Union employees blast Don’t Nod over illegal practices and layoffs
In the world of indie game development, where creativity often thrives on passion and long-term vision, a stark reality is emerging from the leadership of Don’t Nod. Employees of the studio, best known for crafting beloved titles like the Life is Strange series, have publicly warned that the company faces imminent insolvency and severe layoffs, alleging that management has engaged in practices that have caused widespread uncertainty and anxiety among staff.
This critical message originated from employees who are members of the French game industry union, Le Syndicat des Travailleureuses du Jeu Vidéo. Their statement detailed how management has presented employees with various financial scenarios that included redundancies, with the most severe projection forecasting the company’s potential liquidation through 2026.
The impact of these actions has been felt across nearly every department. The statement claims that nearly all non-managerial positions were targeted for cuts. This sweeping reduction reportedly included animators, character artists, concept artists, associate producers, environmental artists, sound designers, level designers, programmers, QA testers, HR staff, and developers. Furthermore, half of the game designers were among those laid off.
The union accused management of pursuing heavily individualized targeting, stating that the approach was “illegal” and that management’s decision to bet on outsourcing the workload of the fired team members was completely out-of-touch with the realities faced by the staff.
Beyond the financial strain, the employees highlighted the profound effect these decisions have had on their well-being. They reported living on the edge for the past two years amidst this instability, noting that six workplace accidents occurred this year and an inquiry was recently launched into a serious and immediate danger.
Employees further alleged that management refused to implement a voluntary leave plan for those willing to depart early, suggesting a disregard for the health and safety of the workforce. This environment of fear and uncertainty, the statement argues, has severely damaged the employees’ health.
The situation is now moving toward a crucial decision point. A government agency representing employees is set to issue its ruling on November 3. Following this deadline, management will have twenty-one days to formulate a plan. If the plan is accepted, employees could potentially receive their firing notices as early as November 25.
The union concluded by emphasizing the management’s apparent inability to plan for contingencies, noting that if the proposed plan is rejected, management will be forced to improvise, highlighting the deeply precarious position the company is in as it grapples with its financial straits following auditor warnings about running out of cash.
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