McDonald’s Harassment Case: A Wake-Up Call for Employers
We’re only in February, yet 2025 has started out with stark warning to employers. In January, hundreds of current and former McDonald’s employees joined forces to take legal action against the fast-food giant, citing widespread harassment across its UK franchises.
UNITED KINGDOM : February 2025 has brought a stark warning to employers worldwide. In January, hundreds of current and former McDonald’s employees united to take legal action against the fast-food giant, citing widespread harassment across its UK franchises. These allegations, first revealed by the BBC, describe a “toxic culture” of sexual harassment, racism, bullying, and assault. This follows the 2023 Business and Trade Committee hearing, where McDonald’s UK CEO Alistair Macrow pledged to improve workplace conditions. However, just weeks ago, Macrow disclosed that since November 2023, McDonald’s had received 75 new allegations of sexual harassment, leading to 47 disciplinary actions and 29 dismissals.
Why has this ‘toxic culture’ persisted, and what can businesses learn from it?
Preventing Workplace Harassment: A Moral and Legal Obligation
Creating a safe and respectful work environment is not only a legal obligation, especially following the introduction of The Worker Protection (Amendment of Equality Act 2010) Act on 26 October 2024, but it is also a moral imperative for organisations.
1. Communicate, Train, and Role Model an Inclusive Culture
A strong organisational culture that prioritises respect and inclusivity must be clearly communicated, consistently trained, and visibly role-modelled by leadership. Regular training sessions on harassment prevention and response should be mandatory for all employees, ensuring everyone understands the policies and their role in maintaining a safe workplace. ‘Banter‘ is not an acceptable excuse or reasonable explanation and should be addressed by setting expectations that it will not be tolerated.
2. Robust Reporting and Investigation Systems
Implementing a transparent and accessible system for reporting complaints is crucial. Employees should feel confident that their concerns will be taken seriously and handled with discretion. Clear procedures for investigating and resolving complaints must be established, ensuring timely and fair outcomes.
3. Addressing Lone Working Risks
Lone working can increase vulnerability to harassment, particularly in scenarios where employees interact with customers late at night or when staffing levels are low. Employers should assess these risks and implement measures such as increased security, buddy systems, and clear protocols for reporting incidents.
4. Independent Oversight
Establishing a standalone department dedicated to handling harassment complaints can provide an additional layer of protection. This department should have the authority to act independently, without fear of reprisal from managers or other senior staff, ensuring impartiality in the investigation and resolution process.
5. Power Imbalance and Contract Types
Zero-hour contracts can create a power imbalance, potentially exacerbating harassment issues. While employees may choose between permanent and zero-hour contracts, the lack of job security associated with the latter can make it harder for them to speak out against harassment. Organisations should strive to offer more stable employment options and ensure that all employees, regardless of contract type, have equal access to support and resources.
By implementing these strategies, organisations can foster a safer, more respectful workplace where all employees feel valued and protected. The McDonald’s harassment case serves as a crucial reminder that workplace culture and safety must be continuously prioritised and addressed. For further insights into the evolving workplace paradigm, visit
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