In early 2024, a seemingly small change at Activision Blizzard’s Stockholm office—the removal of a popular employee benefit—ignited a significant unionization effort. Microsoft, Activision Blizzard’s new owner, eliminated a free, private doctor service for employees and their families, a benefit highly valued since its introduction during the COVID-19 pandemic. This abrupt change, with only a week's notice, prompted widespread discontent among staff who relied heavily on this healthcare resource.
IGN learned that this event catalyzed the formation of a union club at King’s Stockholm location, involving over one hundred employees and the Unionen, Sweden’s largest trade union. The group aims to secure a Collective Bargaining Agreement (CBA) to influence workplace policies and benefits. Unionization in Sweden differs from the U.S. model; membership is widespread, with unions negotiating broadly across sectors. However, forming a union club and securing a CBA allows for workplace-specific negotiations and additional benefits, mirroring U.S. union contracts. This follows a trend in the Swedish gaming industry, with similar unionization efforts at companies like Paradox Interactive and Avalanche Studios.
Kajsa Sima Falck, an engineering manager at King and a board member of the King Stockholm Unionen chapter, highlighted the shift. Prior to the doctor benefit removal, union activity was minimal. The elimination of this valued service, and the perceived lack of employee voice in the decision, spurred a surge in union interest. The company's Slack channel dedicated to union discussions, previously with only nine or ten members, rapidly grew to 217. This led to the October 2024 vote to officially form a union club. (IGN reached out to Microsoft and Activision Blizzard King for comment, but received no response.)
While Microsoft has publicly committed to a neutral approach toward unions, the King Stockholm union's primary goal now is securing a CBA to protect existing benefits and ensure employee input on future changes. Beyond the lost doctor benefit, concerns include salary transparency, protection against company reorganizations and layoffs, and overall influence on workplace decisions. Timo Rybak, a Unionen Stockholm organizer, emphasized the value of employee input, particularly in an industry with many immigrant workers who may not fully understand their rights. The union also provides a platform to educate employees about their rights and advocate for better working conditions. For Falck and her colleagues, the union's formation, while initially a response to a negative change, is ultimately about preserving the positive aspects of their workplace culture and benefits.
