Given the very specificity of this labour niche over and above the information aforementioned the employer shall provide the employee within the first day of the worker’s employment date with the following information in written or electronic format as long as it can be printed or stored:

– information on the automated monitoring system which are sued to monitor, supervise or evaluate the work performance of platform workers through electronic means.
– Information on automated decision-making systems which are used to take or support decisions that will significantly impact or affect the platform workers’ working conditions, in particular their access to work assignments, their earnings, their occupational safety and health, their working time, their promotion and the status relating to their employment, including the restriction, suspension or termination of the workers’ digital account.
– information on how the main parameters that such systems take into account and the relative importance of those main parameters in the automated decision-making system, including the way in which the platform workers’ personal date or behaviour influence decisions
– information on which grounds for the decisions to restrict suspend or terminate the platform worker’s account or any decisions with similar effect.

Employers are also obliged to make available the above information to the Department for Industrial and Employment Relations and the respective representatives of the workers upon request within a reasonable timeframe.