Yes—it can be, but the answer depends on what kind of verbal abuse, why it’s happening, how severe or repetitive it is, and which legal framework applies.

In the Philippines, “workplace harassment” is not a single all-purpose label that automatically covers every rude or harsh remark. However, verbal abuse by a superior can still be legally actionable under several overlapping laws and doctrines—especially when it is gender-based/sexual, discriminatory, severe and repeated, or creates an intimidating, hostile, or humiliating work environment.

This article explains how Philippine law treats verbal abuse at work, when it becomes “harassment,” and what remedies are available.

1) What counts as “verbal abuse” at work?

“Verbal abuse” generally means language used to attack, humiliate, degrade, threaten, or intimidate, such as:

shouting, screaming, cursing, name-calling
insults about intelligence, appearance, background, or family
ridicule in meetings or group chats
threats (“I’ll ruin your career,” “I’ll make sure you’re terminated”)
persistent belittling, humiliation, or public shaming
sexually loaded remarks, lewd jokes, “rating” bodies, unwanted comments
gendered slurs (“babae ka kasi,” “bakla,” “tomboy,” etc.) used to demean

Not all harsh words are automatically illegal. Context matters: power imbalance (boss vs. subordinate), frequency, intent, impact, and whether the conduct is linked to protected characteristics (e.g., sex/gender) or coerces sexual compliance.

2) “Workplace harassment” in Philippine law: different legal categories

In practice, verbal abuse can fall into one (or more) of these categories:

A. Sexual harassment (workplace)

Under Philippine sexual harassment laws, words alone can be harassment if they are sexual in nature and made in a work context where a superior has influence over you.

Two major laws commonly apply:

Anti-Sexual Harassment Act (RA 7877) – focuses on harassment in a work/education/training environment, particularly involving authority or influence.
Safe Spaces Act (RA 11313) – covers gender-based sexual harassment, including in the workplace, and recognizes conduct that creates a hostile environment even without a direct “sexual favor” demand.

Verbal conduct can qualify when it includes:

sexual jokes, comments, catcalling-type remarks at work
unwanted sexual teasing, “double meaning,” remarks about bodies
sexist/sexual insults
persistent unwelcome comments with sexual undertone
humiliating sexual gossip or repeated sexual talk directed at a person

If the boss conditions employment benefits (promotion, continued employment, favorable assignments) on sexual compliance—or threatens consequences for refusal—this is especially serious.

B. Gender-based harassment (even without explicit sexual advances)

Under the Safe Spaces Act, harassment can be gender-based even if it’s not “asking for sex.” Examples include:

repeated sexist remarks
humiliating someone because of gender expression, sexual orientation, or identity
hostile, degrading comments that target a person’s gender

C. Discriminatory harassment

Even outside sexual harassment laws, verbal abuse tied to discrimination (e.g., sex, pregnancy status, disability, religion, etc.) can expose employers to liability depending on the context and applicable statutes, policies, and labor standards.

D. “Workplace bullying” / “psychosocial hazard” (practical concept, not a single universal statute)

The Philippines has occupational safety and health (OSH) rules that require employers to provide a safe workplace. Modern OSH compliance increasingly recognizes psychosocial risks (e.g., intimidation, humiliation, bullying-like conduct) as hazards that employers must address through policies, reporting systems, and prevention measures.

This means: even if the verbal abuse is not “sexual harassment,” it can still be treated as a workplace safety and health issue requiring employer action—and can strengthen an employee’s labor claims when the employer ignores it.

E. Constructive dismissal (labor law doctrine)

Even if a specific “harassment” statute doesn’t neatly fit, repeated or severe verbal abuse can support a claim of constructive dismissal—when working conditions become so intolerable, humiliating, or hostile that a reasonable person feels forced to resign.

This matters because constructive dismissal is treated like illegal dismissal, potentially entitling the employee to remedies (depending on circumstances and proof).

F. Civil and criminal liability (for extreme cases)

Some verbal abuse can cross into:

Oral defamation (slander) if the boss publicly utters defamatory statements harming your honor/reputation
Threats if the boss threatens harm (physical, reputational, or sometimes unlawful harm)
Unjust vexation (or similar offenses), depending on facts
Cyber-related offenses if the abuse/defamation is done through online posts/messages in ways that meet legal elements

Civil liability may also arise under the Civil Code “human relations” provisions (acts contrary to morals, good customs, or public policy; abuse of rights), allowing claims for damages in appropriate cases.

3) So, is verbal abuse by a boss “workplace harassment”?

It can be considered workplace harassment in the Philippines when it fits recognized legal definitions or creates actionable harm, especially when:

Strong indicators it qualifies as actionable harassment

Sexual or gender-based content (sexist remarks, sexual jokes/comments, insults tied to gender identity/expression)
Power-based coercion (implicit or explicit “do this or else” tied to job security/benefits)
Severe or pervasive pattern (repeated humiliation, intimidation, public shaming)
Hostile work environment (work becomes intimidating, humiliating, offensive, or abusive)
Retaliation after reporting (sudden discipline, demotion, isolation, threats, dismissal)
Employer inaction despite reports (no investigation, no protection, no corrective measures)

Weaker cases (still unacceptable, but harder legally)

a single isolated outburst with no discriminatory/sexual content and no ongoing pattern
legitimate performance management delivered firmly but professionally (even if unpleasant)

Still, repeated “non-sexual” verbal abuse can become actionable through constructive dismissal, OSH obligations, company policy violations, and possibly tort/damages depending on severity.

4) Employer duties in the Philippines (what your company should do)

Employers are generally expected to:

maintain a workplace free from harassment and intimidation
adopt and enforce anti-harassment policies
provide a complaints mechanism and conduct fair investigations
protect complainants and witnesses from retaliation
impose proportionate sanctions when violations are proven

For sexual harassment/gender-based harassment, employers commonly must have a committee/structure to handle complaints and investigations, and they may face consequences if they ignore complaints.

5) What to do if your boss is verbally abusive

Step 1: Document everything (quietly, consistently)

write a timeline: date, time, place, exact words (as close as possible), witnesses, impact
save emails, chat messages, meeting invites, screenshots
keep performance records to show context (targets met, commendations, etc.)

Important caution: Secretly recording conversations can trigger issues under Philippine privacy/wiretapping rules depending on circumstances. Evidence strategy is fact-sensitive—get legal guidance before relying on recordings.

Step 2: Use internal procedures

report to HR, immediate superior of the boss (if safe), compliance, or grievance committee
if sexual/gender-based, use the official anti-harassment channel
request written acknowledgement of your complaint

Step 3: Escalate externally if needed

Common options include:

DOLE assistance/mediation for certain labor issues and workplace concerns
NLRC if the situation leads to termination, forced resignation, constructive dismissal, or money claims connected to labor disputes
Criminal complaint for slander/threats (fact-dependent)
Civil action for damages in appropriate cases

Choice of forum depends on your goal: stop the abuse, protect your job, claim damages, or challenge a dismissal.

Step 4: Watch for retaliation

Retaliation after a complaint can itself be powerful evidence of wrongdoing. Document any:

sudden negative evaluations without basis
demotion, unreasonable transfers, exclusion
fabricated rule violations
threats or “forced resignation” tactics

6) Evidence that usually matters most

Written records: emails, chats, memos, performance reviews
Witness statements: coworkers who heard the verbal abuse
Pattern evidence: repeated incidents, similar treatment of others
HR/company response: whether the employer acted promptly and fairly
Medical/psych impact evidence (if relevant): consultations, diagnosis, therapy notes (handled confidentially)

7) Practical examples: when verbal abuse is likely “harassment”

Likely actionable as workplace harassment (especially under Safe Spaces/sexual harassment laws):

Boss repeatedly makes sexual jokes about you during meetings
Boss calls you sexist slurs, mocks your gender expression, or makes degrading comments tied to gender
Boss threatens to block your promotion unless you “go out” with them
Boss circulates humiliating sexual gossip in group chats

Likely actionable under labor doctrines (constructive dismissal / employer duty to maintain safe workplace):

Boss routinely screams at you, calls you “tanga/bobo,” humiliates you publicly, and management does nothing
Boss singles you out for constant ridicule until you resign
Workplace becomes intolerable due to persistent threats and humiliation tied to your role

8) Key takeaways

Yes, verbal abuse by a boss can be workplace harassment in the Philippines—especially if it is sexual, gender-based, discriminatory, severe, pervasive, or coercive.
Even when not “sexual harassment,” repeated verbal abuse can support claims under constructive dismissal, OSH obligations (psychosocial safety), and civil/criminal laws depending on facts.
The strongest cases are those with clear documentation, witnesses, pattern, and proof of employer inaction or retaliation.

9) Quick FAQ

Is yelling alone illegal? Not always. But if it becomes severe, repeated, humiliating, or tied to discrimination/sexual content—or if it forces resignation—it can become legally actionable.

Can I resign and still file a case? Yes, particularly if you can show constructive dismissal (you resigned because conditions became intolerable).

Do I need witnesses? Not strictly, but witnesses and written records make cases significantly stronger.

What if HR ignores me? Employer inaction can strengthen your claim and may open external remedies (DOLE/NLRC and others depending on facts).

This is general legal information, not legal advice. If you share a short fact pattern (industry, whether private/public sector, what was said, how often, and what you want to happen), I can map the most likely applicable legal category and the best next steps in the Philippine setting.