Following a year of discussions, the management of Candy Crush creator King has rejected a collective bargaining agreement (CBA) that employees sought through the Swedish trade unions Unionen and Sveriges Ingenjörer. Employees were notified of this decision in June via an email from King president Todd Green, who mentioned that the decision to turn down the CBA was not taken lightly.
The first rationale given for rejecting the CBA is that King believes its existing benefits package is favorable for employees. The benefits comprise enhanced pension plans, long-term sick pay, private health coverage, and parental leave. Green asserted that while adopting a CBA would not stop the company from providing these benefits, it would require modifications to their framework that could potentially harm employees in Sweden.
The second reason for dismissing the CBA is King’s belief that its current operational model is appropriate for the company, particularly concerning its Swedish operations. Green stressed the significance of ensuring a uniform and fair experience for all King employees across its various studios in Europe and the U.S. He noted that entering a CBA would involve substantial alterations to processes, policies, and working methods within the organization.
Additionally, Green recognized the necessity for enhanced dialogue and better opportunities for employees to inquire and understand the context surrounding company decisions that impact them. He reassured that this choice does not signify a disregard for trade unions or the Swedish labor system, emphasizing that King is dedicated to collaborating with the trade union club in a transparent and constructive fashion.
The labor union environment in Sweden is considerably different from that in the U.S. In Sweden, any qualified worker can join one of several trade unions representing their profession at any point. These unions participate in broad negotiations regarding working conditions, encompassing sick leave and wages, applicable to all employees. Approximately 70 percent of the workforce in Sweden are union members, and if a sufficient number of employees establish a workplace union club, they can negotiate a CBA to secure specific benefits from the company.
Historically, companies like Paradox Interactive and Avalanche Studios have successfully managed this CBA process. Nevertheless, CBA rejections do happen, and employers are required to negotiate in good faith. A rejection may prompt employees to consider collective actions to persuade the employer to reconsider, although it is unclear if this is being contemplated at King.
King employees decided to establish a union club in late 2024, driven by the unexpected elimination of a private doctor benefit that sparked discussions about gaining more influence over workplace conditions. Negotiations for a CBA commenced in 2025, coinciding with significant layoffs at the company and additional layoffs resulting from restructuring by Microsoft’s Xbox division.
In 2023, Microsoft announced a labor neutrality agreement with the Communications Workers of America, pledging to support employees wishing to unionize, although no similar agreements have been established with other unions.
In reaction to King’s decision, a Unionen representative pointed out the dissatisfaction among members who advocated for a collective agreement—expressing a wish for security, transparency, and employee engagement. Unionen intends to maintain dialogue with its members regarding future actions and aspires for broader collective bargaining agreements within the Swedish labor market.
King responded to the situation by reiterating its respect for the Swedish labor market and stating that the employment terms and benefits provided by the company are competitive. The company remains committed to constructive discussions with local union representatives and addressing significant employee issues, despite choosing not to enter into a CBA at this moment.
