28 young workers’ representatives from 13 different European countries attended this year's EZA Platform for Young Workers Conference held from 8-12 April 2026 in Herzogenrath / Germany. The Nell-Breuning-Haus once again provided the organisational framework for the multi-day event. The conference focused on how digital working methods and an increasing ‘always-on’ culture affect the mental health of young workers. The conference entitled ““Always on” – Mental Health in the Digital Work Era” was funded by the European Union.
Arrival, introductions and clarification of expectations
After the participants had arrived and following a group dinner, the conference was opened by the education team (Kristina Hamm and Julian Voit) at the Nell-Breuning-Haus. The international organising team then introduced themselves.
The diversity within the group was clear from the outset, as some participants had already attended development cooperation conferences, while for many this event was their first international conference experience. Expectations and perspectives were therefore anticipated to differ.
The group then discussed these expectations the following morning. Participants engaged in an enthusiastic exchange of personal experiences with digital work, practical strategies for dealing with constant availability, and political options for action.
Introduction to the topic and initial approach
Key developments in the digital working world were first presented and expanded with an interactive positioning exercise. The subsequent discussions quickly revealed the varying work realities within the group.
While some participants reported supportive working conditions, others described situations in which they had to pay for basic work equipment or costs themselves, e.g. electricity, Internet or devices. The main problem identified was that existing labour law regulations are often not implemented or enforced in everyday practice.
This theme was clearly demonstrated by the following exercise: a display board was used throughout the conference to record when participants answered work emails or made work phone calls, etc. This observation proved that many were preoccupied with their professional obligations even during the event – a practical example of the reality of the ‘always-on’ culture.
In-depth analysis: living and working in the ‘always-on’ culture
A practical presentation by Lisa Körber provided insights into the challenges of a work culture characterised by constant availability. This showed the extent to which this form of work can affect everyday life and personal well-being.
Participants developed their own strategies for dealing with this issue in the subsequent group work sessions. The approaches ranged from individual measures, such as a conscious separation of work and personal life and time management, to structural changes within organisations.
Political and trade union perspectives
The topic was analysed from a political perspective on the following day. The participants gained insights into current labour market policy in discussions with Daniel Scheen-Pauls, member of the state parliament of the CDU (Christlich Demokratische Union - Christian Democratic Union) North Rhine-Westphalia and chairman of the CDA (Christlich-Demokratische Arbeitnehmerschaft - Christian Democratic Workers Association) NRW.
A particularly interesting aspect was the critical perspective expressed by the speaker on the current debate within the Federal Government. He emphasised that the CDA within the CDU represents the interests of workers and actively participates in internal discussions, notably regarding working hours and workload. This statement provoked great interest among the participants,
and triggered the following lively discussion. The speaker was open to international perspectives and listened carefully to the experiences of the participants. He also provided personal insights into his own daily working life and the issue of constant availability.
Trade union approaches from different countries were also presented and compared, which highlighted the varied framework conditions within Europe.
Practical relevance gained through a trip to Aachen
The company visit that had been planned was cancelled due to illness, and instead the group took a trip to the’Digital Church’ in Aachen.
This is a former church that has been converted into a modern work and meeting space for start-ups and smaller companies. The concept was particularly attractive for people who predominantly work from home, who can use the venue as a temporary workplace and thus benefit from social exchange and a clearer structure in their daily work routine.
A guided tour provided participants with insights into the concept and the organisational and financial aspects. The subsequent discussions revealed a great enthusiasm for this type of work model.
Research and European developments
The expert perspective provided another approach. Key models and current research findings on mental health in the workplace were presented by Ann-Kathrin Grotenburg (Research Associate at RWTH Aachen (Rheinisch-Westfälische Technische Hochschule Aachen - Rhenish-Westphalian Technical University Aachen).
Practical examples were used to explain how stress arises and the factors that influence it. She explained how high demands combined with low control and a lack of social support can lead to increased stress.
Research has also shown that constant availability and high demands for accessibility can increase stress levels and exacerbate long-term health risks.
The following discussion enabled participants to engage in an intensive exchange that linked the findings from the research with their own experiences.
Development of solutions / demands
In the final work phase, the participants developed their own ideas and demands for improving mental health in the digital working world.
The work revealed that both individual strategies and structural and political measures are necessary to address the challenges of the ‘always-on’ culture in a sustainable way.
Examples of demands on a personal level:
- Set clear personal boundaries For example: do not answer (or feel obliged to answer) work emails after working hours.
- Participants reported that employers do not necessarily require constant availability, but that their own sense of duty compelled them to be accessible at all times In this respect, some participants want to create more structure and clearer boundaries.
- Visit co-working spaces for social contact during the working day to combat loneliness
Examples of demands in the workplace:
- Workers can require that employers do not ask them to use their private mobile phones However, opinions were divided here, as some workers would like to use their personal devices.
- Establish clear representation structures in the workplace; colleagues must be in a position to assume tasks in the event of illness/holiday periods of their co-workers, and there should be no need to contact employees outside of their working hours
- Regular social events among colleagues, which can also take place online (digital coffee break)
- Financial resources for co-working spaces, etc.
Summary and perspectives
In conclusion, the participants reflected on the content and the collaborative work process. The conference clearly demonstrated that this topic has a high personal relevance for many and is an accurate reflection of the reality of their own lives.
The multifaceted nature of the approach was particularly highlighted, as it combined personal experiences with research and political and practical perspectives, which enabled participants to gain a comprehensive understanding of the topic.
A striking feature was the excellent group dynamic that was maintained throughout the entire conference. Despite the different backgrounds of the participants, intensive exchanges took place that transcended national borders, which continued even in informal situations and contributed significantly to the success of the event.
Future prospects
Several participants expressed a wish to become more involved in the work of the EZA platform in the future. It was particularly pleasing that several attendees expressed an interest in actively participating in the organisation of future conferences.
The ideas and strong network developed during the conference form an important basis for further cooperation and future engagement regarding mental health in the digital world of work.