Short answer. Yes. The Revised Penal Code punishes a manager, employee or servant who learns the secrets of his principal in that capacity and then reveals them. It is a crime in its own right, separate from any dismissal or civil suit the employer may also pursue.
What the law says
The penalty of arresto mayor and a fine not exceeding One hundred thousand pesos (₱100,000) shall be imposed upon any manager, employee or servant who, in such capacity, shall learn the secrets of his principal or master and shall reveal such secrets.
Revised Penal Code, Article 291 — Revealing Secrets By Employee. Read the full provision →
What the offence requires
Article 291 is narrower than "leaking company information". Read the words: any manager, employee or servant who, in such capacity, shall learn the secrets of his principal or master and shall reveal such secrets. Three things must line up. There must be a relationship of employment or service. The secret must have been learned because of that position — not picked up in a bar, not found in a public filing. And the secret must actually have been revealed to someone else. A person who merely knows a confidential matter, or who threatens to disclose it but does not, is outside this provision, whatever else the threat may amount to.
The penalty, and the amendment behind the figure
The text above is the article as amended by Republic Act No. 10951 (2017), which revised the property values and fines throughout the Revised Penal Code. That matters, because many books and websites still reproduce the 1930 amounts — for theft and estafa they show 12,000 and 22,000 pesos where the current figures run to millions. If a source quotes you a different fine for this article, check which version of the Code it is printing. Under the amended text the penalty is arresto mayor together with a fine not exceeding One hundred thousand pesos (₱100,000). Arresto mayor is a light custodial penalty measured in months, not years.
Damage, motive, and what is not covered
The article does not require that the employer be ruined, or that the employee be paid for the disclosure; the betrayal of the confidence reposed in the position is what is punished. Equally, not everything an employer would rather keep quiet is a secret in law. Information already public, matters the employee is legally obliged to report, and disclosures made to authorities investigating wrongdoing stand on a very different footing from selling a client list to a competitor. Disclosures involving personal data of individuals, or made through computer systems, may also engage separate statutes with their own, heavier penalties — a single act can expose a person to more than one law.
If you are the employer, or the employee accused
For an employer, the criminal case is the slowest of the available responses and it does not restore the secret. Preserve the evidence first — access logs, device images, the messages showing the transfer — and take advice on whether an injunction, a labour case, or a civil action for damages better fits the harm. For an employee, do not attempt to explain the disclosure in writing before consulting counsel; a statement given to an internal investigation can travel straight into a criminal complaint. Bring the employment contract, any confidentiality clause, and the exact material said to be secret. Whether the information qualifies at all is usually the first real battleground.