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

In early 2024, a seemingly minor decision by Activision Blizzard, under new ownership by Microsoft, ignited a significant unionization effort at its Stockholm office. The removal of a popular employee benefit – a private family doctor – prompted over one hundred employees to form a union club with Unionen, Sweden's largest trade union.

This action reflects the unique Swedish union landscape. Union membership is widespread (approximately 70%), and the legal framework is generally more supportive of unions than in many other countries. While national-level agreements cover basic working conditions, forming a company-level union club allows for negotiating a Collective Bargaining Agreement (CBA) securing additional workplace-specific benefits. This mirrors a growing trend in the Swedish games industry, with companies like Paradox Interactive and Avalanche Studios already having established such unions.

The catalyst for the King Stockholm union was the abrupt cancellation of the company doctor benefit, provided during the COVID-19 pandemic. Employees received only a week's notice, forcing them to find alternative healthcare arrangements. While a private health insurance plan was offered as a replacement, employees felt it lacked the personal touch and responsiveness of their previous doctor. This sparked widespread discussion and a surge in interest in the previously inactive company Slack channel dedicated to union matters.

Kajsa Sima Falck, an engineering manager and union board member, highlighted the lack of bargaining power without a CBA. The incident galvanized the workforce, leading to a rapid increase in union membership and the eventual formation of the union club in October 2024. While Microsoft has publicly committed to a neutral stance on unionization, the company has yet to respond to requests for comment on this specific situation.

The union's primary goal is not to reinstate the lost benefit, but to secure a CBA protecting existing benefits and influencing future company decisions. Key areas of focus include salary, transparency in company information and reorganizations, and protection against layoffs. Timo Rybak, a Unionen Stockholm organizer, emphasized the value of employee input in decision-making, bridging the gap between management and the daily realities of the workforce. The union also serves as a valuable resource for employees, particularly those from diverse international backgrounds, in understanding their rights and advocating for themselves.

For Falck and her colleagues, the union's formation represents a proactive effort to safeguard the positive aspects of their work environment and company culture, ensuring that future changes are made collaboratively and with employee input.