The Ubisoft Workers of Montreal Union has initiated a petition aimed at safeguarding the hybrid work arrangement that many employees rely on, and the effort has already attracted more than three hundred signatures. The campaign, which was announced on September 30, quickly spread across social media platforms, where the union urged every Ubisoft Montreal staff member to add their name to the petition and encouraged supporters to rally their personal networks to do the same. According to reporting from Game Developer, the petition was launched by Game Workers Unite Montreal (GWU) as part of a broader strategy to give workers a stronger voice in decisions that affect their daily lives.
The union’s message emphasized that employees should take advantage of break times to sign the petition in person, noting that the majority of signatures have been collected through face‑to‑face interactions on the studio floor. This personal approach, they argue, underscores the collective resolve of the workforce and highlights the importance of solidarity when confronting top‑down policies.
The United Videogame Workers Union, operating under the umbrella of the CWA, publicly endorsed the petition. In its statement, UVW‑CWA praised the Ubisoft Montreal union for "leading the change in our collective struggle for dignified work and economic justice." The union’s commentary pointed out that return‑to‑office mandates are often introduced without meaningful consultation with the very people who will bear the brunt of the change.
It listed a range of workers who could be disproportionately impacted: parents juggling childcare, employees with disabilities, staff who have purchased homes far from the office, expatriates who relocated internationally for their jobs, and professionals who have demonstrated higher productivity while working remotely. The UVW‑CWA further warned that imposing harsh cost‑cutting measures and reneging on previously negotiated agreements imposes a human cost that corporate leadership must answer for. By framing the issue as one of accountability, the union seeks to shift the conversation from a purely financial calculus to a broader discussion about employee well‑being and the ethical responsibilities of a global game developer.
Ubisoft’s own rationale for the shift back to a full‑time office presence was articulated earlier in the year when the company reorganized its development structure into so‑called "Creative Houses." As part of that restructuring, Ubisoft instituted a policy requiring all staff to be present in the office five days a week, while still offering a limited number of work‑from‑home days per year. Senior Vice President of Studio Operations Marie‑Sophie de Waubert explained to GamesIndustry.biz that the goal was to "strengthen onsite collaboration" and to nurture a "collective dynamic across teams." She argued that in‑person interaction is a catalyst for efficiency, creativity, and overall success in a highly competitive market, describing it as "one enabler among others" that the company believes in strongly.
De Waubert added that the company intends to discuss the specifics of the new model with each country’s operations and to consider flexibility where possible. She emphasized that the ultimate aim is to improve the quality of Ubisoft’s games and the creativity of its teams, positioning the return‑to‑office policy as a tool to help the Creative Houses regain momentum, success, and stronger team engagement. Chief Financial Officer Frederick Duguet echoed a similar sentiment, stating that the changes would be discussed with employees, their representatives, and the various teams involved.
He framed the shift as a measure to "boost collective performance for AAA titles," suggesting that a more unified physical presence could enhance the studio’s ability to deliver high‑budget, high‑profile projects. The tension between management’s office‑centric vision and the workforce’s desire for flexibility is not new at Ubisoft.
In February of the same year, the company faced a three‑day international strike triggered by the restructuring and the return‑to‑office mandate. Over 1,200 employees participated in the walkout, according to Marc Rutschlé, a representative of the Solidaires Informatique union at Ubisoft Paris, who confirmed the numbers to GamesIndustry.biz. Ubisoft later reported that 528 staff members had formally declared themselves on strike in a separate statement, highlighting the scale of dissent within the organization. The current petition can be seen as a continuation of that earlier activism, but with a more focused objective: preserving the hybrid work model that allows employees to balance office collaboration with remote productivity.
By gathering signatures both digitally and in person, the union hopes to demonstrate to Ubisoft’s leadership that a sizable portion of the workforce values flexibility and that any policy shift must take their preferences into account. Supporters of the petition argue that hybrid work is not merely a perk; it is a strategic advantage that can attract and retain talent in an industry where competition for skilled developers is fierce. They point to studies indicating that remote or hybrid arrangements can reduce burnout, improve work‑life balance, and even expand the geographic talent pool, enabling studios to hire the best creators regardless of location.
In response, Ubisoft’s executives have signaled a willingness to engage in dialogue, though they have not yet detailed concrete concessions. The ongoing conversation will likely revolve around how many days per week employees can work remotely, what criteria will determine eligibility, and how the company can measure the impact of hybrid schedules on project timelines and quality. As the petition continues to gather support, it serves as a barometer for employee sentiment across Ubisoft’s global network. Whether the company ultimately adapts its policy or maintains its current trajectory remains to be seen, but the growing number of signatures underscores a clear message: the workforce is eager to protect the hybrid work model that many see as essential to their professional fulfillment and personal well‑being.