Over the last ten years the emergence of trade unions within the video‑game sector has moved from a niche curiosity to a central issue, as an increasing number of employees look for safeguards against demanding work environments and managerial oversights worldwide. In a relatively brief period, a multitude of game‑specific unions have been created, and they have already shown tangible benefits for their members. For example, SAG‑AFTRA staged a strike to obtain higher wages and protections against AI‑driven exploitation for voice talent in games, while staff at ZeniMax staged walk‑outs over disputes concerning remote‑work policies and outsourcing practices.
Similarly, union‑organised 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. This momentum shows no sign of waning, and collaborating effectively with unions is becoming an essential competency for HR and management teams in game studios. The topic will be examined in depth at the upcoming HR Summit on October 1, underscoring a new reality: a decade ago union conversations were virtually absent from the industry, today they dominate strategic discussions.
"When Game Workers Unite launched eight years ago, there were barely any unions or game workers in unions," explains Austin Kelmore, co‑founder of the IWGB Game Workers and Game Worker Solidarity. "Since then, workers across more than 130 distinct groups in over 15 countries have organised and secured real improvements in their workplaces. The debate has shifted from ‘Should the games industry unionise?’ to ‘Which group will unionise next?’" Kelmore adds that the movement has amplified its voice and achieved substantial victories, while acknowledging that full unionisation of the sector remains a work in progress. "We have made remarkable strides in a short time, but there is still a long road ahead." Marc Rutschlé, a union representative for Solidaires Informatique at Ubisoft Paris, notes a similar trend in France: "Five years ago there were no unions represented on the Comité Social et Economique (the workers' council).
Today, unions are present in almost every Ubisoft studio in France, and some locations host several unions. This is typical for a French company and signals that social dialogue at Ubisoft is maturing." However, Rutschlé warns that the broader French game‑development landscape is under severe strain. "Most major studios are either bankrupt or planning layoffs.
It is difficult to predict what will happen over the next one to two years." In Poland, the Gamedev Workers Union was established just two years ago as a branch of the nationwide grassroots organisation The Workers Initiative. Union member Artur Ganszyniec reports that the union is formally recognised in ten Polish studios, representing roughly half of its members, while the remainder work for smaller independent firms.
Ganszyniec highlights a key obstacle: "Polish trade‑union law dates back to the 1980s and was drafted for heavy industry, not for creative or remote work. The legislation favours employers and severely restricts union activity." Despite these legal constraints, the Polish Gamedev Workers Union has already provided critical services: representing staff during layoff rounds, offering legal assistance, navigating the intricacies of Polish labour law, negotiating workplace standards, and creating an informal support network for members.
Kelmore enumerates a growing list of achievements secured by game‑industry unions worldwide: four‑day work weeks, salary raises, hybrid and fully remote work options, AI‑use safeguards, contractual bonuses, six‑hour work days, and more. Unions have also helped curb mass layoffs, stop harassment, and win multi‑million‑dollar settlements for mistreated employees. "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 who were let go and for those who remained." Beyond material gains, Kelmore stresses the psychological impact: "Workers who experience collective power realize they can drive change not only at work but in society.
Once you see how change can be achieved, you never forget that lesson, and it fuels further activism." Unions also compel companies to improve compliance. Kelmore explains, "Early on, much of our casework involved educating employers about legal obligations and forcing them to follow the law. Companies learned to apply proper disciplinary, grievance and redundancy procedures, to accommodate disabilities and neuro‑diverse staff as required, and to recognise that workers often know the law better than management." As unions grow, they can exert pressure on senior leadership. Kelmore cites a recent agreement between Microsoft’s CWA and 1,900 Blizzard employees, which secured hybrid work, AI protections, recall rights after layoffs, severance above industry norms, and wage increases of up to 34 %.
Rutschlé flags AI protections as a particularly urgent issue, calling AI "the biggest enemy of video games right now." He argues that the rapid influx of AI investment has diverted capital away from traditional development, contributing to studio closures. He adds, "Unions provide a counter‑narrative to corporate messaging that everything is fine. When HR says 'all is well,' unions are the people you turn to when reality proves otherwise." Looking forward, several hurdles remain.
In Poland, Ganszyniec warns that the default employment model protected by labour law is being replaced by civil contracts. About 40 % of Polish developers now operate as one‑person companies, earning slightly more but forfeiting benefits such as paid sick leave, notice periods, and other protections.
He says, "These arrangements often skirt legality, and proving violations in court is difficult, so we focus on education for both developers and studios." He also notes cultural resistance: "Trade unions have never been popular in Poland, and many companies spend large sums on legal battles to stall union cooperation, which discourages membership." Rutschlé observes that, despite early victories, many game workers still fear retaliation from management. Kelmore points out that misconceptions persist about whether organising is beneficial or harmful; in reality, unions are neutral structures that depend on the people within them. "Unions are containers for messy, complicated people.
Decisions can be poor, conflicts arise, and learning happens. I support unions not because they are inherently good, but because they amplify the voice of ordinary workers. They are always evolving." With unions now present across the industry and more forming, the representatives agree that coordinated action can dramatically improve worker protection. Ganszyniec argues, "Legal and economic systems in any sector, including gamedev, heavily favour companies.
Employees must organise to create a counter‑balance. The specialised knowledge that drives game creation resides with the workers; safeguarding that knowledge means improving conditions, wages, layoff policies, knowledge‑sharing platforms, and support networks to retain experienced talent and mentor newcomers." Kelmore concurs, emphasizing cross‑border collaboration: "Sharing knowledge and experience between unions accelerates progress. I have taken training from unions outside my own, exchanged detailed documents, and participated in worldwide conferences where unions from the US, Canada, France, and the UK protest together.
Mutual support builds collective strength." Rutschlé concludes that better, healthier working conditions—whether achieved solo or through joint union action—benefit the entire industry. "Reduced turnover, a more diverse workforce beyond the typical young white male engineer, and retained expertise all lead to higher‑quality games," he says. 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 website.