The International Labour Conference adopted Convention No. 193 in June 2026, establishing the first international labour standard dedicated to the platform economy. This Q&A explains what the Convention does, who it covers and what it means for workers, platforms and governments.

What is Convention C193?

The Convention concerning Decent Work in the Platform Economy (C193), adopted by the International Labour Conference in June 2026, is the first international labour standard dedicated specifically to the platform economy. It establishes a global framework to help ensure that technological innovation and new business models go hand in hand with workers’ rights, fair competition and sustainable economic growth.

Why is this Convention important?

C193 is the first global framework for the world of work dedicated to the platform economy and the first international standard developed specifically to address  the impact of digitalization on the world of work. It seeks to ensure that all platform workers, regardless of their status in employment, can benefit from fundamental rights and appropriate protections, while recognizing the opportunities created by digital labour platforms. The Convention also marks the success of the first ILO standard-setting discussion focused specifically on the impact of the digital transition on the world of work, demonstrating that governments, employers and workers can work together to address emerging challenges through social dialogue.

Who is covered by the Convention?

The Convention applies to digital labour platforms and digital platform workers, whether they are in an employment relationship or not, including self-employed workers. It covers both location-based and online platform work. 

Does the Convention require all platform workers to be classified as employees?

The Convention does not impose a particular employment classification. Instead, it requires Member States to take measures to ensure that status in employment is correctly determined. Factual reality, and not solely contractual clauses, will provide guidance for that purpose.

Does the Convention prohibit self-employment or platform work?

The Convention does not prohibit self-employment or any particular business model. Its objective is to ensure that platform workers enjoy appropriate rights and protections regardless of their status in employment.

What rights and protections do the Convention provide?

The Convention addresses a broad range of issues, including:

• Fundamental principles and rights at work;
• Occupational safety and health;
• Violence and harassment;
• Promotion of decent work opportunities;
• Remuneration or payment;
• Social security;
• Impact of the use of automated systems based on algorithms on workers;
• Data protection and privacy;
• Suspension, deactivation and termination;
• Protection of migrants and refugees;
• Access to justice.

What does the Convention say about algorithms and artificial intelligence?

The Convention contains provisions on the impact of the use of automated systems based on algorithms, including automated decision-making systems. It promotes transparency, safeguards, and access to review mechanisms when such systems affect workers. While the Convention does not explicitly refer to artificial intelligence, its provisions apply to automated systems used to monitor or evaluate work or to generate decisions relating to work, including those that may incorporate AI technologies.

Does the Convention contain provisions relating to migrant workers and refugees?

The Convention requires Member States to take measures to prevent abuses and to protect migrant workers and refugees.

Can digital labour platforms avoid the application of the Convention by operating through intermediaries or across borders?

The Convention recognizes that platform work is often organized across borders and may involve intermediaries. It includes provisions aimed at ensuring the effectiveness of its protections. These include a requirement to implement the Convention in relation to digital labour platforms, as well as intermediaries operating in its territory, and to clearly define the respective responsibilities of platforms and intermediaries. Member States must also implement the Convention in relation to digital platform workers who work on their territory. The resolution adopted together with the Convention underlines that some digital labour platforms operate across borders, making cooperation between Member States particularly relevant for the implementation of the Convention.

Does the Convention reduce existing rights for digital platform workers who are classified as employees?

The Convention does not in any manner negatively affect digital platform workers’ rights that are already recognized in certain Member States, including for those who are classified as employees. Instead, it establishes a floor of protections and introduces safeguards in areas that have become increasingly important in the digital economy, including algorithmic management and data protection. The Convention seeks to ensure that the protection afforded to digital platform workers is not less favourable than that granted to other workers with the same status in employment. In other words, digital platform workers who are employees should not be less protected than other categories of employees.

Will the Convention reduce flexibility in platform work?

The Convention is not intended to reduce or eliminate flexibility. On the contrary, it is drafted in a way that offers a significant degree of flexibility to Member States in the implementation of its provisions. However, flexibility needs to be accompanied by appropriate rights, protections and safeguards for workers.

How will the Convention affect digital labour platforms?

The Convention promotes responsible business conduct, fair competition and sustainable growth in the platform economy. It establishes common principles and protections while leaving Members flexibility to determine how they implement its provisions in accordance with national law and practice.

Will the Convention apply immediately in all countries?

Like all ILO Conventions, C193 becomes legally binding only for those Member States that ratify it. Once ratified, it must be implemented through national laws, regulations, policies, collective agreements or other measures, in accordance with each country's legal system and national practice. Even before ratification, the Convention can provide important policy guidance for governments, employers, workers, and digital labour platforms.

How does the Convention address informality in the platform economy?

The Convention applies to digital platform workers in both the formal and informal economy. It recognizes that digital labour platforms can create pathways towards formalization and requires Member States to take appropriate measures to facilitate the formalization of work performed through digital labour platforms, including the registration of self-employed workers. 

Other provisions can also support formalization by promoting transparency, facilitating access to social security, supporting the determination of status in employment, and strengthening implementation and enforcement. The Convention does not prescribe a single model of formalization. Member States retain flexibility regarding the measures they adopt in accordance with national law and practice.

Convention C193

Convention concerning decent work in the platform economy, 2026

Read the convention