Changes from report parliamentary committee draft to plenary report

AddedP. 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;

AddedQ. 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;

AddedR. 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;

AddedS. 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;

AddedT. 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;

Added1. 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;

Added2. 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;

Empowering workers with skills and knowledge

Change 7

Changed2.3. 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;

Change 8

Removed3. 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;

Added4. 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’;

Removed4. 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;

Added5. 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;

Removed5. 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;

Added6. 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;

Removed6. 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;

Added7. 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;

Removed7. 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;

Added8. 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;

Added9. 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;

Added10. 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;

Added11. 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;

Creating a safe and inclusive workplace

Change 9

Changed8.12. 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;

Change 10

Removed9. 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;

Added13. 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;

Removed10. 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;

Added14. 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;

Removed11. 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;

Added15. 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;

Removed12. 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;

Added16. 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;

Removed13. 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;

Added17. 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;

Removed14. 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;

Added18. 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.

Added19. 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;

Added20. 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;

Ensuring future-proof regulatory environment

Change 11

Changed15.21. 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;

Change 12

Removed16. 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;

Added22. 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;

Removed17. 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;

Added23. 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;

Removed18. 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;

Added24. 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;

Removed19. 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;

Added25. 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;

Added26. 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;

Added27. 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;

28. Considers that any financial implications of the requested proposals should be covered by existing budgetary allocations;

29. Instructs its President to forward this resolution and the accompanying recommendations to the Commission and the Council, and to the parliaments and governments of the Member States.