{"id":754,"date":"2024-05-21T10:00:29","date_gmt":"2024-05-21T08:00:29","guid":{"rendered":"https:\/\/zentrale.pl\/?p=754"},"modified":"2025-08-18T17:06:33","modified_gmt":"2025-08-18T15:06:33","slug":"analysis-of-the-eu-labor-directive-for-platforms","status":"publish","type":"post","link":"https:\/\/zentrale.pl\/en\/analysis-of-the-eu-labor-directive-for-platforms\/","title":{"rendered":"ANALYSIS OF THE EU LABOR DIRECTIVE FOR PLATFORMS","raw":"ANALYSIS OF THE EU LABOR DIRECTIVE FOR PLATFORMS"},"content":{"rendered":"

First, one clarification: the full name of the document is “Directive of the European Parliament and of the Council on the improvement of working conditions via online platforms”.<\/p>\n

The first and main task of the Directive is to introduce a presumption of employment for everyone who works via the Online Platform.<\/strong> It will be necessary to establish criteria whose fulfillment causes a “contractor”, “entrepreneur” or “subcontractor” to simply become an employee employed under an employment contract. Each country will set these criteria independently. There may be few of them, e.g. two or three, but there may also be a dozen of them. It is known: the more of them there are, the more difficult it will be to “become” an employee. These could be, for example: work is performed at specific hours, there is an employee evaluation system, remuneration for work is determined by the Platform (and not by the alleged “entrepreneur”).<\/p>\n

The second task of the Directive is to establish the principles of employee management using Algorithms.<\/strong> The idea is to regulate which decisions regarding employees can be made by an algorithm and which only by humans. It is also about defining clear and open criteria for making decisions for the employee. Currently, we often do not know why our evaluation (as an employee) was lowered or what the criteria for determining our remuneration are. Similarly, it is now common practice that the only contact with the Platform is a chat with a bot. The directive changes this.<\/p>\n

The directive introduces a number of definitions that clearly establish what is what.<\/p>\n

Digital Work Platform (Article 2)<\/em>
\nThere is a natural or legal person (company) providing a service that meets all of the following requirements:
\n1) The service is provided at least partially remotely via electronic means such as a website or mobile application
\n2) The service is provided at the request of the service recipient (customer)
\n3) The platform is a necessary and important element in the organization of work performed by natural persons who receive remuneration for it, regardless of whether this work is performed online or in a specific place
\n4) The Platform’s activity involves the use of an automated monitoring or decision-making system
\nAnd what is important: The directive does not specify what type of services these are. Of course, these include people transport services, goods delivery, but also all others: cleaning, care, online work…<\/p>\n

Legal presumption of an employment relationship (Article 5)<\/em>
\nThe contract between the Platform and the person performing work on this Platform is considered under the law to be an employment relationship (in Poland, Employment Agreement) if certain facts indicate control and direction of this work. The principle of presumption of employment should work in favor of people performing work via Internet Platforms.<\/p>\n

Role of Intermediaries (Article 3)<\/em>
\nMember States should ensure that persons carrying out work through Platforms who have a contractual relationship with an Intermediary (and not directly with the Platform) benefit from the same level of protection provided by the Directive as persons who have a direct contract with the Platform.<\/p>\n

Algorithmic Management (Articles 7 to 15)<\/em>
\nThe directive introduces restrictions on the processing of our personal data. It also introduces transparency regarding automated monitoring or decision-making systems. Human supervision of the Algorithms will be necessary. This means that any decision to limit, suspend or terminate an employment contract or suspend the account of a person performing work on the Platform or any other decision involving “equivalent damage” should be made by a human and not by an Algorithm.
\nThe directive also introduces the right to have a human review a decision made by an algorithm and explain it.
\nThe directive also introduces the obligation to assess risks related to occupational health and safety rules in the context of decisions made by the Algorithm (e.g. when it forces an employee to drive dangerously fast on snow-covered streets).
\nMost of these rights also apply to self-employed people via online platforms.<\/p>\n

Information and consultation (Article 13)<\/em>
\nThe directive confirms the application of other EU directives on the right to information and consultation also in relation to business decisions. These are decisions that may lead to the introduction or changes in the use of automated employee monitoring or automated decision-making (this seems to be important for trade unions, which will be able to participate in consultations)<\/p>\n

Communication channels of persons working on the platform (Article 20)<\/em>
\nPlatforms must enable people doing work to contact and communicate with each other privately and securely.<\/p>\n

Promotion of collective bargaining (Article 25)<\/em>
\nMember States should take appropriate measures to promote the role of social partners (e.g. trade unions) and encourage the exercise of the right to bargain collectively with employees working for the Platforms.<\/p>\n

How will the Directive be implemented in Poland?<\/strong>
\nThe translation texts of the Directive into the languages of the European Union have not yet been agreed. So there is no uniform text yet. According to information from the Ministry of Family, Labor and Social Policy, the translations will be agreed in autumn 2024. If this happens, the real prospect for the Directive to be implemented in Poland is the end of 2025.
\nTemporarily, the text of the directive (including an extensive introduction) can be found e.g. here<\/a><\/p>\n

And of course (as we have already written about): it is not known how the Directive will be implemented in Poland. The Ministry of Labor will propose its solutions, then the Sejm and Senate can change it at will. So the most important question for us: “Will the Directive improve our working conditions or will it cement the status quo?” is still unanswered.<\/p>\n

—
\nWe would like to thank Sylwia Rainone from ETUI for providing materials for this article.<\/em><\/p>\n

#zentrale_dyrektywa<\/p>\n","protected":false,"raw":"First, one clarification: the full name of the document is \"Directive of the European Parliament and of the Council on the improvement of working conditions via online platforms\".\r\n\r\nThe first and main task of the Directive is to introduce a presumption of employment for everyone who works via the Online Platform.<\/strong> It will be necessary to establish criteria whose fulfillment causes a \"contractor\", \"entrepreneur\" or \"subcontractor\" to simply become an employee employed under an employment contract. Each country will set these criteria independently. There may be few of them, e.g. two or three, but there may also be a dozen of them. It is known: the more of them there are, the more difficult it will be to \"become\" an employee. These could be, for example: work is performed at specific hours, there is an employee evaluation system, remuneration for work is determined by the Platform (and not by the alleged \"entrepreneur\").\r\n\r\nThe second task of the Directive is to establish the principles of employee management using Algorithms.<\/strong> The idea is to regulate which decisions regarding employees can be made by an algorithm and which only by humans. It is also about defining clear and open criteria for making decisions for the employee. Currently, we often do not know why our evaluation (as an employee) was lowered or what the criteria for determining our remuneration are. Similarly, it is now common practice that the only contact with the Platform is a chat with a bot. The directive changes this.\r\n\r\nThe directive introduces a number of definitions that clearly establish what is what.\r\n\r\nDigital Work Platform (Article 2)<\/em>\r\nThere is a natural or legal person (company) providing a service that meets all of the following requirements:\r\n1) The service is provided at least partially remotely via electronic means such as a website or mobile application\r\n2) The service is provided at the request of the service recipient (customer)\r\n3) The platform is a necessary and important element in the organization of work performed by natural persons who receive remuneration for it, regardless of whether this work is performed online or in a specific place\r\n4) The Platform's activity involves the use of an automated monitoring or decision-making system\r\nAnd what is important: The directive does not specify what type of services these are. Of course, these include people transport services, goods delivery, but also all others: cleaning, care, online work...\r\n\r\nLegal presumption of an employment relationship (Article 5)<\/em>\r\nThe contract between the Platform and the person performing work on this Platform is considered under the law to be an employment relationship (in Poland, Employment Agreement) if certain facts indicate control and direction of this work. The principle of presumption of employment should work in favor of people performing work via Internet Platforms.\r\n\r\nRole of Intermediaries (Article 3)<\/em>\r\nMember States should ensure that persons carrying out work through Platforms who have a contractual relationship with an Intermediary (and not directly with the Platform) benefit from the same level of protection provided by the Directive as persons who have a direct contract with the Platform.\r\n\r\nAlgorithmic Management (Articles 7 to 15)<\/em>\r\nThe directive introduces restrictions on the processing of our personal data. It also introduces transparency regarding automated monitoring or decision-making systems. Human supervision of the Algorithms will be necessary. This means that any decision to limit, suspend or terminate an employment contract or suspend the account of a person performing work on the Platform or any other decision involving \"equivalent damage\" should be made by a human and not by an Algorithm.\r\nThe directive also introduces the right to have a human review a decision made by an algorithm and explain it.\r\nThe directive also introduces the obligation to assess risks related to occupational health and safety rules in the context of decisions made by the Algorithm (e.g. when it forces an employee to drive dangerously fast on snow-covered streets).\r\nMost of these rights also apply to self-employed people via online platforms.\r\n\r\nInformation and consultation (Article 13)<\/em>\r\nThe directive confirms the application of other EU directives on the right to information and consultation also in relation to business decisions. These are decisions that may lead to the introduction or changes in the use of automated employee monitoring or automated decision-making (this seems to be important for trade unions, which will be able to participate in consultations)\r\n\r\nCommunication channels of persons working on the platform (Article 20)<\/em>\r\nPlatforms must enable people doing work to contact and communicate with each other privately and securely.\r\n\r\nPromotion of collective bargaining (Article 25)<\/em>\r\nMember States should take appropriate measures to promote the role of social partners (e.g. trade unions) and encourage the exercise of the right to bargain collectively with employees working for the Platforms.\r\n\r\nHow will the Directive be implemented in Poland?<\/strong>\r\nThe translation texts of the Directive into the languages of the European Union have not yet been agreed. So there is no uniform text yet. According to information from the Ministry of Family, Labor and Social Policy, the translations will be agreed in autumn 2024. If this happens, the real prospect for the Directive to be implemented in Poland is the end of 2025.\r\nTemporarily, the text of the directive (including an extensive introduction) can be found e.g. here<\/a>\r\n\r\nAnd of course (as we have already written about): it is not known how the Directive will be implemented in Poland. The Ministry of Labor will propose its solutions, then the Sejm and Senate can change it at will. So the most important question for us: \"Will the Directive improve our working conditions or will it cement the status quo?\" is still unanswered.\r\n\r\n--\r\nWe would like to thank Sylwia Rainone from ETUI for providing materials for this article.<\/em>\r\n\r\n#zentrale_dyrektywa"},"excerpt":{"rendered":"","protected":false,"raw":""},"author":1,"featured_media":755,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_pl_post_content":"Na pocz\u0105tek jedno wyja\u015bnienie: pe\u0142na nazwa dokumentu to \u201eDyrektywa Parlamentu Europejskiego i Rady UE w sprawie poprawy warunk\u00f3w pracy za po\u015brednictwem platform internetowych\u201c.\r\n\r\nPierwszym i g\u0142\u00f3wnym zadaniem Dyrektywy jest wprowadzenie domniemania zatrudnienia dla ka\u017cdego, kto pracuje za po\u015brednictwem Platformy Internetowej.<\/strong> Konieczne b\u0119dzie ustalenie kryteri\u00f3w, kt\u00f3rych spe\u0142nienie powoduje, \u017ce \u201ewykonawca\u201c, \u201eprzedsi\u0119biorca\u201c lub \u201epodwykonawca\u201c staje si\u0119 po prostu pracownikiem zatrudnionym na podstawie umowy o prac\u0119. Ka\u017cdy kraj b\u0119dzi\u0119 samodzielnie ustala\u0142 te kryteria. Mo\u017ce ich by\u0107 niewiele, np. dwa, trzy, ale mo\u017ce te\u017c ich by\u0107 kilkana\u015bcie. Wiadomo: im b\u0119dzie ich wi\u0119cej, tym trudniej b\u0119dzie \u201esta\u0107 si\u0119\u201c pracownikiem.\u00a0 Mog\u0142oby nimi by\u0107 np: praca jest wykonywana w okre\u015blonych godzinach, istnieje system oceny pracownika, wynagrodzenie za prac\u0119 jest ustalane przez Platform\u0119 (a nie przez rzekomego \u201eprzedsi\u0119biorc\u0119\u201c).<\/span>\r\n\r\nDrugim zadaniem Dyrektywy jest ustalenie zasad zarz\u0105dzania pracownikami z wykorzystaniem Algorytm\u00f3w.<\/strong> Chodzi o unormowanie, kt\u00f3re decyzje wzgl\u0119dem pracownik\u00f3w mo\u017ce podejmowa\u0107 Algorytm, a kt\u00f3re tylko cz\u0142owiek. Chodzi tak\u017ce o okre\u015blenie jasnych i jawnych kryteri\u00f3w dotycz\u0105cych podejmowania decyzji wobec pracownika. Obecnie cz\u0119sto nie wiadomo dlaczego obni\u017cono nam ocen\u0119 (jako pracownikowi) ani te\u017c jakie s\u0105 kryteria ustalania naszego wynagrodzenia. Tak samo obecnie cz\u0119st\u0105 praktyk\u0105 jest, \u017ce jedynym kontaktem z Platform\u0105 jest czat z botem. Dyrektywa to zmienia.\r\n\r\nDyrektywa wprowadza szereg definicji, ustalaj\u0105cych jasno co jest czym.\r\n\r\nCyfrowa Platforma Pracy (Artyku\u0142 2)\r\n<\/i>Jest osoba fizyczna lub prawna (firma) \u015bwiadcz\u0105ca us\u0142ug\u0119, kt\u00f3ra spe\u0142nia wszystkie poni\u017csze wymagania:\r\n

    \r\n \t
  1. Us\u0142uga \u015bwiadczona jest przynajmniej w cz\u0119\u015bci na odleg\u0142o\u015b\u0107 za po\u015brednictwem \u015brodk\u00f3w elektronicznych takich jak strona internetowa lub aplikacja mobilna<\/li>\r\n \t
  2. Us\u0142uga jest realizowana na \u017c\u0105danie us\u0142ugobiorcy (klienta)<\/li>\r\n \t
  3. Platforma jest niezb\u0119dnym i istotnym elementem w organizacji pracy wykonywanej przez osoby fizyczne, kt\u00f3re za to otrzymuj\u0105 wynagrodzenie, niezale\u017cnie od tego, czy praca ta jest wykonywana online, czy w okre\u015blonym miejscu<\/li>\r\n \t
  4. Dzia\u0142alno\u015b\u0107 Platformy polega na wykorzystaniu zautomatyzowanego systemu monitorowania lub podejmowania decyzji<\/li>\r\n<\/ol>\r\nI co wa\u017cne: Dyrektywa nie precyzuje jakiego typu to s\u0105 us\u0142ugi. Oczywi\u015bcie s\u0105 to us\u0142ugi przewozu ludzi, dostawy towar\u00f3w, ale tak\u017ce wszystkie inne: porz\u0105dkowe, opieku\u0144cze, prace online\u2026\r\n\r\nDomniemanie prawne stosunku pracy (Artyku\u0142 5)\r\n<\/i>Umow\u0119 mi\u0119dzy Platform\u0105 a osob\u0105 wykonuj\u0105c\u0105 prac\u0119 na tej Platformie uznaje si\u0119 w \u015bwietle prawa za stosunek pracy (w Polsce Umowa o Pracy), je\u017celi okre\u015blone fakty wskazuj\u0105 na kontrol\u0119 i kierowanie t\u0105 prac\u0105. Zasada domniemania zatrudnienia powinna dzia\u0142a\u0107 na korzy\u015b\u0107 os\u00f3b wykonuj\u0105cych prac\u0119 za po\u015brednictwem Platform Internetowych.\r\n\r\nRola Po\u015brednik\u00f3w (Artyku\u0142 3)\r\n<\/i>Pa\u0144stwa cz\u0142onkowskie powinny zapewni\u0107, aby osoby wykonuj\u0105ce prac\u0119 za po\u015brednictwem Platform, kt\u00f3re pozostaj\u0105 w stosunku umownym z Po\u015brednikiem (a nie bezpo\u015brednio z Platform\u0105), korzysta\u0142y z tego samego poziomu ochrony zapewnianego przez Dyrektyw\u0119, co osoby, kt\u00f3re maj\u0105 bezpo\u015bredni\u0105 umow\u0119 z Platform\u0105.\r\n\r\nZarz\u0105dzanie Algorytmiczne (Artyku\u0142y od 7 do 15)\r\n<\/i>Dyrektywa wprowadza ograniczenie w przetwarzaniu naszych danych osobowych. Wprowadza r\u00f3wnie\u017c przejrzysto\u015b\u0107 w zakresie zautomatyzowanych system\u00f3w monitorowania lub podejmowania decyzji. Konieczny b\u0119dzie nadz\u00f3r cz\u0142owieka nad Algorytmami. To oznacza, \u017ce ka\u017cda decyzja o ograniczeniu, zawieszeniu lub rozwi\u0105zaniu umowy pracy lub zawieszenie konta osoby wykonuj\u0105cej prac\u0119 na Platformie lub jakakolwiek inna decyzja o \u201er\u00f3wnowa\u017cnej szkodzie\u201c powinna zosta\u0107 podj\u0119ta przez cz\u0142owieka a nie przez Algorytm.\r\n\r\nDyrektywa wprowadza r\u00f3wnie\u017c prawo do weryfikacji przez cz\u0142owieka decyzji podj\u0119tej przez algorytm oraz wyja\u015bnienia jej.\r\n\r\nDyrektywa wprowadza r\u00f3wnie\u017c obowi\u0105zek ocen ryzyk zwi\u0105zanych z zasadami BHP w kontek\u015bcie decyzji podejmowanych przez Algorytm (np. gdy zmusza on pracownika do niebezpiecznie szybkiej jazdy po o\u015bnie\u017conych ulicach).\r\n\r\nWi\u0119kszo\u015b\u0107 z tych praw przys\u0142uguje tak\u017ce osobom prowadz\u0105cym dzia\u0142alno\u015b\u0107 na w\u0142asny rachunek za po\u015brednictwem platform internetowych.\r\n\r\nInformacje i konsultacje (Artyku\u0142 13)\r\n<\/i>Dyrektywa potwierdza stosowania innych dyrektyw UE w sprawie prawa do informacji i konsultacji r\u00f3wnie\u017c w odniesieniu do decyzji biznesowych. Chodzi o takie decyzje, kt\u00f3re mog\u0105 prowadzi\u0107 do wprowadzenia lub do zmian w stosowaniu zautomatyzowanego monitorowania pracownik\u00f3w lub podejmowania zautomatyzowanych decyzji (wydaje si\u0119 to by\u0107 istotne dla zwi\u0105zk\u00f3w zawodowych, kt\u00f3re b\u0119d\u0105 mog\u0142y bra\u0107 udzia\u0142 w konsultacjach)\r\n\r\nKana\u0142y komunikacji os\u00f3b wykonuj\u0105cych prac\u0119 na platformie (Artyku\u0142 20)\r\n<\/i>Platformy musz\u0105 umo\u017cliwia\u0107 osobom wykonuj\u0105cym prac\u0119 kontaktowanie si\u0119 i komunikowanie ze sob\u0105 w spos\u00f3b prywatny i bezpieczny.\r\n\r\nPromowania rokowa\u0144 zbiorowych (Artyku\u0142 25)\r\n<\/i>Pa\u0144stwa cz\u0142onkowskie powinny podejmowa\u0107 odpowiednie \u015brodki w celu promowania roli partner\u00f3w spo\u0142ecznych (np. zwi\u0105zk\u00f3w zawodowych) i zach\u0119ca\u0107 do korzystania z prawa do rokowa\u0144 uk\u0142ad\u00f3w zbiorowych z pracownikami pracuj\u0105cymi dla Platform.\r\n\r\nJak Dyrektywa b\u0119dzie wprowadzana w Polsce?<\/b>\r\n\r\nJeszcze nie uzgodniono tekst\u00f3w t\u0142umacze\u0144 Dyrektywy na j\u0119zyki Unii Europejskiej. Wi\u0119c nie ma jeszcze jednolitego tekstu. Wg informacji z Ministerstwa Rodziny, Pracy i Polityki Spo\u0142ecznej t\u0142umaczenia zostan\u0105 uzgodnione jesieni\u0105 2024. Je\u015bli tak si\u0119 stanie, to realna perspektywa aby Dyrektywa zosta\u0142a wdro\u017cona w Polsce to koniec 2025 roku.\r\n\r\nTymczasowo tekst dyrektywy (wraz z obszernym wst\u0119pem) mo\u017cecie znale\u017a\u0107 np tutaj<\/a>\r\n\r\nNo i oczywi\u015bcie (o czym ju\u017c pisali\u015bmy): nie wiadomo jak Dyrektywa b\u0119dzie wdro\u017cona w Polsce. Ministerstwo Pracy zaproponuje swoje rozwi\u0105zania, potem Sejm i Senat mo\u017ce to dowolnie zmieni\u0107. Wi\u0119c najwa\u017cniejsze dla nas pytanie \u201eCzy Dyrektywa poprawi nam warunki pracy, czy te\u017c zabetonuje status quo?\u201c nadal jest bez odpowiedzi.\r\n\r\n--\r\n\r\nDzi\u0119kujemy Sylwii Rainone z ETUI za udost\u0119pnienie materia\u0142\u00f3w do tego artyku\u0142u.<\/em>\r\n\r\n#zentrale_dyrektywa","_pl_post_name":"analiza-dyrektywy-ue-o-pracy-dla-platform","_pl_post_excerpt":"","_pl_post_title":"ANALIZA DYREKTYWY UE O PRACY DLA PLATFORM","_en_post_content":"First, one clarification: the full name of the document is \"Directive of the European Parliament and of the Council on the improvement of working conditions via online platforms\".\r\n\r\nThe first and main task of the Directive is to introduce a presumption of employment for everyone who works via the Online Platform.<\/strong> It will be necessary to establish criteria whose fulfillment causes a \"contractor\", \"entrepreneur\" or \"subcontractor\" to simply become an employee employed under an employment contract. Each country will set these criteria independently. There may be few of them, e.g. two or three, but there may also be a dozen of them. It is known: the more of them there are, the more difficult it will be to \"become\" an employee. These could be, for example: work is performed at specific hours, there is an employee evaluation system, remuneration for work is determined by the Platform (and not by the alleged \"entrepreneur\").\r\n\r\nThe second task of the Directive is to establish the principles of employee management using Algorithms.<\/strong> The idea is to regulate which decisions regarding employees can be made by an algorithm and which only by humans. It is also about defining clear and open criteria for making decisions for the employee. Currently, we often do not know why our evaluation (as an employee) was lowered or what the criteria for determining our remuneration are. Similarly, it is now common practice that the only contact with the Platform is a chat with a bot. The directive changes this.\r\n\r\nThe directive introduces a number of definitions that clearly establish what is what.\r\n\r\nDigital Work Platform (Article 2)<\/em>\r\nThere is a natural or legal person (company) providing a service that meets all of the following requirements:\r\n1) The service is provided at least partially remotely via electronic means such as a website or mobile application\r\n2) The service is provided at the request of the service recipient (customer)\r\n3) The platform is a necessary and important element in the organization of work performed by natural persons who receive remuneration for it, regardless of whether this work is performed online or in a specific place\r\n4) The Platform's activity involves the use of an automated monitoring or decision-making system\r\nAnd what is important: The directive does not specify what type of services these are. Of course, these include people transport services, goods delivery, but also all others: cleaning, care, online work...\r\n\r\nLegal presumption of an employment relationship (Article 5)<\/em>\r\nThe contract between the Platform and the person performing work on this Platform is considered under the law to be an employment relationship (in Poland, Employment Agreement) if certain facts indicate control and direction of this work. The principle of presumption of employment should work in favor of people performing work via Internet Platforms.\r\n\r\nRole of Intermediaries (Article 3)<\/em>\r\nMember States should ensure that persons carrying out work through Platforms who have a contractual relationship with an Intermediary (and not directly with the Platform) benefit from the same level of protection provided by the Directive as persons who have a direct contract with the Platform.\r\n\r\nAlgorithmic Management (Articles 7 to 15)<\/em>\r\nThe directive introduces restrictions on the processing of our personal data. It also introduces transparency regarding automated monitoring or decision-making systems. Human supervision of the Algorithms will be necessary. This means that any decision to limit, suspend or terminate an employment contract or suspend the account of a person performing work on the Platform or any other decision involving \"equivalent damage\" should be made by a human and not by an Algorithm.\r\nThe directive also introduces the right to have a human review a decision made by an algorithm and explain it.\r\nThe directive also introduces the obligation to assess risks related to occupational health and safety rules in the context of decisions made by the Algorithm (e.g. when it forces an employee to drive dangerously fast on snow-covered streets).\r\nMost of these rights also apply to self-employed people via online platforms.\r\n\r\nInformation and consultation (Article 13)<\/em>\r\nThe directive confirms the application of other EU directives on the right to information and consultation also in relation to business decisions. These are decisions that may lead to the introduction or changes in the use of automated employee monitoring or automated decision-making (this seems to be important for trade unions, which will be able to participate in consultations)\r\n\r\nCommunication channels of persons working on the platform (Article 20)<\/em>\r\nPlatforms must enable people doing work to contact and communicate with each other privately and securely.\r\n\r\nPromotion of collective bargaining (Article 25)<\/em>\r\nMember States should take appropriate measures to promote the role of social partners (e.g. trade unions) and encourage the exercise of the right to bargain collectively with employees working for the Platforms.\r\n\r\nHow will the Directive be implemented in Poland?<\/strong>\r\nThe translation texts of the Directive into the languages of the European Union have not yet been agreed. So there is no uniform text yet. According to information from the Ministry of Family, Labor and Social Policy, the translations will be agreed in autumn 2024. If this happens, the real prospect for the Directive to be implemented in Poland is the end of 2025.\r\nTemporarily, the text of the directive (including an extensive introduction) can be found e.g. here<\/a>\r\n\r\nAnd of course (as we have already written about): it is not known how the Directive will be implemented in Poland. The Ministry of Labor will propose its solutions, then the Sejm and Senate can change it at will. So the most important question for us: \"Will the Directive improve our working conditions or will it cement the status quo?\" is still unanswered.\r\n\r\n--\r\nWe would like to thank Sylwia Rainone from ETUI for providing materials for this article.<\/em>\r\n\r\n#zentrale_dyrektywa","_en_post_name":"analysis-of-the-eu-labor-directive-for-platforms","_en_post_excerpt":"","_en_post_title":"ANALYSIS OF THE EU LABOR DIRECTIVE FOR PLATFORMS","_ru_post_content":"\u0421\u043d\u0430\u0447\u0430\u043b\u0430 \u043e\u0434\u043d\u043e \u0443\u0442\u043e\u0447\u043d\u0435\u043d\u0438\u0435: \u043f\u043e\u043b\u043d\u043e\u0435 \u043d\u0430\u0437\u0432\u0430\u043d\u0438\u0435 \u0434\u043e\u043a\u0443\u043c\u0435\u043d\u0442\u0430 \u2014 \u00ab\u0414\u0438\u0440\u0435\u043a\u0442\u0438\u0432\u0430 \u0415\u0432\u0440\u043e\u043f\u0435\u0439\u0441\u043a\u043e\u0433\u043e \u043f\u0430\u0440\u043b\u0430\u043c\u0435\u043d\u0442\u0430 \u0438 \u0421\u043e\u0432\u0435\u0442\u0430 \u043e\u0431 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\u043f\u043e\u0431\u043b\u0430\u0433\u043e\u0434\u0430\u0440\u0438\u0442\u044c \u0421\u0438\u043b\u044c\u0432\u0438\u044e \u0420\u0430\u0439\u043d\u043e\u043d\u0435 \u0438\u0437 ETUI \u0437\u0430 \u043f\u0440\u0435\u0434\u043e\u0441\u0442\u0430\u0432\u043b\u0435\u043d\u0438\u0435 \u043c\u0430\u0442\u0435\u0440\u0438\u0430\u043b\u043e\u0432 \u0434\u043b\u044f \u044d\u0442\u043e\u0439 \u0441\u0442\u0430\u0442\u044c\u0438.<\/em>\r\n\r\n#zentrale_dyrektywa","_ru_post_name":"%d0%b0%d0%bd%d0%b0%d0%bb%d0%b8%d0%b7-%d1%82%d1%80%d1%83%d0%b4%d0%be%d0%b2%d0%be%d0%b9-%d0%b4%d0%b8%d1%80%d0%b5%d0%ba%d1%82%d0%b8%d0%b2%d1%8b-%d0%b5%d1%81-%d0%b4%d0%bb%d1%8f-%d0%bf%d0%bb%d0%b0%d1%82","_ru_post_excerpt":"","_ru_post_title":"\u0410\u041d\u0410\u041b\u0418\u0417 \u0422\u0420\u0423\u0414\u041e\u0412\u041e\u0419 \u0414\u0418\u0420\u0415\u041a\u0422\u0418\u0412\u042b \u0415\u0421 \u0414\u041b\u042f \u041f\u041b\u0410\u0422\u0424\u041e\u0420\u041c","edit_language":"en","footnotes":""},"categories":[1,45],"tags":[38],"class_list":["post-754","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-aktualnosci","category-dyrektywa-o-pracy-dla-platform","tag-dyrektywa-o-pracy-dla-platform"],"_links":{"self":[{"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/posts\/754","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/comments?post=754"}],"version-history":[{"count":2,"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/posts\/754\/revisions"}],"predecessor-version":[{"id":757,"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/posts\/754\/revisions\/757"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/media\/755"}],"wp:attachment":[{"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/media?parent=754"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/categories?post=754"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/zentrale.pl\/en\/wp-json\/wp\/v2\/tags?post=754"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}