Swedish labor organizations Unionen and Sveriges Ingenjörer have formally announced their intention to initiate industrial action against King after the company's leadership turned down a collective bargaining proposal that was tabled last month. Unionen lodged its strike notice on September 15, and both parties are currently engaged in mediation in an effort to bridge the gap.
Should these talks fail to produce an agreement, King staff are prepared to commence a strike on September 25. The planned walkout is not limited to Unionen and Sveriges Ingenjörer. Additional unions—including Naturvetarna, DIK, and Akademikerförbundet SSR—have publicly declared that they will join the strike in solidarity, thereby amplifying the pressure on King to reconsider its stance.
According to a spokesperson for Unionen, the union’s members at King are seeking "a collective agreement that gives them greater influence over workplace terms and conditions" as well as enhanced job security. The representative emphasized that a collective agreement extends far beyond salary considerations. "It covers pensions, insurance, working hours and the ability to influence conditions at work," the union wrote in a separate statement.
"It is a cornerstone of security in the Swedish labour market." GamesIndustry.biz has reached out to Unionen for further comment and will update this report if additional information becomes available. In response to the unions’ demands, King’s chief operating officer, Ulrika Höjgård, defended the company’s position, stating: "King offers fair and competitive employment terms, and we are confident that our benefits and conditions are in line with, or exceed, what would be provided under a Collective Bargaining Agreement." She added that King has maintained a constructive dialogue with local union representatives. "While we have decided not to enter into a CBA, we remain committed to continuing this respectful and transparent dialogue on important employee matters," Höjgård said.
King’s president, Todd Green, explained the decision to reject the collective bargaining proposal in an internal email sent to employees in June. He noted that the choice was "not made lightly" and that the company believes its existing benefits package already surpasses what a negotiated agreement would deliver. Green cited several components of King’s current benefits scheme that he believes are superior for Swedish staff, including an enhanced pension plan, generous long‑term sick pay, private health care coverage, and robust parental leave provisions. He argued that while a collective agreement would not necessarily prevent King from offering these benefits, it would force a restructuring of the benefits framework that could be detrimental to employees.
"The current operating model is the right fit for King, including our operations in Sweden, at this time," Green wrote. He warned that entering into a collective bargaining agreement would require "significant changes to how we operate in Sweden, including our processes, policies, and ways of working." Green also stressed that the decision does not reflect a lack of respect for trade unions or the Swedish labour tradition. "We will continue to work with the trade union club in an open, respectful and constructive way, and we will continue to consult with trade unions where required," he affirmed. The upcoming strike, if it proceeds, would be one of the most notable labor actions in Sweden’s gaming sector in recent years.
King, best known for its mobile titles such as Candy Candy Saga, employs a sizable workforce in Stockholm and other Swedish locations. The dispute highlights a broader tension in the Swedish tech and gaming industries, where companies often argue that their global compensation and benefits structures provide superior employee value, while unions contend that collective bargaining is essential for safeguarding workers’ rights and ensuring equitable treatment across the board.
Swedish labor law grants unions the right to call a strike after a formal notice and a period of mediation, which is precisely the stage King currently finds itself in. If mediation fails, the law permits the unions to proceed with industrial action, which could involve work stoppages, picketing, and other forms of protest. The potential impact on King’s operations could be significant, especially if the strike spreads beyond the initial group of employees to include other departments or allied firms in the gaming ecosystem. Industry analysts are watching the situation closely.
Some predict that King may eventually return to the negotiating table to avoid prolonged disruption, while others suggest that the company’s confidence in its benefits package could hold firm, especially if it believes the cost of a collective agreement would outweigh the advantages of maintaining its current model. For the employees, the stakes are high. A successful strike could secure a formal collective agreement that codifies wages, benefits, and working conditions, providing a clear framework for future negotiations.
Conversely, a failed strike could weaken union influence and potentially lead to a reevaluation of labor strategies within Sweden’s tech sector. The mediation process is expected to continue over the next few days, with both sides presenting their arguments and attempting to find common ground. King’s management has reiterated its willingness to engage in dialogue, while the unions have stressed that any agreement must address the comprehensive set of issues that affect workers daily, from pension contributions to flexible working hours and job security.
As the deadline of September 25 approaches, the outcome remains uncertain. Stakeholders—including employees, union leaders, King’s executive team, and the broader gaming community—are all keenly awaiting the result of the negotiations, aware that the decision will set a precedent for how labor relations are managed in Sweden’s rapidly growing digital entertainment industry.