Over the last ten years the emergence of labour unions within the video‑game sector has shifted from a niche curiosity to a headline‑making movement. Workers across the globe, frustrated by grueling schedules, insecure contracts and management practices that often neglect basic employee rights, have begun to organise in order to protect their interests and demand fair treatment.
In a remarkably short period, a multitude of game‑specific unions have been founded, and the early victories they have secured demonstrate the tangible value of collective bargaining. For example, SAG‑AFTRA staged a strike that forced studios to improve compensation and to adopt safeguards against the misuse of artificial intelligence for voice‑over work.
Employees at ZeniMax staged walk‑outs to protest policies on remote work and the outsourcing of core development tasks. Similar union‑led demonstrations have taken place outside the headquarters of major publishers such as Rockstar Games, Activision, Ubisoft, Bethesda, Riot Games and Build A Rocket Boy, among many others.
These actions signal a broader trend that shows no signs of abating; indeed, the ability to work constructively with unions is becoming an essential skill for HR professionals and studio executives alike. The topic will be explored in depth at the upcoming HR Summit on 1 October, underscoring how union dialogue has moved from a fringe discussion to a central industry concern.
"When Game Workers Unite launched eight years ago, there were virtually no unions or game‑workers represented in unions," recalls Austin Kelmore, co‑founder of the IWGB Game Workers and Game Worker Solidarity. "Since then, more than 130 distinct groups across over 15 countries have banded together, achieving concrete improvements in their workplaces. The conversation has evolved from ‘Should the games industry unionise?’ to ‘Which group of workers will unionise next?’" Kelmore adds that the momentum is undeniable: "We are making our voices heard and winning big. Full unionisation of the industry is still a work in progress, but the progress we have made in a relatively brief span is extraordinary." In France, union penetration at Ubisoft illustrates how quickly the landscape can change.
Marc Rutschlé, a representative of Solidaires Informatique at Ubisoft Paris, notes that five years ago there were no unions represented on the company's Comité Social et Economique (CSE). Today, unions are present in nearly every French Ubisoft studio, with some locations hosting multiple unions—a situation that mirrors the norm for large French enterprises. "This signals that social dialogue at Ubisoft is maturing," he says.
However, Rutschlé warns that the broader French video‑game sector is under severe strain. "Most major studios are either filing for bankruptcy or announcing lay‑offs. The next one or two years will be decisive for the health of the industry in France." Poland offers a contrasting case study.
The Polish Gamedev Workers Union, created only two years ago as part of the nationwide grassroots organisation The Workers Initiative, now has formal recognition in ten Polish studios, while its remaining members are spread across smaller developers. Union member Artur Ganszyniec explains that the legal framework governing trade unions in Poland is outdated, having been drafted in the 1980s for heavy‑industry contexts.
"The laws favour employers and make it extremely difficult for unions to operate effectively in creative or remote‑work environments," he says. Despite these hurdles, the Polish union has already delivered concrete support: representing employees during mass lay‑offs, providing legal assistance, navigating the intricacies of Polish labour law, negotiating workplace standards and establishing an informal support network for its members. Kelmore summarises a litany of achievements that unions worldwide have secured for game‑workers: four‑day work weeks, pay raises, hybrid and fully remote work options, AI‑usage protections, contractual bonuses, six‑hour work days, reduced lay‑off numbers, anti‑harassment measures and multimillion‑dollar settlements for mistreated staff. On a personal note, Kelmore recounts a successful challenge to a disciplinary action taken by his own manager, and collaborative efforts to improve redundancy terms for colleagues facing job loss.
Beyond material gains, union participation has empowered workers to recognise their collective power to drive change both inside and outside the studio. "It may sound cheesy, but once people experience the process of creating change, they never forget it. That experience fuels further activism," Kelmore observes. Unions have also forced companies to confront legal realities they previously ignored.
Early casework often involved educating executives about statutory obligations regarding discipline, grievance procedures and redundancy protocols. As a result, firms have had to accommodate disabilities and neuro‑diverse staff in line with legal requirements, and they have learned that employees often possess a deeper understanding of labour law than management does. The growing clout of unions has begun to shape high‑profile negotiations. Microsoft, for instance, recently reached a contract with 1,900 Blizzard employees after pressure from the Communication Workers of America (CWA).
The agreement includes hybrid‑work flexibility, AI‑related safeguards, recall rights in the event of lay‑offs, severance packages above industry standards and wage increases of up to 34 %. Rutschlé stresses that AI protection is a particularly urgent issue, describing AI as "the biggest enemy of video games right now"—not only because of the creative challenges it poses but also because massive AI‑related investment flows have contributed to studio closures.
He adds, "When people listen only to HR, they hear the message that everything is fine, which is often outright false. Unions provide the counter‑narrative and a place to turn when things go wrong." Looking forward, game‑industry unions still confront a range of obstacles. In Poland, the rise of civil‑contract arrangements—where developers register as one‑person companies to provide services to studios—undermines traditional employee protections such as paid sick leave and notice periods.
While these contracts can increase short‑term earnings for individuals, they skirt labour‑law safeguards and can be legally ambiguous. Ganszyniec explains that educating both developers and studios about the risks of such arrangements is a priority. Historical scepticism toward trade unions in Poland, combined with aggressive legal tactics by some companies—who spend substantial sums on lawsuits to stall union activity—means recruitment remains a challenge.
Moreover, many game workers fear retaliation from management, a concern echoed by Rutschlé. Kelmore points out that misconceptions about unionisation persist: some view it as inherently good or bad, when in reality it is a neutral organisational structure that reflects the values and actions of its members. "Unions are a container for messy, complicated people. They make mistakes, have internal conflicts, and grow over time.
I support unions not because they are perfect, but because they give everyday workers a voice and a platform for collective action." With unions now established across numerous studios and countries, representatives agree that collaboration across borders amplifies impact. Ganszyniec argues that the legal and economic frameworks of most industries, including game development, are heavily tilted toward employers, making worker organisation essential for a balanced power dynamic.
He emphasises the need to preserve specialised knowledge, improve working conditions, devise lay‑off mitigation strategies, create knowledge‑sharing platforms and build support networks that keep experienced developers in the field and enable them to mentor newcomers. Kelmore concurs, noting that cross‑union knowledge exchange accelerates progress.
He has received training from unions outside his own affiliation, shared detailed documentation, and participated in worldwide conferences where unions from the US, Canada, France and the UK coordinated protests and advocacy campaigns. "What we do for each other matters and builds us all up," he says. Rutschlé concludes that whether acting alone or in coalition, unions that secure healthier workplaces will benefit the entire industry. Reduced turnover, broader demographic participation beyond the stereotypical young white male engineer, and the retention of seasoned talent will ultimately lead to more diverse perspectives and higher‑quality games.
The GamesIndustry.biz HR Summit, returning to London on 1 October with a focus on People & Leadership, will feature two dedicated sessions on how HR and people professionals can engage constructively with trade unions. Interested participants can obtain tickets through the provided link.