What changed between the draft committee report and the plenary report

Changed:E. whereas the adaptation of educational systems, includingparticularly the VETvocational sector,education and training sector as well as well improved cooperation between educational institutions, trade unions and employers, is essential to foresee future needs of the labour market and equip learners with the necessary skills to thrive in a competitive, digital and technologically advanced society;

Removed:F. whereas AI and algorithmic management provide numerous opportunities for work optimisation, improved occupational health and safety as well as employee satisfaction, but come also with certain risks; whereas the use of AI and algorithmic management can reduce tedious tasks and overall workload, improve task allocation and productivity, prevent from occupational risks and introduce cost cuts;

Added:F. whereas AI and algorithmic management are evolving concepts; whereas algorithmic management systems are predominantly used for the following managerial activities: recruitment, work/task scheduling, nudging/directing worker monitoring/surveillance; worker evaluation, talent management/ training, rewarding workers and worker dismissal; whereas algorithmic management is often not deployed through specific software, but as an integral part of legacy software; and whereas any future initiative in this area should be future proof and flexible enough to adapt to forthcoming developments;

Removed:G. whereas it is important to address work-related risks stemming from AI and algorithmic management such as time and performance pressure, work intensification, monitoring and surveillance as well as social isolation and stress;

Added:G. whereas AI and algorithmic management can provide numerous opportunities for work optimisation, greater consistency and objectivity of managerial decisions and improved occupational health and safety as well as workers satisfaction, but come also with certain risks if not designed and deployed in a human-centric manner, such as reduced worker autonomy, lack of transparency and increased work intensity; whereas the use of AI and algorithmic management can reduce tedious tasks and overall workload, improve task allocation and productivity, prevent occupational risks and reduce costs; whereas a European framework on AI can ensure that AI is deployed as an efficient support to human workers, with the aim of generating real productivity gains and improve working conditions and not merely speculative benefits; whereas research demonstrates that many corporate investments in generative AI, despite its capacity to create new content, have not yet resulted in measurable productivity gains or returns;

Removed:H. whereas the deployment of AI and algorithmic management systems in the workplace involve the collection and processing of a large volume of employee data, which can raise concerns about data protection and privacy and require due diligence in its management;

Added:H. whereas it is important to prevent and address risks related to quality working conditions and OSH stemming from AI and algorithmic management systems such as increased time and performance pressure, work intensification, discrimination, intrusive monitoring and undue surveillance as well as certain biases in AI systems, loss of autonomy, deskilling, social isolation, workplace related stress, and other mental health and psychosocial issues; whereas existing European legislation, including the General Data Protection Regulation, the Artificial Intelligence Act, and the European social acquis contribute to addressing and preventing some of those risks; whereas the Artificial Intelligence Act has not yet become fully applicable;

Removed:I. whereas it is estimated that over one-quarter of companies in the Union use at least one form of algorithmic management; whereas the uptake of algorithmic management is likely to grow significantly in the coming years;

Added:I. whereas technological developments leading to constant connectivity and availability can blur the boundaries between the spheres of work and private life;

Removed:J. whereas 62% of Europeans have a positive view of the use of robots and AI in the workplace; whereas this positive approach to the use of new technologies in the workplace is more widespread among youth, working and those with higher educational level;

Added:J. whereas the deployment of AI and algorithmic management systems in the workplace involves the collection and processing of a large volume of worker data, which can raise concerns about data protection and privacy and requires reducing power imbalances by setting rules collectively through social dialogue in its management and compliance with the General Data Protection Regulation and any more specific rules concerning the processing of personal data in an employment context as set out in national law or applicable collective agreements; whereas the impact of new technologies on the working environment and possible breaches of workers’ privacy should be monitored;

Removed:K. whereas the consultation and involvement of managers, as well as employees and their representatives in the adoption of new technologies significantly enhance acceptance and positive perceptions, maximizing the benefits and addressing the risks of those technologies in the workplace;

Added:K. whereas consent on the basis of Article 6(1), point (a), of the General Data Protection Regulation has to be freely given, and in situations of clear imbalance such freely given consent is highly unlikely; whereas consent should therefore not provide a lawful ground for processing of personal data for the purposes of automated monitoring or automated decision-making, given the imbalance of power between the data subject and the controller in the context of employment and the performance of a contract;

Removed:L. whereas most Europeans support rules on digital technologies in the workplace, with over 80% supporting rules on protecting workers privacy and 77% supporting involvement of workers in design and adaptation of technology;

Added:L. whereas algorithmic management systems were first adopted and deployed in a widespread manner by digital labour platforms, but are now widely deployed across the labour market;

Removed:1. Emphasises that every new technology shall be deployed and used with the overarching goal of serving people and shall be managed by the people in line with the irrefutable “human in control” principle;

Added:M. whereas estimates vary, that between one-quarter and 80 % of companies in the Union use at least one form of algorithmic management; whereas the uptake of algorithmic management is likely to grow significantly in the coming years; whereas 26,5 % of workers in the EU have their work performance monitored by ‘a computer programme’, with a higher prevalence in large companies; whereas 27,4 % of workers gets tasks allocated via a computer system; whereas 35% of European companies use algorithmic management systems for evaluation; whereas comprehensive and cooperative approach, together with social dialogue, is needed to establish a level playing field for responsible AI and algorithmic management in the workplace;

Added:N. whereas 62 % of Europeans have a positive view of the use of robots and AI in the workplace and 73 % agree that robots and AI increase the pace at which workers complete tasks; whereas 66 % of Europeans believe that more jobs will disappear than be created due to the use of robots and AI; whereas 61 % of Europeans believe that robots and AI have a negative impact on communication between colleagues; whereas young and working people as well as those with higher levels of education have a more positive view of the use of new technologies in the workplace; whereas this reflects a growing openness to innovation and the potential of AI to enhance productivity, job quality and economic competitiveness, provided it is developed and implemented responsibly;

Added:O. whereas according to an OECD survey, 60 % of managers believe algorithmic management improves the quality of their own decision-making; whereas at the same time nearly two-thirds of managers surveyed expressed concern regarding algorithmic management tools they use: unclear accountability in the case of a wrong decision (28 %), inability to follow the logic of algorithmic decisions or recommendations (27 %) and inadequate protection of workers’ physical and mental health (27 %);

Added:P. whereas less than half of those currently in employment say their employer informed them about the use of digital technologies, while more than half of employers and managers report having done so; whereas only 18 % of those currently employed report having received a detailed explanation, including information about the benefits, drawbacks, and their rights;

Added:Q. whereas the recurrent consultation and involvement of the social partners, managers and workers and their representatives in the deployment of new technologies significantly enhance acceptance and positive perceptions of their use, maximising the benefits and allowing for any related risks to be addressed throughout the technological lifecycle;

Added:R. whereas small and medium-sized enterprises (SMEs) account for 99 % of all businesses in the Union and whereas any future initiative should take into account their limited technical, financial and administrative resources, providing proportionality, preventing unnecessary administrative burden and fostering an enabling environment for the responsible uptake of digital technologies;

Added:S. whereas less than half of those currently in employment say their employer informed them about the use of digital technologies, while more than half of employers and managers report having done so; whereas this proportion includes 16 % who say they have been made aware of this, but without further details, and 18 % who report having received a detailed explanation, including information about the benefits, drawbacks, and their rights;

Added:T. whereas most Europeans support rules on digital technologies in the workplace, with over 80 % supporting rules on protecting workers privacy and 77 % supporting involvement of workers in design and adaptation of technology;

Added:1. Emphasises that any new technology must be deployed and used with the overarching goal of serving people and should be driven by the “ethics-by-default” and “precautionary” principles as well as a human-centric approach, managed by the people building on the provisions on human oversight provided for in Article 14 of the Artificial Intelligence Act and Article 22 of the General Data Protection Regulation;

Added:2. Recalls that the digital transition, including the growing use of AI and algorithmic management, has the potential to generate positive outcomes for the labour market and new employment opportunities; is concerned, however, about the significant challenges it presents for workers, particularly in terms working and employment conditions; emphasises, therefore, that any new initiative on AI and algorithmic management must ensure quality jobs and safeguard workers’ well-being in the digital era;

Changed:2.3. Stresses that new technologies in the workplace can constitute aan competitiveimportant advantagecompetitive and areproductivity provenadvantages, tosupport innovation and may bring better return to the companies using them; underlines in this regard the fact that companies should be encouraged to integrate such technologies in a responsibleresponsible, transparent and transparentinclusive mannermanner, ;with respect to workers privacy and data protection, to build trust among workers; stresses that the use of such technologies in the workplace should be meticulously overseen rather than restrained, and highlights in this regard the need for a clear regulatory framework that will ensure fair competition and avoid fragmentation of the single market;restrained;

Removed:3. Recognises that in-work training on new technologies introduced in the workplace, particularly those that directly affect employees' tasks and performance is essential for ensuring the well-being, safety, and professional development of workers, as well as for enhancing the overall adaptability, and the competitiveness of companies; stresses that workers must be given sufficient time and support to familiarise themselves with such technologies before they are fully deployed;

Added:4. Stresses that artificial intelligence can serve as a key enabler for innovative entrepreneurship, particularly in supporting micro, small and medium-sized enterprises to scale up, improve productivity and compete in the digital economy; calls on the Commission and Member States, while applying the principle of proportionality and operational viability, to facilitate access to AI-related tools, knowledge and infrastructure for start-ups and small businesses, including through targeted Union programmes and advisory support; underlines that investing in AI at Union level can contribute to creating new jobs and to building a more resilient and competitive ecosystem of micro and small enterprises across the Union; welcomes the sectoral flagships in the Commission communication of 8 October 2025 entitled ‘Apply AI Strategy’;

Removed:4. Welcomes the Union of Skills initiative; calls on the Commission to ensure that the expected Quality of Jobs roadmap fully reflects the need for continuous upskilling, reskilling, and in-work training on AI and algorithmic management; stresses that all relevant initiatives aiming to support workers and companies in this transition must be adequately supported, including through sufficient financial resources at Union and national level;

Added:5. Recognises that in-work literacy, education as well as continuous up- and reskilling on new technologies introduced in the workplace, particularly those that directly affect workers' tasks and performance, are essential for ensuring adequate working conditions, well-being, safety, autonomy and professional development of workers, as well as for enhancing the overall adaptability, and the competitiveness of companies; stresses that training is also essential for employers, managers and other persons who deploy, develop and oversee the use of such systems day to day; stresses that workers and their representatives, including trade unions, should be informed and involved in the deployment procedures of such technologies, in order to yield good results, and must be given sufficient time and support to familiarise themselves with such technologies;

Removed:5. Highlights the important role of the European Social Fund+ in preparing both the current and future workforce for the digital transition through investment in skills, training and inclusive employment opportunities; calls on the Commission to maintain and further strengthen the Fund in the post-2027 period in a way that will secure the access to digital upskilling and reskilling, so it can continue to serve as a key Union instrument for supporting a fair and inclusive digital transition;

Added:6. Welcomes the Union of Skills initiative; calls on the Commission to ensure that the expected Quality Jobs roadmap fully reflects the need for continuous upskilling, reskilling, and in-work training including on AI and algorithmic management through an individual right to training for all workers; stresses that all relevant initiatives aiming to support workers and companies in this transition must prioritise skills development in AI and digitalisation in order to strengthen Europe's labour market and global competitiveness; stresses that these initiatives must be adequately supported, including through sufficient financial resources at Union and national level;

Removed:6. Calls on the Commission and Member States to regularly monitor the demand and supply on the labour market, in cooperation with social partners, to better anticipate the future skills needed to embrace the potential of digital transition; welcomes in this regard the proposal for creating a European Skills Intelligence Observatory;

Added:7. Highlights the crucial role of the European Social Fund Plus (ESF+) in preparing both the current and future workforce, employers and managers, for the digital transition through targeted investment in skills development, training and inclusive employment opportunities; calls on the Commission to maintain and further strengthen the Fund in the post-2027 period, in a way that will secure the access to digital upskilling and reskilling for all workers, with particular attention to those in sectors and regions most affected by technological change, so it can continue to serve as a key Union instrument for supporting a fair, inclusive, innovative and competitive digital transition;

Removed:7. Is concerned that the use of AI and algorithmic management systems is contributing to the phasing out of entry-level jobs, which traditionally serve as an essential gateway into the labour market, underlines the fact that this trend risks affecting disproportionately young people and first-time jobseekers; therefore calls on the Commission and Member States to take proactive measures to ensure that young people entering the labour market are adequately supported and provided with meaningful employment opportunities in the evolving digital economy;

Added:8. Underlines that strategic public investment in AI is essential to complement private innovation, ensure ethical and transparent AI governance, and facilitate equitable access to digital tools and skills across all regions; urges Member States to accelerate the implementation of AI-related measures under their national recovery and resilience plans, in close coordination with regional and local authorities, so as to maximise the Facility’s contribution to a fair and competitive digital transition;

Added:9. Calls on the Commission and Member States to continue monitoring the demand and supply on the labour market, and promote cooperation between educational institutions, employers and trade unions, in order to better anticipate the future skills needed to embrace the potential of digital transition; underlines a thorough skills assessment will help workers, employers and training providers identify upskilling and reskilling needs related to artificial intelligence and algorithmic management in the workplace; stresses that such an assessment should be practical, accessible and adapted to the specific realities of SMEs, and serve as a basis for targeted training programmes supported through existing Union and national funding; welcomes the proposal for creating a European Skills Intelligence Observatory; stresses that the current lack of disaggregated data regarding the prevalence and type of AI and algorithmic management systems deployed and the categories of workers subject to them hinders evidenced-based policy making, and urges the Commission to improve data collection in this area;

Added:10. Highlights that, in line with the principles of subsidiarity and respect for national industrial relations systems, Member States may allow social partners to maintain, negotiate, conclude and enforce collective agreements in view of implementing or complementing provisions on AI and algorithmic management laid down at Union level;

Added:11. Is concerned that the use of AI and algorithmic management systems is contributing to the phasing out of certain entry-level jobs, which traditionally serve as an essential gateway into the labour market, underlines the fact that these risks disproportionately affecting young people and first-time jobseekers; emphasises that in order for the Union to reap the benefits of digital transformation in the workplace, create and reshape jobs, there is a need to ensure that workers, including entry-level and low-skilled workers, have the necessary skills to work in the digital era; underlines that the unknown full impact of the evolution of AI and algorithmic management is already affecting other types of work and other categories of workers as well, including high-skilled jobs; therefore calls on the Commission and Member States, to take proactive measures, including integrating relevant digital skills training into national education systems including vocational education and training (VET) curricula, to ensure that young people entering the labour market are adequately supported and provided with meaningful employment opportunities, in the evolving digital economy;

Changed:8.12. Stresses that the increasing use of digital technologies in the workplace,workplace includingpresents toolsboth opportunities and challenges, while the full impact of this transition is yet unknown; considers, on one hand, that enablesuch constanttechnologies connectivitycan asincrease wellflexibility asand real-timeenable monitoringbetter work-life balance through remote work and surveillance,flexible working arrangements; recognises, on the other hand, that they pose numerous risks to the mental health of workers and their work-life balance by blurring the boundaries between professional and private life;life due to growing pressure on workers to be reachable at any time; underlines also that algorithmic management entails data protection risks, including undue surveillance and the monitoring of workers outside of the workplace; underlines the fact thatthat, if not managed properly, such developments can lead to excessive work-related stress, burnout, athe deteriorationincrease of work-lifework-related balancepsychosocial risks, loss of autonomy and increasing sentiment of social and professional isolation;

Removed:9. Recognises that algorithmic management may raise performance pressure which can lead to serious health and safety risks, such as musculoskeletal and cardiovascular disorders or exhaustion, causing workers to overlook or disregard safety alerts, significantly increasing the risk of workplace accidents;

Added:13. Recognises that algorithmic management can be a source of discrimination and bias detrimental to workers and in particular women workers without appropriate human oversight, emphasises that the design, deployment, and use of AI and algorithmic management systems must proactively prevent biases and discrimination particularly those based on gender, racial or ethnic origin, age, disability, sexual orientation, or other protected characteristics, in order to promote and safeguard equality and diversity in the workplace; is concerned that vulnerable groups have less access to AI-related employment opportunities and to productivity-enhancing AI tools in the workplace, which could prevent the benefits of AI from being broadly and fairly shared;

Removed:10. Underlines the fact that those risks should be addressed in a comprehensive manner and that any new deployment or significant change of AI tools or algorithmic management systems in the workplace should be subject to health and safety assessment and continuous monitoring, encourages Member States, in cooperation with social partners, to develop sector-specific guidance on the responsible deployment of AI in the workplace and to exchange the best practices;

Added:14. Recognises that AI and algorithmic management could improve efficiencies, and enable individualised adjustments to work environments as well as overall working conditions, but may also raise performance pressure which can lead to serious health and safety risks, such as musculoskeletal and cardiovascular disorders or mental or physical exhaustion, causing workers to overlook or disregard safety alerts, significantly increasing the risk of workplace accidents; stresses that the use of AI and algorithmic management systems should serve as a supportive tool with a real added value to workers and that worker perspectives on incorporating it into workspaces are largely unexplored;

Removed:11. Underlines the crucial role of social dialogue and the active involvement of employee representatives in the deployment of AI and algorithmic management technologies in the workplace; stresses that meaningful participation of workers in decision-making processes as well as provision of information and in-work training help to ensure that workers understand and confidently engage with new technologies, fostering a sense of autonomy and trust and lead to better integration of AI in the workplace;

Added:15. Underlines the need to monitor and address those risks in a comprehensive manner and that any new deployment or significant change in the use of AI tools or algorithmic management systems in the workplace should be subject to health and safety assessment, which includes risk evaluation, prevention and protection measures, under the responsibility of the employers, in accordance with the Directive 89/391/EEC and continuous monitoring with a view to the latest scientific insights, and to ensure human oversight and control of those assessments; encourages the development, in cooperation with social partners, at an appropriate level, of sector-specific guidance on the responsible deployment of AI in the workplace which ensures respect for fundamental rights and the exchange of best practices;

Removed:12. Underlines the need for clear assignment of oversight responsibilities in often complex organisational structure of workplaces which will ensure accountability, facilitate effective human supervision, and enable workers to identify the human contact point in the case of any doubts, concerns, or the need for clarification;

Added:16. Underlines the crucial role of social dialogue and the active involvement of workers and their representatives in accordance with Directive 2002/14/EC in the deployment, use and evaluation of AI and algorithmic management technologies in the workplace, in particular to tailor use in different sectors; stresses that meaningful participation of workers and their representatives in decision-making processes at all stages as well as provision of information and consultation on and in-work training to facilitate the application of new technologies by all workers, fostering a sense of autonomy, (self-) confidence and trust, help to mitigate the risks of new technologies and lead to better, more effective and human-centred integration of AI in the workplace;

Removed:13. Highlights that there are particular challenges that persons with disabilities, older workers and vulnerable individuals may face in adapting to new technologies in the workplace; therefore calls on the Commission and Member States to introduce inclusive and tailored support measures towards their increasing participation in the labour market and ensuring that everybody benefits from technological advancements;

Added:17. Underlines the need for clear assignment of oversight responsibilities concerning the deployment and use of AI and algorithmic management systems at workplaces in line with the ‘human-in-control-principle’, in order to ensure accountability, ensure effective human supervision, and enable workers to identify the human contact point in case they need to exercise their rights; stresses that effective human oversight and review requires a genuine capacity to understand, monitor, and, where necessary, intervene in AI systems’ operation, taking into account the inherent challenges posed by complex and opaque AI systems, as well as risks of automation bias; underlines therefore that human oversight must not be merely a formalistic exercise, but an accessible safeguard for verifying, explaining and correcting AI-decisions and that such human contact point must have the competence, training and authority necessary to exercise that function;

Removed:14. Calls on Member States to guarantee effective reasonable accommodation for persons with disabilities by respecting their ultimate authority to determine whether AI-based assistive technologies in the workplace meet their individual needs;

Added:18. Underlines that personal data of persons performing work can be aggregated to a collective data base that could be processed by algorithms, therefore requiring data protection at the collective level as well.

Added:19. Highlights the potential AI and algorithmic management have for the inclusion of workers with disabilities in the labour market; recognises, however, that there are particular challenges that persons with disabilities, older workers and vulnerable individuals may face in adapting to new technologies in the workplace; therefore calls on the Commission and Member States to ensure that companies deploying AI and algorithmic management systems introduce inclusive and tailored support measures which foster the increased participation of persons with disabilities in the labour market and their access to new technologies; underlines that everybody should benefit from technological advancements;

Added:20. Calls on the Commission and Member States to guarantee the right to effective reasonable accommodation for persons with disabilities in line with the Directive 2000/78/EC, and to respect their ultimate authority to determine whether AI-based assistive technologies in the workplace is adapted to their individual needs; stresses, in this context, the importance of flexible working methods and in-work training, as well as effective opportunities to deploy the use of assistive technology in consultation with persons with disabilities and their representatives; calls on the Commission to integrate the impact of AI use in the workplace in the forthcoming revision of the Union Strategy on the Rights of Persons with Disabilities;

Changed:15.21. Stresses that if the Union aims to be at the forefront of the digital transition, it must lead by example in setting high standards for the deployment of AI in work environments, including clear rules on transparency and human oversight; welcomes, in this regard, the Directive (EU)2024/2831 on improving working conditions in platform work, which marks an important first step in regulating algorithmic management by introducing, inter alia, transparency obligations in sectors where suchat technologiesthe areworkplace, increasinglyincluding shapingclear decisionsrules on worktransparency and workers’human rights;oversight;

Removed:16. Calls on Member States and the employers for the recognition and effective implementation of the right to disconnect as a fundamental safeguard to protect workers from being permanently reachable or monitored outside of agreed working hours;

Added:22. Recalls that the existing Union acquis constitutes an important building block in regulating algorithmic management and the use of AI in the workplace; welcomes in this regard, the Platform Work Directive, which introduces, inter alia, rules on transparency, data protection, human oversight and review, information and consultation and health and safety in sectors where such technologies are increasingly shaping decisions on work, and the Artificial Intelligence Act and recalls Regulation 2016/679; stresses, however, that despite this legislative framework, a number of gaps remain as regards workers’ protection, rights and working conditions regarding the use of such tools in the workplace including respect of personal data and privacy, work-life balance and the right to disconnect; highlights that the Platform Work Directive’s provisions on algorithmic management (in particular workers’ rights to transparency, human review, worker information and consultation and OSH) only apply to persons performing platform work leaving other workers increasingly subject to algorithmic management less protected; underlines the need to ensure equal treatment of all workers and that future initiatives are coherent with the protective framework established by the Platform Work Directive;

Removed:17. Underlines the fact that the increasing use of AI and algorithmic management in the workplace raises a multitude of challenges concerning the protection of employees’ personal data and privacy, requiring careful consideration and appropriate regulatory responses;

Added:23. Calls on the Commission and Member States to ensure that European companies and public institutions have access to trustworthy and sovereign AI tools developed in accordance with European democratic values, avoiding technological lock-in to providers from non-EU jurisdictions;

Removed:18. Recognises that companies, particularly small and medium-sized enterprises (SMEs), are already facing significant challenges in navigating an increasingly complex regulatory environment; calls on the Commission to ensure that any future legislation related to algorithmic management is designed with the clear objective of simplification and ease of compliance, emphasises the need for tailored guidance, tools, and support mechanisms to help SMEs understand and implement new requirements effectively;

Added:24. Calls on the Commission and Member States to ensure that deployment of algorithmic systems in the workplace prioritises the use of technologies developed, trained and hosted within the Union, in order to safeguard fundamental rights, data protection, cybersecurity and strategic autonomy;

Removed:19. Requests that the Commission submit, on the basis of Articles 153(2), point (b), in conjunction with Article 153 (1), point (b), and Article 16(2) of the Treaty on the Functioning of the European Union, a proposal for a Directive on algorithmic management in the workplace, following the recommendations set out in the Annex hereto;

Added:25. Underlines that regulatory responses at the European level should be carefully considered and preceded by an analysis of existing legislation, developed in cooperation with social partners and respecting subsidiarity, in order to ensure a harmonised solution with high level of protection of workers across the Union and a level playing field in the internal market, including by full implementation of existing European and national legal frameworks; emphasises the importance of ensuring a predictable regulatory environment in order to promote innovation, competitiveness and fair competition; calls on the Commission to ensure that any legislation and initiatives related to algorithmic management in the workplace avoid duplication or overlap with existing relevant Union instruments and do not impose unnecessary administrative burden, especially for SMEs, reduces costs and facilitates compliance;

Added:26. Recognises that companies, particularly small and medium-sized enterprises (SMEs), are already facing significant challenges in navigating divergent and increasingly complex regulatory framework; emphasises the need for tailored guidance, tools, and support mechanisms to help SMEs implement all requirements effectively;

Added:27. Calls on the Commission to carry out an impact assessment complemented by a Competitiveness and SME test and submit on the basis of Articles 153(2), point (b), in conjunction with Article 153(1), point (b), and Article 16(2) of the Treaty on the Functioning of the European Union, and of the result of the aforementioned steps, a legislative proposal on algorithmic management in the workplace, following the recommendations set out in the Annex hereto, which would address the remaining gaps in existing legislation, avoid creation of overlapping legal instruments and improve harmonisation of the internal market;

Removed:TEXT OF THE LEGISLATIVE PROPOSAL REQUESTED

Added:The European Parliament considers that, if the Commission, after conducting an impact assessment, complemented by a Competitiveness and SME Test, submits a legislative proposal on algorithmic management in the workplace, the following recommendations should be incorporated:

Removed:Proposal for a

Added:Recommendation 1

Removed:DIRECTIVE OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL

Removed:on algorithmic management in the workplace

Removed:THE EUROPEAN PARLIAMENT AND THE COUNCIL OF THE EUROPEAN UNION,

Removed:Having regard to the Treaty on the Functioning of the European Union, and in particular Article 153(2), point (b), in conjunction with Article 153 (1), point (b), and Article 16(2) thereof,

Removed:Having regard to the proposal from the European Commission,

Removed:After transmission of the draft legislative act to the national parliaments,

Removed:Having regard to the opinion of the European Economic and Social Committee,

Removed:Having regard to the opinion of the Committee of the Regions,

Removed:Acting in accordance with the ordinary legislative procedure,

Removed:Whereas:

Removed:(1) The unprecedented scale, depth and rapid pace of the transformation, and its profound impact on the work patterns present cross cutting challenges that transcend national borders and need to be addressed at Union level.

Removed:(2) Algorithmic management systems should be understood as tools and enablers that serve both employers and workers by improving efficiency, facilitating decision-making, and supporting better work organisation. When used responsibly and transparently, such systems can contribute to more balanced and informed workplace practices. Their careful deployment under a common set of Union rules should unlock their potential ensuring implementation in a manner that upholds fundamental rights, fosters trust and promotes the overall well-being of workers.

Removed:(3) Lack of clear comprehension of the functioning of algorithmic management systems impedes the workers from effectively asserting their data rights, which further reinforces the imbalance of power in favour of the employer. There is evidence that involving workers and their representatives in consultations improves both performance and working conditions.

Removed:(4) The AI Act represents a significant step forward in regulating high-risk artificial intelligence systems, it remains nevertheless insufficient to fully address the challenges posed by algorithmic management in the workplace. Although it classifies work-related AI tools as high-risk, its primary focus is on market placement, product safety, and compliance obligations for providers and users, and not on the employer– worker relationship. Moreover, the AI Act does not apply to algorithmic management systems that are not AI-based, leaving a regulatory gap in addressing the broader impact of digital management tools on workers’ rights, working conditions, and social dialogue.

Removed:(5) Regulation (EU) 2016/679 of the European Parliament and of the Council [General Data Protection Regulation] dates back to 2016 and was not specifically designed to address the particular challenges of data protection in the workplace, and since then technological and workplace realities have evolved significantly, necessitating an update and reinforcement of data protection provisions applicable to employment, as it currently leaves room for interpretation. Article 15(1), point (h), of Regulation (EU) 2016/679, which lays down the transparency requirements for and the limitations of data processing, only provides for clear prohibitions in the case of fully automated decision-making processes, which are therefore not sufficient in most employment-related contexts. What is more, Regulation (EU) 2016/679 adopts individualistic approach and does not grant collective rights. Since the entry into force of Regulation (EU) 2016/679, Article 88 on the protection of workers' personal data has been poorly implemented and remains largely ineffective in nearly all Member States .

Removed:(6) Directive 2002/14/EC of the European Parliament and of the Council [Information and Consultation Directive] provides only general information on the collective right to consultation while Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 [Directive on Transparent and Predictable Working Conditions] does not explicitly mention the right to information on algorithmic management systems and is not specific enough to address the complexity of the algorithmic management system. Those directives do not guarantee workers’ right to information on functioning, logic, or impact of algorithmic systems on their work organisation and evaluation and fail to involve workers.

Removed:(7) There are roughly 20 million solo self-employed persons in the Union, accounting for almost 10% of workforce. They lack access to full social protection but are equally subject to automated decision-making, monitoring, and performance evaluation. To ensure fairness, and prevent exploitation, in all forms of modern work, the provisions of this directive should apply to solo self-employed persons.

Removed:(8) This Directive should establish common Union minimum standards for the use of algorithmic management in the workplace, ensuring increased transparency and legal certainty across Member States. By creating a level playing field for all companies, including small and medium-sized enterprises, the directive should aim to support a fair and responsible uptake of algorithmic management tools. It will furthermore enhance clarity and predictability for workers and solo self-employed persons, enriching their working experience, fostering trust in digital technologies, and helping to mitigate the potential risks associated with algorithmic decision-making in employment contexts,

Removed:HAVE ADOPTED THIS DIRECTIVE:

Removed:Article 1

Removed:1. This Directive lays down minimum requirements for the transparent use of algorithmic management in the workplace.

Added:The aim of the proposal should be to improve working conditions and to promote the transparent, fair, accountable and safe deployment and use of automated monitoring and decision-making systems used to take or to support decisions at the workplace, ensuring human oversight, the protection of workers’ fundamental rights, and the protection of workers in relation to the processing of their personal data.

Changed:2.The Thisproposal Directiveshould appliesapply to every worker and employer in the UnionUnion. asWorkers wellin asa solocontractual self-employedrelationship personswith andan intermediary should enjoy the relevantsame procurerslevel of services.protection as workers with a direct contractual relationship with their employer.

Removed:Article 2

Added:The proposal should respect the principle of proportionality and should ensure that the administrative and compliance burden imposed is appropriate to the size of the employer and the resources at its disposal, the nature of the technologies used, and the level of the risk involved, particularly with regard to micro, small and medium-sized enterprises.

Added:Recommendation 2

Removed:For the purposes of the Directive, the following definitions apply:

Added:(Ex AM E (Or. The proposal should provide for the following definition:

Removed:1. ‘algorithmic management’ means the use of automated systems to monitor, supervise, evaluate, or make or support decisions—by electronic means—regarding the work performance and working conditions of workers including systems that process personal data to oversee activities within the work environment, as well as systems that take or support decisions significantly affecting workers or solo self-employed persons, such as the organisation of work assignments, earnings, safety and health, working time, access to training, promotion, and contractual status;

Added:‘algorithmic management’ should be defined as automated monitoring systems and automated decision-making systems, in accordance with the Platform Work Directive..

Removed:2. ‘worker’ means a person who is deemed to have an employment contract or an employment relationship as defined by the Union and national law, including collective agreements and national practice;

Added:The proposal should also provide definitions of: ‘worker’, ‘employer’, ‘worker’s representatives’ and ‘workplace’ in accordance with Union labour law including the case law of the Court of Justice, to avoid discrepancies.

Removed:3. ‘solo self-employed person’ means a person who has no employment contract or employment relationship, and who relies primarily on his or her own personal labour for the provision of the services concerned;

Added:Recommendation 3

Removed:4. ‘employer’ means the natural or legal person who is party to employment contracts or employment relationships with workers, in accordance with national law and practice;

Removed:5. ‘procurer of services’ means a natural or legal person who is party to a contractual agreement with a solo self-employed person for the provision of specific services or tasks.

Removed:Article 3

Changed:1. MemberThe Statesproposal shallshould ensure that employers and procurer of services provide, respectively,provide theirthe workers affected and the soloworkers’ self-employedrepresentatives personsconcerned with whom they haveinformation, ain contract,writing and their representatives, within information,an inaccessible writing,format, concerning the use or planned use of systems for algorithmic management inat the workplace.

Removed:2. The information referred to in paragraph 1 shall include:

Added:Such information should be provided in accordance with the General Data Protection Regulation and should include:

Changed:(a) a clear statement that algorithmic management systems are in use or intend to be introduced,introduced to carry out automated or semi-automated decision-making, including a general description of the purpose and the decisions taken or supported by those systems, their purpose;functioning and the workers and processes affected by them, the nature of such information being proportional and limited to what is necessary for the workers to carry out their work, to understand how the algorithmic systems influence decisions affecting them, and to exercise their rights;

Removed:(b) the categories of data collected and processed by such systems in relation to the workers or solo self-employed persons, including their behaviour and performance-related data, as well as the types of actions or activities monitored;

Added:(b) the impact of such systems on the workers’ working conditions and employment status;

Changed:(c) a clearthe indicationcategories of whether the data collected isor usedotherwise toprocessed carryby outsuch automatedsystems decision-making,in and,relation whereto applicable,the aworkers, descriptionthe purpose of the natureprocessing of the data and scopethe details of suchthe decisions.persons to whom the data is transferred;

Removed:3. The information referred to in paragraph 1 shall be provided at the following times:

Added:(d) the human oversight mechanisms;

Removed:(a) on or before the first working day to workers and on the first day of the contract to the solo self-employed persons;

Added:(e) training and support measures for the workers directly affected.

Changed:(b)The beforeinformation should be provided at the latest on the first working day of the affected workers, prior to the introduction of changes substantially affecting their working conditions, and at any time upon the organisationrequest of work orthe monitoringworkers andor evaluatingthe workworkers’ performance;representatives.

Removed:(c) at any time upon their request.

Added:The information should be provided in a clear, transparent and easily understandable and accessible manner, using plain language, which is adapted to the level of digital literacy reasonably expected of the workers, and should be accessible to persons with disabilities. The competent authorities and the workers’ representatives should have the right to ask for additional clarifications and details regarding any of the information provided.

Removed:4. The information referred to in paragraph 1 shall be provided in a clear and easily understandable manner. Member States shall ensure that employers and procurer of services provide the information in a manner that is adapted to the level of digital literacy reasonably expected of the workers or solo self-employed persons to understand, and that it avoids the use of unnecessarily technical or complex language.

Added:Candidates undergoing a recruitment procedure should receive relevant information on automated decision-making systems used during the recruitment procedure at the time they apply for a vacancy. Workers should be provided with tools for the effective exercise of their data access rights and of their portability rights.

Removed:Member States shall ensure that the information referred to in paragraph 1 is provided in formats accessible to people with disabilities.

Added:Recommendation 4

Removed:5. The provision of information pursuant to this Article shall be limited to what is strictly necessary for the worker or solo self-employed person to carry out their work, to understand how algorithmic systems influence decisions affecting them, and to exercise their rights.

Removed:Article 4

Changed:1. MemberThe Statesproposal shallshould ensure that the deployment and use of new systems of algorithmic management, or such updates to existing systems, which directly affect workers' remuneration, evaluation, working arrangements, task allocation or working time, are deemed to be decisions likely to lead to substantial changes in work organisation or in contractual relations and as such are subject to consultation pursuant to Article 4(2), point (c), of Directive 2002/14/EC.2002/14/EC, without prejudice to Directive 2009/38/EC.

Removed:2. Such consultation shall include:

Added:Such consultation should be carried out with regard to:

Changed:(a) the objectives behindof the deployment or update andupdate, the work processes and the workers affected;

Changed:(b) changes inthe workload, work intensity, scheduling, working time, flexibility, orrenumeration, job content;content, performance evaluation or contractual relations;

Changed:(c) the effects on occupational health and safety;

Changed:(d) the types of data collected;

Changed:(e) the measures in place to detectprevent, anddetect, mitigate and correct bias or discriminatory outcome;outcomes;

Changed:(f) human oversight and review mechanisms;

Changed:(g) training and support measuresmeasures, including the assistance of experts, for the workers affected and solothe self-employedmanagers personsdeploying affected.and using such systems.

Removed:1. Member States shall ensure that employers and procurer of services are prohibited from processing personal data concerning:

Added:The proposal should prohibit the collecting, storing, monitoring, sale or any other processing of:

Changed:(a) theemotional, emotionalpsychological or psychologicalneurological statestates, ofcognitive workersactivity or solobiometric self-employeddata persons;of the workers;

Removed:(b) neurosurveillance;

Added:(b) private communications, including exchanges with other workers and workers’ representatives, except where such processing is lawful in accordance with Article 6(1), point (c) or (d) of the General Data Protection Regulation;

Removed:(c) private conversations;

Added:(c) data of workers while off-duty, not offering or performing work or in private spaces, real-time geolocation tracking outside working hours or beyond what is strictly necessary for the execution of tasks;

Removed:(d) the behaviour of workers or solo self-employed persons while off-duty or in private rooms;

Added:(d) data for the prediction of the exercise of fundamental rights, including the freedom of association, the right of collective bargaining and action or the right to information and consultation;

Removed:(e) the prediction of the exercise of fundamental rights, including the freedom of association, the right of collective bargaining and action or the right to information and consultation as laid down in the Charter of Fundamental Rights of the European Union;

Added:(e) special categories of personal data in accordance with Article 9(1) of the General Data Protection Regulation as well as inferences about such categories.

Removed:(f) inferences of the racial or ethnic origin, migration status, political opinions, religious or philosophical beliefs, disability, state of health, trade union membership or sexual orientation.

Added:Those prohibited practices should also apply throughout the recruitment procedure.

Removed:2. Nothing in this Directive shall be interpreted as permitting practices that are otherwise prohibited under the Regulation (EU) 2016/679 or Regulation (EU) 2024/1689 of the European Parliament and of the Council.

Added:Recommendation 6

Removed:Article 6

Changed:1. MemberThe Statesproposal shallshould ensure thatcontinuous, employersmeaningful and procurer of services maintain effective human oversight at all times over all algorithmicdecisions managementtaken systemsor deployedsupported inby thealgorithmic workplace.management Membersystems. StatesIt shallshould also ensure that employers and procurer of services designate,designate and inform workers, solo self-employed persons,workers and their representatives,representatives thereof,about the entityentities responsible for the monitoring of the functioning and impact of such systems, includingsystems theand compliancefor ofreviewing suchtheir systemsdecisions. withThe thepersons applicableresponsible legal,for healthoversight and safetyevaluation should have the competence, training and ethicalauthority standards,necessary asto wellexercise asthose forfunctions, reviewingincluding theirthe authority to override automated decisions.

Changed:2. MemberThe Statesproposal shallshould ensure that workers and solo self-employed persons, upon request, have the right to obtain from the employeremployer, orin thereasonable procurertime, ofa servicesmeaningful ,and ancomprehensible oral or written explanation regarding any decision affectingtaken or substantially supported by algorithmic management that affects the essential aspects of their employment or contractual relationship,employment, including the allocation of tasks, the evaluation of performance, working time scheduling, remuneration, and disciplinary measures, where any decision relating to such matters has been taken or has been substantially influenced by an algorithmic system. If the worker perceives his or her rights to be infringed by the decisions taken or substantially supported by algorithmic management systems, he or she should have the right to ask for review of that decision.

Removed:The explanation referred to in paragraph 1 shall be provided within a reasonable time and in a format that is accessible and comprehensible to the worker or solo self-employed person concerned.

Added:Where, as a result of human review, an individual decision taken or supported by algorithmic management is found to have infringed the rights of a worker, the employer should take the steps necessary, including, if appropriate, the modification of the algorithmic management system or the discontinuation of its use, and adequate compensation for the damage sustained.

Changed:3. Member States shall ensure that decisionsDecisions concerning the initiation or termination of an employment or contractual relationship,employment, the renewal or non-renewal of a contractual agreement, andor any changes in remuneration are notor takendisciplinary solelyaction onshould thealways basisbe oftaken algorithmicby management.a Suchhuman decisionsbeing shalland alsoshould be subject to review and final determination by a human supervisor.review.

Changed:4. MemberThe Statesproposal shallshould ensure that the representatives of workers and of soloor self-employedtheir personsrepresentatives may request the employer or procurer of services to trigger a review of the functioning of the algorithmic management systems in place where there is a justified concern that such systems exhibit systemic biasesbiases, discrimination or faultsfaults, or pose a threat to the mental or physical well-being of workers or solo self-employed persons or to health and safety at the workplace.

Removed:1. Without prejudice to Directive 89/391/EEC and related directives in the field of safety and health at work, Member States shall ensure that the employers:

Added:The proposal should ensure that employers integrate, in cooperation with workers’ representatives, the evaluation of the risks of algorithmic management systems into their safety and health systems, as regards possible risks of work-related accidents, psychosocial and ergonomic risks as well as undue pressure put on workers.

Removed:(a) evaluate the risks of algorithmic management system to their safety and health, in particular as regards possible risks of work-related accidents, psychosocial and ergonomic risks as well as undue pressure put on workers;

Added:Employers should use algorithmic management systems in a manner that respects workers’ wellbeing and does not put at risk their safety or their physical and mental health. They should take mitigating actions where appropriate.

Removed:(b) assess whether the safeguards of those systems are appropriate for the risks identified in view of the specific characteristics of the work environment;

Added:Recommendation 8

Removed:(c) introduce appropriate preventive and protective measures.

Removed:Article 8

Changed:1. Member StatesThe shallproposal taskshould theirensure respectivethat labour inspectorates withor overseeingother national competent authorities such as equality bodies, where appropriate, oversee the safesafe, transparent and non-discriminatory use of algorithmic management systems in the workplace.

Removed:2. The labour inspectorates shall be tasked with monitoring, controlling and assessing:

Added:Labour inspectorates should be tasked with monitoring, controlling and assessing the safety of algorithmic systems used in employment contexts, in particular with regard to the impact of those systems on the physical and mental health of workers and the fundamental rights of those workers.

Removed:(a) the safety of algorithmic systems used in employment contexts, in particular with regard to their impact on the physical and mental health of workers;

Added:Labour inspectorates should be provided with adequate resources, powers, technical expertise and appropriate training to effectively carry out their functions without duplicating existing controls or compliance mechanisms under national law. Upon request, they should have access to information on the use of algorithmic management in the workplaces.

Removed:(b) the absence of bias and discrimination in the design, deployment or functioning of such systems;

Added:Member States should ensure tailored guidance and dedicated support mechanisms to assist SMEs in understanding and effectively implementing any obligations related to automated monitoring and automated decision-making systems.

Removed:(c) the impact of algorithmic management systems on working time and performance pressure put on workers;

Added:Recommendation 9

Removed:(d) compliance with relevant provisions of this Directive and other applicable Union and national law, including provisions related to occupational health and safety and equal treatment.

Added:Enforcement

Removed:3. Member States shall ensure that their labour inspectorates are provided with adequate resources, powers, and technical expertise to effectively carry out their functions.

Added:The proposal should provide that the Commission, Member States, their national competent authorities and the social partners cooperate, share best practices in order to build capacities, and ensure effective enforcement.

Added:The proposal should ensure that workers exercising their rights are protected against adverse treatment, retaliation and dismissal and have access to evidence in administrative and judicial proceedings.

Added:Recommendation 10

Added:Supervision

Added:The proposal should ensure that data protection authorities established under the General Data Protection Regulation also monitor the application of its provisions in relation to data processing in employment contexts, in cooperation with national labour authorities and other competent authorities.

Added:Recommendation 11

Added:Non-Regression and More Favourable Provisions

Added:The rules and safeguards resulting from these recommendations should provide a level of protection that is at least equivalent to that provided by existing Union law, including the Platform Work Directive, the Artificial Intelligence Act, the Digital Services Act, and the General Data Protection Regulation.

Added:The proposal should not constitute valid grounds for reducing the general level of protection already afforded to workers within Member States.

Added:The proposal should ensure that Member States and social partners remain free to introduce or maintain more favourable provisions.

Changed:ArticleRecommendation 5

Changed:ArticleRecommendation 7