Bullying, Sex for Shifts, and Homophobia: McDonald’s Faces Fresh Harassment Claims as Workers Speak Up

A year after McDonald’s faced public criticism over its apparent toxic workplace culture, new harassment claims have surfaced. This comes after the fast-food giant pledged to resolve the systemic harassment issues when the initial reports arose. McDonald’s UK and Ireland chief executive, Alistair Macrow, has since been questioned by the Business and Trade Select Committee on 7 January 2025.

Read on as we discuss the workplace bullying and harassment that has tarnished McDonald’s reputation over the past year. We will explore cases that have come to light during the controversy and the corporation’s response.

If you have a harassment claim, make sure you read till the end, where we establish your possible next steps. We will examine your remedies and outline how Redmans Solicitors could help. Should you have any questions or want assistance with your case, please don’t hesitate to reach out.

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McDonald’s Safeguarding Shortfalls: New Harassment Claims Highlight Persistent Toxic Culture

Despite the McDonald’s UK boss previously promising to address reports of widespread workplace bullying and harassment, the company has been hit with new claims. Recent BBC investigations have revealed continued abuse within the fast-food chain, with younger workers particularly affected.

Employee Stories and Legal Actions

One prominent case that’s been reported involves a 19-year-old former worker named Matt. He described the “toxic” environment he endured at his Midlands McDonald’s branch, where he allegedly faced workplace bullying due to his learning disability and eye condition. The supposed abusive culture, which also comprised racism and managers inappropriately touching staff, forced Matt to resign in May 2024.

Unfortunately, verbal abuse and bullying in the workplace are common in the new harassment claims McDonald’s UK faces. In the West Midlands, a 16-year-old employee reported being sworn at by managers, while a 19-year-old worker in Scotland claimed they faced persistent homophobic abuse. When the latter raised concerns with senior management, they allegedly dismissed the incidents as “just a bit of banter”.

Elsewhere, a 17-year-old former employee alleged that a manager in his 30s offered extra shifts in exchange for sex. The individual, whose real name wasn’t revealed, said, “You don’t expect that to happen… It was totally inappropriate.” Similarly, in the East of England, a 20-year-old female worker quit after apparently receiving topless pictures from her male manager.

The frequency of individuals being harassed and verbally abused across McDonald’s UK branches highlights a pervasive toxic culture where such incidents are often suppressed and covered up. The regularity of manager involvement also underscores a troubling abuse of power. This is further exacerbated by the prevalence of zero-hours contracts, commonly creating an imbalance of power between workers and management.

Worryingly, these bullying and harassment claims aren’t isolated events. Over 700 current and former junior McDonald’s employees are pursuing legal action against the fast-food giant. This latest report only compounds the safeguarding failures McDonald’s was previously found guilty of.

McDonald’s Response to Harassment Claims in the Workplace

Following the BBC’s initial report in 2023, McDonald’s signed a section 23 agreement with the UK Equality and Human Rights Commission (EHRC). This ensured the government watchdog could keep track of the corporation’s progress.

After facing public criticism, McDonald’s UK representatives acknowledged the gravity of the situation, discussing efforts that have been made to improve working conditions. One such initiative concerns confidential reporting channels, allowing staff to voice concerns without fear of reprisal. According to the fast-food giant, 92% of staff feel comfortable reporting issues, while 93% believe management will take appropriate action.

Moreover, as part of McDonald’s effort to resolve the matter, it hired Price Waterhouse Cooper (PwC) to audit its restaurants. The corporation explained this enabled it to assess staff well-being, maintain legal compliance, and swiftly address any issues identified.

Unfortunately, while McDonald’s representatives assert the corporation’s efforts demonstrate a commitment to staff well-being, the persistence of new harassment claims suggests they’re insufficient. To make matters worse, questions surrounding the credibility of the audits have been raised, with former employees claiming franchise managers manipulated them.

Steps to Tackle Workplace Harassment

Being harassed or bullied at work is never acceptable. While there is no law that makes bullying illegal, the misconduct often amounts to harassment, which is against the law. Under the Equality Act 2010, harassment comprises unwanted conduct related to a protected characteristic (such as age, sex, race, disability, etc.) that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for them.

If an individual believes they’ve faced workplace harassment, there are several measures they can pursue to find a solution. They should first consider bringing the incident to the attention of their employer. An informal chat may suffice, but if the issue is serious, it might be more appropriate to raise a formal grievance. It’s in both parties’ interest to resolve the matter at this stage, as doing so avoids the need for stressful court action.

However, if a resolution cannot be found, the individual may need to seek an external remedy. Before making a claim for harassment, they would need to go through ACAS early conciliation—but if the issue remains unresolved, they could proceed to an employment tribunal. To bring harassment claims, specific eligibility criteria and time limits must be satisfied.

Get Help With Redmans

If you’ve faced employer bullying or been harassed at work and want expert legal advice, Redmans Solicitors is here to help. We’ve supported many clients in similar situations, including Anna (not her real name), who was subjected to inappropriate advances from her boss.

After enduring multiple incidents of misconduct, Anna reached out to us for legal guidance. We assessed her case, facilitated negotiations with her employer, and ultimately helped her avoid a court battle. As a result, Anna secured a confidential settlement, an ex-gratia payment, and a favourable reference, among other things.

So, if you’re looking for similar expert employment law advice, reach out now and see how we can help you. To begin your journey today, simply: