EMPL discusses AI, platform work, and psychosocial risks.

On 15 April, the Committee on Employment and Social Affairs (EMPL) invited representatives of national parliaments, the social partners and other institutions to Brussels for an inter-parliamentary Committee Meeting (ICM). The discussions covered both the regulation of new forms of work in the context of artificial intelligence (AI) and psychosocial risks arising from ongoing digitalisation. It became clear that in both areas there remains a continuing need for regulation and coordination at EU level.

Opportunities and challenges of AI

The increasing use of AI, for example in the context of algorithmic management, highlights both the opportunities and challenges of AI for the workplace. The Cypriot Minister of Labour, Marinos Moushouttas, emphasised in his keynote speech that AI can enhance efficiency both across organisations and at the individual level. At the same time, he pointed to potential negative effects, such as intensifying work, increasing monitoring of employees and fears of job loss. This assessment was largely shared by representatives of the national parliaments during the meeting.

Psychosocial risks in a digitalised workplace

Ongoing digitalisation has far-reaching consequences for employees, also in connection with the increase in the prevalence of telework since the coronavirus pandemic. This is often accompanied by a rise in psychosocial strain, for example when telework goes hand in hand with constant availability and an extension of working hours. Against this backdrop, EMPL has been calling for measures to curb these risks since 2022. In preparation for a corresponding own-initiative report with recommendations for action addressed to the Commission, the Committee discussed with national representatives the health impacts of a digital workplace, in particular the tension between AI as an additional source of stress and AI as a tool for prevention.

Progress through the regulation of platform work

In response to these developments, the European Union (EU) has recently made significant progress with the Platform Work Directive, which is to be transposed into national law by 2 December 2026. It establishes, for the first time, rules governing the use of AI, in particular algorithmic management, in the workplace. Under the directive, digital labour platforms are required to ensure transparency regarding the functioning of their automated systems and decision-making processes. Platform workers are also granted the right to human review and to contest automated decisions affecting their working conditions, remuneration or access to the platform. In addition, platforms must assess the impact of such systems on working conditions, health and safety, as well as on the fundamental rights of the persons performing platform work.

Health and safety vs. simplification

EMPL welcomes these developments and, in its resolution on digitalisation, AI and algorithmic management in the workplace of December 2025, called on the Commission to extend the achievements of the Platform Work Directive to other employment contexts. By contrast, the Commission’s proposals for a Digital Omnibus envisage, inter alia, amendments to the General Data Protection Regulation and the AI Act. These Regulations contain key safeguards for workers, including provisions on lawful data processing as well as transparency and human oversight in the use of AI systems in the workplace. Against this background, the Committee sees a risk that existing protection standards may be lowered, with potential implications also for the workers’ rights enshrined in the Platform Work Directive.

Challenges in the Member States

Against this background, representatives of the national parliaments were invited to report on relevant developments in the Member States. It became clear that the transposition of the Platform Work Directive is at different stages of progress. They also emphasised that the rapid pace of developments in this area constitutes a particular challenge. As an example, they referred to the expected amendment of the AI Act in the context of the AI Digital Omnibus – even before an evaluation has taken place.

Overall, the national representatives largely called for a more ambitious European approach. In particular, the importance of training and upskilling to strengthen workers’ resilience was highlighted (Marko Pavić, Croatia). Furthermore, calls were made for clear rules on sanctions in cases of misuse of AI by employers (Giulio Romani, European Trade Union Confederation), as well as for greater transparency and contestability of AI-based decisions (Jacek Włosowicz, Poland).

By contrast, the employers’ organisation BusinessEurope pointed out that increased regulation does not necessarily lead to improvements in workers’ health and may also have a dampening effect on growth, particularly for small and medium-sized enterprises.

Outlook

The Quality Jobs Act, announced for the end of 2026, is expected to address both areas — new forms of work and psychosocial risks in the workplace. The European Commission is currently conducting consultations with the social partners in preparation for this legislative initiative. In addition, the Digital Omnibus on AI, which is currently under trilogue negotiations, is likely to have an impact on the further development of the regulatory framework.