How to Start a Union at a U.S. Game Studio

Updated 10 November 2026 · Standard formula, shown below

Starting a union at a U.S. video game studio gives workers a way to negotiate together over issues such as pay, workload, job security, and workplace policies. Begin by building trusted support among coworkers, then choose an organizing path and get advice from an established labor organization; the process and deadlines depend on your workplace and circumstances.

What You’ll Need

A small, trusted group of coworkers willing to organize discreetly and consistently.
Time to listen across roles, teams, shifts, and work locations, including remote workers.
A secure way to communicate that does not rely on company equipment or accounts.
Basic information about who works for the employer and which workers may share a bargaining unit.
Guidance from a union, labor organizer, or attorney familiar with U.S. labor law. The National Labor Relations Board (NLRB) provides information about the process.

Step-by-Step

Learn the basics and identify your employer. Most private-sector employees are covered by the National Labor Relations Act (NLRA), which generally protects workers who act together to improve workplace conditions, including organizing. Coverage has exceptions: for example, supervisors and some workers are excluded, and public-sector employees follow different rules. Identify the legal employer—not just the studio name—and ask a labor organization or attorney how coverage applies to your roles. Do not assume that a job title alone settles whether someone is a supervisor under the law.
Start a small organizing group. Talk one-on-one with coworkers you trust and ask what they want to change. Keep the first conversations focused on listening rather than persuading people with a fixed list of demands. Invite people from different departments, seniority levels, employment arrangements, and locations. A group made up of only one team may miss important concerns or leave others feeling excluded.
Set up careful, private communication. Use personal devices and accounts, and avoid company chat, email, shared drives, and meeting rooms where access or records are controlled by the employer. Protect coworkers’ privacy: do not circulate names, screenshots, or private messages without permission. Follow ordinary workplace rules and do not access systems or records you are not authorized to use. Keep discussions factual and respectful.
Contact an established union or experienced organizer. Ask about the union’s experience with game, software, or other creative workplaces, its organizing support, dues, governance, and how members choose representatives. An organizer can help assess the proposed bargaining unit, explain authorization cards, prepare for employer responses, and plan next steps. You may also consult an employment or labor attorney for advice specific to your situation. Speaking with an organizer does not commit every coworker to joining.
Map the workplace and build broad support. With your organizing group, list teams and roles, identify trusted contacts, and note which coworkers have and have not had a chance to discuss the idea. The goal is meaningful, informed support across the proposed unit, not simply a large number of signatures. Be prepared to explain what a union can do and what it cannot guarantee: the union can negotiate, but wages, benefits, and other contract terms depend on bargaining.
Agree on priorities and answer questions. Ask coworkers to identify concrete concerns—such as crunch expectations, layoffs, compensation transparency, credit, remote-work rules, or grievance procedures. Look for shared priorities and be clear where views differ. Explain that a union contract is negotiated after workers choose representation; organizing does not instantly change policies or guarantee a particular outcome. Do not promise specific raises, job protections, or timelines.
Choose an election or recognition route with expert help. In a typical NLRB representation process, workers seek an election by submitting a petition supported by enough valid showing-of-interest evidence, often authorization cards. The NLRB reviews the petition and, if requirements are met, conducts an election. Another possibility is asking the employer to recognize the union voluntarily, but employers may decline; the available options and procedure can change with the facts and current law. Have an organizer or attorney verify current NLRB requirements and deadlines before filing or making a formal request.
Prepare for the campaign and protect your rights. Keep communicating with coworkers, share accurate information, and document events you believe may be unlawful, including dates, statements, and witnesses. Under the NLRA, covered workers generally have rights to organize and act together, and employers generally may not threaten, punish, or discriminate against employees for protected organizing. The law is fact-specific, and not every workplace action is unlawful. Ask the NLRB or a labor attorney promptly about possible violations and filing deadlines.
Vote, then organize for bargaining. If an election is held, follow the NLRB’s instructions and encourage eligible coworkers to participate. If the union wins and is certified or recognized, members can select bargaining representatives, gather proposals, and prepare to negotiate. A union does not automatically create a contract: reaching one takes bargaining, and workers should stay involved in reviewing priorities and updates.

Common Mistakes

Moving too fast. Collecting signatures before coworkers understand the process can weaken trust. Take time to answer questions and build support across the proposed unit.
Organizing only among close colleagues. A studio includes many roles and employment situations. Broader conversations reveal shared issues and help avoid leaving groups out.
Using work systems for sensitive plans. Company accounts and devices may be managed or retained by the employer. Use personal channels and respect privacy and access rules.
Making guarantees. Neither an organizer nor an employer can promise what a future contract will contain. Distinguish goals from outcomes.
Assuming every employee is covered or eligible. Coverage, supervisory status, contractor classification, and the appropriate bargaining unit can be complex. Get tailored guidance rather than relying on job labels.
Responding to pressure impulsively. Avoid arguments or threats. Record relevant facts and seek prompt, qualified advice.

Tips

Use plain language and explain unfamiliar terms, such as bargaining unit, authorization card, and certification.
Ask open questions and let coworkers decide whether to participate. Do not share someone’s position without their consent.
Make space for remote, contract, part-time, and less-visible workers to raise concerns; their legal status may differ, so confirm eligibility with an expert.
Keep a shared, access-limited record of questions, commitments, and follow-ups, without storing sensitive personal details unnecessarily.
Check current information directly with the NLRB and a labor organization. Rules, procedures, and deadlines can change or depend on the case.

Troubleshooting

People are interested but afraid of retaliation: Do not pressure them to sign or go public. Explain that covered workers generally have legal organizing rights, use private channels, and ask an organizer how to reduce risk and document concerning conduct. If someone faces an immediate workplace issue, they should seek individualized legal advice.

Support is concentrated in one department: Pause plans to file and broaden conversations. Ask trusted coworkers in other teams to listen and report concerns without sharing private information. Revisit whether the proposed unit makes sense with an organizer.

The employer challenges eligibility or the unit: Keep records of job duties and reporting relationships that workers can lawfully access, and let an organizer or attorney assess the issue. Do not make legal conclusions based only on titles or assumptions about contractor status.

A coworker shares misleading claims or rumors: Respond calmly with verifiable information and invite questions. Check process details with the NLRB or your organizer rather than circulating unconfirmed dates or promises.

You suspect unlawful interference or miss a process step: Write down what happened, when, who was present, and any relevant messages. Contact the NLRB or a labor attorney quickly; complaint and election procedures can have strict deadlines, and an online article cannot determine your rights in a specific case.

Frequently Asked Questions

Can a video game studio worker legally organize?
Many private-sector employees are protected by the NLRA when organizing with coworkers, but exceptions apply. Coverage depends on the worker and employer, so confirm your situation with the NLRB or a labor attorney.

Do we need a union before talking to coworkers?
No. Workers can begin discussing shared workplace concerns and exploring organizing. An established union can provide guidance, but contacting one is not the same as committing everyone to join.

Can management find out who signed an authorization card?
Cards are generally submitted as evidence of support in the process, but privacy and disclosure details depend on the procedure and circumstances. Ask the organizer or NLRB how information is handled before signing.

Can the studio fire someone for organizing?
Covered workers generally may not be punished for protected union activity, but whether a particular action violates the law depends on the facts. Document concerns and seek prompt advice from the NLRB or a labor attorney.

How long does it take to form a union?
There is no fixed timeline. Building support, resolving disputes about eligibility or the bargaining unit, holding an election, and beginning negotiations can each take different amounts of time.

What happens after workers win an election?
If the union is certified or recognized, workers choose representatives and bargain with the employer over terms and conditions of employment. A contract is not automatic; it must be negotiated.

Method: the standard formula for this calculation, rounded as each result states. See how the calculators work or report an error.