Private Doctor Axed, Igniting Union Revolution at Candy Crush Creator

In early 2024, a significant change at Activision Blizzard's Stockholm office ignited a unionization drive. Microsoft, the new owner, eliminated a highly valued employee benefit: a dedicated, on-site physician for employees and their families. This unexpected move, communicated with only a week's notice, prompted swift action.

Over a hundred employees at King's Stockholm location, a subsidiary of Activision Blizzard, subsequently formed a union club with Unionen, Sweden's largest trade union. This followed a growing trend in the Swedish gaming industry, with similar unionization efforts at companies like Paradox Interactive and Avalanche Studios. The group aims to secure a Collective Bargaining Agreement (CBA) to protect employee rights, working conditions, and benefits.

Swedish unionization differs from the U.S. model. Swedish workers can join unions regardless of company organization, leading to high union membership rates (approximately 70%). Unions negotiate sector-wide agreements, while individual membership offers additional benefits. However, forming a union club within a company allows for a CBA, securing workplace-specific benefits and providing representation at management levels.

Kajsa Sima Falck, an engineering manager at King and a union board member, highlighted the impact of the doctor benefit's removal. The doctor, highly regarded for her responsiveness and empathy, had become integral to employee well-being. The replacement, a private health insurance plan, was deemed inferior, lacking the personal touch of the previous arrangement.

This event galvanized employees, many of whom previously remained quiet about workplace concerns. The sudden loss of a valued benefit, coupled with the lack of bargaining power without a CBA, fueled a surge in union interest. The union Slack channel, previously inactive, rapidly gained members, ultimately leading to the formation of the union club in October 2024. Microsoft, while publicly committed to a neutral stance on unionization, has yet to respond to requests for comment.

While the lost doctor benefit is irretrievable, the union aims to secure a CBA to safeguard existing benefits and address other crucial issues. These include salary transparency, protection against company reorganizations and layoffs, and improved communication regarding company decisions. The union also emphasizes the importance of employee input and influence on workplace policies.

Timo Rybak, a Unionen Stockholm organizer, underscored the value of employee participation, stating that unions provide a platform for employees to share their knowledge and experiences, offering insights unavailable to management. The union also serves as a resource for employees, particularly immigrant workers, to understand their rights and advocate for themselves.

For Falck and her colleagues, the union's formation, initially a response to a negative change, has evolved into a means of preserving King's positive work culture and employee benefits. It represents a proactive effort to shape their workplace and protect their interests in a changing environment. The image below shows King's office in Stockholm, Sweden.