Polytechnic University of the Philippines advances the United Nations Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth through research that drives micro-enterprise resilience, agricultural e-commerce, digital microfinance, sustainable tourism, green transport, and AI-enabled graduate employability. Beyond research output, PUP enforces strict compliance with the Salary Standardization Law and Equal Employment Opportunity Policy, ensuring non-discrimination, guaranteed living wages, equal rights for outsourced staff, and modern slavery prohibition. Guided by Executive Order No. 20, active union collective bargaining, and Civil Service Commission grievance mechanisms, the university expands student work placements while steadily increasing multi-year contract security and continuous staff development investment.
Inclusive employment and sustainable economic development are strengthened through research on decent work, productivity, employability, entrepreneurship, labor market inclusion, green jobs, and sustainable livelihoods. Studies examine agricultural productivity, tourism livelihoods, sustainable transport, higher education and employability, and creative industries as pathways to inclusive economic growth. Research also promotes market access, financial inclusion, micro-enterprise development, quality employment, and sustainable tourism, supporting income opportunities for farmers, rural workers, and local communities.
Opportunities for decent work, entrepreneurship, financial inclusion, market access, and sustainable livelihoods are strengthened through AI-enabled career platforms, creative industries, microfinance, e-commerce, and sustainable tourism. These approaches expand access to quality employment, income generation, labor market participation, and local economic development.
Promoting decent work and economic growth requires inclusive economic development, productive employment, entrepreneurship, micro-enterprise growth, financial inclusion, and sustainable tourism. Research on tourism, e-commerce, and digital transformation highlights opportunities to expand markets, strengthen rural livelihoods, and support small businesses and workers.
Studies on digital tourism and lodging infrastructure further support inclusive economic recovery, decent work, sustainable tourism, and responsible resource management, while promoting livelihoods and local economic development. These efforts contribute to employment generation, entrepreneurship, financial inclusion, market access, sustainable tourism, and inclusive economic growth, advancing SDG 8: Decent Work and Economic Growth.
Inclusive employment and sustainable economic development are supported through research on employability, quality jobs, labor market inclusion, livelihoods, creative industries, and economic growth. Studies address the protection of small-scale fisherfolk livelihoods, AI-enabled career development for graduate employability, and the creation of decent jobs through the creative economy.
These studies contribute to productive employment, decent work, labor market participation, inclusive economic growth, livelihood protection, and career readiness, supporting the achievement of SDG 8: Decent Work and Economic Growth.
Sustainable economic development and inclusive employment are supported through research on productivity, decent work, employability, labor market inclusion, green jobs, livelihood stability, and sustainable economic growth. Studies address agricultural productivity and organizational innovation, fair labor and tourism livelihoods, sustainable transport and green jobs, and the alignment of higher education with decent work opportunities.
These studies contribute to productive employment, labor market participation, sustainable livelihoods, green economic development, employability, and inclusive economic growth, advancing SDG 8: Decent Work and Economic Growth.
View all PUP Scopus Publication: https://docs.google.com/presentation/d/1IlfCKA2HmYBtj1VdI0Xa5Onbr3PBXHSA/edit?usp=sharing&ouid=111253540786016308703&rtpof=true&sd=true
As a State University, the Polytechnic University of the Philippines strictly adheres to the set guidelines of Department of Budget and Management (DBM) and the Salary Standardization Law (PH Republic Act No.11466) to ensure that all staff and faculty are being paid of the set minimum wage by the PH National Government.
The Polytechnic University of the Philippines (PUP) recognizes and supports the formation and operation of unions for all staff and faculty, including women and international employees. Key unions such as the Unyon ng mga Guro sa PUP (UGPUP) and Unyon ng mga Kawani sa PUP (UNAKA-PUP) represent the rights and welfare of faculty and non-academic staff, respectively. These unions advocate for equitable treatment, fair compensation, and professional development opportunities, ensuring inclusivity and addressing the needs of diverse members of the university community. Through these partnerships, PUP underscores its commitment to labor rights and collective bargaining for all.
Under the institutional policy: Executive Order No. 20 series of 2023 the university is committed to providing an accessible and inclusive physical environment, ensuring that our infrastructure and facilities are designed and managed to enable access and usability for all members of the university community. This policy also creates an environment that respects and values the identities and experiences of people with diverse sexual orientations and gender identities and expressions.
Furthermore, through this existing policy rules and complementary issuances, the university strictly prohibits discrimination against persons on the basis of age, disability, national or ethnic origin, language, religious affiliation or belief, political affiliation or belief, health status, physical features, or sexual orientation and gender identity and expression—guiding our continuous identification and adoption of best practices in the promotion of diversity and inclusion.
The Polytechnic University of the Philippines (PUP), through its Equal Employment Opportunity Policy (EEOP), demonstrates a strong commitment to ethical labor practices, explicitly prohibiting forced labor, modern slavery, human trafficking, and child labor. This policy ensures that all employment practices within the university align with national laws and international labor standards. By fostering a workplace grounded in fairness, dignity, and respect, PUP upholds its commitment to protecting human rights and ensuring ethical treatment for all members of its community.
Mandated to the Civil Service Commission to strictly adhere to the principles of merit, fitness and equality, this policy institutionalize the University's commitment to:
Furthermore, this policy ensures that outsourced workers are afforded equivalent rights as those directly employed by the university. This policy emphasizes fair treatment, equitable compensation, and adherence to labor standards for third-party employees engaged in university-related activities. By extending its commitment to ethical labor practices to outsourced personnel, PUP promotes a culture of fairness and inclusivity across all its operations, reinforcing its dedication to upholding workers' rights and welfare.
This policy explicitly prohibits discrimination in the workplace based on religion, sexuality, gender, age, disability, or other personal characteristics. It promotes a fair and supportive work environment where all employees are treated with respect and afforded equal opportunities for hiring, promotion, and professional development. The EEOP reflects PUP's dedication to fostering a culture of diversity and inclusion, ensuring that every individual can thrive in a discrimination-free workplace.
The university is formally committed to pay scale equity, transparency in salary structures, and the elimination of gender pay gaps through its Equal Employment Opportunity Policy (EEOP), the Collective Negotiation Agreements (CNA) with recognized employee unions (such as UGPUP and UNAKA-PUP), and adherence to national mandates including the Salary Standardization Law (RA No. 11466) and Executive Order No. 64, s. 2024. Additionally, the University’s University Code Article 17. and 18, - specifically:
Stating that regular and non-regular members of the faculty shall receive compensation in accordance with the salary scale approved by the Board of Regents and/or in accordance with existing laws, rules and regulations.
Building upon these institutional frameworks, the university actively measures and tracks pay scale gender equity through standardized compensation. Furthermore, these integrated policies and formal grievance mechanisms ensure that salary structures remain transparent, equitable, and continuously evaluated to prevent and resolve any gender-based wage discrepancies.
The Polytechnic University of the Philippines (PUP) adheres to the guidelines set by the Civil Service Commission (CSC), particularly the 2017 Omnibus Rules on Appointments, CSC Memorandum Circular No. 14, s. 2018, and CSC Memorandum Circular No. 19, s. 2005, to provide employees with a formal process to appeal issues related to employee rights and pay. These policies establish clear procedures for filing grievances and appealing decisions related to appointments, promotions, salaries, and other employment-related matters. Employees can seek redress through proper channels, ensuring that disputes are resolved fairly and in compliance with civil service laws. By implementing these processes, PUP ensures the protection and equitable treatment of its employees.
Specifically, protests on appointments are governed by CSC MC 10, S. 2013, institutionalized under Section D of PUP’s Merit Selection Plan:
The Polytechnic University of the Philippines (PUP) recognizes and supports the formation and operation of association for all staff and faculty, including women and international employees. Key unions such as the Unyon ng mga Guro sa PUP (UGPUP) and Unyon ng mga Kawani sa PUP (UNAKA-PUP) represent the rights and welfare of faculty and non-academic staff, respectively. These unions advocate for equitable treatment, fair compensation, and professional development opportunities, ensuring inclusivity and addressing the needs of diverse members of the university community. Through these partnerships, PUP underscores its commitment to labor rights and collective bargaining for all. One of the University’s support of such practices is through the Collective Negotiation Agreement.
The series of negotiations held from July 26-August 16, 2024 tackled the proposed provisions in the current Admin CNA that include: representation of the UNAKA in major University committees (e.g. PDC, PAC, Safety and Health, etc.); payment of night service on special non-working holidays and work suspensions; and proposed allowances and study benefits for employees.
The University's investment in Faculty and Staff Development (FSD) demonstrates its commitment to SDG 8: Decent Work and Economic Growth by promoting continuous learning, professional development, and the enhancement of employee competencies. Through the allocation and utilization of FSD funds, faculty and staff are provided with opportunities to participate in relevant trainings, seminars, conferences, and other professional development activities that strengthen their knowledge, skills, and capabilities. The increasing expenditure per employee from ₱4,143.47 in 2024 to ₱4,310.53 in 2025 reflects the University's sustained investment in workforce development. The 2026 figure of ₱1,488.32 represents utilization as of July 28, 2026 and is not yet comparable with the full-year figures for 2024 and 2025.
Work placement provides students with valuable opportunities to gain practical workplace experience, develop relevant skills, and build confidence for their transition to employment. By strengthening work-based learning and industry linkages, the University helps prepare graduates for decent and productive work, contributing to SDG 8: Decent Work and Economic Growth.
The number of employees on contracts exceeding 24 months increased steadily from 1,309 in 2024 to 1,510 in 2025 and 1,608 in 2026. This upward trend reflects the University's continuing efforts to provide more stable and sustained employment arrangements, promoting decent, secure, and sustainable employment opportunities. Longer-term contracts can contribute to greater employment security, workforce continuity, and opportunities for employees to develop their competencies and contribute more effectively to institutional goals.
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