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Content type: Advocacy
On 3 July 2025, the General Conference of the International Labour Organization (ILO) adopted a resolution committing the ILO to adopt a Convention supplemented by a Recommendation concerning decent work in the platform economy following a second discussion on this issue in 2026. PI welcomes the ILO's decision as a step in the right direction to protect platform workers who have been at the forefront of new forms of data exploitation in the workplace as we have been documenting for many…
Content type: Advocacy
The European Commission proposed the PWD in December 2021 with the objective to improve the working conditions in platform work. In February 2023 and June 2023 respectively, the European Parliament and the Council reached their respective positions, with trilogue negotiations beginning in July 2023.
PI welcomes the PWD as a mechanism to protect workers’ rights in response to transformations in the workplace, specifically with regard to the growing adoption of algorithmic management systems and…
Content type: Advocacy
UPDATES:The Platform Work Directive (PWD) became law in October 2024. Member States have until December 2026 to implement its provisions into their national law. The final text of the PWD provides the following:A person performing platform work cannot be fired or suspended based on a decision made by an algorithm or automated decision-making systems.Platforms must provide upfront information, in "clear and plain language", about their use of automated decision-making systems.Platform workers…
Content type: Video
Update: Pa has since won a settlement from UberPlease note the views expressed in the video are interviewee's own and do not necessarily reflect the views of PI.Pa used to work for Uber. After some time, Uber started asking him to submit a picture of himself to the platform to confirm it was indeed him who had completed the job. However, with time, the frequency of the requests increased. In the beginning, the requests for a picture only happened once a week, but as time went by Pa told us that…
Content type: Long Read
What if your boss was an algorithm? What would you do if your employer suddenly fired you or reduced your pay without telling you why? And without being willing to give you a reason when you ask for one?
This is not science fiction or some far-fetched reality. Millions of people worldwide are working in the gig economy sector for companies like Uber, Deliveroo, Bolt, Just Eat… And this could be the future of work for people working outside the gig economy, as surveillance technologies are…
Content type: Video
Please note the views expressed in the video are the interviewee's own and do not necessarily reflect the views of PI.
Driver X (he wishes to remain anonymous) has been working for Uber for five years. After working for Uber for two and half years, he suddenly received a message telling him that his account had been temporarily suspended and asking him not to call Uber while the investigation was pending. He was baffled, as he had an excellent record and rating, with plenty of positive…
Content type: Video
Please note the views expressed in the video are the interviewee's own and do not necessarily reflect the views of PI.
In his interview, Alexandru told us that he started to work for Uber in 2018. Despite being aware of negative experiences of others, he felt that everything was running smoothly, and for a while, Uber met his expectations.
However, in 2021, he received a notice from Uber that they had noticed fraudulent activity associated with his account. He went on social media and…
Content type: Examples
New workplace technologies are generating mountains of data on workers despite a lack of clarity over how the data is used and who owns it. In offices, smart badges track interactions and sensors track fitness and health; in trucks sensors monitor drivers' performance in the name of safety. In the US state of Illinois, between July and October 2017 26 lawsuits were filed by employees alleging that their employers had violated the state's Biometric Information Privacy Act, which requires a…