Relief from routine
The digital worker reliably handles monotone, backed-up tasks in the background. That way your employees gain real time for work that calls for skill, judgement and genuine attention.
Digital workers · Co-determination
Employee involvement, thought through from day one.
Digital workers change how people work. That is why we involve employee representatives early – transparently, as equals and in line with applicable employee-involvement rules and the EU AI Act.
For the workforce
More time for what matters
Digital workers take the pressure out of everyday work for the workforce – that is the real gain.
Less overload & burnout risk
Unfilled roles lead to constant stress, overtime and growing frustration. Once the gap is closed, the pressure on the existing team drops noticeably – a real contribution to mental health.
More satisfaction at work
Less dull, repetitive desk work and more meaningful, varied activity: those who can focus on demanding tasks experience their working day as noticeably more motivating.
Healthy working conditions
Digital workers support the works council in its task of safeguarding workplace health and safety – and free up room for healthier, more human-centred ways of working.
Secure jobs
The digital worker closes an open gap rather than cutting posts. Employment is stabilised instead of reduced, and the team stays able to act – even at peak times and during staff shortages.
Quality over hurry
Tasks no longer pile up, deadlines are reliably met and backlogs are cleared. Mistakes that arise under time pressure and overload become much rarer – quality goes up.
Tasks, not jobs. Processes, not people.
Our digital workers take on recurring tasks that are left undone today because roles are unfilled. They do not replace employees, they relieve them – and they monitor no one.
For the works council
What the works council gains
Digital workers are not an opponent of the works council, but a lever for its own goals.
Reach your own goals more easily
Good working conditions, health protection and job security are among the core concerns of the works council. Digital workers pay directly into them and make these goals easier to reach.
Co-design instead of just approving
The works council actively helps set the rules of use from the start. The works agreement becomes a design tool rather than a blocker – co-determination that shapes change instead of merely signing it off.
Transparency over processes
It is traceable at all times which tasks are automated and which data is used. That creates a solid, fact-based basis for the decisions and oversight of the council.
Informed early and well
The works council is on board from the pilot phase – with prepared documentation and an expert-review pack, so representatives can bring in independent expertise without losing time.
Strengthen your own role
The works council becomes visible as an active shaper of change – not as a brake. That strengthens its position with management and builds trust across the whole workforce.
No job cuts as a trigger
Because no posts are cut and unfilled gaps are closed instead, formal restructuring or redundancy consultations are, as a rule, avoided from the outset.
No surveillance. Full stop.
Our digital workers measure processes, not people. There is no individual performance monitoring and no behavioural profiling of individual employees.
GDPR & EU AI Act: Data protection, EU data residency, human-in-the-loop and the requirements of the EU AI Act are a fixed part of the solution. You will find all the details on our dedicated AI Privacy page.
Council assistant
A digital assistant – for the works council too
It is not only the business units that benefit: on request, the works council gets its own assistant for its committee work.
What it can do for the works council
- Explain employee questions about works agreements in plain language
- Keep track of deadlines, appointments and follow-ups
- Prepare meetings: bundle documents, structure motions
- Search the council's own documents (agreements, minutes)
- Collect employee concerns and sort them by topic
Where its limits are
- Does not replace legal advice or independent experts (that right remains)
- No evaluation or assessment of individual employees
- Data residency in the EU, access for the works council only
- The human decides – the assistant only provides input
- Details on data protection on the AI Privacy page
Involvement
We bring the works council on board
A clear, prepared process – so involving the works council speeds up the timeline instead of slowing it down.
Inform early
The works council is involved during the pilot phase (PoC) – not only at rollout.
Works agreement
A field-tested template works agreement is ready and is adapted together.
Expert-review pack
Technical documentation, data flows and data-protection details – ready for independent expert review.
Transparent go-live
Templates for informing employees and their representatives, in line with the EU AI Act (Art. 26(7)).
The works-council kit – free
Template works agreement, FAQ for the works council, a clear one-page brief for employees and the expert information pack – bundled in a single download.
What works councils and HR ask us
The most common questions about relief, co-determination and the council assistant.
What do our employees actually gain?
Relief from routine and backlog, less constant stress and overtime, and more time for meaningful work. The goal is healthier, more stable working conditions – not more pressure.
Do digital workers lead to job cuts?
No. The digital worker takes on tasks that are left undone today because roles are unfilled. It closes a gap rather than creating one – headcount reduction is not the point.
Are employees monitored?
No. The system measures processes, not people. There is no individual performance monitoring. What is recorded is agreed together in a written works agreement.
Can the works council get its own digital assistant?
Yes. On request we provide the works council with its own assistant that helps with routine – such as deadlines, documents and employee queries. It does not replace legal advice and does not evaluate individual employees.
Do we need a formal works agreement?
Where a system could be used to monitor performance or behaviour, involving employee representatives and agreeing clear rules is typically expected – for example under works-council arrangements or the UK ICE Regulations 2004. We treat it as a normal, planned step and provide a template that speeds it up.
The works council wants to bring in an independent expert.
That is their right. We provide a prepared information pack that speeds up the review and see expert involvement as part of a professional approach.
Legal notice
This page describes our general approach to involving employee representatives. It is not legal advice – what applies are the actual circumstances at your organisation and the relevant statutory and contractual bases (e.g. a works agreement or collective agreement).