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This research examined free trade agreements (FTAs) the Philippines entered into, namely (1) the Philippines-Japan Economic Partnership Agreement (PJEPA), (2) the European Free Trade Association Agreement (EFTA), and (3) the ASEAN-Australia-New Zealand Free Trade Agreement (AANZFTA) to identify the general considerations, parameters, and elements which are vital in trade negotiations as these will ensure the inclusion of labor provisions in free trade agreements. Using a quantitative-qualitative study design and a convergent parallel analysis approach, the researchers analyzed historical data, including foreign direct investment, real wage, labor force participation rate, and import-export-trade balance, among others, to determine the link between labor provisions and trade implications in terms of employment and economic growth. The results showed that FTAs with labor provisions significantly affect real wages. However, no significant effects were found for the gender wage gap and labor force participation. For the qualitative aspect, the researchers interviewed subject matter experts in trade negotiations and agreements, including top officials from various government agencies. Using the International Labour Organization’s assessment of labor provisions in trade and investment arrangements as the analytical framework, findings revealed that while trade agreements increase investments, effects would still depend on how a country uses the agreement's advantages. Labor provisions in agreements and negotiations would result in a comparative advantage for the Philippines since these are already embedded in our constitution and Labor Code. In response, the study provided actionable recommendations for the three (3) phases of negotiations – before, during, and after – which include building institutional capacity, leveling the playing field through consultations, conducting in-depth labor market study, setting up review, monitoring and evaluation mechanisms and protecting Filipino workers, locally and abroad through labor provisions.

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This study examined the practice of just transition in the blue economy initiatives in the Philippines, specifically in the coastal accommodation sector, using a mixed-methods case study research design. Following the ILO Just Transition Guidelines, the researchers analyzed the sustainability transition of selected coastal accommodations that were awarded under the ASEAN Green Hotel Standard and ANAHAW Sustainable Tourism Certification. The study looked at the decarbonization and climate adaptation strategies of these establishments, green skills development, decent work outcomes, stakeholder experiences, and the enabling factors for transitioning towards eco-friendly business models. It also documented the supply and demand for green occupations.

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The transition to a greener economy risks marginalizing workers if skills development and decent work policies are inadequate. This research project updates the National Green Jobs Human Resource Development (NGJ HRD) Plan 2020-2030 and outlines a comprehensive strategy to create a sustainable workforce amid climate change challenges and sustainability shifts, focusing on green jobs, skills development, and just transition. The plan identifies increasing demand for green jobs across sectors like renewable energy, manufacturing, construction, sustainable agriculture, transport, and ecotourism, and discusses existing labor supply initiatives integrated with green components. Through a mixed-method approach, combining quantitative labor market analysis with qualitative stakeholder consultations, the research reflects sectoral sentiments and challenges on green jobs and proposes strategic actions organized under five goals: enhancing green job opportunities, strengthening skills development, promoting awareness, fostering inclusive participation and social protection, and monitoring progress.

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The nascent Artificial Intelligence (AI) in recent years has caused transformative shifts in the world of work, altering the way tasks are performed and redefining job roles to keep up with the demands of the 21st century. The Philippines is poised to benefit from AI-driven solutions by gaining PHP 2.6 trillion annually by 2030.1 The adoption of AIpowered systems, tools, and applications increasingly used to take advantage of economic gains. However, its immediate impact in the Philippine context is still underresearched. Through a mixed-method approach, the research aimed to determine the preparedness and responses of IT-BPM, banking and finance, and manufacturing sectors on AI adoption. The study also delves into the immediate and perceived impact of AI among employers and employees to assess the impact of AI on key drivers, approaches, knowledge skills, and work experiences. The study finds that the increase in productivity, cost efficiency, and quality assurance are the key drivers for AI adoption. However, adoption rates among employers are conservative. Meanwhile, workforce complement to use AI systems and ensuring data privacy and cybersecurity were found to be immediate challenges across all industries. The findings also suggest that job displacement has occurred, albeit at a minimal scale, but has positively increased the demand for AI and AI-related emerging occupations. A combination of government and enterprise-based support mechanisms was provided to displaced employees. Further, AI has positively affected mental well-being and aspirations for career advancement, while few respondents reportedly experienced income increases. At the policy level, without national-level regulatory measures, enterprises are practicing self-regulation, covering emerging challenges on the use of AI in the workplace, such as ethical and responsible use, data privacy, and cybersecurity, among others. Preparing the workforce for an increased transition toward an AI economy necessitates a coherent and coordinated whole-of-the-government approach to maximize potential gains and minimize labor market disruptions. Existing policies aimed toward skills development must be fast-tracked and flexible to accommodate rapid technological advancements. Benchmarking on the industry’s best practices and foreign counterparts in facilitating workforce transitions may also be pursued to suit human resource development plans and national development goals. With AI’s increased use in the workplace, calls for government policy addressing ethical and responsible use, cybersecurity, data privacy, and skilling programs among stakeholders are increasing momentum to safeguard human resources in a digitalized future of work. The use of AI in the workplace must be human-centric and anchored toward nation-building initiatives to attain national development goals.