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From Algorithms to Agreements

09. November 2026

From Algorithms to Agreements: Trade Unions Take on AI

A European study reveals that trade unions are increasingly negotiating agreements on artificial intelligence and algorithmic management in the workplace. The findings highlight the importance of ensuring that workers and their trade unions have a meaningful say in how new technologies are introduced and used.

Artificial intelligence (AI) is already transforming jobs, work organisation and management practices across the European labour market. While these developments create new opportunities, they also raise important questions about workers’ rights, data protection, job security and employees’ influence over their working conditions.

A new study by the Friedrich-Ebert-Stiftung (FES) and UNI Europa, launched on 12 October 2026, shows that trade unions across Europe are increasingly addressing these issues through collective bargaining. The study is the result of three years of cooperation between UNI Europa, FES Future of Work and two research partners, the Central European Labour Studies Institute (CELSI) and the WageIndicator Foundation. It examines how AI and algorithmic management are being addressed in collective agreements across the European services sector.

Artificial intelligence is also about power and influence

Speaking at the launch of the study, Oliver Roethig, Regional Secretary of UNI Europa, emphasised that the debate about AI in the workplace was not simply about technological progress. It was also about who makes decisions on how technology is used and whose interests it serves. Roethig pointed out that the research demonstrates how trade unions are already negotiating clear rules on the use of AI. Workers do not have to remain passive observers of technological change; they can play an active role in shaping it.

Knut Dethlefsen, Director of the FES Competence Centre for the Future of Work, echoed this message. He stressed that a fair digital transition requires not only clear legislation but also meaningful participation by workers and their representatives in decisions concerning technological change.

108 collective agreements contain provisions on AI

The researchers analysed 108 collective agreements containing provisions relating to artificial intelligence or algorithmic management, alongside survey data. Algorithmic management refers to the use of computer systems and automated decision-making to organise, allocate, monitor or evaluate employees’ work.

The study identified several important findings:

55% of survey respondents were aware of collective bargaining concerning AI.
Collective bargaining on AI has increased since 2023, particularly in Spain.
Training, worker involvement and data protection are among the most common subjects covered by these agreements.

Marta Kahancová, one of the study’s authors, noted that existing collective bargaining structures already provide trade unions with opportunities to address the impact of AI.

The researchers also maintain a database of relevant collective agreements, which is continuously updated as new agreements are concluded.

Examples from Italy and Norway

The launch event also featured examples of how trade unions have already made progress in negotiating agreements on the use of artificial intelligence.

Federica Cochi, President of APIQA CGIL and UNI Europa Professionals and Managers, presented examples from Italy, including AI provisions in collective agreements covering dubbing and audiovisual work. Other examples included a 12-month trial period for an AI tool in the telecommunications sector and an agreement with the energy company Enel to establish a joint committee on AI-related projects.

From Norway, Bjørn Tore Sund, Head of the NITO Ethics Committee, highlighted the importance of improving awareness and understanding of AI among workplace trade union representatives. He emphasised that organisations need to be clear about what they intend to achieve through the use of AI and what the consequences of introducing such technologies might be.

Workers must be involved before technology is introduced

One of the central messages of the study is that workers and their representatives must be involved before decisions are made about introducing new technologies. Consulting employees only after those decisions have been taken is not sufficient.

Fiona Dragstra, General Director of the WageIndicator Foundation, encouraged trade unions to treat the introduction of AI as a significant change to working practices that should be addressed through collective bargaining. She noted that AI could be raised during new rounds of collective bargaining or through additional provisions to existing agreements.

Federica Cochi also urged trade unions to begin discussing AI without waiting until they had acquired all the necessary technical expertise. The priority, she argued, should be to start the conversation and involve workers directly.

An important issue for retail and services

The development of artificial intelligence and the growing use of algorithmic management have particular significance for employees in retail and services. These technologies can affect many aspects of working life, including shift scheduling, task allocation, performance assessment, customer service and employee monitoring. It is therefore essential that their introduction is transparent and that workers’ rights are respected.

Trade unions must also monitor how technological change affects job content, skills requirements and employees’ opportunities for continuing education and professional development. The research demonstrates that collective agreements can play a central role in establishing rules in these areas and ensuring that workers have a meaningful influence over technological developments.

Collective bargaining is essential to a fair digital transition

UNI Europa has warned that proposed changes to European Union regulations, including those associated with the Digital Omnibus initiative, could weaken legal protections for workers. The organisation is calling for binding European rules on the use of artificial intelligence and algorithmic management in the workplace, ensuring that trade unions have the right to negotiate collective agreements and participate in decisions affecting workers.

The study’s central conclusion is that, although artificial intelligence will undoubtedly influence the future of work, the nature and consequences of those changes are not predetermined.

What matters is who gets to shape technological developments, how decisions are made and how the benefits of new technologies are shared.

Trade unions must therefore be active participants in this transformation, ensuring that technological progress contributes to better working conditions, improved skills and stronger rights for workers.

Sources and further information

LÍV is a member of UNI Europa