For platforms, marketplaces & agencies with EU freelancers

Are your freelancers about to become employees?

The EU Platform Work Directive takes effect 2 December 2026. It creates a legal presumption that platform workers are employees — and it's the platform's job to prove otherwise. This 2-minute check flags whether your setup looks like the kind the directive targets.

Start the free check →

No signup required. Takes about 2 minutes.

Why this matters right now

The burden of proof flips

If your platform shows signs of "control" over how people work, the worker is presumed an employee by default — you have to prove they're genuinely independent, not the other way around.

Every EU country decides its own triggers

Member states must transpose the directive into national law by 2 December 2026. Each one sets its own specific criteria for what counts as "control."

Scope is broader than gig apps

Freelancer marketplaces, staffing platforms, and portal-run agencies can all be caught — not just ride-hailing and delivery apps.

Quick check

Answer for how your platform works today. Be honest — this is just for you.

1. Do you assign tasks or jobs to workers (e.g. an algorithm or dispatch system decides who gets what), rather than workers freely choosing?
2. Do you set or strongly influence the price paid for the work, rather than the worker and client negotiating freely?
3. Do you electronically monitor performance — ratings, GPS, time tracking, completion rates, response times?
4. Can you restrict, suspend, or deactivate a worker's account based on performance or conduct?
5. Do you restrict workers from working for competitors, or penalise them for turning down work?
6. Which countries are your workers based in? (select all that apply)

Important

This tool is for general awareness only and is not legal advice. The EU Platform Work Directive (2024/2831) must be transposed into national law by each EU member state by 2 December 2026; at the time of writing, several countries' implementing legislation is still in progress and details may change. Always confirm your specific situation with a qualified employment lawyer in the relevant country before acting on this result.