Although platform work has been studied by many labour law researchers, mainly the unclear labour law status of platform workers as well as possible new avenues to ensure their protection have been discussed. However, platform work is similar to already-regulated atypical work arrangements and the possibilities of the application of these regulations needs to be analysed. The aim of this article is to analyse the applicability of the Fixed-Term Work Directive (1999/70/EC (FTWD)) to platform workers. The question of whether platform work can be regarded as fixed-term employment according to the FTWD is analysed, and also whether the measures to prevent the abuse of successive fixed-term contracts ensure that platform workers avoid being placed in a precarious position. In the example of four platforms (Uber, Deliveroo, TaskRabbit and Amazon Mechanical Turk), it is argued that many platform workers can be regarded as fixed-term workers for the purposes of the FTWD. The existence of a bilateral fixed-term employment relationship between the platform and the worker can be detected in the case of platforms providing transportation and food delivery services. A bilateral relationship also forms between the client and the worker in the case of platforms providing universal services. In the case of crowdwork, a tripartite temporary agency work relationship forms between the platform, the worker and the user, and the Temporary Agency Work Directive (2008/104/EC), rather than the FTWD, should be applied. The measures foreseen in the FTWD to prevent the abuse of successive fixed-term contracts effectively protect platform workers. Nevertheless, if the Member State only restricts the total period of successive contracts, their working conditions are not improved.

尽管许多劳动法研究人员已经研究了平台工作，但主要讨论的是平台工人的劳动法地位不明确，以及为确保其受到保护而可能采取的新途径。但是，平台工作类似于已经受规管的非典型工作安排，因此需要分析应用这些规章的可能性。本文的目的是分析固定期限工作指令（1999/70 / EC（FTWD））对平台工人的适用性。分析了根据FTWD是否可以将平台工作视为固定期限的问题，以及是否采取了防止滥用连续固定期限合同的措施，确保平台工人避免处于不稳定的位置。以四个平台（Uber，Deliveroo，TaskRabbit和Amazon Mechanical Turk）认为，就FTWD而言，许多平台工人可以被视为定期工。在平台提供运输和送餐服务的情况下，可以检测到平台与工人之间存在双边定期雇用关系。在提供通用服务的平台的情况下，客户与工人之间也形成了双边关系。在人群拥挤的情况下，应采用平台，工人和用户之间的三方临时代理工作关系，而不是FTWD，应采用临时代理工作指令（2008/104 / EC）。FTWD中预见的防止滥用连续定期合同的措施有效地保护了平台工作人员。尽管如此，