Published on 10th July 2025
At first glance, the International Labour Conference’s (ILC) discussions to establish global regulatory standards on platform work might seem distant or overly technical—something for policymakers and legal scholars to debate. But make no mistake: what the International Labour Organisation (ILO) is cooking has direct implications for recruiters and staffing firms across the UK and beyond.
Understanding these developments isn’t just about compliance—it’s about foresight. The way online labour platforms are regulated globally will shape labour market dynamics, client expectations, and candidate engagement strategies for years to come. The upcoming ILO standards might also inspire national legislators on how to regulate platform work services. For recruitment leaders looking for growth, this is a moment to tune in, not tune out.
With millions of workers now accessing work through digital labour platforms and growing concerns over the lack of protections such as fair pay, social security, and transparency in algorithmic management, the ILO’s process aims to establish international standards to ensure decent work in the digital economy.
Two weeks of negotiations at the ILC 2025 made progress toward proposing a legally binding Convention on platform work, complemented by a non-binding Recommendation. For the Employers’ Group, including the World Employment Confederation (WEC), it was essential to avoid an overly prescriptive approach and allow adaptation to national contexts. The world of online platforms is highly varied, and no one-size-fits-all approach could accommodate such a wide range of models.
Employers also focused on avoiding provisions that could stifle innovation or introduce significant uncertainty for businesses—such as those allowing frequent revisions of the regulation.
Another point of contention is the classification of platform workers—whether they should be considered employees or self-employed. Working conditions are largely linked to the employment status. Employers emphasize the importance of not hampering the economic potential of digital labour platforms while respecting fundamental rights, including social protection and freedom of association, and stress the need to balance global standards with national circumstances. It needs to be fully recognised that platform work can be performed both by workers and self-employed people.
As private employment services increasingly adopt digital tools and platforms to meet the needs of clients and workers, the industry must also help shape the frameworks that govern these innovations. In this evolving regulatory landscape, it’s more important than ever for the recruitment industry to speak with a unified voice. That’s why trade associations like WEC play a critical role in ensuring that the realities of modern staffing—particularly the digital transformation of employment services—are understood and reflected in global policy discussions.
WEC’s proactive engagement in international forums like the ILC, the OECD and the G20 demonstrates the value of coordinated advocacy. By putting forward practical recommendations on issues such as worker classification, fair competition, and the adaptation of social safety nets, WEC ensures that platform work can evolve in a way that supports both decent work and economic growth. For staffing firms, participating in such associations isn’t just being part of a club —it’s a strategic investment to help shape the future of work in a way that enables sustainable business growth.
As negotiations continue into 2026, the recruitment industry must stay engaged. These discussions are not just about platform workers—they’re about the future of work itself. By understanding and influencing these trends now, staffing firms can position themselves for sustainable growth in a rapidly evolving market.
Let’s not wait for the regulations to arrive at our doorstep. Let’s help shape them.
First published by The Global Recruiter, July 2025
