Philippine Legal Perspective

I. Short Answer

Yes, you can file a case against your boss in the Philippines if their actions at work cause or contribute to your anxiety or depression — but not simply for “causing anxiety and depression” in the abstract.

In practice, you file cases for:

Workplace harassment or humiliation
Gender-based sexual harassment
Constructive dismissal or illegal dismissal
Violations of occupational safety and health (including psychosocial hazards)
Civil damages for abuse of rights or torts
Criminal offenses (e.g., grave threats, unjust vexation, libel, gender-based harassment)

Your anxiety or depression becomes the injury or damage you prove to support these legal causes of action.

II. Legal Framework Protecting Mental Health at Work

1987 Constitution & Labor Code
- The Constitution guarantees full protection to labor and just, humane conditions of work.
- The Labor Code, as strengthened by new occupational safety and health (OSH) rules, obliges employers to provide a safe and healthful workplace, which now expressly includes protection against mental and psychosocial hazards. (Lawphil)
Mental Health Act – Republic Act No. 11036 RA 11036 establishes a national mental health policy, affirming the right of every person to mental health and to work free from stigma and discrimination because of mental health conditions. (Lawphil)

Its provisions and implementing guidelines require:
- Integration of mental health into workplace policies
- Non-discrimination against people with mental health conditions
- Access to appropriate services and support
DOLE guidelines and legal commentary interpret this as requiring employers to create workplace mental health programs, anti-stigma measures, and support mechanisms. (Alburolaw)
OSH Law – Republic Act No. 11058 & Updated IRR RA 11058 and its implementing rules mandate employers to ensure a safe and healthful workplace, with penalties for violations. (Lawphil)

Recent DOLE issuances (e.g., DO 252-25, 2025) emphasize:
- Identification and management of psychosocial hazards
- OSH programs that include mental health, not just physical safety (L&E Global)
Safe Spaces Act – Republic Act No. 11313 RA 11313 covers gender-based sexual harassment in the workplace and requires employers to:
- Issue and disseminate a code of conduct against gender-based harassment
- Create a Committee on Decorum and Investigation (CODI)
- Establish confidential and accessible reporting mechanisms (Lawphil)
Employers and supervisors can incur administrative, civil, and even criminal liability if they:
- Commit gender-based harassment; or
- Tolerate, ignore, or fail to act on it.
Civil Code – Abuse of Rights & Damages Even outside labor statutes, the Civil Code allows suits for damages when someone:
- Abuses a right (Articles 19–21),
- Violates another’s dignity, privacy, or peace of mind (Article 26),
- Commits a tort (quasi-delict) causing injury, including mental anguish.
Legal commentary points out that public humiliation, harassment, or psychological abuse at work can ground civil actions for moral and exemplary damages. (RESPICIO & CO.)

III. When Does Workplace Conduct Become Legally Actionable?

Not every stressful or demanding boss is legally liable. Philippine law recognizes management prerogative—the right to set reasonable targets, discipline employees, or issue performance feedback.

Conduct tends to become actionable when it is:

Targeted and persistent, not just occasional irritation.
Objectively unreasonable, not just strict supervision.
Humiliating, abusive, or discriminatory, especially in public.
Retaliatory, e.g., punishing you for complaining or exercising your rights.
Negligent, e.g., ignoring known mental health risks or failing to act on harassment reports.

Examples that may support a case:

Repeated public shaming, shouting, or insults (“bobo,” “walang kwenta,” etc.), especially in front of colleagues.
Humiliating jokes about your appearance, sex, gender identity, mental health, or personal life.
Sexual comments, unwanted touching, or suggestive messages (RA 11313 and RA 7877 territory).
Assigning impossible targets or workloads as a way to force you out.
Threats like “resign ka na lang” or “gagawin ko miserable ang buhay mo dito” tied to your refusal to tolerate abuse.
Refusing reasonable accommodations for a diagnosed mental health condition, despite medical advice and knowledge of your situation. (RESPICIO & CO.)

Supreme Court decisions have treated insulting words and persistent hostile treatment by an employer as amounting to constructive dismissal when they make continued employment intolerable. (Supreme Court of the Philippines)

IV. Types of Cases You Can File (and Where)

A. Labor / Employment Cases

Constructive Dismissal or Illegal Dismissal

If the harassment or mental cruelty becomes so unbearable that you feel forced to resign, you may file a case for constructive dismissal before the NLRC. The law treats your resignation as if you were illegally dismissed. (Supreme Court of the Philippines)

You may claim:

Reinstatement (or separation pay in lieu)
Backwages
Moral and exemplary damages
Attorney’s fees

If you are directly fired after complaining about harassment or requesting mental-health-related accommodations, that may constitute illegal dismissal and/or retaliation, also actionable before the NLRC or through DOLE conciliation. (RESPICIO & CO.)

Unfair Treatment and Harassment Without Dismissal

Even if you remain employed, you may file:

A complaint with DOLE for OSH and mental health policy violations.
A case at the NLRC for money claims and damages if the employer’s acts violate your rights under the Labor Code (e.g., discrimination, bad faith, abuse of prerogative). (studylib.net)

DOLE may impose administrative fines for OSH violations, including failure to control psychosocial hazards.

B. Administrative Complaints Under RA 11313 (Safe Spaces Act)

If your anxiety or depression is linked to gender-based sexual harassment (GBSH):

You may file a complaint with your company’s CODI.
You may escalate to DOLE, the Civil Service Commission (for government workers), or the local government/barangay for certain cases.
Employers are liable if they fail to act, fail to set up a CODI, or tolerate harassment. (Lawphil)

Penalties include:

Administrative sanctions against the employer and supervisors;
Fines and possible imprisonment for the harasser.

C. Civil Case for Damages

You can sue your boss (and sometimes the company) in regular courts for damages if:

There is abuse of rights, harassment, or public humiliation, and
It causes you mental anguish, anxiety, or depression, supported by proof (medical records, testimony).

Courts may award:

Moral damages (for mental anguish, wounded feelings, besmirched reputation)
Exemplary damages (to deter similar conduct)
Actual damages (costs of therapy, medication, lost income if proven)

Commentaries highlight that, especially after RA 11313 and RA 11036, courts are more receptive to mental health–related harms as compensable injuries. (RESPICIO & CO.)

D. Criminal Cases

Depending on your boss’s conduct, you may also explore:

Gender-based sexual harassment (RA 11313) – criminal liability for serious acts. (Lawphil)
Grave threats, coercion, unjust vexation, libel/slander, or stalking under the Revised Penal Code and special laws.
Violence Against Women and Their Children (VAWC) (RA 9262) if your boss is also your intimate partner and the abuse intersects with work.

The mental health impact (anxiety, depression, panic attacks) strengthens the case for penalties and damages, though the crime itself is defined by the abusive acts.

V. Employer & Boss Duties Specifically Related to Mental Health

From RA 11036, RA 11058, DOLE rules, and legal guidance, employers are expected to: (Lawphil)

Develop written policies on mental health in the workplace.
Provide programs and training to reduce stigma and promote early help-seeking.
Identify and manage psychosocial risks (e.g., bullying, abuse, toxic workloads).
Provide grievance mechanisms (HR, CODI, OSH committees).
Respect confidentiality, especially regarding mental health information (aligned with the Data Privacy Act).
Avoid discrimination in hiring, promotion, discipline, or termination based on mental health conditions.

Supervisors and managers (your “boss”) carry operational responsibility for upholding these policies. When they themselves are the source of harassment or they ignore serious complaints, they expose both themselves and the company to liability.

VI. Proving Anxiety and Depression in a Case

To link your mental condition to your boss’s behavior, it helps to gather:

Medical Evidence
- Psychiatrist or psychologist’s diagnosis of anxiety disorder, depression, or related conditions.
- Medical certificates linking your symptoms to workplace stressors where possible.
- PhilHealth or insurance claims for mental health treatment. (Lawphil)
Documentary Evidence of Abuse
- Emails, chat messages, memos with abusive or humiliating language.
- Performance appraisals weaponized to harass rather than fairly evaluate.
- Schedules, workload assignments, or sudden demotions tied to your refusal to tolerate abuse or to your disclosure of mental health concerns.
Witness Testimony
- Co-workers who observed shouting, public humiliation, or discriminatory remarks.
- HR or CODI members who handled your complaint.
Timeline
- A written chronology showing:
  - When the abusive conduct began;
  - When your mental health declined;
  - When you sought medical help;
  - Any resignation, dismissal, or key HR actions.

Courts and quasi-judicial bodies (NLRC, DOLE) are less persuaded by bare allegations and more convinced by specific incidents corroborated by documents and witnesses. (Respicio & Co.)

VII. Who Do You Sue: Boss, Company, or Both?

Depending on the case type:

Labor cases (NLRC/DOLE) Usually, the employer-company is the primary respondent. Corporate officers and managers may be named in some circumstances (e.g., harassment, personal bad faith), but the standard is that the employer is responsible for the acts of its agents in relation to employment. (RESPICIO & CO.)
RA 11313 complaints
- The individual harasser (your boss) can be held liable.
- The employer or head of office may incur liability for failing to prevent or address GBSH. (Lawphil)
Civil damages suits
- You can sue your boss personally.
- You can also sue the company under vicarious liability if the wrongful acts were committed in the course of employment.
Criminal cases
- The individual (your boss) is charged; the company may face separate administrative sanctions.

VIII. Possible Remedies and Outcomes

Depending on the forum and cause of action, you may obtain:

Reinstatement or separation pay (if dismissed).
Backwages, 13th month, and other monetary benefits.
Moral damages for mental anguish, anxiety, depression, and loss of peace of mind.
Exemplary damages to punish and deter abusive behavior.
Administrative penalties against employers (fines, orders to improve policies, OSH sanctions).
Criminal penalties (fines, imprisonment) for harassment and related crimes.
Orders to implement or improve mental health and anti-harassment policies in the workplace. (Lawphil)

IX. Practical Roadmap if You Are Experiencing Anxiety/Depression Because of Your Boss

If you are in this situation, a typical step-by-step approach looks like:

Prioritize Safety & Health
- If you are in crisis (e.g., suicidal thoughts), seek immediate help from a mental health professional, hotline, or emergency services.
- Inform trusted family or friends.
Consult a Mental Health Professional
- Obtain an assessment and, if appropriate, a written medical certificate describing your condition and its likely triggers.
Document Everything
- Keep a journal of incidents.
- Save emails, chats, screenshots.
- Note dates, times, witnesses.
Use Internal Mechanisms
- File a written complaint with HR, your CODI (if harassment is gender-based), or the OSH committee.
- Request reasonable accommodations if advised by your doctor (e.g., schedule adjustment, temporary reassignment).
Seek Legal Advice
- Speak with a labor or employment lawyer, or consult DOLE’s free assistance desks, to determine the best forum:
  - DOLE for OSH violations or conciliation;
  - NLRC for constructive/illegal dismissal and money claims;
  - CODI/RA 11313 channels for GBSH;
  - Prosecutor’s Office for criminal complaints;
  - Regular courts for civil damages.
Consider Timing (Prescription)
- Labor and civil actions are subject to prescriptive periods (deadlines). As a rule of thumb, don’t wait years before taking formal steps; earlier action is safer from a legal standpoint.

X. Key Takeaways

You don’t file a case for “anxiety and depression” as a label; you file for harassment, constructive dismissal, OSH violations, discrimination, or related wrongful acts that resulted in your anxiety or depression.
Philippine laws — RA 11036 (Mental Health Act), RA 11058 (OSH Law), RA 11313 (Safe Spaces Act), the Labor Code, and the Civil Code — now form a strong legal framework to protect workers’ mental health and dignity at work. (Lawphil)
Your boss and your employer can both be held liable, depending on their roles and failures.
Solid evidence—especially medical documentation plus concrete proof of abusive acts—greatly improves your chances of success.

This is general information on Philippine law. Specific strategies and options will always depend on your particular facts, so it is wise to consult both a lawyer and a mental health professional if you believe your boss has harmed your mental health.