New Law on Work Performed Through Digital Platforms: What Changes Does It Bring?
On 23 September 2026, the National Council of the Slovak Republic adopted the new Act on Work Performed Through Digital Labour Platforms and on Amendments to Certain Acts, introducing a specific legal framework governing work performed through digital platforms.
On 23 September 2026, the National Council of the Slovak Republic adopted the new Act on Work Performed Through Digital Labour Platforms and on Amendments to Certain Acts, introducing a specific legal framework governing work performed through digital platforms. The new legislation will primarily affect entities operating in the delivery and transport services sectors, as well as other businesses that organise work through digital platforms and use automated monitoring or decision-making systems.
The adoption of the Act is linked to the transposition of Directive (EU) 2024/2831 of the European Parliament and of the Council of 23 October 2024 on improving working conditions in platform work into Slovak law.
According to the explanatory memorandum, the new legislation aims to respond to the rapid development of the digital economy and emerging forms of work organisation through digital labour platforms. In particular, the Act seeks to improve the working conditions of persons performing platform work, ensure the correct determination of their employment status, enhance transparency and predictability in platform work, and establish appropriate safeguards concerning algorithmic management and automated decision-making.
The practical importance of correctly determining the employment status of persons performing platform work is also illustrated by foreign case law. The question of whether platform workers perform their work as employees or as self-employed individuals has been the subject of numerous legal disputes. For example, in its decision of 22 May 2025 (KHO:2025:41), the Supreme Administrative Court of Finland concluded that couriers working for Wolt performed their work within an employment relationship. In assessing their employment status, the Court considered, in particular, the actual degree of subordination of the couriers, the company's contractual powers, and the possibilities for monitoring and controlling work performance through the digital platform.
The most significant changes include the introduction of a legal presumption of the existence of an employment relationship, enhanced protection of personal data, regulation of algorithmic management, expanded mechanisms for protecting the rights of persons performing platform work, and new obligations imposed on digital labour platforms and intermediaries towards the competent public authorities.
The new Act will enter into force on 2 December 2026.
Below, we take a closer look at the most significant changes introduced by the new legislation.