The developers behind Magic: The Gathering Arena in Renton are trying something a little different from the usual deck tech. On Monday, a group of workers at Wizards of the Coast announced they are forming a union in affiliation with the Communications Workers of America. Organizers say more than 100 designers, programmers, artists and producers have pledged support and filed an election petition with the National Labor Relations Board, a petition they say they will withdraw if Hasbro and Wizards voluntarily recognize the union by May 1. Workers point to recent layoffs, a return-to-office mandate and pressure to adopt generative AI as the big reasons they decided it was time to organize.
In a public letter to company leadership, the newly formed United Wizards of the Coast said it has a supermajority of support and invited Hasbro and Wizards of the Coast to voluntarily recognize the unit while pledging neutrality if management does so, according to United Wizards of the Coast. The group is careful to frame its demands as concrete bargaining priorities, from layoff protections to clearer career tracks, rather than a rejection of the studio’s games or its fans.
Organizers told reporters they hope to avoid an NLRB fight if the company simply recognizes them. Otherwise, they say they have already filed a representation petition and will push for a vote, as reported by The Guardian. The drive, the outlet notes, covers staff across MTG: Arena and other digital teams.
What They Are Asking For
United Wizards’ public letter lays out a wish list that reads more like a survival guide for modern game dev than a fantasy spellbook. Workers are asking for stronger layoff protections, explicit remote-work language, a robust generative AI policy that lets employees push back on what they view as inappropriate AI use, limits on mandatory overtime or "crunch," and protections for creative work they do outside of work hours, according to United Wizards of the Coast. Organizers say these points are meant to steady careers and keep the people who actually build the games from burning out and walking away.
Why Workers Say It Cannot Wait
Employees point to recent cuts inside the company as proof that their jobs can disappear with little warning. Roughly 30 people on the Sigil virtual-tabletop project were let go in March 2025, according to reporting by Rascal News. Organizers also note broader cost-cutting at Hasbro in late 2023 and the tension that creates on teams even as the Wizards and digital gaming segment has reported big growth. Hasbro’s filings show about 45% revenue growth for that segment in 2025, and Hasbro’s numbers help explain why staff say strong top-line performance has not translated into a feeling of job security.
The move is unfolding against a broader wave of upheaval in the games business. A recent Game Developers Conference survey found that roughly one-third of U.S. game-industry respondents said they had been laid off in the past two years, a data point organizers and analysts cite when they talk about job insecurity in studios, according to PC Gamer. In that context, union leaders say contract protections are not a luxury. They argue those protections are essential for keeping institutional knowledge and experienced talent from constantly cycling out.
Company Line And Worker Voices
Hasbro and Wizards of the Coast have acknowledged the filing and are not pretending this is all some rules-lawyering side quest. In a statement reported by Kotaku, Wizards of the Coast said, "We have received the filing and are reviewing it carefully," and stressed its commitment to a workplace where staff feel heard and supported. Local coverage has featured employees describing burnout and anxiety over sudden organizational changes, underlining why some workers say they need bargaining power at the table. KIRO7 captured several of those on-the-record comments.
What Comes Next
If Hasbro does not voluntarily recognize the union, the NLRB will process the representation petition and, if appropriate, schedule a secret-ballot election after reviewing the filing and any jurisdictional or unit questions, as the agency explains in its representation procedures guidance. Employers and unions can also agree on an election date or negotiate voluntary recognition once majority support is demonstrated, per NLRB guidance.
For now, the chapter’s organizers say they are ready to move down either path: voluntary recognition followed by bargaining, or an NLRB-run vote if the company declines. The May 1 voluntary-recognition window set in the union’s letter is the first big deadline to watch as this process plays out.
