

What happens if schools or employers ignore cases?

If informed of harassment but no action is taken, the school or employer can be held liable for damages. 

Can victims take independent action? 

Yes. Victims may file independent actions for damages and seek legal remedies outside of institutional processes. 

What are the penalties for offenders? 

Violators face imprisonment of 1–6 months, fines between ₱10,000–₱20,000, or both, depending on the court’s decision. Cases prescribe within three years. 

Where can victims seek help?