Section 3 of RA 7877 defines work-related sexual harassment as committed by an employer, employee, manager, supervisor, or agent of the employer who demands, requests, or requires any sexual favor from another employee, and the demand is made under any of the following circumstances:

• The acceptance or rejection of the demand is used as a basis for an employment decision (hiring, promotion, retention, etc.);
• The demand interferes with the employee’s work performance; or
• The demand creates an intimidating, hostile, or offensive work environment.

Importantly, the law does not condition protection on the victim’s acceptance of the demand. Even if you refused the sexual favor, you are still a victim of sexual harassment. The key element is the demand itself under circumstances that create a hostile or conditional work environment.

• A supervisor asking for a date as a condition for a promotion
• A boss threatening to fire an employee who refuses sexual advances
• Repeated unwanted sexual comments or jokes
• Unwanted touching, physical advances, or leering
• Sending sexually explicit messages or images
• Promising job benefits in exchange for sexual favors

1. Document the incident — Save messages, emails, and recordings (where legally permissible). Write down the date, time, location, and exact words used.
2. Report to the company’s HR or Committee on Decorum and Investigation (CODI) — RA 7877 requires companies to create a committee to handle sexual harassment complaints.
3. File a complaint with the DOLE — The Department of Labor and Employment can investigate and impose administrative sanctions.
4. File a criminal complaint — RA 7877 is a criminal law. A conviction carries imprisonment and a fine.
5. Consult a lawyer — For advice on the best strategy and to determine what remedies are available to you.