A CODI complaint is the internal process for asking a Philippine employer, government agency, school, or training institution to investigate sexual harassment and impose administrative sanctions. A strong complaint does not have to use complicated legal language. It should clearly explain what happened, when and where it happened, why the conduct was unwelcome, who may confirm it, and what evidence should be preserved. The exact procedure differs between private workplaces, government offices, and educational institutions, so it is important to follow the correct rules for your setting.

What Is a CODI?

CODI means the Committee on Decorum and Investigation. It is the body responsible for receiving, investigating, and helping resolve workplace or school sexual harassment complaints.

Under the Anti-Sexual Harassment Act of 1995, or Republic Act No. 7877, employers and heads of educational or training institutions must establish rules for investigating sexual harassment and create a CODI. The committee must include representatives from management, supervisory employees, rank-and-file employees, and the union or employees’ association, when one exists. (Lawphil)

The Safe Spaces Act of 2019, or Republic Act No. 11313, expanded these protections. Its implementing rules require the CODI to be independent, headed by a woman, and composed of at least 50% women. Members must be impartial, and workplace representatives should include management, supervisory, rank-and-file, and union or employee-association representatives, where applicable. (Supreme Court E-Library)

A CODI is not a criminal court. It handles the organization’s administrative or disciplinary process. Depending on the applicable rules, the committee may issue a decision or submit findings and recommendations to the employer, school head, or government disciplining authority.

Filing through a CODI does not prevent the complainant from pursuing a separate civil, criminal, labor, or administrative case when the facts support one. (Lawphil)

What Conduct Can Be Reported to a CODI?

Philippine law recognizes more than one form of workplace or school sexual harassment.

Legal basis	Conduct covered
RA 7877	Sexual demands, requests, or requirements made by a person who has authority, influence, or moral ascendancy over another person in a work, education, or training environment
RA 11313	Unwelcome sexual or gender-based conduct committed by supervisors, coworkers, classmates, subordinates, teachers, students, clients, or other persons connected with the workplace or institution
Internal policy	Other conduct prohibited by the employer’s or school’s code of conduct, even when the policy provides broader protection than the minimum required by law

Under RA 7877, sexual harassment may exist when submission to a sexual demand is made a condition for hiring, continued employment, promotion, benefits, grades, scholarships, training opportunities, or favorable treatment. It may also exist when rejection results in discrimination or when the conduct creates an intimidating, hostile, or offensive environment. (Lawphil)

RA 11313 covers a wider range of gender-based sexual harassment, including unwelcome verbal, physical, visual, electronic, and technology-assisted conduct. It may be committed between coworkers of equal rank or even by a subordinate against a superior. The protected “workplace” includes places outside the regular office where work is performed, such as business trips, field assignments, conferences, company events, employer-provided transportation, and online workspaces. (Supreme Court E-Library)

Examples may include:

Unwanted touching, hugging, kissing, brushing against the body, or blocking someone’s path
Repeated sexual comments about a person’s body, clothing, relationships, or private life
Sexual jokes, gestures, sounds, images, or messages directed at a particular person
Sending explicit photos, videos, links, or messages through work email, chat, or social media
Pressuring someone to go on a date or engage in sexual activity after the person has refused
Offering a promotion, good grade, favorable schedule, contract renewal, or other benefit in exchange for sexual attention
Threatening dismissal, poor evaluation, failing grades, or unfavorable assignments after rejection
Spreading sexual rumors or publicly discussing a person’s alleged sexual history
Insults or hostile conduct based on sex, gender, sexual orientation, gender identity, or gender expression
Retaliating against someone who reported sexual harassment or supported a complainant

The complainant does not need to prove that the respondent used the exact words “sexual favor.” The surrounding circumstances, power relationship, repeated behavior, physical acts, communications, and effect on the complainant may establish the nature of the conduct. In Domingo v. Rayala, the Supreme Court rejected an unduly narrow approach to workplace sexual harassment and considered the unwanted acts and the parties’ working relationship in determining liability. See the Supreme Court decision in Domingo v. Rayala. (Supreme Court E-Library)

Your Rights During the CODI Process

A complainant has the right to a process that is impartial, reasonably prompt, and protective of personal dignity.

Protection against retaliation

The CODI and employer must take steps to protect the complainant from retaliation. The complainant should not be punished through demotion, reduced benefits, undesirable reassignment, termination, exclusion from meetings, loss of opportunities, intimidation, or pressure to withdraw the complaint.

Protective measures should not become a penalty against the complainant. For example, transferring the complainant to a distant location without consent may be improper when the respondent could instead be temporarily reassigned or instructed to avoid contact. (Supreme Court E-Library)

Confidentiality

The proceedings should remain confidential to the greatest extent possible. However, confidentiality is not absolute. The respondent must ordinarily receive enough information about the accusations to prepare an answer, and witnesses may need to be interviewed.

The safest approach is to discuss the case only with the CODI, a lawyer or representative, trusted support persons, medical or mental-health professionals, and investigating authorities. Publicly posting evidence or accusations while the case is pending can expose private information, affect witnesses, or create additional legal disputes.

An impartial committee

A CODI member should not participate when there is a conflict of interest or a reasonable question about impartiality. Under the Safe Spaces Act rules, a member should not be related to the alleged perpetrator within the fourth civil degree of consanguinity or affinity. Either party may request the inhibition, or recusal, of a member based on conflict, bias, or other reasonable grounds. (Supreme Court E-Library)

Due process for both parties

The complainant must be allowed to present facts and evidence. The respondent must also receive notice and a meaningful opportunity to answer. A fair process protects the integrity of the complaint and makes the result more defensible on review or appeal.

How to File a Sexual Harassment Complaint Through a CODI

1. Identify the correct CODI or receiving office

Check the employee handbook, code of conduct, school manual, intranet, bulletin board, or human resources materials. Look for the:

CODI chairperson or secretariat
Human resources department
Gender and Development office
Anti-sexual harassment officer
Student affairs or guidance office
Administrative or legal office
Government agency personnel or human resource management office

In a government case, the complaint is generally filed with the department or agency where the respondent is employed and is then referred to its CODI. Government cases filed now are governed by the 2025 Rules on Administrative Cases in the Civil Service, or 2025 RACCS, which took effect on August 4, 2025.

When there is no functioning CODI, submit the complaint to the head of the organization or the office officially designated to receive administrative complaints. Keep proof that the complaint was delivered.

2. Secure the organization’s sexual harassment policy

Ask for a copy of the policy before filing, or as soon as possible afterward. The policy should explain:

Who may file
Where and how to file
Required complaint contents
Whether the complaint must be sworn or notarized
Investigation procedures
Applicable deadlines
Possible penalties
Appeal or review procedures
Rules on inhibition and confidentiality

An employer cannot avoid its statutory duties merely because it has not issued a proper policy or organized a CODI. The absence of a mechanism may itself be reported to the appropriate government authority.

3. Write a detailed chronological complaint

Use simple, factual language. Separate each incident by date or approximate period.

A practical complaint structure is:

Complainant’s information State your full name, position or status, department, contact information, and relationship to the respondent.
Respondent’s information Give the respondent’s full name, position, department, and work or school address, if known.
Chronology of incidents For each incident, state:
- Date and approximate time
- Location or online platform
- What the respondent said or did
- Who was present
- How you responded
- What happened afterward
Why the conduct was unwelcome Explain any refusal, objection, avoidance, blocking, request to stop, report to a supervisor, or other circumstance showing that the behavior was unwanted. A person’s silence or delayed report does not automatically mean consent, particularly where there was fear, shock, dependency, or a power imbalance.
Workplace or school connection Explain how the conduct affected your employment, studies, training, performance, attendance, health, opportunities, or sense of safety.
Evidence and witnesses List all attachments and identify witnesses who may have direct or supporting knowledge.
Requested protective measures State any immediate measures needed, such as a no-contact direction, schedule separation, preservation of CCTV footage, temporary reporting-line change, remote attendance, or protection against retaliation.
Requested action Ask the CODI to investigate under RA 7877, RA 11313, the organization’s code of conduct, and any other applicable rules.

End the complaint with the date and your signature. Avoid exaggeration, insults, speculation about motives, or facts you cannot personally confirm.

4. Preserve and organize the evidence

Do not wait for the CODI to collect everything. Evidence can disappear quickly, especially CCTV recordings and electronic messages.

Useful evidence may include:

Complete chat or email threads
Screenshots showing the sender, recipient, date, time, and platform
Original photos, audio files, videos, or voice messages
Calendar entries and meeting invitations
CCTV locations and estimated recording times
Visitor, security, access-card, or transportation logs
Work schedules, assignments, evaluations, or promotion records
Medical records, prescriptions, or psychological assessments
Prior reports to supervisors, teachers, HR, or school officials
Notes written close to the time of the incident
Statements or affidavits from witnesses
Records showing retaliation after the report or rejection

Keep the original files. Do not rely only on cropped screenshots. Export conversations when possible, preserve metadata, and store a backup in a secure account or device not controlled by the employer.

A witness does not have to see the harassment itself to provide useful information. A person may confirm the complainant’s immediate report, emotional condition, changed work behavior, the respondent’s admissions, similar conduct, or later retaliation.

5. Determine whether notarization is required

Requirements depend on the sector.

Setting	Typical formality
Private workplace	Usually a signed written complaint; notarization depends on the company policy
Private school or training institution	Usually a signed complaint under the school’s CODI or student-discipline rules; additional guardian requirements may apply to minors
Government agency	A written, subscribed, and sworn complaint with the information and attachments required by the 2025 RACCS
Anonymous report	May trigger verification or fact-finding but may not, by itself, be treated as the victim’s formal complaint

For a government complaint, the 2025 RACCS generally requires:

Full name and address of the complainant
Full name and address of the respondent
Respondent’s position and office
A clear and chronological statement of material facts
Duplicate originals or certified true copies of documentary evidence
Witness affidavits, when available
A statement or certification of non-forum shopping
The complainant’s signature under oath

A government complaint that lacks required information may be dismissed without prejudice, meaning it may ordinarily be corrected and refiled.

A complaint executed outside the Philippines may require notarization before a foreign notary, an apostille, or execution before a Philippine consular officer, depending on the receiving agency’s requirements and the country where it is signed. Confirm the acceptable form with the CODI or agency before sending original documents.

6. File the complaint and obtain proof of receipt

Submit the complaint through the authorized channel, such as personal filing, official email, records office, electronic case system, or registered courier.

Ask for:

A date-stamped receiving copy
An acknowledgment email
A reference or docket number
The name and position of the receiving officer
A list of attachments received
The expected next procedural step

When filing by email, use a clear subject line such as “Confidential CODI Complaint Against [Name]” and request written acknowledgment. When filing physical documents, prepare at least one complete copy for yourself.

Internal CODI filing generally has no government filing fee, although the complainant may incur expenses for notarization, printing, certified copies, medical records, courier services, or translations.

7. Request immediate protective and preservation measures

Do not assume that filing automatically preserves evidence or separates the parties. Make specific written requests when necessary.

Possible requests include:

Immediate preservation of CCTV footage and access logs
Preservation of work email, chat, and company-device records
A temporary no-contact arrangement
Separation of reporting lines or shifts
Permission to attend meetings remotely
A companion or support person during interviews, when allowed
Protection against retaliation
Temporary restrictions on the respondent’s access to certain spaces
Referral for medical or psychological support

In government offices, the agency should provide or help the complainant obtain psychological intervention, referral services, and information about available forms of redress.

8. Participate in the investigation

The CODI may ask for clarification, additional documents, a sworn statement, or attendance at a conference or hearing. Answer questions factually. When you do not remember an exact date or wording, say so rather than guessing.

The respondent may submit a counter-affidavit, explanation, or evidence. The CODI may interview the parties and witnesses separately, review electronic records, and conduct clarificatory meetings.

Keep a record of:

Every submission
Every meeting date
The names of persons present
Instructions or deadlines given
Requests that remain unanswered
Any new retaliation or contact by the respondent

Submit later incidents or retaliation through a dated supplemental statement.

9. Review the findings, decision, and appeal rules

Ask for the written outcome and the applicable appeal procedure. Check whether the decision addresses:

Each material allegation
The evidence considered
Credibility findings
The rule or policy violated
The penalty or corrective action
Anti-retaliation measures
Appeal rights and deadlines

In private workplaces and educational institutions governed by the general Safe Spaces Act rules, the CODI is directed to investigate and decide a written complaint within 10 working days or less from receipt, excluding the appeal period. (Supreme Court E-Library)

Government proceedings follow a more detailed process under the 2025 RACCS. A preliminary investigation generally begins within five days after receipt of a sufficient complaint and should be completed within 20 days, subject to justified extensions. If a prima facie case exists, a formal charge may be issued. A formal investigation should generally be completed within 30 days from the formal charge, unless extended for meritorious reasons. The CODI submits its findings and recommendation to the proper disciplining authority, which makes the administrative determination.

Actual calendar time may be longer because of service of notices, requests for extensions, witness availability, formal hearings, review by the disciplining authority, and appeals. A delay should be documented rather than accepted without explanation.

What If the CODI Is Biased, Missing, or Not Acting?

Request the inhibition of a conflicted member

Identify the conflict in writing and ask the member to recuse. Explain the relationship, prior involvement, hostile statements, personal interest, or other facts creating a reasonable concern about impartiality.

Do not merely state that the member is “biased.” Give specific facts and attach supporting records when available.

For private-sector employees

Report the employer’s failure to establish or operate a proper CODI to the nearest Department of Labor and Employment Regional, Provincial, or Field Office. DOLE is responsible for enforcing the workplace provisions of the Safe Spaces Act in the private sector. Employers may face liability for failing to implement required measures or failing to act on reported harassment. (Supreme Court E-Library)

Workers in very small establishments, the informal economy, and domestic work may also seek assistance under DOLE mechanisms, including those established under Department Order No. 230-21.

For government employees

The Civil Service Commission may directly take cognizance of a sexual harassment complaint in specified situations, including when:

The agency has no CODI
The complainant is a CODI member
The disciplining authority is the respondent
The respondent is a CODI member
The agency’s action is unreasonably delayed beyond the relevant period without sufficient justification

The agency head’s failure to create a CODI may also support an administrative charge for neglect of duty.

For students and trainees

Escalation may be made to the school head, governing board, central administration, or the appropriate supervising agency, such as the Department of Education, Commission on Higher Education, or Technical Education and Skills Development Authority, depending on the institution.

When the conduct may also be criminal, the complainant may report it to law-enforcement authorities or the prosecutor’s office without waiting for the school’s internal proceedings to finish.

Common Mistakes That Can Weaken a CODI Complaint

Filing only a vague one-paragraph accusation

Statements such as “He always harasses me” or “She made me uncomfortable” do not give the investigator enough detail. Describe the words, acts, dates, places, witnesses, and surrounding circumstances.

Submitting only selected screenshots

A cropped image may hide the sender, date, context, or earlier messages. Preserve the full conversation and the original device or account where possible.

Failing to ask for evidence preservation

Many CCTV systems overwrite recordings within days or weeks. Send a written preservation request identifying the approximate date, time, camera location, account, device, or data involved.

Treating an anonymous report as a complete formal complaint

Under the Safe Spaces Act rules, an anonymous report can place an employer on notice and require verification or referral to the CODI. However, it is generally not considered the victim’s formal complaint unless the victim files in their own name. In government, a CODI may investigate an anonymous or third-party report and may initiate a formal complaint with the injured party’s consent. (Supreme Court E-Library)

Missing internal or legal deadlines

File promptly even when the organization’s policy appears unclear. A criminal action under RA 7877 has a statutory prescriptive period of three years, while other possible offenses and administrative remedies may have different periods. Do not assume that an internal investigation pauses every external legal deadline. (Lawphil)

Accepting retaliation as a normal management decision

Document any demotion, sudden poor evaluation, exclusion, transfer, reduced schedule, loss of benefits, threats, or pressure that follows the complaint. Report it immediately as possible retaliation.

Assuming that resignation erases the complaint

Resignation does not erase the underlying conduct or automatically prevent civil or criminal action. Whether an internal case can continue after either party leaves may depend on the applicable government rules, school regulations, employment policy, and timing of the complaint.

Special Issues for Foreigners, Remote Workers, and Overseas Complainants

Philippine workplace protections are not limited to Filipino citizens. A foreign employee, student, consultant, trainee, or other covered person may use the organization’s CODI when the conduct falls within the Philippine workplace, school, or training environment.

Remote and hybrid work can still fall within the law. Sexual messages sent through Zoom, Microsoft Teams, Slack, Viber, Messenger, work email, or other digital platforms may be covered when they arise from or affect the employment or educational relationship. (Supreme Court E-Library)

A person already abroad should:

Ask whether the CODI accepts electronic filing
Preserve original electronic records and timestamps
Request remote interviews or hearings
Confirm whether a sworn complaint requires notarization, an apostille, or consular execution
Provide a reliable email and overseas mailing address
Arrange certified translations when material evidence is not in English or Filipino and the receiving body requires one

Frequently Asked Questions

Can I file a CODI complaint without witnesses?

Yes. Sexual harassment often happens in private. A detailed, credible account may be considered together with messages, surrounding circumstances, contemporaneous reports, behavioral changes, medical evidence, admissions, and indirect witness testimony. Do not delay filing simply because no one directly saw the incident.

Do I need screenshots or physical evidence?

No single type of evidence is mandatory in every case. Submit whatever is available and identify records the employer controls, such as CCTV footage, access logs, work email, schedules, or company chat data. Your own sworn statement is also evidence.

Does a CODI complaint need to be notarized?

In a private workplace or school, follow the organization’s policy; some accept an ordinary signed complaint, while others require an affidavit. A government administrative complaint under the 2025 RACCS must generally be subscribed and sworn.

Can I complain against a coworker of the same rank?

Yes. RA 11313 covers harassment between peers. It may also cover harassment by a subordinate against a supervisor. Authority or moral ascendancy remains particularly relevant to claims under RA 7877, but it is not required for every workplace harassment complaint under the Safe Spaces Act. (Supreme Court E-Library)

Can a man file a sexual harassment complaint?

Yes. Protection is not limited to women. A complainant or respondent may be of any sex, sexual orientation, gender identity, or gender expression.

Can I file anonymously?

You may submit an anonymous report, and the employer should not simply ignore it. The report can trigger verification, risk assessment, evidence preservation, or CODI referral. However, a formal case may require an identified complainant or a complaint initiated by the CODI under the applicable rules.

Can I file a criminal case while the CODI case is pending?

Yes. Internal administrative proceedings do not prevent separate criminal or civil action. The elements, evidence standards, procedures, penalties, and deadlines are different. (Lawphil)

Is the complaint completely confidential?

It should be kept confidential to the greatest extent possible, but complete secrecy cannot be guaranteed. The respondent must receive sufficient notice, and investigators may need to speak with witnesses. The organization should limit disclosure to persons who genuinely need the information.

What if the respondent is the CODI chairperson or agency head?

Request that the respondent and any conflicted members be excluded from the process. In government, the Civil Service Commission may directly take cognizance of a case when the respondent is a CODI member or the disciplining authority. In a private organization, escalate the matter to higher management, the governing board, or DOLE as appropriate.

Can the employer transfer me while the complaint is pending?

Protective arrangements are possible, but they should not disadvantage or punish the complainant. A transfer that reduces pay, benefits, opportunities, security of tenure, or reasonable access to work may amount to retaliation. Ask for the reason, terms, duration, and effect of any proposed transfer in writing. (Supreme Court E-Library)

Key Takeaways

A CODI is the internal body that investigates workplace, school, or training-related sexual harassment complaints.
RA 7877 primarily addresses harassment involving authority, influence, or moral ascendancy, while RA 11313 also covers peers, subordinates, online conduct, and gender-based hostile environments.
Write the complaint chronologically and include specific words, acts, dates, locations, witnesses, and effects.
Preserve original messages, metadata, CCTV information, work records, and evidence of retaliation.
Government complaints must generally comply with the sworn-complaint requirements of the 2025 RACCS.
Obtain a stamped copy, acknowledgment email, or reference number proving when the complaint was filed.
Request immediate evidence preservation and practical protection against contact or retaliation.
Ask a conflicted CODI member to inhibit, and escalate a missing, biased, or inactive mechanism to DOLE, the Civil Service Commission, or the appropriate education authority.
A CODI complaint does not prevent a separate civil, criminal, labor, or administrative case.