How the Removal of a Private Doctor Sparked a Union at the Developer of Candy Crush

In early 2024, a significant change at Activision Blizzard's Stockholm office, under new ownership by Microsoft, unexpectedly ignited a unionization drive. The removal of a highly valued employee benefit – a private company doctor – prompted over one hundred employees at King's Stockholm location to form a union club with Unionen, Sweden's largest trade union. This group aims to secure a Collective Bargaining Agreement (CBA) to protect their working conditions, policies, and benefits.

Swedish unionization differs significantly from the U.S. model. Swedish workers can join a union regardless of company organization, resulting in approximately 70% union membership nationwide. Unions negotiate industry-wide standards, while individual membership offers additional benefits. However, forming a union club and securing a CBA allows for company-specific negotiations, granting employees additional benefits and a voice in major company decisions. This mirrors a growing trend in the Swedish gaming industry, following similar actions at Paradox Interactive and Avalanche Studios.

The catalyst for unionization at King Stockholm was the abrupt elimination of a popular employee benefit: a private doctor for employees and their families. This benefit, introduced during the COVID-19 pandemic, was highly valued for its personalized care and support. The week's notice given for its removal, coupled with the perceived inadequacy of the offered health insurance replacement, fueled widespread discontent and prompted employees to revitalize their dormant union Slack channel.

Kajsa Sima Falck, an engineering manager and union board member, highlighted the lack of bargaining power without a CBA. The sudden surge in union interest, from a handful to over 200 members, led to the formation of a union club in October 2024. While Microsoft has publicly committed to a neutral stance on unions, the company has yet to respond to requests for comment.

The union's primary goal is not to reinstate the lost doctor benefit, but to secure a CBA that protects existing benefits and allows for employee influence on future changes. Key concerns include salary transparency, protection against reorganizations and layoffs, and maintaining the unique company culture and benefits. Timo Rybak, a Unionen Stockholm organizer, emphasized the value of employee input in improving workplace conditions and ensuring awareness of employee rights, particularly for immigrant workers. The union also serves as a platform for sharing information and educating employees about their rights.

Ultimately, the union's formation, born from a specific grievance, aims to safeguard the positive aspects of the King Stockholm work environment and ensure employee voices are heard in shaping their future.