In the Philippine legal landscape, the protection of individual dignity and privacy is paramount. Both debt collection and workplace environments are areas where power imbalances often lead to abuse. Philippine law provides a robust framework of administrative, civil, and criminal remedies to address these issues.

I. Unfair Debt Collection Practices

Debt collection is a legitimate business activity, but it is strictly regulated to prevent harassment, threats, and violations of privacy. The primary regulations governing this are SEC Memorandum Circular No. 18 (Series of 2019) and BSP Circular No. 454.

Prohibited Acts

Collectors and lending companies are prohibited from engaging in "unfair collection practices," which include:

Threats of Violence: Using or threatening to use physical force or other criminal means to harm the person, reputation, or property of any person.
Obscene/Profane Language: Using insults or symbols intended to shame the debtor.
Disclosure of Information: Publicly listing the names of debtors (e.g., "shaming" on social media) or contacting the debtor’s contacts without consent, except for references provided.
False Representations: Falsely claiming to be a lawyer, police officer, or government representative, or claiming that non-payment will result in immediate imprisonment (as the Constitution prohibits imprisonment for debt, except in cases of fraud or estafa).
Contacting at Unreasonable Hours: Making calls or visits before 6:00 AM or after 10:00 PM, unless the debtor has given prior consent.

Legal Remedies

Administrative Complaint (SEC/BSP): If the creditor is a financing or lending company, a complaint can be filed with the Securities and Exchange Commission (SEC). For banks and credit card companies, the Bangko Sentral ng Pilipinas (BSP) handles these grievances. Penalties include hefty fines or revocation of the entity's license.
Data Privacy Act (RA 10173): Accessing a debtor’s contact list or posting their personal information online is a violation of the Data Privacy Act. A complaint can be filed with the National Privacy Commission (NPC).
Revised Penal Code (RPC):

Grave or Light Threats: If the collector threatens to commit a wrong or inflict injury.
Unjust Vexation: For persistent harassment that causes distress but does not constitute a specific crime.
Libel/Slander: If the collector publicly imputes a crime or vice to the debtor to dishonor them.

II. Workplace Harassment

Harassment in the workplace generally falls under two categories: sexual harassment and general workplace bullying or "bossing."

1. Sexual Harassment (RA 7877 and RA 11313)

RA 7877 (Anti-Sexual Harassment Act of 1995): Focuses on "work-related" sexual harassment where the perpetrator has authority, influence, or moral ascendancy over the victim. It requires the demand for a sexual favor as a condition for employment or promotions.
RA 11313 (Safe Spaces Act / Bawal Bastos Law): Significantly expanded the definition. It covers "gender-based sexual harassment" in the workplace, which includes catcalling, wolf-whistling, misogynistic slurs, and persistent uninvited comments on appearance. It applies even among peers (co-workers) or from subordinates to superiors.

2. Workplace Bullying and Labor Standards

While there is no singular "Anti-Bullying Act" specifically for adults in the workplace, such actions are addressed under the Labor Code and Civil Code.

Constructive Dismissal: If harassment makes continued employment impossible, unreasonable, or unlikely, the employee may quit and sue for "constructive illegal dismissal," claiming backwages and separation pay.
Civil Code (Human Relations): Articles 19, 20, and 21 require every person to "act with justice, give everyone his due, and observe honesty and good faith." Violations allow for the recovery of Moral and Exemplary Damages.

Legal Remedies

Internal Grievance Procedure: Under the Safe Spaces Act, employers are required to create a Committee on Decorum and Investigation (CODI) to investigate complaints. Failure of the employer to act makes them solidarily liable.
Department of Labor and Employment (DOLE): For violations of labor standards or cases of constructive dismissal, an employee can file a Request for Assistance (RFA) through the SENA (Single Entry Approach) process.
Criminal Prosecution: For physical injuries, grave threats, or violations of the Safe Spaces Act, a criminal complaint can be filed before the Office of the City Prosecutor.

III. Summary of Actionable Steps

Issue	Primary Law	Governing Body
Online Shaming (Debt)	Data Privacy Act	National Privacy Commission
Harassing Calls (Debt)	SEC MC No. 18 / BSP Cir. 454	SEC or BSP
Sexual Harassment	RA 11313 (Safe Spaces Act)	CODI / DOLE / Court
Workplace Bullying	Labor Code / Civil Code	DOLE / NLRC
Threats/Coercion	Revised Penal Code	Philippine National Police / Prosecutor

The intersection of these laws ensures that neither a debt nor a job contract serves as a waiver of an individual's fundamental rights to peace and security. Success in these cases heavily relies on documentation: saving screenshots, recording calls (with legal considerations under the Anti-Wiretapping Law), and securing witness testimonies.