The European Union is going to set up a single digital portal with the aim of creating a single digital environment for reporting posted workers. The new platform is intended to replace fragmented national systems and significantly reduce administration for employers. We have summarized what the new system will bring for you in the article.
The European Union has long sought to remove administrative obstacles that complicate the cross-border provision of services. The legal framework for the posting of workers was first laid down by Directive 96/71/EC of the European Parliament and of the Council concerning the posting of workers in the framework of the provision of services (the ‘Posting of Workers Directive’), which defined the basic rules for the protection of workers temporarily posted to another Member State. This regulation was subsequently supplemented by Directive 2014/67/EU, which aimed to strengthen the enforcement of posting rules and improve administrative cooperation between EU Member States, in particular through requirements for notification of postings, retention of documentation and compliance checks. Another important change was brought about by Directive 2018/957/EU, which introduced the principle of “equal pay for equal work in the same place” and strengthened the protection of posted workers.
Although these legislative changes have contributed to increasing the protection of employees and more effective supervision of the cross-border provision of services, they have also led to the implementation of different national reporting systems and the establishment of administrative requirements in individual EU Member States. Sending employers are thus often faced with the need to comply with similar registration obligations through various national portals and forms.
In response to this situation, in June 2026, the Council of the EU, together with the European Parliament, announced a provisional agreement on the EU Single Digital Platform, which is one of the first steps towards achieving the ‘One Europe, One Market’ plan. This plan aims to eliminate the fragmentation of the EU’s internal market, halt its economic slowdown, fully integrate the single market and thus strengthen the EU’s competitiveness by the end of 2027.
EU Member States may choose to use the Single Digital Platform instead of their national systems. However, once they have chosen this option, they must use it exclusively and must not require any further reporting or notification.
The aim of the Platform is to create a single European digital environment for reporting posted workers, which will be linked to the Internal Market Information System (IMI).
The result is to be a multilingual public interface through which employers will submit notifications of the posting of workers. It will include a standardised electronic form, the possibility of uploading related documents, electronic communication between employers and the competent authorities, and access by the posted workers themselves to electronic extracts of their posting notices.
However, the creation of a uniform form does not necessarily imply a uniform approach by Member States to the scope of the information requested. Member States that decide to use the platform will not be able to request information beyond the scope set by the platform, but they may decide to request less information. On the other hand, however, it cannot be ruled out that as a result of this approach, the European Commission will set the required scope of information very broadly, in order to cover the current spectrum of data required by individual Member States. This fact could subsequently constitute one of the key factors motivating Member States to participate in the platform.
Although the initiative is generally perceived very positively, employers should not expect the immediate removal of all administrative obstacles. One of the most significant characteristics of the new system is the fact that its use will be voluntary for Member States. States will be able to decide whether to implement the platform as a replacement for their existing national systems. If they join, they will not be able to require further parallel notifications through national platforms. However, if they do not, they will continue to use their own national procedures. In practice, the single European platform and national registration systems can work side by side for a certain period of time.
It is also important for employers to realize that digitalisation does not mean easing controls. On the contrary. The new system is intended to increase transparency, simplify the sharing of information between national authorities and enable more effective control of compliance with the rules on the posting of workers. The European Commission expects that a simpler process will lead to a reduction in the number of cases of non-compliance with the law and at the same time strengthen the protection of the rights of posted workers. Employers will therefore have to place even greater emphasis on the accuracy and completeness of the data provided.
1. Uniform form
The Platform introduces a single electronic form for reporting posted workers, which will be available in all official EU languages. The aim is to unify the hitherto fragmented national processes. The Platform also sets out the scope of information required, which cannot be exceeded by Member States, but can be reduced. It will allow posting companies to upload documents related to the posting of workers, replacing the existing national procedures in the participating EU Member States.
2. Significant reduction of administrative burden
It is estimated that the use of a standardised electronic form can reduce the time needed to submit a notification by up to 73% compared to the current situation. The information contained in the posting notification will be directly accessible via IMI to the competent authorities of both the host and home EU Member States, making administrative cooperation faster and simpler.
3. Member States’ involvement will be voluntary
Member States will not be obliged to use the platform. While this is an important step towards harmonisation, it is likely that the European portal and national registration systems will work side by side.
4. More effective communication
The platform will allow for the uploading of related documents, their electronic validation and direct communication between employers and competent authorities. Electronic communication with the competent authorities will take place directly through the platform, for example when correcting or completing data in the posting notice.
5. Attitude of posted workers
The system will allow posted workers to access electronic records of their posting.
The provisional agreement leaves the existing rules on the posting of workers unchanged. Its main objective is to reduce administrative fragmentation across Member States through the introduction of a single electronic system for reporting the posting of workers.
Situation in the Czech Republic
While the EU Single Digital Portal initiative is an important step towards harmonising the reporting of posted workers in the EU, it is important to mention that the Czech Republic has not yet decided whether its national portal should be replaced by the European solution. The Ministry of Labour and Social Affairs, which oversees the posted workers agenda, considers it appropriate to first assess how the proposed system works in practice, including its benefits, administrative implications, user-friendliness and potential for further integration. Only once there is sufficient experience with the system in real-world operation will the Czech Republic be able to responsibly assess whether joining the system would provide added value compared with the existing national solution.
The Czech Republic continues to operate its own national portal for reporting the posting of workers. Reporting obligations in the Czech Republic are fulfilled through the portal of the State Labour Inspection Office (SÚIP), which was launched in 2024 following the digitalisation of the posting of workers agenda. The notification is submitted before the start of the posting and the employer is also obliged to fulfil other obligations arising from Czech labour legislation, including the retention of documentation related to the posting.
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