A report released earlier this year, titled “Collective Bargaining Practices on AI and Algorithmic Management in European Services Sectors,” is providing an in-depth analysis of how artificial intelligence (AI) and algorithmic management are being integrated into workplaces and the subsequent collective bargaining practices that have emerged in response. This study, prepared by UNI Europa and the Friedrich Ebert Stiftung (FES) Competence Centre on the Future of Work, explores the increasing use of AI in various industries, particularly within the service sectors, and highlights the challenges and opportunities this technology presents for both employers and employees.
The report begins by detailing the current state of AI and algorithmic management systems (AAMS) in the workplace. AI systems, defined as machine-based systems capable of making predictions, recommendations, or decisions with limited human oversight, are becoming more prevalent. These systems are often marketed for their ability to enhance efficiency and objectivity by reducing human subjectivity. However, they can also perpetuate and amplify existing disparities and biases, leading to concerns about algorithmic bias, unjust handling of employee data, and encroachments on personal privacy.
The primary focus of the report is on collective bargaining practices related to AI in the service sectors across Europe. The findings are based on a combination of desk research, an original survey of 148 trade union representatives from 32 countries, and an analysis of 31 collective agreements that already include provisions related to AI. The survey reveals that while bargaining on AI is still emerging and not yet widespread, there is a growing awareness and need for such negotiations. Approximately 42% of UNI Europa affiliates are currently engaged in discussions and negotiations on AI-related topics, although only 20% of trade unions reported having a collective agreement addressing AI-related issues.
Examples from various European countries illustrate how AI is being incorporated into collective bargaining agreements (CBAs). In Italy, trade unions FILCAMS-CGIL and FISASCAT-CISL reached an agreement with Partesa, a subsidiary of the Heineken Group, regarding the use of a smartphone application for monitoring drivers. In the UK, the GMB union negotiated with Hermes to modify the company’s automated payment system to ensure drivers receive at least the minimum wage and bonuses without needing to request them retroactively. Similarly, in Spain, Telefonica signed a national agreement on the right to disconnect with trade unions UGT and Comisiones Obreras, and the country enacted the “Riders’ Law,” requiring companies to inform workers’ representatives about the criteria and operation of algorithms affecting working conditions.
The survey also identifies key topics of concern in AI-related bargaining. Data protection and privacy are the most commonly bargained topics, followed by the impact of AI on working hours, monitoring of worker activities, and automated scheduling of work shifts. The least bargained topics include AI’s role in the hiring process. Trade unions express a strong desire to negotiate on workers’ rights to challenge automated decision-making and to receive advice from external data experts.
The report concludes that collective bargaining on AI is likely to become increasingly important as the use of technology in workplaces grows. Trade unions are prioritizing issues such as data protection, worker privacy, and the impact of AI on working hours and job quality. By analyzing existing CBAs and surveying trade union representatives, the report provides valuable insights into the current state of AI-related bargaining and highlights best practices that can be adopted by trade unions across Europe to protect workers’ rights in the age of AI.
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