Recital 47

Digital labour platforms make extensive use of automated monitoring systems and automated decision-making systems in managing persons performing platform work. Monitoring by electronic means can be intrusive and decisions taken or supported by such systems, such as those related to the offer or assignment of tasks, the earnings, their safety and health, their working time, their access to training, their promotion or status within the organisation and contractual status, directly affect the persons performing platform work, who might not have a direct contact with a human manager or supervisor. Digital labour platforms should therefore ensure human oversight and regularly, in any event every two years, carry out an evaluation of the impact of individual decisions taken or supported by automated monitoring systems or automated decision-making systems on persons performing platform work including, where applicable, their working conditions and equal treatment at work. Workers’ representatives should be involved in the evaluation process. Digital labour platforms should ensure sufficient human resources for the purpose of such oversight and evaluation. The persons charged by the digital labour platform with the function of oversight should have the competence, training and authority necessary to exercise that function and in particular the right to override automated decisions. They should be protected from dismissal, disciplinary measures or other adverse treatment for exercising their functions. In addition, it is important that digital labour platforms tackle systematic shortcomings in the use of automated monitoring systems and automated decision-making systems. Therefore, where the oversight activities identify a high risk of discrimination at work, or the infringement of rights of persons performing platform work, digital labour platforms should take appropriate measures to address them, including the possibility to discontinue such systems.