“Bullying is persistent threatening and aggressive physical behavior or verbal abuse directed toward other people, especially those who are younger, smaller, weaker, or in some other situation of relative disadvantage. Cyberbullying is verbally threatening or harassing behavior conducted through such electronic technology as cell phones, e-mail, and text messaging” adapted from APA Dictionary of Psychology.

Bullying in the workplace is often overlooked because many people believe it only occurs among children in schools and view it merely as an interpersonal issue. However, organizational bullying is just as important as school bullying, as it affects the well-being and productivity of the targeted employee. Many employees are unaware of the existing laws that protect individuals against workplace bullying. There are various root causes of workplace bullying—these may include individual aggression, low self-esteem, cultural issues, professional jealousy, prejudice, or even performance appraisals.

There is legal guidance available to protect yourself or others against bullying.

First, make sure to document all incidents of bullying, including the dates, times, what was said or done, and any witnesses, if applicable. Second, report the bullying to your HR department or immediate supervisor. Every company should have a policy against workplace bullying and internal procedures for addressing such complaints. Lastly, if internal procedures fail or are not available, you can file an external complaint. In the Philippines, complaints can be submitted to the Department of Labor and Employment (DOLE).

The Department of Labor and Employment (DOLE) addresses workplace bullying through various laws and policies that promote mental health, safety, and protection from harassment. While the term “bullying” may not be explicitly used, it falls under the broader provisions against workplace harassment and violence.

• Republic Act No. 7877 (Anti-Sexual Harassment Act of 1995) focuses on sexual harassment but also encourages broader awareness of inappropriate workplace behavior, including bullying. It requires employers to implement policies that prevent harassment.
• Department Order No. 208 (2020) mandates workplaces to establish mental health policies that protect employees from psychological abuse, such as intimidation, exclusion, and other forms of bullying.
• Occupational Safety and Health Standards (OSHS) reinforce employers’ duty to provide a work environment free from risks to both physical and mental well-being, including bullying.
• Republic Act No. 11313 (Safe Spaces Act) extends protections against gender-based harassment in all settings, including workplaces. While bullying isn’t directly mentioned, the law’s focus on preventing hostile environments covers many bullying behaviors.

These measures aim to prevent workplace bullying through a combination of labor laws and policies focused on harassment, mental health, and occupational safety. Employers are encouraged to foster a supportive work environment and ensure compliance with these regulations to protect employees from all forms of harassment, including bullying.

Let’s work together to build a healthy and respectful workplace for everyone.

Respicio, H. (2024, August 16). DOLE guidelines on workplace bullying in the Philippines — Respicio & Co. https://www.lawyer-philippines.com/articles/dole-guidelines-on-workplace-bullying-in-the-philippines

Gordon, S. (2023, July 10). Why people are bullied at work. Verywell Mind. https://www.verywellmind.com/reasons-why-workplace-bullies-target-people-460783

American Psychological Association Logo. (n.d.). Bullying. https://www.apa.org/topics/bullying