Platform work rules are changing: what does the new law mean for couriers, taxi drivers, and platforms?

1. The platform must explain how the algorithm affects work

Platforms use automated systems for, among other things, assigning tasks, calculating remuneration, monitoring activity, and restricting access to accounts.

Under the new rules, platform workers must be able to obtain clear information about which automated systems affect their work and the principles on which important decisions are based.

This means that situations where the system reduces remuneration, restricts access to orders or affects a person's ability to work through the platform without a clear explanation should become significantly more transparent.

2. An explanation of an important decision may be requested

A platform worker will have the right to request an explanation of a decision made or significantly influenced by an automated system.

A written explanation is particularly important if the decision concerns, for example:

• restricting, suspending or closing an account;
• refusal to pay remuneration for work performed;
• the person's contractual status;
• other decisions that significantly affect a person's ability to work through the platform.

If the person disagrees with the explanation provided, they can request that the decision be reviewed. Under the EL Platform Work Directive, the platform must provide a reasoned response to such a request without undue delay and no later than within two weeks.

3. Account closure must not be decided solely by an algorithm

One of the most specific changes concerns a person's access to the platform.

A decision to terminate, suspend or significantly restrict an account or contractual relationship must be made by a person.

This means, for example, that a courier's or ride-hailing driver's access to the platform should not be permanently blocked solely on the basis of a decision made by an automated system.

4. Not all couriers and taxi drivers will automatically become employees

The new regulation does not mean that everyone working through Bolt, Wolt or other platforms will automatically become an employee under an employment contract.

What matters is how the work is actually organised.

When assessing an employment relationship, it is necessary to consider, among other things, whether the platform directs or controls the person's work. Such control may also be exercised algorithmically, for example through:

• through the assignment of tasks;
• by determining remuneration;
• by monitoring the person's activity;
• by restricting the account or work opportunities.

Therefore, the name of the contract alone is not decisive. What matters is the actual substance of the relationship.

5. An appropriate contract may be required for work resembling an employment relationship

If a platform worker believes that their work is actually performed under conditions similar to a conventional employment relationship, they can request a contract that reflects the true nature of the work.

If the platform disagrees, the dispute can be taken to a labour dispute committee or court.

According to the explanation provided by the Government and the Ministry of Economic Affairs and Communications, in such a dispute the platform must prove that the person is in fact operating as an independent service provider.

6. What does this mean for an independent service provider?

A person may continue to work through a platform as an independent service provider. The purpose of the bill is not to prohibit this form of entrepreneurship or turn all platform workers into employees.

The change primarily concerns situations where the form of the contract and the actual work arrangements do not match.

If a person decides independently when and how much to work, bears the business risk themselves, and the platform does not direct their activities in a way that resembles employer control, the independent service provider model may continue to be justified.

7. Platforms must make automated systems more transparent

For platforms, the draft legislation means a greater obligation to explain how their automated monitoring and decision-making systems work.

It must be clearer to platform workers which systems affect, for example:

• the distribution of work tasks;
• how remuneration or the price of work is determined;
• the assessment of work performance;
• access to orders;
• the ability to use the account;
• other important working conditions.

A person must also be able to communicate with a platform representative who can explain the reasons for an important automated decision.

8. Not all employee data may be processed using algorithms

The EL rules on platform work also restrict which personal data may be used by automated systems.

The restrictions concern, for example, assessing a person's emotional or psychological state, processing private conversations and drawing conclusions based on certain sensitive personal data.

As a general rule, a platform should also not collect work-related data about a person when they are not performing or offering platform work.

9. Algorithm-related health risks must also be assessed for employees

If a person works through a platform in an employment relationship, occupational health and safety risks related to automated management must also be taken into account.

For example, automated systems must not be used in a way that places undue pressure on an employee, forces them to work at a dangerously fast pace, or endangers their physical or mental health.

This part of the regulation primarily concerns platform workers who have an employment relationship.

What should a courier or ride-hailing driver know about this now?

The most important thing to understand is that, in the future, a platform's algorithm should not be a completely opaque “black box” for the individual.

If a system's decision significantly affects pay, access to orders, use of an account or other important working conditions, the person must have more opportunities to find out why the decision was made and, if necessary, request a human review.

The question of how the work is actually organised is also becoming more important. The title of the contract alone does not determine whether a person is an employee or an independent service provider.

Frequently asked questions

Will all Bolt and Wolt couriers receive employment contracts?

No. The draft law does not automatically turn all platform workers into employees. The existence of an employment relationship depends on the actual work arrangements.

Can an algorithm close a courier's or taxi driver's account?

An automated system may support the decision, but the final decision to terminate, suspend, or significantly restrict an account or contractual relationship must be made by a person.

Does the platform have to explain why remuneration or work opportunities have changed?

If a decision has been made or supported by an automated decision-making system and the decision significantly affects a person's work, they have the right to receive an understandable explanation of it.

Can a platform's decision be challenged?

Yes. Platform workers must be able to request a review of an important decision. The EL directive provides a maximum of two weeks for issuing a reasoned response to such a request.

Is the new law already in force?

No. On 27 August 2026, the government approved the bill. It is not yet a law in force. The bill must go through the legislative process.

Official sources

Majandus- ja Kommunikatsiooniministeerium: “Clearer rules will be established for platform work”

Vabariigi Valitsus: annotated agenda for the 27.08.2026 meeting

EUR-Lex: Directive (EL) 2024/2831 of the European Parliament and of the Council on platform work

The article was prepared based on information available as of 31 August 2026. At the time of publication, the Platform Work Act is a draft law and its content may change during the legislative process.