The paper analyzes the role of digital platforms in employment and human potential management. The goals are to systematize and critically evaluate the theoretical framework of the issue, to analyze previous research on the application of digital platforms in the field of employment and human resources management in general, to analyze a specific (chosen) company, i.e. a digital platform, in order to gain immediate insight into the way the chosen one works digital platform, and critically analyze the application, summarize and discuss the implications of digital platforms on human resources management. After a qualitative analysis of secondary data sources, i.e. a review of existing literature and reports related to digital platforms as non-standard forms of employment and as a function of human resources management, the empirical part of the work includes a critical analysis of the business case (Wolt) in order to describe the advantages and disadvantages of working through digital platforms, and to determine the impact of digital platforms on human potential management and employment in the EU and the Republic of Croatia. Using the example of Wolt, it can be concluded that although working through digital platforms brings significant advantages to employees (flexible working conditions) and users (service flexibility), there are also shortcomings that need to be worked on, and this primarily relates to improving working conditions for employees, improving conditions for partners and reducing the negative impact on the environment. Despite the shortcomings, it can be concluded that digital platforms represent key drivers of change in today's business and the entire labor market. Although they bring long-term advantages, it is extremely important to recognize and react to challenges related to security, legal regulations and working conditions, all with the aim of ensuring sustainable development and timely protection of employee rights in the digital ecosystem.