Equality Watchdog Issues Warning to All Branches

McDonald’s UK is under pressure as the Equality and Human Rights Commission (EHRC) warns all 1,400 branches about the potential for legal action if they fail to address workplace harassment. This warning comes in the wake of a troubling investigation that revealed a pattern of sexual harassment and abuse within McDonald’s restaurants across the UK. Employees, despite previous pledges from McDonald’s CEO to tackle these issues, continue to report incidents of verbal abuse, homophobic slurs, and inappropriate behavior from managers and customers.

The EHRC’s warning letter stresses that McDonald’s, as well as its franchises, must adhere to the legal obligations outlined in the Equality Act to ensure a safe working environment for all employees.

A Toxic Culture of Abuse Exposed
The investigation into McDonald’s workplace culture uncovered multiple instances of sexual harassment and assault. Workers reported a range of inappropriate behavior, including verbal abuse and homophobic slurs, continuing to plague many restaurant locations. The company, which operates largely through franchises, faced scrutiny for its failure to make significant changes despite the previous public promises of McDonald’s CEO to improve conditions over the past year.

Alan, a 19-year-old employee from a franchise in southwest Scotland, revealed that he has been subjected to repeated verbal abuse and homophobic slurs, but continues to work at McDonald’s despite his mistreatment. “I hope the EHRC’s intervention will bring about concrete change,” Alan said, expressing his hope for a safer working environment.

The EHRC’s letter deemed the findings of the investigation “troubling,” citing that harassment is still prevalent despite previous efforts to prevent it. The commission underscored that all McDonald’s branches, regardless of whether they are corporate-owned or franchised, must take adequate steps to combat discrimination and harassment.

Franchise Accountability and Legal Obligations
McDonald’s UK has agreed to work with the EHRC on improving conditions, but the commission emphasized that franchise owners, who operate many of McDonald’s locations, are legally bound to prevent harassment. The EHRC’s chief executive, John Kirkpatrick, reminded restaurant owners of their responsibility to create anti-discrimination policies and to safeguard employees from sexual harassment. He stated, “It is your duty to ensure your anti-discrimination and harassment measures are effective.”

The commission outlined clear guidelines for the steps that must be taken, including regular risk assessments, safeguarding younger workers, and establishing formal processes for addressing complaints. Businesses failing to comply with these rules could face formal investigations and substantial fines.

Public Outcry and Calls for Stronger Enforcement
The EHRC’s move has sparked criticism, especially regarding its timing. Liam Byrne, chair of the Business and Trade Select Committee, expressed concerns about the watchdog’s delay in taking action. He questioned why the EHRC had not intervened sooner, given that many allegations had been made public over the past few years. “The public needs reassurance that the regulator is handling this problem effectively,” he remarked.

In response, John Kirkpatrick of the EHRC clarified that while the commission prefers to work with companies on improving standards, it will take firm action when necessary. “We will impose actions on businesses when it is the best way to achieve progress,” he said.

Ongoing Allegations and Company’s Response
Reports of harassment at McDonald’s have been ongoing for over two years, with a significant increase in complaints following a 2023 investigation. The company has apologized and implemented changes, including creating a special unit to handle complaints. However, more than 160 individuals have come forward with allegations, and the EHRC has received 300 reports of harassment within the company.

One particularly disturbing case involved a 19-year-old employee from the Midlands, who resigned after witnessing managers engaging in inappropriate touching. Another worker from the West Midlands reported being harassed by both managers and customers but was told to “suck it up” when she raised the issue. The investigation also revealed shocking stories of employees being bullied and even receiving inappropriate photos from supervisors.

In response to the ongoing crisis, McDonald’s UK’s CEO, Alistair Macrow, has appeared before Parliament multiple times to address the allegations. In January, he confirmed that 29 employees had been dismissed over sexual harassment claims in the past year.

Company Efforts to Ensure Safe Workplaces
McDonald’s has expressed its commitment to improving workplace safety and eliminating harassment. The company reiterated its dedication to providing a safe and respectful environment for employees, citing the signing of an agreement with the EHRC in 2023 aimed at aligning their policies with updated guidance. “We are confident that our plan is making a difference for our nearly 170,000 employees across McDonald’s UK and Ireland,” a McDonald’s spokesperson said.

In addition to revamped training programs and a new digital platform for reporting harassment, McDonald’s launched initiatives aimed at fostering a more inclusive workplace culture. A recent anonymous employee survey revealed that 94% of workers are aware of how to report issues. Despite these efforts, critics argue that awareness alone is not sufficient and that stronger enforcement is needed to ensure lasting change.
As McDonald’s faces mounting pressure from the EHRC, it remains to be seen whether the company’s efforts to reform will result in meaningful change. The ongoing reports of abuse underscore the urgent need for stronger workplace protections and accountability across all McDonald’s locations in the UK. While the company has made public commitments to address the issue, the effectiveness of these measures remains a topic of concern for employees, advocates, and lawmakers alike.