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On April 10, 2018, as reported by the parties, the first collective agreement in the gig economy was signed by a digital platform., a Danish platform for cleaning services that connects providers and users, entered into an agreement with 3F, the largest Danish trade union, in a ceremony attended by the Danish prime minister., which currently has 450 cleaning providers (or Hilfrs) for 1700 customers, defines itself as a “socially responsible platform.” The company acknowledges that the gig economy (in which temporary jobs prevail and companies commonly hire independent contractors and freelancers instead of full-time employees) challenges the European social model by demanding innovative solutions that will help achieve the necessary balance between the freedom and flexibility of digital platforms and acquired employment rights.

The Danish platform assures that it has always guaranteed the following conditions to all Hilfrs:

  • An hourly payment in line with the minimum wage established in the collective bargaining agreement of the cleaning sector, with suppliers being able to set a higher wage, particularly when their ratings and reviews justify it.
  • A welfare supplement of 20 krone (2.70 euros) per worked hour to compensate for the lack of social benefits the cleaners would be entitled to if they were employed workers.
  • The company assures that the fee for using the platform is the lowest in the market, amounting to 6% of the price per hour.
  • Insurance covering financial safety, also including an accident insurance and a material insurance.

The new agreement now takes this a step further. First, it distinguishes between freelance workers and Super Hilfrs, the latter being covered by the collective agreement. Cleaners acquire Super-Hilfr status once they have worked 100 hours through the platform, although they can apply to become one even if they have not yet reached this figure.

Also, Super Hilfrs will benefit from the following employment rights:

  • A minimum payment of 141 krone (19 euros) per hour of service.
  • A contribution to their pension fund.
  • Holiday pay allowance.
  • Sick pay.

The agreement, which will enter into force on August 1, 2018, and will run as a pilot agreement for 12 months, does not include unemployment benefit or training for workers, although the plan is to include them later.

Despite the obvious differences between the Danish and Spanish legal-labor framework, making a similar agreement unfeasible in Spain,’s agreement is worth studying as an experiment that aims to break away from the labor relations model in the sector (or, rather, the lack of it), from which we can no doubt draw valuable lessons.



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Abogada del Área de Conocimiento e Innovación de Cuatrecasas. Profesora colaboradora en ESADE


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