King, the developer behind the mobile game Candy Crush Saga, has formally declined to enter into a collective bargaining agreement with two major Swedish trade unions. The decision affects its operations in Sweden, a country where such agreements are standard practice for regulating wages and employment terms.
The company, a subsidiary of Activision Blizzard, confirmed it has rejected the proposal from Unionen and Sveriges Ingenjörer. Unionen is Sweden’s largest white-collar union, while Sveriges Ingenjörer represents engineers and technical professionals. The rejection concerns the terms under which King’s Swedish employees would be covered by industry-wide labor agreements.
Background of the Negotiations
Collective bargaining agreements in Sweden typically set baseline standards for salaries, working hours, and benefits across an entire sector. They are negotiated between employer associations and trade unions, and while not mandatory by law, they cover roughly 90 percent of the Swedish workforce. Companies that operate without a CBA must negotiate individual contracts with employees or establish a local agreement.
The dispute at King arises from the company’s preference to maintain its own internal policies rather than adopt the broader frameworks proposed by the unions. According to reports from the Swedish gaming and tech press, King has chosen to engage directly with employee representatives instead of signing onto the collective structure.
Union Response and Employee Impact
Unionen and Sveriges Ingenjörer have expressed disappointment with King’s decision. Both organizations have emphasized the importance of collective agreements for ensuring predictable working conditions and resolving disputes. The unions have indicated that they will continue to push for a renewed agreement, potentially through legal channels or by organizing members within the company.
Employees at King’s Stockholm office are now in a position where their terms of employment are not protected by the industry-wide framework. This can affect everything from parental leave top-ups to severance packages and salary review processes. The unions note that individual negotiations often place workers at a disadvantage compared to collective representation.
Why This Matters for the Gaming Industry
King’s decision is notable because it sits within a broader conversation about labor practices in the video game industry. The sector has faced increasing scrutiny over workplace conditions, pay inequity, and crunch culture. Sweden, traditionally viewed as a strong market for worker protections, now hosts a prominent developer that has opted out of the standard model.
The outcome could set a precedent for other international gaming companies operating in the Nordics. If King successfully maintains its position without a CBA, other firms may view this as a signal that union agreements are optional rather than an expected norm, even in Sweden’s highly organized labor market.
Next Steps and Potential Developments
Unionen and Sveriges Ingenjörer are expected to initiate a membership drive among King’s employees, seeking to increase union density within the office. Under Swedish labor law, unions can take industrial action, such as strikes or blockades, but only after exhausting negotiation attempts and typically in proportion to the issue at stake.
King has stated that it remains committed to offering competitive benefits directly to staff, though it has not detailed how these compare to the union-proposed standards. The situation is likely to be monitored closely by other tech employers in the region, as well as by workers who may be weighing the benefits of union membership.
Discussions between the parties are currently paused, and the unions have submitted a formal request for a renewed meeting. No timeline has been provided for when negotiations might resume, but the unions have indicated that they are prepared to escalate their efforts if no progress is made by mid-2025.
Source: GamesIndustry.biz
