Over the past ten years, the emergence of labour unions within the video‑game sector has moved from a fringe curiosity to a central conversation, as an increasing number of employees seek safeguards for their rights amid demanding schedules, inadequate management practices, and uneven global standards. This surge has not only produced a surprising number of game‑specific unions in a relatively brief period, but those organisations have already shown tangible benefits for their members. For instance, SAG‑AFTRA launched a strike to win higher wages and protections against artificial‑intelligence exploitation for voice talent in games.
Workers at ZeniMax staged walk‑outs over disputes concerning remote‑work policies and outsourcing decisions, and union‑backed demonstrations have taken place outside the headquarters of major developers such as Rockstar Games, Activision, Ubisoft, Bethesda, Riot Games, and Build A Rocket Boy, among others. The momentum shows no sign of waning.
In fact, collaborating effectively with unions is becoming a strategic priority for studios, a theme that will be explored in depth at the upcoming HR Summit on October 1. The landscape today is dramatically different from the era when union talk was virtually nonexistent within the industry. "When Game Workers Unite was founded eight years ago, there were almost no unions or game‑workers in unions," recalls Austin Kelmore, co‑founder of the IWGB Game Workers and Game Worker Solidarity. "Since then, employees across more than 130 distinct groups in over 15 countries have banded together and secured real improvements in their workplaces.
The debate has shifted from ‘Should the games industry unionise?’ to ‘Which group of workers will unionise next?’" Kelmore adds that the movement has already amplified workers' voices and delivered significant victories, even though full unionisation of the entire industry remains a long‑term goal. "We've achieved an extraordinary amount of progress in a short time, but there is still a long road ahead." In France, union activity at Ubisoft Paris illustrates how quickly the situation can evolve. Marc Rutschlé, a representative of Solidaires Informatique, notes that five years ago no unions were represented on the company’s Comité Social et Economique (CSE).
Today, unions are present in almost every French Ubisoft studio, with some locations hosting multiple unions—a typical scenario for French corporations. "This signals that social dialogue at Ubisoft is maturing," he says. However, he warns that the broader French gaming sector is under severe strain, with many major studios facing bankruptcy or planning layoffs, creating uncertainty for the next one or two years.
Poland offers another perspective. The Polish Gamedev Workers Union, launched only two years ago as part of the nationwide grassroots organisation The Workers Initiative, is officially recognised in ten Polish studios, while the remainder of its members work for smaller firms. Union member Artur Ganszyniec explains that Poland’s labour legislation is outdated, having been drafted in the 1980s for heavy industry and failing to reflect the realities of creative or remote work.
"The laws favour employers and severely limit union influence," he says. Despite these legal hurdles, the Polish union has already provided crucial support during layoffs, offered legal assistance, helped members navigate complex Polish labour codes, negotiated workplace policies, and created an informal network of peer support. Kelmore highlights a growing list of achievements worldwide: four‑day work weeks, salary raises, hybrid and fully remote arrangements, AI‑usage safeguards, contractual bonuses, six‑hour workdays, and more.
Unions have also curbed mass layoffs, tackled harassment, and secured multimillion‑dollar settlements for mistreated staff. "My own manager tried to discipline me, and I was able to have the action dismissed," Kelmore recounts.
"Together with colleagues we negotiated better redundancy terms for those affected and for those who stayed." Beyond material gains, union members report a profound shift in mindset. "When workers experience collective power firsthand, they never forget it," Kelmore says. "That empowerment fuels further activism both inside and outside the workplace." Unions have also forced companies to confront legal compliance. Early casework often involved educating employers about their legal obligations, compelling them to adopt proper disciplinary, grievance, and redundancy procedures, accommodate disabilities and neurodiverse staff as required by law, and recognise that workers often possess a deeper understanding of the regulations than management does.
As unions grow stronger, they can exert pressure on senior leadership to secure concessions. For example, Microsoft recently reached a contract with 1,900 Blizzard employees after negotiations with the Communications Workers of America, delivering hybrid‑work options, AI protections, recall rights after layoffs, severance above industry norms, and wage increases of up to 34%.
Rutschlé stresses that AI protections have become a critical battleground, describing artificial intelligence as "the biggest enemy of video games right now" because it threatens creative integrity and drives investment patterns that can lead to studio closures. He argues that unions provide a necessary counter‑narrative to corporate messaging that often paints the workplace as flawless.
Looking forward, several obstacles remain. In Poland, the rise of civil‑contract arrangements—where developers operate as one‑person companies—allows higher pay but strips away basic employee protections such as sick leave and notice periods. Ganszyniec warns that these arrangements often skirt legality, yet proving violations in court is difficult. Moreover, historical skepticism toward trade unions in Poland, combined with costly legal attacks from anti‑union firms, hampers recruitment.
Rutschlé notes that fear of retaliation still deters many game workers from joining unions, while Kelmore points out persistent misconceptions that unionisation is inherently good or bad, rather than a neutral tool that can be shaped by its members. "Unions are collections of messy, complex people making imperfect decisions," he says. "I support them not because they are perfect, but because they amplify the voice of everyday workers." With unions now established across many regions and more forming, representatives agree that collaboration amplifies impact. Ganszyniec argues that legal and economic frameworks in most industries, including game development, heavily favour employers, making collective organisation essential for a counterbalance.
He stresses the need to protect the tacit knowledge held by seasoned developers, improve working conditions and salaries, devise strategies for layoffs, share expertise, and build support networks that keep veteran talent in the field and pass it on to newcomers. Kelmore echoes this sentiment, describing how cross‑union knowledge‑sharing accelerates progress. He has taken training from unions outside his own affiliation, exchanged detailed documentation, and participated in worldwide conferences where unions from the US, Canada, France, the UK, and elsewhere coordinate protests and campaigns.
"What we do for each other matters and builds us all up," he asserts. Rutschlé concludes that healthier, more secure working environments—whether achieved through solo union action or joint efforts—benefit the entire industry.
Reduced turnover, a broader demographic beyond the stereotypical young white male engineer, and a more diverse talent pool ultimately lead to higher‑quality games. The GamesIndustry.biz HR Summit, returning to London on October 1 with a focus on People & Leadership, will feature two dedicated sessions offering guidance and best practices for HR and people professionals on constructive engagement with trade unions. Tickets are available through the event’s website.