Preserve hybrid work at Ubisoft Montréal
After years of declining work conditions and broken promises, the 5-day return-to-office (RTO) policy and lay-offs have been a turning point. The time to act is now, before deteriorating conditions become the status-quo.
- More than 700 signatures in three days, and this is just the beginning !
Our message for Pierre-Jules Tremblay, Managing Director, Ubisoft Montréal :
- A year-round three-day in-office policy, without a bank of flex days
- Accommodations, assessed on a timely basis and in accordance with the Charter of human rights and freedoms
- Reasonable remote working arrangements, as determined on a case-by-case basis between workers and their managers, with support from HR
We have found that the prior hybrid work policy supported a healthier work-life balance by:
- Allowing for both in-person collaboration and focused individual work, which boosted productivity
- Reducing the financial strain associated with commuting, family and personal responsibilities, and daily lunch costs
- Meeting the needs of parents, employees with disabilities, pet owners, employees with appointments, etc.
Sign The Petition
What Your Signature Means
Who are we ?
We are a group of workers at Ubisoft Montréal concerned about the state of the industry and shifting work culture.
As workers at the biggest video game studio in the world, we are essential to the success of the company—the creative minds behind its most beloved and long-lived franchises: Assassin’s Creed, Far Cry, Rainbow Six, and For Honor.
We deserve to have a say at work and not just be heard, but considered.
Join your fellow Ubisoft Montréal workers in asking management to preserve the hybrid working arrangements in place before October 1, 2026.
We made history while remote
“Assassin’s Creed Valhalla Has Biggest Launch In Series History”
Ubisoft News - November 17, 2020
What we stand to win, together
Currently, management makes unilateral decisions. A certified union gives us a say.
- Flexible hybrid work
- Generative AI usage policies
- Evidence-based decision making
- Portfolio asset and game credit rights
- Annual evaluations and job grades
- Lay-off protections and severance
- Fair and competitive salaries
- Raises above inflation
- Paid overtime and crunch
- Reasonable bonuses and targets
What about the future ?
A petition gives us a chance, but our future depends on us all working together. A certified union is the only way to guarantee workers a seat at the bargaining table. We want to work with Ubisoft, not against Ubisoft, and focus on what we do best: being the creator of worlds.
Why act now ?
After years of declining work conditions and broken promises, the 5-day return-to-office (RTO) policy and lay-offs have been a turning point for many. The time to act is now, before deteriorating conditions become the status-quo.
Our immediate demands
Petition against the forced 5-day RTO mandate and reinstate the existing hybrid work policy.
Unionizing is a protected right
Québec has some of the most robust laws in North America protecting our right to organize. Employers cannot interfere or retaliate against union efforts.
Employer presumed guilty until proven otherwise
If an employee is targeted, disciplined, or fired during an organizing campaign, the burden of proof is entirely on the employer to prove good cause. Put bluntly, the employer is presumed guilty of illegal retaliation until proven innocent.
Québec Labour Code, section 14
Legal protection against retaliation
It is strictly illegal under the Québec Labour Code for an employer or manager to use fearmongering, misleading messaging, pressure tactics, harassment, or disciplinary measures to single out individuals or discourage union formation.
Québec Labour Code, sections 12 & 15
Certification freezes working conditions
From the moment a petition for certification is filed with the Ministry of Labour, employers do not have the right to alter any working conditions (salaries, work schedules, duties) without written union consent.
Québec Labour Code, section 59
Immigrants & Temporary Workers are protected
Labour protections apply to ALL workers regardless of immigration status. If you are a worker from another country and face abuse or job loss due to organizing, the CSN can help you apply for the Open Work Permit for Vulnerable Workers (valid for 12 months) while transitioning to a new job.
Federal Immigration and Refugee Protection Regulations (IRPR), Section 207.1
Report illegal anti-union behaviour
Report any illegal intimidation or pressure to the organizing committee or the CSN. We will document your case and draw upon CSN legal resources to defend you.
The law is on our side, but knowledge is power and protecting yourself keeps everyone safe. Don’t give the employer any excuses: never organize during work hours or using company property. Contact us to get involved and let’s organize our union together.
Who is the CSN?
The Confédération des syndicats nationaux (CSN) is the 2nd largest union confederation in Québec (1,600 unions). Unions affiliated with the CSN are fully controlled by their own members through their own democratic processes.
Currently, the CSN supports our organizing efforts through training and legal services, but our union and decisions will always be ours.
How much are union dues?
Usually between 1.8% and 2.0% of gross pay
- Union dues are only paid after a union is certified. Most unions affiliated with the CSN set their dues between 1.8% and 2.0%.
- Of that total, the CSN is paid 1.4%. Anything above their cost is paid into the union’s own fund, as set and controlled by the union itself.
For a gross salary of $70,000, union dues would cost around $48.47 to $53.84 per paycheque.
The percentage of dues applies strictly to regular, gross pay—NOT to bonuses, overtime, or supplemental income.
Common union myths
“A union creates a barrier between management and workers”
CSN member unions are autonomous and run by the workers themselves (no managers or HR allowed).
Having a union gives workers a seat at the table rather than enduring unilateral management decisions.
“Unions cause studios to close.”
Ubisoft Montréal is the largest game studio in the world; closing it would risk destroying the company. A union forces management to open up financial records so we can establish sustainable workplace strategies together.
“Unions protect lazy workers.”
Our Collective Agreement will establish clear, fair repercussions for failing job obligations. A democratically elected union representative acts as a third party during HR meetings to witness facts and ensure fair due process.