Only competitive companies can create quality jobs
Statement on the European Commission’s proposed Quality Jobs Act
May 2026
Summary
The Quality Jobs Act announced by the European Commission addresses the problem at the wrong place. Instead of reducing existing EU burdens, it risks creating new ones. The stated goal of reducing EU bureaucracy by at least 25 per cent must also be achieved in the field of employment and social affairs. So far, no concrete proposals have been put forward to this effect. The EU needs a genuine labour market omnibus that provides tangible relief for businesses and simplifies existing rules. The Commission’s new regulatory plans, set out in a Quality Jobs Act across six dimensions, threaten to undermine this objective. Instead of creating new obligations, the package must support businesses in offering quality jobs within the EU. To this end, the Quality Jobs Act must meet the following requirements across the six planned dimensions:
- The existing EU framework on AI and algorithmic management at work must be simplified as a matter of urgency instead of introducing further bureaucratic hurdles. Existing double regulation must be dismantled and the use of AI in the workplace promoted rather than hindered.
- The Workplace Directive and the Display Screen Equipment Directive must be simplified and made less bureaucratic. Liability and obligations must be strictly limited to those workplaces where employers actually have legal access and control.
- The Commission must refrain from introducing new rules on subcontracting. Existing requirements are sufficient; they simply need to be consistently enforced and monitored by the Member States.
- Successful economic transformation cannot be achieved through regulation alone. It requires tailored, market-based solutions. Uniform European requirements would fail to reflect the diversity of transformation processes and slow down change.
- The enforcement of EU legislation is the responsibility of the Member States: weaknesses in labour inspections and authorities must be addressed. Workable and proportionate legislation facilitates enforcement.
- Social partner agreements must always take precedence over new EU regulations. These enable tailored and practical solutions for the world of work..
The complete Statement is available for download in the right-hand margin.
Contact:
BDA | German Employers
Confederation of German Employers' Associations
EU Transparency Register: 7749519702-29
BDA is the central business association organising the social and economic policy interests of the entire German economy. We pool the interests of one million businesses with around 30,5 million employers. These businesses are associated with BDA through voluntary membership of employer associations.
Statement as PDF
AI at work: foster innovation instead of new legislation
Position paper on a possible EU legislative initiative on AI and algorithmic management at work
February 2026
Summary
The EU’s approach to protecting workers in the digital age has created potential challenges in terms of legal clarity and practical implementation, some of which are harmful to European competitiveness and need to be resolved. Therefore, EU Commission President von der Leyen’s announcement to make business easier in the EU and “to simplify, consolidate and codify legislation to eliminate any overlaps and contradictions” is significant. The use of Artificial Intelligence (AI) and algorithmic management (AM) at work is already regulated by too many EU laws, creating a complex legal landscape that employers and workers must navigate.
AI and AM are central to further developing job quality, and they should drive productivity and transformation to safeguard the EU’s technological sovereignty, social model, and competitiveness. Yet current policy developments raise concerns. The EU Commission’s announced “Quality Jobs Act” should not contradict von der Leyen’s promise and hamper the positive effects of AI and AM. Instead, the following principles should be followed:
Europe must become attractive for the use of AI at work to strengthen competitiveness. For that, it is crucial to promote the dissemination of new technologies and to simplify, harmonise, and enforce the existing AI legal framework. Re- and upskilling the workforce and leveraging EU initiatives such as the AI Continent Action Plan are important to navigate an innovation-supporting environment and safeguard European values.
There is no need for further EU regulation on “AI at the workplace.” Instead, priority should be given to the effective deployment of AI and regulatory simplification, including the Digital Omnibus. This simplification is necessary to enable businesses to fully leverage digital technologies for quality jobs.
It is central to enforce the once-only principle regarding existing legislation on AI and AM. AI at work is already extensively regulated – at both EU and national levels. This applies even more to the broader concept of AM at work since it encumbers many long-established labour practices. Numerous duplications in the existing legislation need to be addressed and resolved including the AI Act, Platform Work Directive, General Data Protection Regulation, and occupational health and safety frameworks.
Gold-plating in Member States must be prevented. The AI Office should ensure consistent enforcement and a business-friendly environment.
Collective bargaining by social partners must be strengthened. Collective agreements must take precedence over additional EU legislation, as they can best address national and sectoral needs.
