This report analyses the working conditions and information needs of online platform workers based on a survey of 3 830 workers across 15 EU Member States. Unlike existing research focused on on-location platform work, this study examines workers who provide services entirely online. The findings reveal a workforce that is predominantly male, of prime working age and highly educated, primarily delivering skilled professional services rather than microtasks. The research also finds that algorithmic control practices are widespread, with more than 40 % of survey respondents being subject to intrusive control practices combining surveillance, gamification and restricted autonomy. Self-reported average annual earnings from online platform work of EUR 20 000 mask substantial variation by country and task type. Findings also indicate that online platform work can provide genuine labour market access for groups facing barriers in traditional employment, including homemakers, students and the unemployed. Workers generally demonstrate good knowledge of platform-specific information but exhibit significant gaps in knowledge of work-related rights, particularly social security contributions.

Marking 50 years since its adoption, Convention No. 144 remains a key instrument for promoting tripartism and effective consultation on international labour standards.

In June 2026, Government, Employer and Worker representatives from the 187 ILO Member States will gather at the International Labour Conference to discuss world of work issues such as decent work in the platform economy, a transformative agenda for gender equality at work and social dialogue and tripartism. 

The Opinion concerns a long-standing difference of views as to whether the right to strike of workers and their organizations is protected under the Freedom of Association and Protection of the Right to Organize Convention, 1948 (No. 87).

Building on Eurofound’s established conceptual framework of the digital age, this concept paper examines how the unfolding artificial intelligence wave is set to transform not only the world of work and employment, but also the wider fabric of society, from the delivery and quality of public services to the production, dissemination and governance of information. The analysis is guided by four vectors of change – automation, augmentation, digitisation and platformisation – identified as the central drivers shaping this transformation. The concepts presented in this paper will inform Eurofound’s future research on artificial intelligence and algorithmic management.

Tripartite conclusions guide governments, employers and workers to harness AI’s potential while limiting its disruptive effects.

Technology is more likely to create new tasks than remove existing ones, according to new findings from the unique pan-European Working Conditions Survey. Rather than widespread destruction, the primary challenges facing the EU workforce as digitalisation transforms the European labour market, are shifting towards skills mismatches, generational divides, and worker autonomy.

The Policy Analysis Group of the EU Employment Committee (EMCO) organised on 24 and 25 March a tripartite meeting with social partners to discuss the gender dimensions of job quality. It gathered Member States, the Commission and social partners at cross-industry EU level - ETUC, BusinessEurope, SGI Europe, and SMEunited - and national level. 

Minimum wage growth remains real and substantial for 2026. Many EU Member States with a statutory or national minimum wage have continued to apply more structural uprates, with the aim of reaching a higher percentage value of actual (average or median) wages. The most likely driver of this is the Minimum Wage Directive and its stipulation that countries must adhere to ‘indicative reference values that guide their assessment of adequacy’. At the same time, in a few Member States, progress on reaching targets previously set has been slower. Overall, however, 2026 looks likely to be a good year for many workers on the minimum wage, as they’ll see their purchasing power grow.

Pay gaps between men and women – that is, when women earn less than men for doing the same work or work of equal value, or when the set-up of pay structures and career progression disadvantages one gender over another ‒ can arise for a variety of reasons, including direct and indirect discrimination. They can also stem from an undervaluation of work traditionally carried out by women. The Pay Transparency Directive goes some way towards addressing this by requiring companies to ensure that their pay structures are based on objective, gender-neutral job evaluation that supports the implementation of the work of equal value principle. It also encourages the social partners to take pay equity for the same or equivalent jobs into account in collective bargaining. This article reflects on this principle and how social partners can support its implementation.