Travail via plateforme

Ce que la directive vous donne

• You are presumed to be an employee

  Art. 5 · CELEX 32024L2831

  Where the facts show direction and control by the platform, the relationship is legally presumed to be employment — and it is the platform, not you, that has to prove otherwise. This reverses the usual burden of proof: you no longer have to build the case that you were really an employee. It applies in relevant administrative and judicial proceedings from 2 December 2026; before that date the national law of your country still decides, and member states may set the rules out differently when they transpose.

• What the platform is forbidden to collect

  Art. 7 · CELEX 32024L2831

  Automated monitoring and decision-making systems may not process data on your emotional or psychological state, may not intrude on your private conversations, and may not collect data while you are not working or offering work. They also may not try to predict whether you will exercise fundamental rights — such as joining a union — or infer protected characteristics like race, migration status, health or political views. Identifying you biometrically out of a crowd is prohibited; verifying that you are you, one-to-one, is not.

• What they must tell you about the algorithm

  Art. 9 · CELEX 32024L2831

  The platform must tell you, in writing and before your first working day, which of your data and actions are monitored, why, who receives that data, what categories of decision the systems take, which parameters influence those decisions — and on what grounds an account can be restricted, suspended or terminated. It must tell you again before any change that affects your working conditions, and on request. You get the details of the systems that affect you directly; the fuller picture goes to worker representatives and the authorities on request.

• A human must decide to block you

  Art. 10 · CELEX 32024L2831

  Any decision to restrict, suspend or terminate your account or your contract must be taken by a human being — not by the system alone. The platform must also monitor its automated systems and assess their impact on working conditions at least every two years, together with worker representatives, and the staff doing that oversight must be competent, trained and actually empowered to override an automated decision, with protection from being dismissed for doing so. Where the review finds a high risk of discrimination or of infringing rights, the system must be changed or dropped.

• Getting an explanation and a review

  Art. 11 · CELEX 32024L2831

  You can require an explanation of any automated decision, without undue delay, and discuss it with a named contact person at the platform. For the decisions that hurt — restricting, suspending or terminating your account, refusing payment, changing your contractual status, or anything with equivalent detriment — the platform must give you written reasons by the day the decision takes effect. You can then ask for a review: the platform has two weeks to reply with substantiated reasons. If the decision turns out to infringe your rights, it must put it right within two weeks or compensate you, and prevent it happening again.

• Safety, pressure and harassment

  Art. 12 · CELEX 32024L2831

  The platform must assess the risks its automated systems create — accidents, psychosocial pressure, ergonomic strain — and check whether its safeguards are adequate, then actually introduce preventive measures. It may not use those systems to put undue pressure on you or otherwise endanger your physical and mental health, and it must have working channels through which violence and harassment can be reported and acted on. If the app pushes you to ride faster to keep your rating, that is the situation this article is about.

• Before the rules change, they must consult

  Art. 13, Art. 14 · CELEX 32024L2831

  A platform may not introduce or substantially change its automated systems without first informing and consulting worker representatives; on larger platforms — over 250 workers in that member state — it must also pay for the expert help those representatives need to understand what is being proposed. Where there are no representatives, it must inform the workers directly, in writing and in plain, transparent language. In practice this is what turns a silent overnight change to the algorithm into something that has to be announced and argued about first.