> For the complete documentation index, see [llms.txt](https://docs.contributionism.io/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.contributionism.io/choosing-an-organisational-design/worker-governed-organisations.md). # Worker governed organisations A worker-governed organisation gives people who contribute labour meaningful authority over its direction or operation. Worker governance is a compelling starting point for many organisations because workers often have the most continuous involvement in their activities. However, worker governance and worker ownership are not identical. An organisation can have worker participation while its assets are held by a trust, public body or another legal structure. ## **Why worker governance can be appropriate** Workers commonly possess direct knowledge of: * How the organisation operates. * The quality of its products or services. * Its operational weaknesses. * Its working conditions. * Opportunities for improvement. They also have a continuing interest in organisational stability because their livelihoods and professional development may depend on it. Giving workers meaningful authority can help connect decisions with practical knowledge and the consequences of those decisions. It may also reduce reliance on the goodwill of a separate ownership group. These are potential advantages, not guarantees. Workers can disagree, lack information or make decisions that favour themselves over others. ## **Establishing eligibility** An organisation should define who qualifies as a worker for governance purposes. Questions include: * Are employees and independent contractors treated differently? * Are part-time and seasonal workers eligible? * Is there a minimum participation period? * Do temporary absences affect eligibility? * Can another organisation qualify through services provided by its staff? Eligibility rules should reflect genuine organisational needs. A reasonable onboarding period may help people become informed. An excessively long waiting period may instead preserve incumbent control. ## **Voting arrangements** Worker governance can use several approaches: * One eligible worker, one vote. * Contribution-weighted voting. * Equal voting for constitutional matters and weighted voting for selected financial decisions. * Elected worker representatives. * Team-level autonomy within a wider representative structure. The appropriate method depends on the decisions involved. A worker should not need to vote on every technical or administrative issue to have meaningful influence over leadership and major organisational policies. ## **Financial participation** Workers may receive salaries, bonuses, shared benefits or temporary compensation rights to benefit from any delayed compensation and future surplus. The financial arrangement should be documented separately from the voting arrangement. For example, an organisation could use equal voting rights while allocating some compensation according to responsibility or contribution value. Alternatively, it could use relatively equal compensation while delegating substantial operational authority to elected leaders. ## **Historical workers** A person who leaves may retain financial rights arising from earlier contributions. That does not necessarily mean retaining ordinary operational voting rights. The organisation should distinguish: * Protection of outstanding financial claims. * Recognition of historical contributions. * Authority over current work. A former worker may need access to relevant financial information or consent rights over changes to their entitlement without participating in routine staffing decisions. ## **Protecting people outside the governing group** Worker governance should not permit current workers to disregard consumers, non-member workers, creditors, service recipients, communities or public obligations. Particular attention is needed where an organisation relies heavily on workers who are permanently excluded from membership. If a small worker-owner group employs a much larger non-member workforce, the organisation may reproduce the separation between ownership and labour that Contributionism seeks to address. ## **When worker governance may be less suitable as the primary model** Worker governance may not be the best primary arrangement where: * Labour requirements are minimal. * The organisation primarily administers member benefits. * Public accountability is central. * Recipients require independent protection. * A community collectively controls a resource. Even in these cases, workers can still receive appropriate participation in decisions affecting their work.