A WORKPLACE complaint can begin with a simple sentence: “I do not feel safe at work.” For HR professionals, those words carry a responsibility that goes beyond receiving a report, completing documents, or following a procedure. Behind every complaint is an employee who is deciding whether the organization is truly a place where concerns can be raised without fear.
Consider Sonny, an employee who had spent years building his career in a Philippine company. Like many workers, he believed professionalism meant staying calm, avoiding conflict, and handling difficult situations silently. When a client began sending inappropriate messages after business discussions, Sonny hesitated to report the matter. He worried that speaking up might affect his opportunities or make others question his ability to manage important relationships.
Sonny’s experience reflects a concern many employees face. Workplace harm does not always come from a supervisor or a colleague. It may involve customers, suppliers, contractors, or individuals connected to business operations. This is the reason why workplace protection must continue to evolve.
The Philippines took a significant step when it ratified ILO Convention No. 190 (Violence and Harassment Convention, 2019) on February 20, 2024, becoming the first country in Asia to do so. The convention recognizes that violence and harassment in the world of work require comprehensive prevention, protection, enforcement, and awareness measures.
For Philippine companies, C190 should not be treated simply as another compliance requirement. In my view, it presents an opportunity for organizations to rethink how they protect employees, strengthen leadership accountability, and build workplaces where respect is practiced every day.
For many years, Philippine organizations have operated within important legal frameworks such as the Anti-Sexual Harassment Act of 1995 (Republic Act No. 7877) and the Safe Spaces Act of 2019 (Republic Act No. 11313). These laws established mechanisms for addressing workplace harassment complaints, including internal systems such as the Committee on Decorum and Investigation (CODI), particularly strengthened under the Safe Spaces Act. However, C190 encourages companies to examine workplace harm through a wider perspective. It recognizes that workplace risks may extend to psychological harm, harassment through digital means, misconduct involving third parties, and situations connected to work where employee safety may be affected.
This broader approach is especially relevant in the Philippines, where many employees work in service-oriented industries. A hotel associate dealing with an aggressive guest, a retail employee facing repeated verbal abuse from customers, or a BPO employee receiving threatening messages from a client may experience workplace concerns even when the person causing harm is outside the organization.
These situations show why organizations need systems that recognize changing workplace realities.
Many companies already have complaint mechanisms in place. Documentation, investigation, and corrective action remain important parts of HR management. However, effective workplace protection requires prevention as well. Companies must identify risks early, train leaders properly, and create reporting systems that employees trust.
The Department of Labor and Employment’s Institute for Labor Studies (DOLE-ILS) has recognized that Philippine policies have historically addressed specific forms of workplace violence and harassment, while the broader approach promoted by C190 requires continued development. This means organizations must examine not only their policies but also their workplace culture and leadership behavior.
A policy written in an employee handbook has little value if workers believe reporting will lead to retaliation, embarrassment, or career consequences. The real measure of a workplace system is how it responds when someone like Sonny decides to ask for help.
If C190 principles are implemented by companies nationwide, the impact could extend beyond preventing workplace violations. Businesses may strengthen engagement, retention, and trust, especially in people-centered industries such as hospitality, tourism, retail, and BPO.
To achieve this, organizations must regularly review workplace policies, include third-party harassment scenarios, address digital misconduct, and train managers who often become the first point of contact for employee concerns. Companies should ask themselves important questions. Do employees believe the complaint process is fair? Are managers prepared when concerns involve people outside the organization? Are workplace systems keeping pace with how work is changing?
The true impact of C190 will not be measured only through policies, seminars, or compliance reports. Its significance can be found in the everyday experiences of employees who decide whether they can speak honestly about what they are facing. At its core, C190 is about preserving la dignité humaine, by ensuring that every worker is treated with respect, fairness, and protection in the workplace. Its success will be reflected in whether employees feel confident that their dignity and concerns will be respected. That is the real C190 Test. It challenges HR leaders to move beyond managing complaints and become stronger advocates for safer, fairer, and more humane workplaces.
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For questions, please e-mail nicasio.pimentel@antiquespride.edu.ph./PN
