‘Remote work’ and ‘telework’, which used to be regarded as exceptional subcategories of labor engagement, became the norm for white collar workers during the pandemic. Recent years have seen the advent of hybrid labor arrangements, where work is directly or indirectly provided through apps or similar pieces of software and other technological innovations. The overarching work digitization phenomenon is defined by increasing delocalisation and fragmentation of workplaces, and by algorithmic management. Even work typically performed on-site includes nowadays elements of delocalization. This chapter revisits our understanding of ‘teleworking’ and examines the appropriateness of existing collective labor law institutions to address the needs and particular conditions of workers engaged in digitized hybrid work. It considers that a solution may lie with the extension of the scope and focus of the rights to collective organization and action, and with a re-evaluation of their substantive content. The chapter seeks solutions in worker empowerment through the redeployment of collective labor rights and institutions. The chapter also briefly touches upon illustrative case studies that provide glimpses into possible avenues of traditional and alternative collective action tactics. The relevant current EU framework is used to contextualize the discussion.