Over the past ten years the conversation around unionisation within the video‑game sector has moved from a niche curiosity to a central workplace issue. As developers, artists, writers, testers and voice talent confront demanding schedules, precarious contracts and the growing influence of artificial intelligence, an increasing number of professionals are turning to collective bargaining for protection and a stronger voice.
In a remarkably short period, a suite of game‑specific unions has sprung up across continents, and their early victories already illustrate the tangible benefits of organised labour. For example, the Screen Actors Guild‑American Federation of Television and Radio Artists (SAG‑AFTRA) launched a high‑profile strike that secured higher wages and explicit AI safeguards for voice actors in interactive media. In another case, staff at ZeniMax staged a walk‑out to protest the company’s stance on remote work and the outsourcing of core functions. Similar demonstrations have taken place outside the headquarters of major publishers such as Rockstar Games, Activision, Ubisoft, Bethesda, Riot Games and Build A Rocket Boy, signalling a broadening willingness to confront corporate policies in public forums.
These developments are not isolated blips; they point to a structural shift in how the industry approaches employee relations. The importance of engaging constructively with unions will be a key agenda item at the upcoming HR Summit on October 1, where experts will explore best practices for collaboration.
This marks a stark contrast to the era just a decade ago, when union talk was virtually absent from game‑dev boardrooms. "When Game Workers Unite launched eight years ago, there were barely any unions or game‑workers in unions," recalls Austin Kelmore, co‑founder of the IWGB Game Workers and Game Worker Solidarity.
"Since then, more than 130 distinct groups in over 15 countries have banded together and secured concrete improvements. The debate has moved from ‘Should the games industry unionise?’ to ‘Which group will unionise next?’" Kelmore stresses that while the momentum is impressive, the journey toward full union coverage remains unfinished. "We are making our voices heard and winning big, but there is still a long road ahead to achieve comprehensive unionisation across the sector." In France, union activity has become almost routine in Ubisoft’s domestic studios.
Marc Rutschlé, a representative of Solidaires Informatique at Ubisoft Paris, notes that five years ago no unions were present within the company’s Comité Social et Economique (CSE). Today, unions are represented in nearly every French Ubisoft office, with some locations hosting multiple unions—a standard arrangement for French enterprises. "The social dialogue at Ubisoft is maturing," he says, while also warning that the broader French video‑game landscape is under severe stress, with many studios facing bankruptcy or large‑scale layoffs. Poland offers another illustrative example.
The Polish Gamedev Workers Union, formed only two years ago under the umbrella of the nationwide Workers Initiative, now has official recognition in ten studios, representing roughly half of its members; the remainder work for smaller independent firms. Union member Artur Ganszyniec highlights the difficulty of operating within a legal framework designed for heavy industry in the 1980s, which fails to reflect the realities of creative, often remote, work.
"The law favours employers and severely limits union influence," he explains. Despite these constraints, the Polish union has already provided critical services: representing employees during layoffs, offering legal counsel, navigating the intricacies of Polish labour statutes, negotiating workplace policies, and fostering an informal support network for members. Across the globe, unions have secured a diverse array of gains for game workers. Kelmore lists achievements such as four‑day work weeks, salary hikes, hybrid and fully remote arrangements, explicit AI usage protections, performance bonuses, six‑hour workdays, and more.
Unions have also played a role in reducing layoff numbers, curbing harassment, and obtaining multimillion‑dollar settlements for mistreated staff. On a personal note, Kelmore recounts how union backing helped him overturn a disciplinary action and negotiate better redundancy terms for colleagues. Beyond material benefits, union involvement empowers workers to recognise their collective capacity for change.
"It may sound cheesy, but once people experience the process of creating change, they never forget it," Kelmore says. This sense of agency fuels advocacy both inside and outside the workplace. Unions also compel companies to adhere more closely to legal standards.
Early casework often involved educating executives about statutory obligations, forcing firms to adopt proper disciplinary, grievance and redundancy procedures, accommodate disabilities, and respect neurodiversity. As unions grow stronger, they can apply pressure at the highest levels.
Kelmore points to Microsoft’s recent agreement with the Communications Workers of America (CWA) for 1,900 Blizzard employees, which delivered hybrid work options, AI safeguards, recall rights, above‑industry severance and wage increases of up to 34%. Rutschlé stresses that AI protection is a particularly urgent issue, describing the technology as "the biggest enemy of video games right now" because of both creative concerns and the massive investment influx that threatens studio viability.
He argues that unions provide a necessary counter‑narrative to corporate messaging that often downplays workplace problems. Looking forward, significant obstacles remain. In Poland, the rise of civil‑contract arrangements—where developers register as one‑person companies to earn marginally higher fees—erodes traditional employee protections such as sick leave and notice periods. Ganszyniec warns that many of these contracts skirt legality, yet proving violations in court is challenging.
Moreover, historic scepticism toward unions in Poland, combined with costly legal attacks by anti‑union firms, hampers recruitment. Rutschlé notes that despite early successes, many game workers still fear retaliation from management. Kelmore adds that misconceptions persist about the value of organising; some view unions as inherently good or bad, when in reality they are tools shaped by the people who use them. "Unions are an organisational container filled with messy, complicated people.
They are not perfect, but they amplify the voice of everyday workers," he says. With unions now established in numerous studios and more forming daily, representatives agree that coordinated action can dramatically improve conditions. Ganszyniec observes that legal and economic systems in most industries, including game development, are tilted toward employers, making collective organisation essential for balance. He emphasizes the need to protect specialised knowledge by improving wages, stabilising employment, creating layoff safeguards, sharing expertise, and building support networks to retain veteran talent.
Kelmore highlights the importance of cross‑border knowledge exchange: "I have taken training from unions outside my own, shared detailed documents, and participated in worldwide conferences where unions from the US, Canada, France and the UK coordinate protests and strategies. This solidarity accelerates progress for everyone." Rutschlé concludes that healthier, better‑compensated workplaces—whether achieved through single‑union efforts or broader coalitions—benefit the entire industry. Reduced turnover, a more diverse talent pool and higher retention of experienced developers 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 on how HR professionals can engage productively with trade unions. Interested attendees can secure tickets via the provided link.