Reflections on SAG-AFTRA’s Recent Negotiations

When you sit down with SAG-AFTRA chief negotiator Duncan Crabtree-Ireland and president Sean Astin in 2026, it’s quite something. It’s hard to believe their union was amid a difficult strike just three years ago.

After extensive discussions with studios and streaming platforms, both leaders praised the new approach taken by studio president Greg Hessinger. Astin pointed out that negotiations don’t have to be filled with dramatic standoffs. They discussed how they utilized the Motion Picture and Television Producers Union’s interest in longer contracts to secure AI protections for their members, along with the long-anticipated merging of two pension plans. “We needn’t rely on provocations or flashy picket lines aimed at CEOs like we did during the 2023 strike,” they noted.

“Companies clearly wanted longer agreements,” Crabtree-Ireland, also the national executive director of the union, stated. “If we accepted that idea, what could we achieve that we wouldn’t have been able to otherwise? That’s how we reached our agreement.”

While there was a noticeable shift in the tone of this year’s negotiations, it wasn’t all friendly. In a conversation with a publication, Crabtree-Ireland and Astin recounted both the wins and the letdowns from their recent talks. Astin emphasized, “If I couldn’t come up with a list of a thousand demands for the next round, I wouldn’t be doing my job as union president.”

Major Benefits of Recent Changes

Duncan Crabtree-Ireland: There are numerous significant aspects to this agreement. If I had to pinpoint a couple, the integration of pension and retirement plans would be at the top. This has been our goal since the merger in 2012. Finally, we have a clear pathway outlined, complete with effective dates and details about additional contributions necessary for its implementation. Another critical component is the protection of artificial intelligence, a hot topic since 2022. We’ve seen substantial improvements in the digital reproduction clauses of contracts. But perhaps even more importantly, there have been noteworthy advancements regarding composite treatments in our contract language. We now have a clear, principled approach that supports human performance, along with an agreement to restrict synthetic materials unless they provide “considerable additional value” to the work. This restriction is set to significantly benefit not just individuals, but their digital counterparts, marking an important step in limiting the use of synthetic technologies in ways not previously seen in the industry.

Why go for a four-year deal, especially with AI evolving so rapidly?

Crabtree-Ireland: For us, a solid agreement was essential. We needed the right elements in a contract to ensure members feel secure about AI protection during this four-year period. It involved not just the right clauses but also key issues like residuals and the integration of pension plans. Both companies have committed substantial financial resources to these areas and various other aspects of the contract. If you look at the overview, you’ll notice around 56 major areas tackled in this deal. Our decision to agree on four years wasn’t merely a reaction to the Writers Guild’s deal; rather, it stemmed from a genuine desire to determine what we wanted from this negotiation. It’s clear that companies were looking for long-term stability. Embracing that notion allowed us to consider what we could achieve together.

Is the four-year agreement a one-off, or could it become standard practice in future negotiations?

Astin: I need to clarify that there is no established pattern here. Our contract stands apart from those of other unions. We negotiated from a place of strength, aiming to meet our members’ needs. We opted for this course because it would benefit the industry by ensuring stability. We wanted to give our members ample time to digest the proposals we made. As for repeating this next time, we’ll reevaluate as the situation unfolds.

There’s a grounded perspective on negotiation. It shouldn’t always be about confrontations; it should be a regular part of business. Turmoil shouldn’t have to accompany these discussions. However, being rational also doesn’t imply being weak. I’m sure it was understood that our members are prepared to take necessary actions to reach our objectives. I am proud of how we handled things and what we achieved.

Pension Plan Integration

Crabtree-Ireland: The crux of the argument is that nearly a thousand members last year could have qualified for pension credits under an integrated plan, but they didn’t because credits were split between the SAG and AFTRA plans. It’s our duty as a union to ensure benefits are accessible to as many members as possible. Thus, the idea was to merge these plans and resolve the issue once and for all. This is incredibly significant for many affected members.

Astin: This is the realization of a long-standing promise, but it’s complex, especially for those who have felt the effects of the past decade. However, once the details of this new process are clear—covering legal, financial, and other protections—members will realize that they are safeguarded and can operate more efficiently with a single retirement program instead of two. Companies wanted efficiency and would need a considerable investment to achieve it. This aligns with producers’ long-term desires for stability.

What issues didn’t see as much progress as expected during this round of negotiations?

Astin: A tongue-in-cheek response might be, “You always want more,” but I get what you’re asking. We made crucial advances in residuals but haven’t fully achieved allowing our members to continue sharing in the economic benefits of their work. I’m keen to keep pushing on that front. Still, I wouldn’t be fulfilling my responsibilities as union president if I didn’t have a long list of demands for the next round.

Crabtree-Ireland: I’m always cautious about forecasting what will come next. Priorities could shift with the evolving landscape. As we’ve discussed AI, it’s vital to remain flexible and see how this contract performs before determining our next steps. However, I agree with Sean: AI will keep changing, and the terms will need to adapt as well. Nonetheless, I am confident that the current provisions will adequately support our members throughout this contract period.

Insights on Negotiations with Greg Hessinger

Crabtree-Ireland: I’ve worked with Greg in various capacities, and he has always been understanding of members’ concerns without being overbearing. He’s a tough negotiator, skilled in his role. Comparing the Writers Guild negotiations to ours, I sense he’s fostered a new atmosphere at the table. While it didn’t pan out for AMPTP in the sense that they got everything they wanted, it contributed to building relationships where future negotiations might not feel so crisis-driven, as Sean highlighted. It can evolve into a space for long-term cooperation, benefitting both sides without sacrificing their interests. There’s a glimmer of hope here.

Astin: He’s helped reset the dynamic between our organizations.

This interview has been edited for length and clarity.