The Green Jobs Act On 29 April 2016, the Philippines enacted into law Republic Act No. 10771 or the Green Jobs Act of 2016. The said law aims to hasten the transition of the country to a “green economy” which is sustainable, ecology-friendly, and where jobs are not only decent but can help conserve and manage the environment. The law encourages business enterprises to generate and sustain green jobs by providing incentives, in addition to fiscal and non-fiscal incentives already granted or provided under existing laws, orders or regulations. Recognizing the rising threat of climate change and the growing trend in consciousness and action against this phenomenon, the Philippine Green Jobs Act (PGJA) is a pioneering approach for institutionalizing labor and employment dimensions in the policy framework for managing and addressing climate change. In addition, the PGJA will pave the way for the development and implementation of a human resource development agenda that will identify the needed skills and competencies for a green job which refers to occupation that (a) preserve and restore environmental quality; (b) meet the criteria of decent work (adequate wages, safe conditions of work, workers’ rights, social dialogue, and social protection); and (c) involve direct activities of mitigation and/or adaptation to climate change.

RA 10771 mandates the Department of Labor and Employment (DOLE), in coordination with other government agencies, to formulate a National Green Jobs Human Resource Development Plan on the development, enhancement and utilization of the labor force, both in the private and public sectors. The plan shall have the primary objective of enabling and sustaining the transition into a green economy and the generation of green jobs towards more employment and equal opportunities and the promotion of social justice and workers’ welfare. Moreover, the plan shall include programs, projects, and activities pertaining to basic, higher, and technical-vocational education and training databases that identifies and links green job opportunities with private and public entities, and information on knowledge and skills requirements of a green economy.

Such mandate arises from the recognition that the transformation of jobs goes hand in hand with improving the skills of individuals, and provide an improvement in human capital that leads directly to better productivity, employment creation, upskilling of the workforce, and sustainable development. Hence, the National Green Jobs HRD Plan will include programs, projects, and activities pertaining to basic, higher, and technical vocational education and training, a database that identifies and links green jobs opportunities with private and public entities, and information on knowledge and skills requirements of a green economy.
Reinforcing the said Green Jobs Law is the inclusion of the Philippines as one of the three (3) pilot countries along with Ghana (Africa) and Uruguay (Latin America and the Carribean) for the application of the ILO policy guidelines on “Just Transitions towards Environmentally Sustainable Economies and Societies”. The said Just Transition Framework, which was endorsed by the ILO Governing Body in October 2015, resulted from the 2013 International Labour Conference where constituents adopted a resolution and a set of conclusions concerning sustainable development, decent work and green jobs. The framework offers a menu of policies that countries can draw on in order to ensure appropriate responses to climate change that also maximize opportunities for decent work creation, advance social protection and foster a just transition for all.

Hence, building on the Philippines’ initiatives to fully integrate the social dimensions, particularly the labor and employment aspect, into the economic and environmental dimensions of climate change, the ILO is geared up to support the Philippine government and social partners in pursuing a just transition to an environmentally sustainable economy and society. The country has been chosen among the countries in the Asia Pacific to apply the 2015 Just Transition Policy Guidelines because of its successful research and advocacy efforts on green jobs as early as 2008. Hence, with the recent enactment of the Green Jobs Act, the Philippines is in excellent position to apply the policy guidelines of the ILO and stands to benefit from the technical cooperation program through capacity building and technical expertise support.

Consistent with the objectives of the PGJA, the Just Transition Policy Guidelines is expected to enable the government, together with the social partners, to leverage the process of structural change towards a greener, low carbon economy to create decent jobs on a significant scale.

Recognizing that the transition or shift to green or greener economy will impact the labor market in various ways, an integrated and robust framework that is grounded on the concept of inclusive and decent work will be adopted. Hence, this HRD Plan will take into account the following transition scenarios: (a) additional jobs will be created; (b) certain jobs will be eliminated; (c) some jobs will be sustained; and (d) many jobs will be redefined or transformed.


GJ sign up sched (1)

National Green Jobs-Human Resource Development (NGJ-HRD) Plan Outline
I. Introduction
Provides a brief overview of the Plan: the objectives, the process undertaken, challenges encountered and limitations
a. Objectives
b. HRD Plan Formulation (Structure, Framework, Processes)
c. Limitations

II. Agenda Towards Greening the Economy
Provides a concise contextual information on major environmental issues that affect the Philippine economy, employment and labor market. Introduces the concept of Green Jobs, Just Transition Guidelines, and Decent Work Standards.
a. Drivers of Change
b. Concept of Green Jobs
c. Just Transition Guidelines
d. Decent Work Standards

III. Human Resources Development
Provides an assessment of current situation of the supply and demand of labor market; existence and gaps on supporting policies; readiness of the stakeholders to go green; the impetus and challenges for green adoption.
a. Education and Training
i. Supporting policies on skills development
ii. Infrastructure: Faculty, Facility and Technology Development
iii. Curriculum Development for Primary, Secondary, and Tertiary Education
iv. Development of Technical and Vocational Education (Training Regulations)
v. Professional Development

b. Labor Demand
i. Projections for green jobs (new occupations that may be created and transformed; imperiled jobs)
ii. Green qualifications (competencies and skills requirement, educational attainment, job description; credentials)
iii. Competitiveness and Productivity of Green Jobs (Enterprise Development)
iv. Responsible Business Practices

c. Just Transition
i. Employment Facilitation
(labor information, counselling, matching of supply and demand of skills)
ii. Social Protection
iii. Social Dialogue
iv. Rights at Work and Labor Standards

IV. Strategic Direction for Green Jobs
Provides specific plans and commitments of key stakeholders to go green in terms of programs and projects, budget, institutional mechanism for implementation and monitoring and evaluation.
a. Securing Financing
i. Financing Just Transition
ii. Investments and Incentives for Enterprises
iii. Assessment and Certification

b. Mainstreaming Green Jobs in Government
i. Programs and Projects
ii. Budget
iii. Institutional mechanisms

c. Monitoring and Evaluation

Series of Consultations. A series of multi-stakeholder consultations will be conducted to gather inputs from various sectors, including industry players, employers, workers’ groups, and academe, on specific issues such as future green skills supply and demand. The consultations will likewise serve as a venue to determine the following:
• Impact of climate change on businesses/sectors;
• Current initiatives undertaken by different stakeholders in pursuit of environment-sensitive enterprises;
• Challenges in pursuing decent work;
• Technical, human and financial resources necessary to transition to green economy
• Support needed to shift to green economy (i.e., training, financing/incentives, government regulations) and generate green jobs

National Validation Workshop. The inputs gathered during the multipartite consultations will form part of the draft National Green Jobs Human Resource Development Plan. Once the draft GJ HRD Plan becomes available, it will be presented to various stakeholders for validation and further inputs.