Platform economy: challenges and opportunities for wellbeing at work

The emergence of the platform economy, such as e-commerce, offers flexibility and new opportunities, but also poses specific risks to the working environment, working conditions and employee wellbeing. The labour deal responds to these developments by introducing protective measures. Read on to find out how you as an employer can proactively deal with the challenges and opportunities of the platform economy.

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What is the platform economy?

The platform economy encompasses forms of employment where jobs are brokered through digital platforms. Think of the gig economy, where the self-employed or freelancers are often paid by the task or job rather than on an hourly or monthly basis. While this model promotes a lot of freedom and innovation, it also implies challenges in terms of employee wellbeing.

What are challenges in the platform economy?

Employees in the platform economy are at risk of:

  • Influence of Artificial Intelligence (AI):
    AI technology is increasingly being used to assign jobs, monitor performance, and automate certain tasks. This may mean that the employees and self-employed who perform these jobs have very little influence on the quantity and organisation of their work (work organisation and autonomy). The technology rules their lives. That is why it is important that employers monitor job content, working conditions, working relationships, living conditions at work and work organisation.
     
  • Privacy and data protection:
    Digital platforms collect and process a lot of data about employees. As an employer, it is important to communicate this clearly. Experiencing insufficient privacy at work, in addition to the feeling that 'big brother' controls your work, can have psychosocial  consequences.
     
  • High working pressure and flexibility:
    The flexibility of the platform economy can cause employees to impose a high work pressure on themselves. More work means more income, but also more stress and less free time. Regularly raise awareness of this 'self-exploitation'.  
     
  • Frequency and duration of waiting times
    In this sector, waiting is often part of the job. The time between two jobs can be very stressful  if the wait is long and the employee is not paid to wait. As an employer, watch out for this and try to limit the frequency and duration of waiting times as much as possible and, if necessary, plan them in such a way that they are real breaks.
     
  • Working rhythm vs biological clock
    A typical phenomenon in the platform economy is working outside office hours. As a result, your working rhythm is not in line with that of your friends and family and your biological clock. A good prevention policy and, in risk cases, proper monitoring by the occupational doctor is the key to limiting the psychosocial effects (sleep problems, alienation) and physical effects (gastrointestinal complaints, overweight, diabetes) as much as possible.
     
  • Accidents at work
    The platform economy encompasses a number of risky jobs, such as bicycle couriers, who have to perform under time pressure and often have to travel in heavy traffic. A thorough prevention policy for accidents at work  is thus an absolute must.

How does the labour deal contribute to better regulation?

The labour deal recognises these complex challenges and introduces measures aimed at facilitating:

  • Clear criteria for employment contracts
    By establishing strict criteria, the risk of false self-employment is reduced, so that employees receive the protection they deserve.
     
  • Obligation of insurance and social protection
    Platform workers must be insured against accidents at work   and have access to supplementary social security measures through collective agreements.
     
  • Integration of technological aspects
    Attention is paid to the ethical use of AI, so that algorithms function transparently and fairly and discrimination is prevented. In addition, measures are taken to ensure the privacy of employees and to regulate the processing of personal data.
     
  • Prevention of high work pressure
    The focus is on a balanced work distribution and a healthy work-life balance, so that the benefits of flexibility do not come at the expense of the employees’ wellbeing.

How can IDEWE assist me with this? 

At IDEWE, we believe that a healthy workplace starts with identifying risks and taking appropriate measures. Our experts can assist you with:

  • Risk assessment  and prevention:
    We help you identify the specific risks within the platform economy and advise you on which preventive measures you can take to promote your employees’ wellbeing.
     
  • Training   
    Organise workshops and training courses to make platform workers and managers aware of the challenges and opportunities within this new way of working.
     
  • Policy implementation:
    With our practical tools and checklists, you can develop a clear and effective policy that meets the requirements of the labour deal   and your organisation's needs.

Get started:

  • Discover our services for the prevention of stress and burnout .
  • Schedule your medical examination  on time.
  • Register for our training course: ‘Ne vroege en ne late’ (an early shift and a late shift): training course for employees on shift work and health
  • Prevent accidents at work.

Need advice or help? 

Contact our experts to find out how you can optimise the balance between flexibility and protection in the workplace.

Contact our experts