In the Philippine workplace, the boundary between personal animosity and professional conduct is strictly regulated by law. When personal disputes spill over into the office, resulting in harassment, employees are protected by a combination of labor laws, special penal laws, and civil service regulations.

1. The Safe Spaces Act (Republic Act No. 11313)

The "Bawal Bastos" Law is the primary shield against gender-based sexual harassment, even when the root cause is a personal dispute.

Gender-Based Streets and Public Spaces Harassment: This includes harassment committed in the workplace. It covers persistent uninvited comments, sexist slurs, and physical gestures.
Workplace Provisions: The law mandates that employers create an internal mechanism to address these issues. If a personal dispute leads to one party using derogatory or sexist language against another in the office, it qualifies as a violation.
Employer Liability: Employers are required to adopt a policy against gender-based sexual harassment and provide a clear procedure for filing complaints.

2. The Anti-Sexual Harassment Act of 1995 (Republic Act No. 7877)

While RA 7877 usually requires a "power-differential" (superior vs. subordinate), it is relevant if a personal dispute leads a supervisor to use their authority to harass a subordinate.

Quid Pro Quo: If a superior uses a personal grievance to demand sexual favors or to punish an employee's work status (e.g., withholding a promotion because of a personal breakup), it is a criminal offense.
Hostile Environment: Harassment that creates an intimidating or offensive environment for the employee is actionable, regardless of whether the original conflict was personal.

3. The Labor Code of the Philippines

The Labor Code provides protections against "constructive dismissal" and "serious insult."

Constructive Dismissal: If harassment stemming from a personal dispute makes continued employment "impossible, unreasonable, or unlikely," or if it involves a clear "demotion in rank or a diminution in pay," the employee may claim constructive dismissal.
Just Causes for Resignation: Under Article 300 (formerly 285), an employee may terminate the employment relationship without notice if the employer or their representative commits "serious insult" against the honor and person of the employee.
Management Prerogative vs. Harassment: While employers have the right to discipline staff, they cannot use personal disputes as a mask for harassment. Discipline must be based on company policy, not personal vendettas.

4. Civil Service Commission (CSC) Rules

For those in the public sector, the Revised Rules on Administrative Cases in the Civil Service (RRACCS) apply.

Oppression and Conduct Prejudicial to the Best Interest of the Service: Government employees can be charged administratively if personal disputes lead to "oppression" or behavior that tarnishes the office’s integrity.
Discourtesy: Persistent harassment due to personal issues can be classified as "discourtesy in the course of official duties."

5. Cyberlibel and the Cybercrime Prevention Act (RA 10175)

If workplace harassment involves digital platforms (email, Viber, Facebook, or "work group chats") due to a personal rift:

Cyberlibel: Making defamatory imputations online about a co-worker’s personal life that affects their professional standing is punishable by law.
Unjust Vexation: Under the Revised Penal Code (and applicable via the Cybercrime law), any human conduct which, although not producing some physical injury, would unjustly annoy or vex an innocent person is a criminal act.

6. Employer Obligations and Remedies

Under Philippine law, the employer has a "Duty of Care" toward its employees.

Grievance Machinery: Most Collective Bargaining Agreements (CBAs) or Company Handbooks have a grievance procedure. Employees should formally document the harassment and report it to Human Resources.
Liability for Inaction: An employer who is informed of harassment due to personal disputes but fails to take action may be held solidarily liable for damages.
Affidavit of Complaint: The victim should prepare a detailed affidavit of the incidents, identifying witnesses and preserving evidence (screenshots, recordings, or memos).

7. Possible Legal Actions

Administrative: Filing a complaint with HR or the Department of Labor and Employment (DOLE) for labor law violations.
Criminal: Filing cases for Slander, Unjust Vexation, or violations of RA 11313/RA 7877 with the Prosecutor's Office.
Civil: Suing for damages under Article 26 of the Civil Code, which protects every person's right to "personal dignity, social value, privacy, and peace of mind" against meddling or disturbance by others.