Get the current 2025 status of the Detroit casino strike. Find out which casinos were affected and the results of the union contract negotiations with the UAW.

Detroit Casino Labor Dispute An Examination of the Ongoing Strike

As of June 2025, there is no active, city-wide labor dispute affecting the major downtown entertainment complexes. The significant walkout concluded in November 2023 after tentative agreements were reached and subsequently ratified by the Detroit Casino Council. These multi-year contracts are now in full effect, governing wages, benefits, and working conditions for thousands of employees across MGM Grand, MotorCity, and Hollywood at Greektown.

For the most current operational status, consult the official websites for each specific resort prior to any visit. While the 2023 agreements secured labor peace for a set term, future contract expirations represent potential flashpoints for new negotiations. Monitoring announcements from the union councils and reports from established local news sources are the most reliable methods for gathering intelligence on any developing industrial actions.

The precedent set by the 2023 work stoppage involved substantial economic consequences, including millions in lost revenue for the operators and a corresponding drop in tax receipts for the city and state. This context highlights the high stakes inherent in any negotiation between hospitality unions and the management of these key downtown attractions. Understanding this background provides perspective on the stability brought by the current multi-year agreements.

The Detroit Casino Strike: A Look Back at the 2023 Labor Dispute and Current Operations

The coordinated work stoppage at the three major downtown gaming establishments concluded in late 2023. All properties are fully operational, with no ongoing labor disputes affecting guest services as of June 2025. Reservations for hotels, dining, and entertainment can be made without concern for service interruptions.

The labor action commenced on October 17, 2023, involving approximately 3,700 employees across the three resorts. The walkout at the MGM Grand property ended after 32 days following a tentative agreement on November 17. The remaining two properties, Hollywood at Greektown and the MotorCity Hotel, ratified their agreements and saw employees return by early December 2023, ending the city-wide disruption.

Resolution came via new five-year collective bargaining agreements. These contracts granted workers an immediate $3 per hour pay raise, amounting to an 18% average increase in the first year. The agreements include a total raise of $5 per hour over the life of the contract, prevent increases in healthcare insurance costs, and provide new job security protections against the implementation of new technology.

Currently, all three entertainment venues offer their complete suite of amenities. This includes full staffing at table games and slot machines, unrestricted access to signature restaurants and bars, and normal hotel booking availability. Valet services and regular cleaning schedules, which were reduced during the dispute, have been completely restored across all locations.

Verifying the Operational Hours and Services at MGM, MotorCity, and Hollywood at Greektown Post-Strike

Confirm operational status directly with each property before your visit. Official websites and dedicated mobile applications provide the most accurate, real-time information, superseding any third-party reports. This method is the best way to get current details on all available amenities.

At MGM Grand, the main gaming floor has resumed 24/7 activity. Pay attention to the schedules for certain fine dining venues and valet services, as these may have adjusted timetables. The MGM Rewards application is a reliable resource for up-to-the-minute details on restaurant availability and entertainment calendars.

MotorCity's entertainment complex is open around the clock for gaming. The operational hours for the Sound Board concert venue and the poker room can fluctuate. Check the official MotorCity website, specifically its dining and promotions sections, for the latest schedules on food outlets like Iridescence.

Hollywood at Greektown has restored its primary gaming operations. For specifics on the poker room's tournament schedule or the hours for the Barstool Sportsbook, consult the online portal. Reservations for premium restaurants, such as Prism, are best made after checking their current service times via the PENN Play rewards app or website.

Focus verification efforts on ancillary services. Valet parking, coat check, and specific high-limit lounge access were amenities with phased restorations following the recent work stoppage. A direct phone call to the concierge at any of the three locations can clarify the availability of any specific service for your planned visit.

A Breakdown of the Key Gains in the New Union Contracts for Casino Employees

Workers secured the largest pay increase in the two-decade history of the city's gaming establishments. The five-year agreement delivers an immediate raise of $3 per hour in the first year, growing to a total of $5 per hour over the contract's term.  astronaut  amounts to an average 18% pay hike for a typical non-tipped employee in the initial year.

The new accord freezes employee healthcare costs. For the duration of the agreement, there will be no increases in monthly premiums, co-pays, or deductibles. This provision protects take-home pay from escalating insurance expenses.

Housekeeping staff achieved a significant workload reduction. The agreement mandates a return to daily room cleaning, eliminating a pandemic-era policy that increased the physical demands on employees. The contract also introduces protections against disciplinary action for failing to meet productivity quotas generated by tracking software.

Job security received major enhancements, particularly regarding technology. Management must provide the union with 180 days' notice before implementing automation that affects union positions. The company is further obligated to provide paid training to any impacted staff for new roles created by such technology.

The agreement provides an immediate ratification bonus for all members. It also establishes Juneteenth as a paid holiday and creates a new 401(k) plan with an employer match for all employees after 90 days of service, significantly improving retirement security options.

Assessing the Likelihood of Future Labor Disputes Under the New 5-Year Agreement

The new five-year collective bargaining agreement substantially lowers the probability of another mass work stoppage, provided management adheres to specific non-monetary clauses concerning technology and workload. The agreement's front-loaded financial components address immediate worker concerns, but long-term stability hinges on compliance with newly established operational protocols.

• Wage Security: The contract specifies an immediate $3 per hour raise for non-tipped employees, with a further $5.25 per hour distributed over the contract's duration. This structure directly counters the wage stagnation that precipitated the previous industrial action.
• Technology Integration Safeguards: New language requires management to provide the union with a six-month advance notification before implementing any technology that could reduce job positions. It also creates a joint committee to review the impact of automation.
• Workload Reductions: For the first time, daily room cleaning quotas for housekeeping staff are formally codified within the agreement, preventing management from unilaterally increasing these assignments.
• Healthcare Cost Containment: Employee contributions to healthcare premiums are frozen for the first 36 months of the agreement, deferring a potential point of friction until a later date.

Potential friction points persist. The agreement lacks specific language for inflation adjustments in its final two years, creating a foreseeable vulnerability if economic conditions shift. Ambiguity in the definition of "job-reducing technology" could also lead to disagreements.

To preserve labor peace within Motor City's entertainment venues, management should take these steps:

1. Formally charter the joint technology review committee within 90 days, defining its scope and authority with union input.
2. Begin preliminary discussions on cost-of-living adjustments for the contract's fourth and fifth years by the end of the second year.
3. Develop clear, internal metrics to monitor compliance with the new workload standards across all relevant departments in the city's hospitality centers.