Why has DIK issued a sympathy strike notice?
Together with Sveriges Ingenjörer and Unionen, DIK wants to secure a collective agreement for employees at King. The aim is to ensure that employees at King enjoy the same level of security and influence as others in the Swedish labour market.
Collective agreements are a cornerstone of the Swedish labour market model. They complement legislation by providing better terms and conditions, greater security, opportunities for salary development, and influence in the workplace.
Why is a collective agreement important?
Legislation provides a minimum level of rights. A collective agreement offers additional security, salary development, and workplace influence for employees.
There are still industries where employers choose not to sign collective agreements, and the gaming industry is one example. DIK works to ensure that collective agreements are in place across all sectors and is therefore acting together with other trade unions in this matter.
You can read more about the benefits of collective agreements further down this page.
What does this mean for me as a member of DIK at King?
The strike notice means that you must not work while the strike is ongoing, starting at 05:00 on 29th September 2026.
If requested by your employer, you must leave your work equipment, such as your phone and computer, at the workplace.
Will I receive pay while on strike?
Only members of DIK or other unions participating in the strike are entitled to financial support from their union in the form of strike pay during a strike or lockout.
You will not receive any salary from your employer during this period.
If you are called out on strike, you will receive instructions on how to apply for compensation from DIK. Please make sure that your contact information, profession, and workplace details are correctly registered on ”Mina sidor”. If your profession or workplace information is incorrect, please email fraga@dik.se.
What does this mean for colleagues who are not members of any trade union?
Employees who are not members of a trade union may join and participate in the strike under the same conditions as union members. However, employees who are not union members are not entitled to strike compensation from a union.
Participation in a lawful strike does not constitute refusal to work or a breach of contract.
You must become a member of DIK and pay the member fee by the 29th of September in order to be eligible for compensation from DIK. It is important that you meet the membership requirements in order to become a member of the union.
Can I work from home during industrial action?
No. The industrial action applies to all work, including working from home, via computer, by phone, or through similar means.
Can someone else perform my duties while the strike is ongoing?
Work that is normally carried out by DIK members participating in the strike must not be performed by members of other unions, non-union employees, or external companies or contractors.
Even if a person is not on strike, they have the right to remain neutral. This means they are not required to perform tasks that would normally have been carried out by someone participating in the strike.
What can I do now?
Follow developments closely and ensure that we have your correct contact details, workplace information, and job title. If you need to update your details, email fraga@dik.se.
Become a member of DIK if you are not already a member. You do not need to have been a member previously to qualify for strike compensation if industrial action takes place. You must become a member of DIK and pay the member fee before the strike begins on the 29th of september. It is important that you meet the membership requirements in order to become a member of the union.
Can you have equally good conditions without a collective agreement?
Salary levels can often be good even without a collective agreement, and some employers also provide occupational pensions and other benefits. However, there are many additional benefits that come with a collective agreement and are important to understand.
Better occupational pension. An occupational pension covered by a collective agreement is almost always better than one offered through an employer's own individual arrangement. Administrative fees are significantly lower, which can have a major impact on the amount you receive when you retire.
More vacation and additional vacation pay. Swedish law gives employees the right to 25 days of annual leave if they work full-time. A collective agreement often provides more vacation days as well as additional vacation pay.
Additional compensation during parental leave. Many collective agreements provide compensation on top of the parental benefit paid by the Swedish Social Insurance Agency. This can allow you to receive up to 90% of your salary while on parental leave.
Right to annual salary reviews. A collective agreement does not determine individual salaries, but it gives all employees the right to salary review discussions and the opportunity to have their salary revised once a year.
Regulation of working hours. A collective agreement regulates overtime and overtime compensation and may, for example, include provisions for shorter working hours than the statutory full-time standard of 40 hours per week.
Insight and influence in the workplace. Collective agreements give employees greater influence and transparency in the workplace, which can be particularly important during periods of significant change.
Additional compensation during long-term sickness absence. With a collective agreement, you receive additional compensation on top of statutory sick pay if you are on long-term sick leave.
Career transition support. A collective agreement provides financial and practical support for skills development and career transition in the event of redundancy.
Comprehensive insurance coverage, for example in the event of a workplace injury
What is a sympathy strike?
A sympathy strike is used to support another union that is engaged in an industrial dispute with a company or organisation. In this case, DIK's action supports the dispute between Sveriges Ingenjörer, Unionen, and the company Midasplayer AB.
The right to take sympathy action is regulated, among other things, by the Swedish Co-Determination Act (Medbestämmandelagen, MBL).
By taking sympathy action, several unions can act together as a stronger party in order to put pressure on an employer during negotiations aimed at securing a collective agreement.