RA 7877, known as the Anti-Sexual Harassment Act of 1995, is a Philippine law signed on February 14, 1995 that declares sexual harassment unlawful in employment, education, and training environments. It defines sexual harassment and provides penalties for violations.

What is sexual harassment under RA 7877?

Under RA 7877, sexual harassment is committed by an employer, manager, supervisor, teacher, instructor, professor, coach, trainer, or any other person with authority or moral ascendancy over another, who demands or requests sexual favors from an employee or student, whether the demand or request is accompanied by a threat or promise of reward.

What are the duties of employers under RA 7877?

Under RA 7877, employers must: (1) Promulgate rules and regulations on sexual harassment; (2) Create a committee on decorum and investigation; (3) Provide procedures for resolution, settlement, or prosecution of sexual harassment cases; and (4) Disseminate or post a copy of the law in conspicuous places in the workplace.

What are the penalties for sexual harassment under RA 7877?

Violation of RA 7877 carries a penalty of imprisonment of not less than 1 month nor more than 6 months, or a fine of not less than ₱10,000 nor more than ₱20,000, or both imprisonment and fine at the discretion of the court.

Does RA 7877 cover both government and private employees?

Yes. RA 7877 applies to all employment environments, both in the government and private sector, as well as educational and training institutions.

RA 7877 Summary: Anti-Sexual Harassment Act of 1995

CivPasser AI Editorial Team

Reviewed against official Philippine statutes and CSC issuances

Last updated: April 1, 2026Sources: Official Gazette, CSC issuances, Philippine statutes

Republic Act 7877, known as the Anti-Sexual Harassment Act of 1995, is frequently tested in the General Information section of the Civil Service Exam. Signed on February 14, 1995, RA 7877 declares sexual harassment unlawful in work, education, and training environments in the Philippines and defines the responsibilities of employers and heads of office in preventing and addressing it.

Overview of RA 7877

Full Title

Anti-Sexual Harassment Act of 1995

Date Signed

February 14, 1995

Applies To

Government & Private sectors; Education

Penalty

1 month – 6 months imprisonment / ₱10,000–₱20,000 fine

Definition of Sexual Harassment (Section 3)

Under Section 3 of RA 7877, work-related or employment sexual harassment is committed when:

A person with authority, influence, or moral ascendancy over another in a work or training environment demands, requests, or otherwise requires any sexual favor from the other, regardless of whether such demand, request, or requirement for submission is accepted — when:

It is made a condition for the victim's employment, re-employment, continued employment, advancement, or providing favorable work conditions
It impairs the victim's rights and privileges under existing labor laws
It results in an intimidating, hostile, or offensive environment for the employee

Education or training sexual harassment is committed against one who is under the care, custody, or supervision of the offender, when:

The sexual favor is a condition to the giving of a passing grade, granting of honors and scholarships, or payment of stipend or allowance
The sexual advances result in an intimidating, hostile, or offensive environment for the student

CSE Tip: The key element is the power differential — the offender must have authority, influence, or moral ascendancy over the victim. Sexual harassment by a peer or subordinate (without authority) is not covered by RA 7877 but may be covered by other laws or company policies.

Who Can Commit Sexual Harassment

Under RA 7877, sexual harassment can be committed by persons with authority, influence, or moral ascendancy, including:

Employer

Manager / Supervisor

Agent of the employer

Teacher / Instructor

Professor / Coach

Training officer

The law also applies to any other person who has authority, influence, or moral ascendancy over another in a work, education, or training environment.

Duties of Employers and Heads of Office (Section 4)

Section 4 of RA 7877 imposes the following duties on all employers, heads of office, educational institutions, and training institutions:

Promulgate rules and regulations prescribing the procedure for the investigation of sexual harassment cases and the administrative sanctions therefor
Create a Committee on Decorum and Investigation (CODI) — a committee to receive complaints, conduct investigations, and recommend appropriate action
Disseminate or posta copy of RA 7877 and the employer's rules and regulations in a conspicuous place in the workplace
Provide procedures for the resolution, settlement, or prosecution of acts of sexual harassment

CSE Tip: The Committee on Decorum and Investigation (CODI) is a frequent exam topic. Remember that employers are required to form this committee to handle sexual harassment complaints. Failure to do so may result in the employer being held solidarily liable with the offender.

Liability of Employers

Under Section 5 of RA 7877, the employer or head of office may be held liable for damages arising from acts of sexual harassment if:

The employer or head of office is informed of the sexual harassment by the offended party and no immediate action is taken
The employer failed to implement the required rules and regulations on sexual harassment
The employer did not take action despite having actual knowledge of the harassment

Penalties (Section 7)

Penalty for the offender:

Imprisonment: Not less than 1 month nor more than 6 months
Fine: Not less than ₱10,000 nor more than ₱20,000
The court may impose both imprisonment and fine at its discretion

In addition to criminal penalties, the victim may file a civil action for damages, and the offender may also face administrative sanctions (dismissal, suspension, etc.) from the employer or head of office.

Key Sections at a Glance

Section	Content
Section 1	Short title (Anti-Sexual Harassment Act of 1995)
Section 2	Declaration of policy — sexual harassment is unlawful
Section 3	Definition of work-related and education-related sexual harassment
Section 4	Duties of employers — CODI, rules and regulations, posting
Section 5	Liability of employer or head of office
Section 6	Independent action for damages
Section 7	Penalties (1 month–6 months; ₱10,000–₱20,000)

Quick Reference for the CSE

✓Full title: Anti-Sexual Harassment Act of 1995
✓Date signed: February 14, 1995
✓Key element: Power differential — offender must have authority or moral ascendancy
✓Applies to: Work, education, and training environments
✓CODI: Committee on Decorum and Investigation — required in all workplaces
✓Penalty: 1 month to 6 months imprisonment and/or ₱10,000 to ₱20,000 fine
✓Employer liability: If informed but takes no action, employer may be held solidarily liable

📚 Also study these related laws for the CSE:

RA 9262 — Anti-VAWC Act — violence against women, protective orders, and penalties
RA 6713 — Code of Conduct for Public Officials — ethical standards, SALN, and prohibited acts
RA 9003 — Ecological Solid Waste Management Act — 3Rs, segregation at source, and penalties

Disclaimer: This summary is for educational and review purposes. For the complete and official text of Republic Act No. 7877, refer to the Official Gazette or the Civil Service Commission website.

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