When people hear the name Rockstar Games, they usually think of the blockbuster franchise Grand Theft Auto (GTA). However, the studio recently found itself in the spotlight for something different: an Employment Tribunal dispute involving 29 developers working on the next instalment of the game, Grand Theft Auto VI.
The employees, who were all part of the Independent Workers’ Union of Great Britain (IWGB), were part of 34 employees in the UK and Canada who were dismissed in October 2025 for allegedly leaking confidential information to the public via the communication platform, Discord.
Rockstar treats the protection of confidential development information extremely seriously, particularly on major titles such as Grand Theft Auto VI where any leak could have significant commercial consequences.
The Employees, backed by the IWGB union, claimed that the dismissal was related to their involvement with the union, in particular;
(i) their trade union membership,
(ii) their participation in trade union activities outside of their working hours and/or
(iii) a ‘prohibited list’ of union members and activists.
As part of their claim, the employees asked the Employment Tribunal to grant “interim relief” following their dismissal.
What is interim relief?
Interim relief allows employees to apply to the Employment Tribunal, within seven days of their dismissal, for an order requiring the employer either to reinstate them or to continue paying their salary and benefits until the tribunal has finally determined the case.
Interim relief is only available in very limited circumstances. It applies when an employee claims they were dismissed for certain automatically unfair reasons set out in legislation.
These include dismissals connected to:
trade union membership or activities
whistleblowing (protected disclosures)
certain health and safety activities
acting as an employee representative in collective consultation or similar statutory roles.
Because of these restrictions, interim relief applications remain relatively rare.
In the Rockstar case, the employees alleged that they had been dismissed due to their trade union activities and membership of the Independent Workers’ Union of Great Britain (IWGB). As claims relating to trade union activities fall within the categories where interim relief can apply, the employees were therefore entitled to make the application.
The interim relief hearing
In January 2026, the Glasgow Employment Tribunal heard the interim relief application. While the written judgment is yet to be published, comments from the law firms and unions representing the parties provide some insight into the arguments advanced, and the tribunal’s decision.
From this report, we understand that the Employment Tribunal rejected all of the applications for interim relief, concluding that it was not persuaded that it appears likely that, at a final hearing, the claimants will establish that they were unfairly dismissed for reasons relating to trade union membership or activities.
The term “likely” carries a lot of weight in such claims and has been the subject of litigation for a number of years. Most recently it has been made clear that likely does not mean simply ‘more likely than not’ (that is at least 51%) but connotes a significantly higher degree of likelihood. It is understood that this is where the employees were unsuccessful in their claims.
What next?
The refusal of interim relief does not bring the dispute to an end. The employees’ claims will still proceed to a full Employment Tribunal hearing in the usual way. The practical difference is that, without interim relief, the employees will not receive pay and benefits from Rockstar while the litigation runs its course. This will, of course, be a huge relief for Rockstar who would have incurred a huge financial burden if they were forced to pay the developers throughout the tribunal proceedings.
What HR teams should take away
This dispute does not mean that interim relief applications are about to become commonplace. However, it is a useful reminder that the remedy exists and, when it does arise, it can quickly change the dynamics of a dispute.
It is also important to remember that the right to apply for interim relief is effectively a day one right, as it is typically linked to claims involving whistleblowing or trade union activities. HR professionals should bear this in mind when considering dismissals involving employees with fewer than two years’ service, normally perceived to be relatively low risk.
The Rockstar case is a useful reminder that, while interim relief remains a relatively rare remedy, its potential impact can be significant. For HR teams dealing with disputes involving trade union activity, whistleblowing or other protected roles, understanding how interim relief works, and recognising when it may arise, can be an important part of managing risk at a very early stage of a dispute.
If you are looking for legal advice relating to any of the subjects in this article, please contact our Employment team who will be happy to help.
